<![CDATA[This study aims to examine the effects of diversity management and equity practices on organizational trust, with inclusive organizational culture serving as a mediating variable in public sector organizations. The study is grounded in Social Exchange Theory (SET), which posits that the relationship between employees and organizations is built through mutually beneficial social exchange processes. A quantitative approach with an explanatory research design was employed, involving Civil Servants (Aparatur Sipil Negara/ASN) working in central and local government institutions in Indonesia. Data were collected through a structured questionnaire and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 7. The findings reveal that diversity management has a positive and significant effect on both inclusive organizational culture and organizational trust. Equity practices also have a positive and significant effect on inclusive organizational culture but do not significantly influence organizational trust. Furthermore, inclusive organizational culture has a positive and significant effect on organizational trust. The mediation analysis indicates that inclusive organizational culture significantly mediates the relationship between diversity management and organizational trust, but does not mediate the relationship between equity practices and organizational trust. This study contributes theoretically by developing an integrative model of Diversity, Equity, and Inclusion (DEI) and organizational trust in Indonesian public sector organizations based on Social Exchange Theory. Practically, the findings highlight the importance of strengthening diversity management practices and fostering an inclusive organizational culture to enhance employees' trust in the organization]]>
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