The Effect of Team Diversity, Equity and Inclusion on Employee Performance in the Workplace; a Case Study of Airtel Nigeria
CHAPTER ONE
Objectives of the Study
The following specific objectives were examined:
- To assess the impact of team diversity on employee performance in Airtel Nigeria.
- To evaluate the role of equity in promoting fair treatment and opportunities for employees within teams at Airtel Nigeria.
- To examine the relationship between inclusion and employee satisfaction, engagement, and productivity within Airtel Nigeria teams.
CHAPTER TWO
REVIEWED OF RELATED LITERATURE
Diversity: Diversity describes the range of human variations which make every individual unique in their vein. It includes but is not limited to gender, race, socio-economic background, religious views, sexual orientation. Diversity in DEI however does not relate to the individuals as a diverse person, but to the composition of groups, teams, and organizations, which is what may make it a diverse company for example. Diversity is an associative idea that reveals itself in the composition of teams, groups, and organizations. It is usually measured on the basis of a collective whole.
Equity: Equity refers to the awareness of the benefits and impediments creating unequal starting places for people, as well as tackling and mitigating that disparity. The concept accepts that different people have different experiences, needs, and opportunities and thus gives people what they need as individuals.
Inclusion: Inclusion is the function of making an individual feel like a part of a collective or a group, making members feel valued, and affording them the same opportunities and rights. The difference will exist in a diverse workforce, it is the act of inclusion that takes the idea further by seeing how individuals, from team members to customers and end-users can feel cherished and included in the organizations’ policies, physical set-ups, processes, products, and services and even more. Inclusion brings about belonging on the part of individuals. Belonging is associated with feelings of support and security individuals derive from the sense of inclusion, acceptance, and identity via membership of certain groups or places. From the foregoing, DEI can be said to include the scope of organizational values, policies, practices, and strategies used by companies to promote healthy work environments where individuals can flourish through the employee experience or employment life-cycle. When taken on with the right approach and 3 executed thoughtfully, DEI strategies diligently examine and integrate all three conceptions of diversity, equity, and inclusion to devise comprehensive systems that relevantly tackle the inequities encountered by underrepresented groups.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain the effect of team diversity, equity and inclusion on employee performance in the workplace; a case study of Airtel Nigeria. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing tthe effect of team diversity, equity and inclusion on employee performance in the workplace; a case study of Airtel Nigeria..
Summary
This study was on the effect of team diversity, equity and inclusion on employee performance in the workplace; a case study of Airtel Nigeria. Three objectives were raised which included: To assess the impact of team diversity on employee performance in Airtel Nigeria, to evaluate the role of equity in promoting fair treatment and opportunities for employees within teams at Airtel Nigeria and to examine the relationship between inclusion and employee satisfaction, engagement, and productivity within Airtel Nigeria teams. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from Airtel Nigeria in Uyo. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
The study on the effect of team diversity, equity, and inclusion (DEI) on employee performance in the workplace, focusing on Airtel Nigeria, underscores the crucial role that DEI initiatives play in shaping organizational outcomes. Through an examination of various dimensions of diversity, including demographic, cognitive, and functional aspects, as well as the importance of fostering psychological safety and effective communication patterns within teams, it is evident that DEI initiatives have a significant impact on employee performance.
The findings of this study suggest that promoting diversity, equity, and inclusion within teams at Airtel Nigeria can lead to enhanced creativity, innovation, and problem-solving capabilities. Furthermore, fostering an inclusive work environment where all employees feel valued, respected, and empowered to contribute can improve team dynamics, collaboration, and ultimately, organizational performance.
Recommendations
Based on the conclusions drawn from this study, the following recommendations are offered to Airtel Nigeria and other organizations seeking to optimize the impact of team diversity, equity, and inclusion on employee performance:
Airtel Nigeria should invest in comprehensive diversity, equity, and inclusion training programs aimed at raising awareness, promoting understanding, and fostering inclusive behaviors among employees and leaders.
Promote Leadership Commitment: Top leadership at Airtel Nigeria should demonstrate a strong commitment to DEI initiatives by championing diversity efforts, setting clear goals, and allocating resources to support diversity and inclusion initiatives at all levels of the organization.
Managers and team leaders should actively work to create inclusive team environments where all members feel valued, respected, and empowered to contribute their unique perspectives and talents.
Airtel Nigeria should encourage open and transparent communication channels within teams, ensuring that all voices are heard, and diverse viewpoints are considered in decision-making processes.
Regular monitoring and evaluation of DEI initiatives are essential to track progress, identify areas for improvement, and ensure accountability at all levels of the organization.
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