Demystifying the Attitudes of Small and Medium Enterprises Employers towards Gender Diversity in Namibia

This study explored for the attitudes of small and medium enterprises employers towards gender diversity. The study was conducted through qualitative methods, with data collected from a purposively selected sample drawn from the population of 1238 SMEs operating within the capital city, Windhoek. The sample size was 65 and data were gathered through focus group discussions. Data were analyzed through content analysis conducted manually in order to allow in- depth interaction with data. The study found that many SME employers adopt an indecisive stance toward the implementation of gender diversity. While some SMEs recognize the importance of gender diversity, there is limited indication of formal policy supporting it. Findings also pointed to the absence of understanding and poor training on the value of gender diversity as causes of failure by SMEs to adopt gender diversity. Low leadership commitment to creating diversity and inclusion in the workplace is also a challenge. The findings further show that management's perceptions of gender diversity are not necessarily congruent with the expectations of employees. It has also been found that most SMEs fall behind in embracing realistic approaches to a diverse workplace, primarily because of constrained resources or strategic plans. Further, the research highlights organizational culture as an important predictor of gender diversity attitudes. Employee recruitment and promotion in most SMEs are dictated by social norms and traditional gender roles. To enhance gender diversity in Namibian SMEs, these businesses should have a proper gender diversity policies, offering definite guidelines on recruitment, promotion, and inclusion. The study also recommended diversity audits every year to track progress, inclusion of mandatory gender sensitivity and bias training for employees and management. Training could be performed quarterly using inexpensive workshops or web-based courses, with the impact assessed within a year. SMEs should also set specific objectives for gender diversity, such as having more women in leadership positions. This would allow continuous measurement of progress.