An evaluation of the diversity management training programmes of eThekwini Municipality

Abstract

In terms of gender, ethnicity, religion and unique sexual orientation, today's workforce is becoming increasingly diversified each day. As a result, there has been a need to formulate and implement diversity management programmes in all organisations to manage diversity effectively. Diversity management concerns itself with practices, programmes and policies directed at incorporating the combinations of multiple social identity groups with the view of ensuring maximum organisational output. The eThekwini Municipality has formulated programmes to equip managers with the right skills to manage diversity. Such programmes, including workshops and seminars, have improved awareness about diversity management. However, these interventions have still not had the desired impact in significantly contributing to equipping managers with the necessary skills to manage diversity to the maximum advantage of the organisation. There is still the need to provide effective programmes with the relevant content that would provide managers with skills and information to manage a diverse workforce. Managing diversity is an ongoing process that needs collaboration from all departments within an organisation. The unavailability of a steering committee of employee representatives and management to monitor and evaluate diversity management programmes, contributes to ineffective diversity programme implementation in organisations. If there is a lack of implementation, then there is a lack of employee morale. Therefore, there is a need to assess the effectiveness of the existing programmes in the eThekwini Municipality to ensure continued employee performance for increased organisational productivity and improved service delivery. The study's overall objective is to identify and analyse the effectiveness of diversity management training programmes at the eThekwini Municipality, with specific reference to disability and sexual orientation. The researcher sees the need to focus on these two categories because she is of the belief they are often not taken into consideration during the formulation and implementation stages of training programmes. The research methodology used in the study was the qualitative research method. Semistructured interviews were conducted with 12 participants from the target population of human resource employees from the Department of Human Resources at the eThekwini Municipality. The position of the participants ranged from management to graduate trainees. After the data was collected, it was then analysed using thematic analysis. The participants acknowledged that they had knowledge of diversity management, and that the municipality recognises it. They all also stated that the training programmes are a good initiative but that there still exists ample room for improvement, as there are gaps in the implementation. Most of the responses on discrimination gave the researcher the impression that there was minimal discrimination, and that the municipality takes initiative in ensuring that it stays that way.