Gender diversity in organizational development among private health providers in Kenya: A case of The Nairobi Hospital

Irine Obuya; Milcah Ajuoga; David Gichuhi

doi:10.51867/ajernet.6.3.23

Authors

Irine Obuya
obuyairine@gmail.com
St. Paul’s University, Kenya https://orcid.org/0009-0004-5964-5329
Milcah Ajuoga St. Paul’s University, Kenya https://orcid.org/0000-0003-3241-6855
David Gichuhi St. Paul’s University; Karatina University, Kenya https://orcid.org/0000-0002-2816-4758

Keywords:

Health Providers, Gender Diversity, Nairobi Hospital, Organizational Development

Abstract

The study specifically examined the effects of gender diversity, personality diversity, generational diversity, and ethnicity diversity on organizational development goals at The Nairobi Hospital [TNH]. Two theories were employed: Social Identity Theory and Critical Race Theory. The study adopted a descriptive survey research design that utilized both qualitative and quantitative data. The study's target population was employees of TNH, comprising 50 in top management, 80 medical doctors, 137 nurses, and 250 support staff. Stratified sampling was employed to select a sample of the population for participation in the research. Subsequently, simple random sampling was used to obtain a sample from each stratum, consisting of 5 top management, 12 doctors, 36 nurses, and 120 support staff. Structured questionnaires and interviews were used to collect information from the selected respondents, with questionnaires providing quantitative data and interviews collecting qualitative data. Upon data collection, quantitative data was cleaned and entered into SPSS Software Version 28.0, where it was coded and prepared for analysis. The data was analyzed using statistical software for social science, generating descriptive and inferential statistics. Descriptive statistics entailed frequencies and percentages. A pilot study was conducted at Nairobi Women's Hospital, and face-to-face and content validity were used to ensure the validity and reliability of the study. The study found that diversity management is crucial in organizational development, as the data showed that employees believed that diversity in gender, ethnicity, generations, and personality plays a significant role in organizational development in terms of client satisfaction, financial growth, and employee satisfaction and retention. From the results, the study established that there exists a strong positive and significant relationship (r = .641, P=0.000) between gender diversity on organizational development at TNH, Kenya. The study concluded that a significant majority of respondents believe that age diversity is considered during recruitment and hiring and that retention strategies are effective across age groups. The study recommends that TNH should continue to enhance its focus on age diversity in recruitment and hiring while addressing the concerns of those who are undecided or disagree.

Dimensions

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