THE IMPACT OF GENDER DIVERSITY ON THE PERFORMANCE OF THE

ORGANISATION

BY OROCK CHELSEA LAURYNE

 CHAPTER ONE

1.0 INTRODUCTION

With increased globalization and interrelatedness comes a blend of different individuals who
meet at the same workplace to work towards achieving the same objectives. Workforce
nowadays is made up of employees of different ethnic, social, economic, racial and
physiological backgrounds. In some cases, this has led to serious clashes, hatred and production
dysfunctionality in the work place (Zhuwao, 2017) and this has given rise to the need to create
an efficient, united, harmonious, homogenous workforce regardless of the heterogeneity. This
imperative led to the development of a buzzword - workforce diversity.
Workforce diversity is defined by Alghazo and Shaiban (2016) as the heterogeneous
composition of employees of the same organization in terms of gender, age, race, and
educational background. Barak (2016) proposes a broader definition of workforce diversity as
employee differences that extend to the values, organizational roles, occupation and behavioral
styles. The middle of the park and rationalized understanding of workforce diversity was
suggested by Ogbo, Ukpere and Iyamho (2014) who define it as the multitude of the individual
differences and similarities that exist among the people working in an organization. Therefore,
workforce diversity entails acceptance, respect and appreciation of
each employee’s uniqueness.
1.1 Background of the study.
Diversity issues have drawn much concern to most organizations and have spurred a lot of
debate on its benefits as well as the challenges that come with the acceptance of the same. Due
to globalization, improved educational systems and technological advancements that have
brought diverse people together, many organizations that strive to attract and retain highly
productive workforce must encourage workforce diversity (Gupta, 2013).The desire to gain
competitive advantage, build organizations reputation and to have a wide range of knowledge
and skills to enhance performance has
made diversity to be widely utilized as an important organizations resource (Adler, 2005).
People are diverse in ways that can be seen or unseen through genetically orientation, religious
beliefs and by their position in the society (Kossek, Lobel, and Brown, 2005). The differences
therefore create a pool of rich knowledge and skills required to ensure good performance
which can be created by recruiting people from diverse backgrounds.
According to Greenberg, (2004), organizations that embrace workforce diversity are highly
profitable and productive in nature. The concept of workforce diversity therefore addresses the
need of not for profit and profit making organizations to recognize the need to embrace
diversity not as a legal obligation but as a tool to attaining organizations strategic goals.
The study was premised by the social identity theory that argues that an individual character is
driven by both interpersonal and intergroup behavior. It further states that individuals identify
themselves in the society and appreciate their value by comparing their relations to their fellow
group members. Cognitive diversity relates to how individuals differ from each other in terms of
knowledge, perception and experiences. The team work within the working environment
fosters organizations success through creativity and innovation as a result of a pool of
perspectives of the members that exist within. For the purpose of this study Telcar cocoa
limited was identified because it exists in a different societal setting and location in Cameroon
(Budhwa, 2009) thereby providing a strong background in understanding diversity in the
organization. Just like any other organization in Cameroon is affected by rapid changes and
developments such as the promulgation of the Cameroon constitution that demands all
organizations to embrace workforce diversity as a legal requirement, is not exceptional as it
derives staff from diverse backgrounds thus posing benefits and obstacles that need to be
addressed.
Lastly, the study will focus on diversity dimensions such as gender, education, religion and
ethnicity because there exists previous literature on their relevance to performance of
organizations.
1.2 Research Problem
Workforce diversity has been argued as previously to have a contribution to the performance of
organizations. This is because a diverse workforce provides a great pool of knowledge skills and
experience that when properly utilized can improve organizational performance. Recognizing
workforce diversity is crucial so as to ensure of a competition within the environment (Mercy
and Rachael, 2013). Previous studies done locally on workforce diversity and organizational
performance for instance Busolo, (2017) found out that age, gender and ethnicity were
significant factors in determining organizational performance in order to obtain competitive
edge and workforce sustainability at AAR Group.
Another study done by Recadina and Ouma, (2017) utilized descriptive survey research design
and structured questionnaires. It established that age, occupation and professional network
diversities influenced the performance of the board of NGO‟s in Nairobi County that impacted
on the overall performance of the organization.
Regionally Olesegun et al, (2017) study on the influence of workforce diversity on
Organizational performance in Nigeria found out that employee communication and talent
availability influenced organizational performance. Globally a study done Kerby and Burns,
(2012) on the contribution of workforce diversity in the USA economy found that out that the
nations entire workforce have become more diverse mostly influenced by various gender
dimensions lead to a highly productive workforce. Another study by Gupta (2013) found out
that age, ethnicity was great contributors to performance of organizations.
Just like any other organization in the contemporary world, Telcar Cocoa limited is not
exceptional in challenges as in the recent years 80% of men are hired over women. This is
supported by studies that shows that men are 30% more likely to be promoted to a
managerial position than women. Additionally, men earn an approximately 24.1% higher
base pay than women. And due to this gender discrimination there has been inequality
regarding hiring, salary, opportunities, and promotions.

