Browsing by Author "Ngula, Eunice M."

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Diversity and inclusion practices on organizational performance of public corporations in Nairobi County, Kenya
(KCA University, 2025) Ngula, Eunice M.
The core objective of this study was to evaluate the effect of diversity and inclusion practices on organizational performance among the public corporations in Nairobi County, Kenya. organizational performance is often assessed through indicators such as quality of service delivery, transparency in operations, accountability mechanisms, and the extent to which public policy objectives are achieved. These organizations are mandated to provide public goods and services efficiently and equitably, often operating under political scrutiny and budgetary constraints. However, despite the existing legal and regulatory framework on inclusive in workplace, most government institutions are yet to fully realize this critical governments agenda. This study reviewed inclusive leadership practices, diversity training and education programs, and employee Resource Groups (ERGs) inclusive recruitment and promotion policies and how each affects organizational performance. The study was guided by the contingency, institutional, resource-based view and equity theory and reviewed past studies in relation to the set objectives while showing the gaps and finally summarize this into a conceptual framework. The study adopted a descriptive research design and targeted all 41 public corporations within Nairobi City county. Form the total entities, the study purposively selected the managing director, the human resource directors and the heads of research, innovation and development sections to provide the required data. Primary data was collected from the respondents using a questionnaire and be analyzed in both quantitative and inferential statistics. Moreover, a linear regression was performed to determine the relationship between the study variables. Results of the analyzed data were shown in tables and charts with calculated mean and standard deviations. The study found significant positive correlations between the independent variables and Organizational Performance, r = 0.864, r = 0.582, r = 0.614 and r = 0.796 for Inclusive Leadership Practices, Diversity Training and Education Programs, Employee Resource Groups and Inclusive Recruitment and Promotion Policies respectively. The regression analysis further revealed that these variables collectively explained 55.2% of the variance in Organizational Performance (R² = 0.552), indicating a strong model fit. From these findings, the study recommended that Public corporations in Nairobi County should strengthen inclusive leadership by training leaders to engage diverse perspectives, foster accountability, and integrate inclusivity into performance and strategic planning. Secondly, these corporations should ensure diversity training programs are continuous, practical, and embedded into organizational culture, with regular evaluations to ensure lasting behavioral change. Additionally, expanding Employee Resource Groups (ERGs) with strong leadership support, clear objectives, and inclusive participation can promote belonging and engagement across the organization. Lastly, transparent and merit-based recruitment and promotion policies, supported by bias-free HR practices, should be deployed as this can reinforce fairness, drive innovation, and align with broader inclusion efforts.