dc.contributor.author |
Joubert, JPR
|
|
dc.contributor.author |
Martins, Nico
|
|
dc.date.accessioned |
2015-04-21T13:44:42Z |
|
dc.date.available |
2015-04-21T13:44:42Z |
|
dc.date.issued |
2013-05-18 |
|
dc.identifier.citation |
J.P.R. Joubert & N. Martins (2013) Staff responsiveness to transformation initiatives and diversity at a South African university, Africa Education Review, 10:1, 111-131, DOI: 10.1080/18146627.2013.786878. http://dx.doi.org/10.1080/18146627.2013.786878 |
en |
dc.identifier.issn |
1814-6627 |
|
dc.identifier.issn |
1753-5921 |
|
dc.identifier.uri |
http://hdl.handle.net/10500/18517 |
|
dc.description.abstract |
South African organisations and particularly institutions of higher learning have been
confronted with workforces that increasingly reflect the diversity of the South African
population. This changing workforce composition implies that the multitude of individual
and cultural differences and similarities become increasingly apparent among employees.
These differences and similarities can be disruptive and may lead to disharmony,
but if managed appropriately, they can also result in increased vigour, stimulation and
energy. The importance of workforce diversity in especially a university environment
cannot be over-emphasised, as these positive consequences are conducive and sustain
universities in their role to expand knowledge that benefits the communities within
which they operate. Various transformative initiatives to address diversity, have been
devised and implemented, but the impact needs to be measured and assessed to enable
leaders to manage diverse workforces more effectively. This article therefore aims
to firstly, statistically identify the underlying dimensions of diversity within the largest
university in Africa, namely the University of South Africa (Unisa). The responsiveness
of university staff members who attended transformative diversity-training workshops
are secondly investigated by comparing their responses to that of a matched sample
of non-participating staff members. These workshops aimed to sensitise academic,
administrative and professional staff at middle-management level to the new realities of
an increasing diverse workforce. It is evident that the workshops had a positive impact
and that they could be described as successful. The importance of noting that diversity
interventions not only entail creating awareness of diversity issues, but also applying the
principles of diversity management on a continuous basis, is underscored in this article. |
en |
dc.language.iso |
en |
en |
dc.title |
Staff responsiveness to transformation initiatives and diversity at a South African university |
en |
dc.type |
Article |
en |
dc.description.department |
Industrial and Organisational Psychology |
en |