WORKFORCE DIVERSITY AND EMPLOYEE ENGAGEMENT IN FIRST BANK, PLC ABAKALIKI, NIGERIA

Abstract

Prejudice, nepotism, tribalism, and regional identities continue to exist in both Nigerian public and private companies. Instances of racial prejudice and other forms of discrimination can affect several facets of employer-employee interactions, including training, promotions, and other areas. The study examines workforce diversity and human resource management
practices at First Bank Plc Abakaliki, Nigeria, focusing on combating issues of tribalism, regional identities, nepotism, and discrimination; Through the lens of social identity theory, the research aims to achieve two main objectives and to access the impact of inclusive hiring processes on employee engagement, and investigate the relationship between cultural competency training and employee engagement. Employing a survey research design and utilizing questionnaires, primary data was collected from a target population of eighty-one individuals. Hypotheses were tested using Spearman rank technique via SPSS 20 software. Findings indicate a significant positive relationship between workforce diversity and employee engagement. In conclusion, the study confirms that workforce diversity substantially enhances employee engagement, particularly within banking institutions like First Bank Plc. The objectives have been effectively met, underscoring the importance of diversity in bolstering employee engagement. Recommendations stemming from the findings advocate for First Bank Plc to intensify its commitment to inclusive recruitment practices. This entails regular reviews and updates to hiring policies to ensure diversity and equal opportunities. Furthermore, HR professionals should undergo training to recognize and address biases in the recruitment process, fostering a more inclusive and engaged workforce.