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Mbithi Philomenah Ndunge - Masters Student, Jomo Kenyatta University of Agriculture and Technology, Kenya

Dr. Jared Deya - Jomo Kenyatta University of Agriculture and Technology, Kenya


The objective of this study was to establish the influence of diversity management strategies on performance of institutions in the security sector in Kenya. The specific objectives of the study were to examine the influence of targeted recruitment strategy, career-focused leadership strategy, inclusion training strategy and diversity needs assessment strategy on performance of national security institutions in Kenya. The study adopted descriptive research design. The units of analysis were the national security institutions in Kenya comprising of Kenya Armed Forces, Kenya Air Force, Kenya Navy, National Intelligence Service, Kenya Police Service, Kenya Administration Police, Directorate of Criminal Investigation, Independent Policing Oversight Authority, Directorate of Public Prosecution and Ethics and Anti-Corruption Commission. The units of observation were the management staff working at the head offices of these security institutions in Nairobi, Kenya. The target population was the 710 senior and middle managers targeted from the national security institutions in Kenya. Stratified random sampling technique was employed to select 10% (71) respondents from the target population. The study utilized both primary and secondary data. Prior to the main study, pilot testing was conducted to measure the validity and reliability of the data. Primary data was collected from questionnaires distributed to the senior managers. Qualitative and quantitative analysis of data was done to answer the research questions of this study. The researcher used Statistical Package for Social Sciences (SPSS Version 25) analysis software to aid in calculation of descriptive statistics. This enabled the researcher generate statistics such as percentages, frequencies, distribution, (mean scores and standard deviations. Qualitative data as analyzed through an evaluation of the common notions and were presented in the form of a discussion. The study also conducted inferential analysis involving multiple regression analysis. The study found that target recruitment, career-focused leadership, inclusion training and diversity needs assessment are great contributors to the performance of national security institutions. Diversity management strategies play a great role on performance the Security Organs in Kenya. National Security Institutions can leverage on their reputation, remuneration packaging, as well as job security as some of the core factors in attracting and recruiting quality talents. The Institutions could formulate and adopt career-focused leadership styles that uphold diversity practices which will enhance interaction amongst personnel across all cadres. There is need to enhance inclusion training through establishing core training curriculum that considers diverse management in the institutions. There is also need to provide in-service training, capacity building as well as knowledge, skills and abilities for the staff working in these institutions. The organizations diversity climate needs to be developed and implemented in the National Security Institutions. The personnel working in the national security institutions should receive training to understand how diversity needs is manifested across all levels of the employee and organization experience.

Full Length Research (PDF Format)