INFLUENCE OF WORKFORCE DIVERSITY MANAGEMENT ON EMPLOYEES’ PERFORMANCE IN THE CIVIL SERVICE IN KENYA

Mwangi Elias Wachira

College of Human Resource and Development, Jomo Kenyatta University of Agriculture and

Technology

P. O. Box 62000, 00200 Nairobi, Kenya

Corresponding Author email: This e-mail address is being protected from spambots. You need JavaScript enabled to view it

Dr. Wario Guyo

College of Human Resource and Development, Jomo Kenyatta University of Agriculture and

Technology

P. O. Box 62000, 00200 Nairobi, Kenya

Prof. Romanus Odhiambo

College of Human Resource and Development, Jomo Kenyatta University of Agriculture and

Technology

P. O. Box 62000, 00200 Nairobi, Kenya

Dr. Francis Kangure

College of Human Resource and Development, Jomo Kenyatta University of Agriculture and

Technology

P. O. Box 62000, 00200 Nairobi, Kenya

CITATION: Wachira, M., E., Guyo, W., Odhiambo, R., Kangure, F. (2018). Influence Of Workforce Diversity Management On Employees’ Performance In The Civil Service In Kenya. International Journal of Human Resources and Procurement. Vol. 8 (3) pp 11 – 33.

ABSTRACT

The main purpose of this study was to investigate the influence of workforce diversity management on employees’ performance in the civil service in Kenya. This study sought to establish how Diversity policies, diversity training, work teams, affirmative action and diversity committees influence the employees’ performance in the civil service in Kenya. Five hypotheses were developed in line with the research objectives. The study adopted a descriptive research design and relied on both primary and secondary data collected by use of questionnaires and reports respectively. The target population of the study comprised of 26000 civil servants working in the eighteen (18) government ministries’ Headquarters based at Nairobi City. The sample size of this study consisted of three hundred and eighty four (384) respondents. The quantitative data collected was analyzed with the help of SPSS window version 21 to generate both descriptive and inferential data. Descriptive and inferential statistics were used in data analysis. From the analysis the following key findings were made: There is a positive significant relationship between Diversity Policies (r=.300, p=.000), diversity training (r=.136, p=.012), work teams (r=.258, p=.000), affirmative action (r=.322, p=.000), work committees (r=.314, p=.000) and employee performance. The following recommendations were provided: there is need for more awareness to be created in the government ministries on the workforce diversity management and the role that is playing in empowering the performance of employees. There is also need for an extensive training to be carried out among the managers not only in the human resource department but across the ministries.

Key Words: Diversity Policies, Diversity Training, Work Teams, Affirmative Action, Diversity Committees and Employees Performance

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