Disconnect between the intent and implementation of advancing ethnic diversity in the UK charity sector

  • Zamda Mutamuliza

    Student thesis: Professional Doctorate ThesisProfessional Doctorate in Business Administration

    Abstract

    As in other countries, managing and integrating an increasingly diverse workforce has become an important issue in all sectors in the United Kingdom. While there has been considerable research on diversity and approaches to managing diversity in all fields, there is limited research on diversity in the UK charity sector, whose ethnic diversity remains a challenge since its workforce is predominantly white. Therefore, there is a need to examine the adoption of diversity management practices in the UK charity sector. This study argues that diversity climate is central to diversity management and seeks to understand how diversity climate affects the effectiveness of diversity management practices in addressing racial and ethnic diversity gap issues in the charity sector.

    The study adopts a qualitative approach to investigate the issue and based on a single case study, the empirical data consist of 11 semi-structured interviews with ethnic minority employees from one chosen charity organisation. Document analysis was also used to substantiate the claims of participants. The findings show that organisational culture is the key factor that shapes the climate for diversity and inclusion, and as a result, an unfavourable culture has a negative impact on diversity climate and the implementation of diversity initiatives, preventing organisations from achieving racial and ethnic diversity in the workplace. In order to achieve desired diversity outcomes, this research suggests that organisations need to foster a positive climate for diversity and inclusion and ensure that all employees are treated fairly and equitably and are integrated into the very fabric of the organisation. This research contributes to the body of knowledge by focusing on diversity management in the context of diversity climate. In terms of relevance for practice, the study offers a number of suggestions on how to attract and retain ethnic minority employees.
    Date of Award2024
    Original languageEnglish
    SupervisorNorin Arshed (Supervisor) & Trevor Morrow (Supervisor)

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