Workforce Diversity Management Practices and Organisational Performance in Ondo State Internal Revenue Service (ODRIS)
DOI:
https://doi.org/10.51459/jostir.2026.2.1.0321Keywords:
Diversity, Organizational Performance, Management Practices, Efficiency, Employee SatisfactionAbstract
The effective management of public service organizations has become increasingly aware that diversity within their respective workforces and the proper management of such diversity is essential for enhanced performance within their organizations. This research study focused on assessing the extent of workforce diversity within ODIRS, examining the effect of such diversity on organizational performance, as well as the role played by diversity management in influencing performance with an ultimate objective of improving the organization’s non-financial performance. In this case, a survey research design was employed, targeting a sample of 212 individuals from among 450 operational employees, based on the Yamane formula. The data collection process involved the use of a questionnaire, while data analysis used inferential statistics, particularly correlation and regression. For the second objective, the analysis revealed that only inclusive climate had a positive and statistically significant positive effect on organisational performance (β = 0.451, t = 5.782, p < 0.01), while demographic diversity (β = 0.123, t = 1.245, p > 0.05) and functional diversity (β = 0.198, t = 1.908, p > 0.05) had no significant effect. Regarding the third objective, diversity management practices were found to significantly influence organisational performance, with leadership commitment showing the strongest positive effect (β = 0.389, t = 6.321, p < 0.01), followed by diversity training (β = 0.312, t = 4.872, p < 0.01) and diversity policies (β = 0.275, t = 3.998, p < 0.01). In conclusion, promoting an inclusive climate and implementing robust diversity management practices, particularly in leadership commitment, are key to improving the non-financial performance of ODIRS. The study recommended among others, that ODIRS focus on strengthening its inclusive culture and ensuring ongoing leadership engagement in diversity initiatives to enhance organisational performance
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