Abstract

This study empirically assesses and found out the relationship and influence of strategic diversity management on organizational productivity in telecommunication industry in Nigeria. The aim of this paper is to evaluate the relationship between demographic diversity management and organizational productivity and also between talent availability and competence diversity management and organizational productivity.
Samples were taken from one of the top telecommunication companies in Nigeria with the use of a structured questionnaire. The reliability test for the items on the questionnaire as given by Cronbach's Alpha coefficient was 0.7. The data was analysed with the use of SPSS 20 using descriptive statistics and inferential statistics for hypothesis testing and level of significance was chosen to be at 0.05.
The study found that there is significant positive relationship between demographic diversity management and organizational productivity and also it was found that demographic diversity management has a strong positive and significant effect on organizational productivity. The relationship was validated by the correlation coefficient between gender, age and geo-political zone which are the measures of demographic diversity and organizational productivity while the influence is shown by the estimates of regression analysis and thigh R2 also support the strength of the demographic variables on organizational productivity.
Furthermore, the study found that talent availability and competence diversity management also have positive relationship with organizational productivity and also that effective management of talent availability and competence diversity will enhance productivity of telecommunication industry in Nigeria. The relationship was validated by the correlation coefficient between educational qualifications, years of service and management cadre which are the measures of talent availability and competence diversity and organizational productivity while the influence is shown by the estimates of regression analysis and thigh R2 also support the strength of the talent availability and competence diversity variables on organizational productivity.
The paper however recommended that since the 21st century organizations cannot avoid diversity in their workforce, the best should be made out of it through effective management. Managers and stakeholders in the telecommunication industry are hereby encourage to invest more in sourcing for talents availability and competency notwithstanding the level of diversity in their characteristics and class. The study recommended that communication should be encouraged with employees, to give the workers the room to confide in them with their challenges.