Publication Details
Abstract
This study investigated the relationship between workforce diversity management and administrative job performance in state-owned tertiary institutions in Rivers State. The study specifically examined the influence of gender and age diversity management on administrative performance. A descriptive survey research design was adopted, and the population consisted of 1,245 administrative staff across universities, polytechnics, and colleges of education in the state. A stratified random sample of 295 respondents was selected to ensure proportional representation across institutions and departments. Data were collected using a structured questionnaire, which was validated by experts and tested for reliability through a pilot study, yielding Cronbach’s alpha coefficients ranging from 0.78 to 0.85. Descriptive statistics (frequencies, percentages, means) and inferential statistics (Pearson correlation coefficient) were employed to analyze the data at a 0.05 significance level. The findings revealed a positive and significant relationship between gender diversity management and administrative job performance (r = 0.420, p = 0.001), as well as a moderate positive and significant relationship between age diversity management and administrative performance (r = 0.310, p = 0.012). These results suggest that equitable gender practices, inclusive policies, and cross-generational collaboration enhance task execution, teamwork, knowledge transfer, and overall administrative effectiveness. The study concludes that workforce diversity is a critical human resource asset that, when strategically managed, can significantly improve administrative outcomes in state-owned tertiary institutions. Based on the findings, it is recommended that institutional management implement gender-inclusive policies, promote age diversity through mentoring programs, integrate diversity management into HR strategies, and provide continuous diversity training to staff.