Employee diversity, perceived fairness, and employee engagement in the health service centers in Kampala capital city authority, Uganda

Abstract

This study explores the relationship between diversity and employee engagement in organizations. The concept of employee engagement refers to the level of involvement and commitment an employee has towards their organization and its values. Diversity, on the other hand, refers to differences among employees in terms of age, religion, gender, ethnicity, and sexual orientation. Despite being viewed as a human resource slogan, there is limited research on its impact on employee engagement. This study aims to add to the existing literature by investigating the relationship between diversity and employee engagement and examining employees' perceptions of fairness. A quantitative method was used, including questionnaires with 140 participants. The research has shown that despite all other variables employed to measure employee engagement with their constructs, one variable with its particular construct of procedural fairness has out shadowed and summaries all of these variable constructs. With proper procedures within an organization, this accounts for inclusiveness such as diversity factors and practices of organizational justice or fairness such as interactive and distributive fairness. It's all about proper management and implementation of procedures can we attain significant employee engagement. Based on the findings of this study, it is recommended that organizations prioritize creating a diverse and inclusive workplace environment in order to foster employee engagement. Organizations should also ensure that their policies and procedures are fair and equitable for all employees, as this is a key factor in employee engagement. Additionally, organizations should strive to create an environment where employees feel respected and valued, regardless of their difference.