Tujuan dari penelitian ini untuk mengetahui lebih lanjut pengaruh Manajemen Keragaman (diversity management), Kepercayaan Organisasi (organizational trust), ketidakamanan kerja (job insecurity) terhadap Keterikatan karyawan (employee engagement) pada PT XYZ. Hal ini dilatarbelakangi oleh adanya penurunan kinerja karyawan dan adanya keragaman latar belakang karyawan yang ada di PT XYZ sebagai anak perusahaan dari perusahaan multinasional dan memiliki beberapa cabang di beberapa wilayah di Indonesia serta dengan adanya keragaman latar tersebut dan adanya pandemic Covid-19 di Indonesia membuat karyawan merasa tidak aman terhadap pekerjaannya dan pentingnya kepercayaan organisasi terhadap keterikatan karyawan. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei dengan cara menyebarkan kuesioner kepada 104 responden pegawai PT XYZ yang berstatus karyawan tetap dan memiliki pengalaman minimal 1 tahun. Analisis data menggunakan analisis Structural Equation Modeling (SEM PLS) menggunakan aplikasi SmartPLS 3.2.9. Hasil menunjukan bahwa diversity management berpengaruh positif dan signifikan terhadap employee engagement, dan organizational trust. Job insecurity berpengaruh negatif dan signifikan terhadap employee engagement. organizational trust dapat memediasi hubungan diversity management terhadap employee engagement. Diversity management memiliki pengaruh negtif dan tidak signifikan terhadap job insecurity, dan job insecurity tidak dapat memediasi hubungan diversity management terhadap employee engagement / The purpose of this study was to find out more about the effect of Diversity Management, Organizational Trust, Job Insecurity on Employee Engagement at PT XYZ. This is motivated by a decrease in employee performance and the diversity of employee backgrounds at PT XYZ as a subsidiary of a multinational company and has several branches in regions in Indonesia and with the diversity of backgrounds and the Covid-19 pandemic in Indonesia, employees feel uncomfortable. job security and the importance of organizational trust in employee engagement. This study uses a quantitative approach with a survey method by distributing questionnaires to 104 respondents of PT XYZ employees who have employee status and have at least 1 year. Data analysis using Structural Equation Modeling (SEM PLS) analysis using SmartPLS 3.2.9 application. The results show that diversity management has a positive and significant effect on employee engagement, and organizational trust. Job insecurity has a negative and significant effect on employee engagement. organizational trust can mediate the relationship of diversity management to employee engagement. Diversity management has a negative and insignificant effect on job insecurity, and job insecurity cannot mediate the relationship between diversity management and employee engagement.