Workforce Diversity Management And Employee Performance In National Biosafety Authority, Kenya

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ABSTRACT

Workforce diversity management has been shown to directly influence performance of

employees in organizations. In Kenya however, this concept has not been adopted in many

organizations. The study was conducted at the National Biosafety Authority in Nairobi,

Kenya. The general objectives of this study were to determine if performance of employees

was impacted by managing different aspects of workforce diversity such as age, gender,

marital status and educational background. The specific objectives determined the effects of

education background, gender diversity, marital status and age diversity while the dependent

variable was employee performance. Descriptive research design was adopted in the study.

The target population was 38 employees of National Biosafety Authority who included the

senior management, middle management, and general staff. Since the population was small, a

census study was adopted whereby the entire population was considered for the study. The

study collected primary data through the use of a questionnaire which had both closed and

open-ended questions. The questionnaire was pilot tested prior to being administered to the

selected sample to test for validity and reliability. Validity of the questionnaire was

established by the researcher and supervisor reviewing and discussing the items on the

instruments while reliability was checked by the use of test-retest reliability. The

questionnaire wasthen be administered to the respondents for data collection of both

qualitative and quantitative data. The data collected was then be analysed using the SPSS

software and some values were exported to excel for generation of charts and tables.

Descriptive and regression analysis revealed that employee performance was influenced

significantly by age diversity. Analysis indicated that 82% of employees had the perception

that education influenced the performance of employees at the workplace. 92% of employees

indicated that gender diversity increased performance of staff. Marital status did not have an

effect of performance of employees. Age diversity also proved to have an impact on

performance with 82% of respondents believing that it improved performance. Regression

analysis also showed that performance was positively influenced by three independent

variables namely education, gender and age diversity.

The qualitative data was analyzed using descriptive statistics which included frequency

distribution tables and the mean, standard deviation and measures of relative frequencies

while qualitative data was analyzed using content analysis and reported in narrative form

along with quantitative presentation. Inferential statistics included use of a regression analysis

to establish the form of relationship between the dependent variable and the independent

variables. The Statistical Package for Social Sciences software aided in the analysis. Data

was presented in tables and graphs. The study found out that workforce diversity

management such as education background, gender diversity, marital status and age diversity

affect employee performance. However, marital status did not influence employee

performance in the organization. The study concludes that education background, gender

diversity, marital status and age diversityare critical workforce diversity management that

determines employee performance in an organization. The study recommends that there is

need for creating awareness and conducting trainings touching on workplace diversity since

most of the staff did not think the organization has invested enough in sensitizing

employees.The study should focus on assigning tasks to employees possessing relevant skills

and trainings to enhance performance. The study should also organize team building

activities to ensure that the staff who are unsure of the effect of age diversity on lack of

bonding are engaged with staff of different age groups both at a professional and a social level.

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APA

Research, S. & MUTHONI, M (2021). Workforce Diversity Management And Employee Performance In National Biosafety Authority, Kenya. Afribary. Retrieved from https://afribary.com/works/workforce-diversity-management-and-employee-performance-in-national-biosafety-authority-kenya

MLA 8th

Research, SSA, and MUTHIORA MUTHONI "Workforce Diversity Management And Employee Performance In National Biosafety Authority, Kenya" Afribary. Afribary, 26 May. 2021, https://afribary.com/works/workforce-diversity-management-and-employee-performance-in-national-biosafety-authority-kenya. Accessed 29 Sep. 2022.

MLA7

Research, SSA, and MUTHIORA MUTHONI . "Workforce Diversity Management And Employee Performance In National Biosafety Authority, Kenya". Afribary, Afribary, 26 May. 2021. Web. 29 Sep. 2022. < https://afribary.com/works/workforce-diversity-management-and-employee-performance-in-national-biosafety-authority-kenya >.

Chicago

Research, SSA and MUTHONI, MUTHIORA . "Workforce Diversity Management And Employee Performance In National Biosafety Authority, Kenya" Afribary (2021). Accessed September 29, 2022. https://afribary.com/works/workforce-diversity-management-and-employee-performance-in-national-biosafety-authority-kenya