Abstract
This study sought to establish the effect of workforce diversity on employee performance in CPF Financial Services limited. The study adopted a descriptive and causal study design. The target population was categorized into three sub groups’ i.e. Senior management level, middle management level and low management level. There are 10 senior management staffs, 46 middle level management and 140 low level management staff within CPF financial services ltd. The target population of the study was therefore 196. The sampling technique that was used in this study was random sampling technique. The sampling frame for this study was all the staff of CPF Financial services Limited. The sample size was 132. Primary data was collected through the administration of the questionnaires. The study used quantitative techniques in analyzing the data. Descriptive analysis was employed; which include; mean standard deviations and frequencies/percentages. Inferential statistics such as correlation and regression analysis was used. The analyzed data was presented in charts, bars and tables. The study found that gender diversity was statistically significant to employee performance, age diversity was statistically significant to employee performance, cultural diversity was statistically significant to employee performance and education background diversity was statistically significant to employee performance. The study recommends that organizations need to embrace employee diversity management strategies as this can contribute to organizational performance through enhanced decision-making and problem-solving by providing a range of perspectives, a broad spectrum of expertise and a more robust process for critical evaluation. The HR should formulate strategies to eliminate negative cultural discrimination climate within the organization. Awareness-based training programs can be induced to help employees to reflect on their stereotypes. Behavioral-based training can also provide concrete recommendations on how to deal with an ethnic diverse workforce. The HR management needs to formulate policies that encourage employee development, or recruitment of employees with diverse educational backgrounds, this will create a wide pool of knowledge within the organization thus enhancing organizational competitiveness. The researcher recommends further studies on workforce diversity on employee performance related to employee satisfaction and encourage more studies on workforce approaches, discursive approaches and workforce design theories to build up more scholarly work in this field.
Keywords: Employee Performance, Cultural Diversity, Gender Diversity, Educational Diversity and Workforce Diversity