An inquiry into the relationship between diversity management practices and organisational practices in the Department of Military Veterans: a case study

Abstract

Organisational output depends on the ability to manage a diverse work force (Ngambi, 2014:185). Within the realm of Public Administration, “diversity and learning how to manage its complexity are perhaps among the most important challenges” (Sabharwal, Hijal-Moghrabi & Royster, 2014:206). According to Cloete & de Coning (2011:ix) there is a continuous need to improve the outcomes of public policy and in particular government policies concerning diversity practices. Fourie (2016:70), emphasises that over and above “surface-level diversity” (i.e., demographics), there is an increasing need for organisations to understand “deeplevel diversity” (i.e., employees' personalities and their values) as a mechanism to drive the organisation‟s strategic objective. This study, therefore, sought to understand the relationship between diversity management and organisational practices in the Department of Military Veterans. A qualitative research methodology was adopted for this study in the form of descriptive research, while the research design was in the form of a case study approach. Non-probability sampling technique was applied to the research population. Nine (9) participants were identified for the purpose of the study, with an equal number of participants identified in programme 1 (Administration); programme 2 (Socio-Economic Support); and programme 3 (Empowerment and Stakeholder Management). Data was gathered from an extensive literature review and semistructured interviews. The data was analysed through analytic induction. The findings indicate that organisational practices in the Department of Military Veterans have had a negative effect on diversity management. The study provides key recommendations in terms of how diversity and organisational practices should be managed in the future by the Department of Military Veterans. One such recommendation is to review the strategic direction and intent of the Department and to include diversity management as part of the organisation's strategic objectives.