This therefore prompt the research to take interest in this study to look for better ways
to approach the diversity issues of the company in order to boost the morale of
employees thereby improving the performance of the organization. So therefore the
study seeks to fill by finding by how workforce diversity influence the performance of
telcar Cocoa limited.
1.3 Research Objective

 To determine whether workforce diversity has a positive effect on customers’

related issues in Cameroon.

 To investigate how age diversity influences the performance of telcar cocoa limited ;
 To examine how gender diversity affects the performance of telcar cocoa limited ;
 To assess the impact of ethnic diversity on the performance of telcar cocoa limited ;
1.4 Research Questions
The following objectives above is to answer the following questions bellow:

 Does workforce diversity have a positive effect on customers’ related issues in

Cameroon .

 Does age diversity influences the performance of telcar cocoa limited

 Does ethnic diversity impacts the performance of telcar cocoa limited

 Does gender diversity affects the performance of telcar Cocoa limited

1.5 Significance of the Study

The findings of this study may be important to any interested organization that seeks to
understand the effect that age, gender and religious diversity has on their overall
performance.
1.5.1 Management of telcar cocoa limited
The management of telcar Coca limited stand to be principal beneficiaries of the study. The
study will help the management recognize and appreciate the importance of workforce
diversity in the attainment of the competitive advantage and organizational performance.
The study will accord AAR management how deriving value inherent in employee’s
different perspectives can enhance specific attributes of performance such as problem
solving, decision making, employee satisfaction and morale among others.It will further
enable AAR to recognize value associated with heterogeneity in age, gender and ethnic
identities of the employees. The study will therefore, provide awareness on how diversity
is of strategic importance for AAR and give insight into how the Group’s management
can utilize diversity to enhances organizational processes and attain optimum
performance.

1.5.2 Employees of telcar cocoa limited .

Apart from being of vital importance to telcar cocoa management, the study will also be of
significant importance to the employees. It will provide employees with information
regarding the importance of their age, gender and ethnic diversity to the enhancement of
organizational performance. As such, it may help the employees embrace diversity and
appreciate the importance of the multiple perspectives, ideas, experiences and knowledge
that comes with diversity. It could help the employees appreciate diversity and exploit
their differences to attain the organization’s goals.
1.5.3 Other Organizations
Other organizations will also find the study very important. The findings of the study may
help other firms to assess or evaluate the effectiveness of their diversity in the attainment
of organizational performance. In so doing, the study will form an indispensable source of
information on how to strategically utilize diversity to leverage their competitiveness in
the modern competitive business environment. The study may help these firms benefit by
re-evaluating their diversity strategy and opening up their firms to a myriad or
perspectives, experiences and knowledge, which may help them achieve and maintain a
competitive advantage.
1.5.4 Researchers and Academicians
The information provided in the study will contribute to the current body of literature
focusing on the effects of diversity on organizational performance form an importance
source of information for future studies. By focusing in the internal dimensions of
diversity, specifically the demographic aspects, the study will inspire future research on
the subject and facilitate future research on the subject. The study findings regarding the
negative impacts of diversity on organizational performance will also lead to more
research on the subject in a manner that may precipitate greater understanding of the
relationship.
1.6 Scope of the Study
The study primarily centers on the impact of organizational diversity on organizational
performance. It specifically examines how age diversity affects organizational
performance, how gender diversity affects organizational performance and how ethnic
diversity affects organizational performance. Therefore, the study focuses on the
functional diversity that has an impact on organizational performance as opposed to non-
functional diversity.This research will center in the city of the Douala where the company is
located.
1.7 limitation of the study.