Effect of Workforce Diversity Management on Performance of International Development Non-governmental Organizations in Kenya

Abstract

The study investigated the effect of workforce diversity management on performance of international development non-governmental organizations in Kenya. Descriptive survey design was engaged in this study. The main use of descriptive statistics was to describe information or data by the use of numbers and figures. The data collection methods included in-depth interviews and questionnaires. The study population consisted of international development non-governmental organizations that are based in Nairobi with at least 50 employees. Data was analyzed using the SPSS computer software version 22.0. Data from open ended questions was used to explain the quantitative findings. Inferential examination sought to define the effect of workforce diversity management on the performance of international Non-Governmental Organizations in Kenya, through the use of multivariate analysis. The findings revealed that majority (88.6%) agreed that diversity training influences the performance, whereas only 11.4% of the respondents were of a contrary opinion. The findings also revealed that majority of the respondents as evidenced by 91.4% agreed that balanced recruitment influences performance. The findings further revealed that majority of the respondents agreed that their organizations: has a policy for greater representation of women in management, has a policy for greater representation of people with disabilities in management, ensures that female employees are given equal chance with male employee in promotion, has a strict policy on sexual harassment of different genders, ensure inclusion of women in panel for promotion, pay female employee all their dues during their maternity leave, and that it ensure inclusion of people with disability in the promotion panel. From the findings, the study concluded that the recruitment process was vital in the performance in an organization such that organizations that ensure balanced recruitments are seen to perform better than their counterparts. Further conclusions were drawn that organizations that give support to minority groups record better performance. The study also concluded that frequent and special trainings equip the employees with skills and knowledge that help to improve their productivity at their workplaces. The study recommends that organization should ensure that there is equity during the recruitments processes as this ensures only the qualified and skilled staff are employed. People from the minority groups should as well be considered for the interviews. The study also revealed a need for the organizations to come up with policies that will aim at giving special support to the minority groups such as women and people with disabilities. The study further recommended that special training be given to special staff such as those with disabilities. The study recommended that an in-depth study be done on challenges facing implementation of workforce diversity among International Non-Governmental Organizations in Kenya