Managing or Mismanaging Workforce Diversity: Major Determinants.

Abstract

The management of workforce diversity is a very sensitive issue and is becoming more visible in management practices. Moreover, workforce diversity is being encouraged by an increased level of national and international laws offering protection against discriminations based on sex, race, disability etc. The perception of management of workforce diversity will determine its successful application and monitoring in order to make it successful. Moreover, the approach to managing diversity that should be adopted may also depend on the characteristics of the society in which it operates. The question is: are all approaches to managing workforce diversity applicable to all organisations irrespective of their cultural orientations? The research objective is to examine the practical application of some the approaches to managing diversity in Nigerian higher education especially in admission and employment. It also examines the understanding and appreciation of having a diverse workforce. The article adopted a single case study approach of Kwara State Polytechnic, Nigeria and used in-depth interview and documentary evidence as major sources of collecting data. It was found that the application of federal character and quota system in managing workforce diversity have some challenges in Nigerian higher education militating against its successful implementation. The article concludes with the argument that inappropriate application of a type of approach by an organisation might result in crisis and could be termed as ‘mismanaging’ workforce diversity.