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This study sought to establish the influence that a diversity responsive organizational strategy has on the implementation of workforce diversity policies in Public Universities in Kenya. A positivist paradigm using descriptive cross sectional survey research design was used. The population of the study comprised of employees of 22 Public Universities in Kenya that existed prior to December, 2014. Purposive sampling was used to select seven universities that participated in the study while Yamane’s (1967) formula was used to calculate the sample size. A sample size of 393 was used. A structured questionnaire with Likert-type interval scale anchored on a five-point scale was developed to collect primary data. Descriptive statistics of mean and standard error were calculated for the respective variables through use of Statistical Package for Social Science (SPSS) Version Nineteen. Inferential statistics were used to test the significance of the overall model at 95% level of significance. Contrary to the study expectations, streamlining of diversity policies in organizational strategy is seen to negatively influence the rate at which the institutions implement such policies. The study recommends for further research that adopts a time series design aimed at gathering continuous data to monitor organizational strategies by public universities and their effect on the already developed diversity policies particularly as stipulated in the Constitution of Kenya.
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In-Text Citation: (Kaimenyi, 2020)
To Cite this Article: Kaimenyi, C. K. (2020). A Paradox Matrix of Organizational Strategy and Implementation of Workforce Diversity Policies. International Journal of Academic Research in Business and Social Sciences, 10(1), 144–160.
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