Critical issues of managing workplace diversity in developing countries: focus on Ghana

Purpose This study explores the critical issues of managing workplace diversity to achieve organisational objectives in a developing country context, focusing on Ghana. The study contends that for effective management of the complex workplace diversity in developing countries, a deeper appreciation of the critical issues is important, and this lacks depth in extant literature. Design/methodology/approach The study relied on the qualitative approach to data collection and a descriptive design for analysis. Using the combined strengths of the Melting pot and salad bowl theories, the paper discussed the critical issues of managing complex workplace diversity to achieve organisational objectives in a developing country context. Findings It was found that effective management of workplace diversity could enhance performance as it promotes cultural sensitivity and broadened perspectives in the workplace for achieving planned outcomes. The evidence suggests that slowed performance and low productivity accompany workplace diversity when poorly managed. Research limitations/implications It is important to mention that this study was limited to selected diverse workplaces in Ghana. Data could have been collected from a wider sample, including diverse organisations from Ghana’s neighbouring countries or other developing countries. The similarity of study outcomes in other developing countries, however, suggests that similar results would have been obtained in an international sample. Practical implications Despite the continuing convergence of the global workplace in an environment that is increasingly diverse, the evidence suggests that there are still critical issues and challenges in managing workplace diversity in developing countries. However, with relevant policies and effective management of workplace diversity, organisations can achieve maximum cooperation and outcomes. Originality/value The authors conducted this research using original data from interviews in diverse organisations in Ghana. The data were meant to inform the discussion on the management of workplace diversity in a developing country context. Although the study relied on data from selected diverse organisations in a single country, its outcomes reflect critical issues of managing workplace diversity, which find relevance in available study outcomes.