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The increasing workforce diversity in the era of globalization and organizational transformation encourages companies not only to focus on achieving performance targets but also to manage human resources in a fair manner, remain open to differences, and foster a sense of belonging among employees. The concept of Diversity, Equity, Inclusion, and Belonging (DEIB) has increasingly been adopted as an approach in modern human resource management. However, previous studies examining the influence of DEIB on organizational commitment have produced inconsistent findings, this situation highlights the need for a more comprehensive empirical investigation to better understand the role of each DEIB dimension in strengthening employee’s organizational commitment. This study aims to analyze the influence of diversity, equity, inclusion, and belonging on organizational commitment using a quantitative approach with survey methods through questionnaires distributed to employees as respondents. The collected data were analyzed using multiple linear regression with the assistance of SPSS version 25 to examine the relationships and effects among variables. The results indicate that equity, inclusion, and belonging have a positive and significant effect on organizational commitment, whereas diversity does not show a significant effect. These findings suggest that diversity alone is insufficient to enhance employees’ organizational commitment unless it is supported by fair practices, active participation, and a work environment that enables employees to feel valued and recognized as integral members of the organization.