Twenty-third International Conference on Diversity in Organizations, Communities & Nations

Abstract

This study proposes to ascertain the perspectives about managers’ motivational forces to develop policies and implement practices to realize a sense of equity for the well-being of their culturally diverse employees. The study adopts a qualitative approach using a single descriptive case study design while the conceptual framework is oriented by equity theory. From a review of a cross-section of United States (US) and international studies it was concluded that perspectives and efforts at diversity management regardless of theoretical approach or region, had contradictory outcomes in achieving equity for culturally diverse employees. Against a background of conflicting findings in the literature and cynicism about the attainability of practical cultural diversity initiatives to redress inequity in the workplace, it would be worth conducting additional research to include a broader range of organizations and situational contexts. A quantitative approach where variables are measured to determine cause and effect relationships to achieve transferability and generalizability of the findings on the topic also prove worthwhile.