EFFECT OF WORKFORCE DIVERSITY ON EMPLOYEE PERFORMANCE IN NIGERIAN BANKING INDUSTRY
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EFFECT OF WORKFORCE DIVERSITY ON EMPLOYEE PERFORMANCE IN NIGERIAN BANKING INDUSTRY
ABSTRACT
The goal of this article is to investigate the impact of workforce diversity on employee performance. The survey research design method was used for this paper. The questionnaire served as the primary data collection tool for the study.
The study focused on the Nigerian banking sector to assess the level of diversity practiced in terms of gender, age, ethnicity, and educational attainment in Nigerian organisations. The focus organisation was First Bank of Nigeria Plc, located in Ota, Ogun state.
A total of 81 copies of the questionnaire were distributed to the study’s respondents, all of which were filled out and returned and were relevant to the investigation. To achieve the research aims, four hypotheses were developed.
The data were collected and analysed using the Statistical Package for Social Sciences (SPSS); percentages and frequencies tables were utilised for descriptive purposes.
To test the hypotheses, Spearman Rank Correlation Coefficient Analysis, Regression Model, and Anova were used to investigate the relationship between variables and determine the effect of the independent factors on the dependent variable.
The study’s shortcoming is that it only examined a few characteristics of workforce diversity, therefore the findings cannot be generalised to other dimensions of diversity that were not considered in the study.
Except for ethnic diversity, the study’s findings revealed a substantial association between all characteristics of workforce diversity and employee performance.
It was also revealed that gender, age, and educational diversity have a significant impact on employee performance. As a result, based on the findings, it is advised that management maintain its diversity policies and practices in order to maximise the benefits of diversity.
Management should ensure that all employees are appropriately trained on diversity issues, since these trainings will assist employees in changing the unconscious habits that impede diversity and inclusion policies.
This study will contribute to the current literature on diversity and will assist First Bank, other organisations, employees, the government, and society as a whole in properly understanding diversity challenges, how to manage them, and how to reap the benefits.
Chapter one
INTRODUCTION: 1.0 Background for the Study
The world’s rising globalisation necessitates more connection among people from diverse backgrounds than ever before. This is because people no longer live and work in small communities; instead, they are now part of a global economy competing in almost every area of the world (Patel, 2016).
On these principles, organisations want to diversify in order to obtain a competitive advantage by being more creative, innovative, and open to beneficial change.
Today’s business workplace is changing at a rapid pace, with changes in employee demographics, increased economic job creation, continued globalisation, and the need for efficient and effective collaboration emerging as significant forces driving the importance of diversity in organisations.
With the rise of globalisation and competition, the workforce in all industrialised countries has become increasingly diverse. Technological advancements and the establishment of a global economy have brought individuals from all over the world closer together.
Gryphon and Moorhead (2014) stated that having a diverse workforce necessitates managers identifying and managing the many characteristics that exist among employees in the organisation.
As a result, businesses, educational institutions, and other entities are looking into ways to better serve their customers in order to recruit and retain the best and most qualified staff (Gupta, 2013).
On these principles, organisations want to diversify in order to obtain a competitive advantage by being more creative, innovative, and open to beneficial change.
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