Managing Diversity in Nigeria: Competing Logics of Workplace Diversity

Abstract

The literature on equality, diversity and inclusion in organizational and societal contexts has grown in leaps and bounds over the last two decades or so. Our understanding of these phenomena in a global context is however limited, as attention has mostly been paid to the United States and other Western countries. This chapter aims to address this gap by exploring workplace diversity in Nigeria, an under-researched context, characterized by high diversity and low inclusion. Our goal is to understand the factors that shape diversity management operating in such a challenging context, and to analyze the problems and prospects of building a highly diverse and inclusive environment. Design/Methodology/Approach: Using a case study approach, the chapter analyzes four dimensions of equality and diversity (ethnic, religious, age and HIV/AIDS) across four organizations. Findings: This exploratory study highlights the challenges of building a diverse and inclusive workplace in a weak institutional environment. We identify competing logics of managing diversity in Nigeria: institutionalizing ethnic representation vs. building a meritocracy (ethnic); maintaining religious neutrality vs. promoting religious freedom (religion); keeping the elder tradition vs. harnessing the power of youth (age); and managing safety and reputation vs. providing employment security (HIV/AIDS). Originality/Value: This study sheds light on the importance of underlying thoughts on the effectiveness of diversity policies, and argues that managers and organizations need to know how to balance competing logics and manage paradox effectively. It accentuates the importance of the national institutional environment in shaping diversity practices, and provides insights for practitioners and policymakers.

Diversity and inclusion in the workplace: a conceptual framework comparing the USA and Nigeria

“…Nigeria's approach to managing workplace diversity involves navigating complex dynamics shaped by the country's rich cultural mosaic. Adeleye et al (2019) discuss the competing logics of workplace diversity in Nigeria, revealing the intricate factors that influence diversity management in a challenging context and highlighting the need for nuanced strategies to address these complexities (Adeleye et al, 2019). This underscores the critical role of effective D&I practices in leveraging the diverse talents and perspectives within the Nigerian workforce.…”

“…Challenges in managing workplace diversity are multifaceted. Adeleye et al (2019) identify high diversity but low inclusion in Nigerian workplaces, pointing out the necessity to navigate these challenges to create a more inclusive environment (Adeleye et al, 2019). Moreover, Agbontaen (2019) examines staff responses to the implementation of inclusion, equal opportunity, and antidiscrimination policies, indicating varying levels of acceptance and adaptation among employees (Agbontaen, 2019).…”

Democracy, Peace, and Religion in Nigeria: Can Religion Be Used to Consolidate or Undermine Democracy and Peace?

“…This is based on the fact that, after independence, the country, just like most transition states in Africa, had a long history of military coups and interventions in the nation's political and democratic process, which has led to conflict, instability, and the undermining of democratic and public institutions responsible for the strengthening and consolidation of democracy (Kalejaiye 2009;Gaub 2010;Khisa 2020). Secondly, there has also been the argument that the country's leaders have not been able to effectively leverage and manage the diversities of the people towards promoting peace, social justice, equity, and the inclusion of everyone (Salawu and Hassan 2011;Adeleye et al 2019). Thirdly, there is also this line of argument that the country's religious leaders have directly or indirectly engaged in actions, teachings, and utterances that not only undermine democracy, but further divide the people along various sectional, sectarian, and religious lines that further fuel the already existing ethnic and religious tensions (Ikeanyibe et al 2018;Chuks and Glory 2019).…”