Publication

Workforce diversity in Kenyan public universities: an analysis of workforce representativeness and heterogeneity by employee gender and ethnic group

Kisaka, L. G., Jansen, E. P. W. A. & Hofman, A. W. H., 2-Jan-2019, In : Journal of Higher Education Policy and Management. 41, 1, p. 35-51 17 p.

Research output: Contribution to journalArticleAcademicpeer-review

APA

Kisaka, L. G., Jansen, E. P. W. A., & Hofman, A. W. H. (2019). Workforce diversity in Kenyan public universities: an analysis of workforce representativeness and heterogeneity by employee gender and ethnic group. Journal of Higher Education Policy and Management, 41(1), 35-51. https://doi.org/10.1080/1360080X.2018.1545523

Author

Kisaka, Lynette G. ; Jansen, Ellen P. W. A. ; Hofman, Adriaan W. H. . / Workforce diversity in Kenyan public universities : an analysis of workforce representativeness and heterogeneity by employee gender and ethnic group. In: Journal of Higher Education Policy and Management. 2019 ; Vol. 41, No. 1. pp. 35-51.

Harvard

Kisaka, LG, Jansen, EPWA & Hofman, AWH 2019, 'Workforce diversity in Kenyan public universities: an analysis of workforce representativeness and heterogeneity by employee gender and ethnic group', Journal of Higher Education Policy and Management, vol. 41, no. 1, pp. 35-51. https://doi.org/10.1080/1360080X.2018.1545523

Standard

Workforce diversity in Kenyan public universities : an analysis of workforce representativeness and heterogeneity by employee gender and ethnic group. / Kisaka, Lynette G.; Jansen, Ellen P. W. A.; Hofman, Adriaan W. H. .

In: Journal of Higher Education Policy and Management, Vol. 41, No. 1, 02.01.2019, p. 35-51.

Research output: Contribution to journalArticleAcademicpeer-review

Vancouver

Kisaka LG, Jansen EPWA, Hofman AWH. Workforce diversity in Kenyan public universities: an analysis of workforce representativeness and heterogeneity by employee gender and ethnic group. Journal of Higher Education Policy and Management. 2019 Jan 2;41(1):35-51. https://doi.org/10.1080/1360080X.2018.1545523


BibTeX

@article{2bd495aa95ed49d38ce97ca3978dba05,
title = "Workforce diversity in Kenyan public universities: an analysis of workforce representativeness and heterogeneity by employee gender and ethnic group",
abstract = "Workforce diversity is considered an indicator of successful diversity and equal employment opportunity initiatives. In Kenya, it is a legal requirement for all public establishments to seek to represent the diversity of the population in employment of staff. This study analyses ethnic and gender representativeness and heterogeneity of the workforce in public universities. The results show over-representation of certain ethnic groups and non-compliance with diversity requirements in most universities. Variations between universities with regard to workforce heterogeneity are not statistically significant. However, the link between workforce heterogeneity and degree of urbanisation of university location is statistically significant. The conclusion is that compliance with legal requirements does not necessarily translate into representativeness and heterogeneity of the workforce. A shift from legal compliance to planned increase in numbers of under-represented gender and ethnic groups through diversity initiatives that identify and address barriers to equal employment and discriminatory employment practices is recommended.",
keywords = "BUREAUCRACY, ORGANIZATIONS, INTEGRATION, MANAGEMENT, WOMEN",
author = "Kisaka, {Lynette G.} and Jansen, {Ellen P. W. A.} and Hofman, {Adriaan W. H.}",
year = "2019",
month = "1",
day = "2",
doi = "10.1080/1360080X.2018.1545523",
language = "English",
volume = "41",
pages = "35--51",
journal = "Journal of Higher Education Policy and Management",
issn = "1469-9508",
number = "1",

}

RIS

TY - JOUR

T1 - Workforce diversity in Kenyan public universities

T2 - an analysis of workforce representativeness and heterogeneity by employee gender and ethnic group

AU - Kisaka, Lynette G.

AU - Jansen, Ellen P. W. A.

AU - Hofman, Adriaan W. H.

PY - 2019/1/2

Y1 - 2019/1/2

N2 - Workforce diversity is considered an indicator of successful diversity and equal employment opportunity initiatives. In Kenya, it is a legal requirement for all public establishments to seek to represent the diversity of the population in employment of staff. This study analyses ethnic and gender representativeness and heterogeneity of the workforce in public universities. The results show over-representation of certain ethnic groups and non-compliance with diversity requirements in most universities. Variations between universities with regard to workforce heterogeneity are not statistically significant. However, the link between workforce heterogeneity and degree of urbanisation of university location is statistically significant. The conclusion is that compliance with legal requirements does not necessarily translate into representativeness and heterogeneity of the workforce. A shift from legal compliance to planned increase in numbers of under-represented gender and ethnic groups through diversity initiatives that identify and address barriers to equal employment and discriminatory employment practices is recommended.

AB - Workforce diversity is considered an indicator of successful diversity and equal employment opportunity initiatives. In Kenya, it is a legal requirement for all public establishments to seek to represent the diversity of the population in employment of staff. This study analyses ethnic and gender representativeness and heterogeneity of the workforce in public universities. The results show over-representation of certain ethnic groups and non-compliance with diversity requirements in most universities. Variations between universities with regard to workforce heterogeneity are not statistically significant. However, the link between workforce heterogeneity and degree of urbanisation of university location is statistically significant. The conclusion is that compliance with legal requirements does not necessarily translate into representativeness and heterogeneity of the workforce. A shift from legal compliance to planned increase in numbers of under-represented gender and ethnic groups through diversity initiatives that identify and address barriers to equal employment and discriminatory employment practices is recommended.

KW - BUREAUCRACY

KW - ORGANIZATIONS

KW - INTEGRATION

KW - MANAGEMENT

KW - WOMEN

U2 - 10.1080/1360080X.2018.1545523

DO - 10.1080/1360080X.2018.1545523

M3 - Article

VL - 41

SP - 35

EP - 51

JO - Journal of Higher Education Policy and Management

JF - Journal of Higher Education Policy and Management

SN - 1469-9508

IS - 1

ER -

ID: 67604910