Abstract
In an attempt to increase organisational innovativeness and productivity, there is a need to identify the key diversity dimensions needed in the telecommunication industry of Ghana and the degree of influence and significance of these diversity dimensions. The contribution of this paper is in the proposed approach that combines the grey-DEMATEL to evaluate relevant diversity dimensions and their influence and significance. Diversity dimensions were sourced from literature and assessed by 15 experts. The findings revealed that the critical diversity dimensions which influence effective diversified workforce are age, educational level, gender, personality, ethnicity and cultural values, and physical abilities and characteristics. Age and gender are characterised as reason diversity dimensions, i.e., essential diversity dimensions influencing other dimensions. The managerial implication is that in designing strategies to achieve an effective and efficient diverse workforce that contributes to higher productivity or increased return on investment, prominence should be placed on the critical diversity dimensions.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: International Journal of Applied Decision Sciences
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
