The role of human resource management in building diverse and inclusive organizations in Machakos county Kenya

Abstract

Despite popular belief, diversity does not always lead to inclusion. To adapt and thrive in today's dynamic business environment, a wide range of skills and competencies are essential. In Kenya, the need for effective diversity and inclusion (D&I) initiatives is pressing. These gaps in D&I practices and the underrepresentation of women and persons with disabilities in Machakos County inform the current study, which aims to assess the role of HRM in building diverse and inclusive organizations in the region. The general objective of this study was to assess the role of human resources in building diverse and inclusive organizations in Machakos County. The study specifically sought to establish the influence of inclusion training strategy in building diverse and inclusive organizations in Machakos County and to explore the influence of diversity needs assessment strategy in building diverse and inclusive organizations in Machakos County. This study was guided by Human Capital Theory, and Expectancy Theory. The study used descriptive research design. In this research study, study targeted 464 employees of the Machakos County Government who are employed at the county's central administrative office. The study’s sample size of 198 was reached at using Krejcie and Morgan sample size determination formula (Russell, 2017). Stratified random sampling is the technique that was applied in selecting the sample for this study. The study then used simple random sampling in selecting a sample from each stratum. Data was collected using a self-administered semi-structured questionnaire. A drop and pick later method was used in administering the questionnaire. For this study, 20 respondents were used in the pilot study, representing 10% of study sample. The pilot group was selected randomly from the study population and was excluded from the final study. Data obtained from the field was coded, cleaned, and entered into the computer for analysis using the SPSS version 25. Descriptive statistics included frequency, percentages, mean and standard deviation. Inferential statistical analysis to be used was multiple regression and correlation analysis. The significant of each independent variable was tested at a confidence level of 95%. The findings of data analysis was presented using tables and figures. The study findings revealed significant positive effects of inclusion training (B = 0.310, p = 0.000), and diversity needs assessment (B = 0.328, p = 0.000) on organizational diversity and inclusion, with the diversity needs assessment having the most substantial impact. The study concluded that these HR strategies are critical in fostering inclusivity, and systematic assessments being particularly influential. Recommendations include providing continuous inclusion training support, and establishing clear processes for addressing diversity assessment findings to further improve inclusivity in the workplace.