Managing Cultural Diversity in the Nigerian Public Service: An Evaluation of Human Resource Practices

AUTHOR
Umar Abdu Suleiman *
Parul Saxena**

KEYWORDS
Cultural, Diversity, Employee, Human Resources, Public Service.

ABSTRACT
This research investigated how cultural diversity affects human resources management in Nigeria's public sector. Statistical analyses of survey data from 286 HR professionals examined relationships between diversity capabilities, unconscious bias, policies, and organizational outcomes. Results showed positive correlations between higher diversity management competencies and more effective, equitable talent management. Unconscious biases moderately hindered the fair treatment of minority groups. Comprehensive diversity policies and inclusion metrics are also strongly linked to desired outcomes like cohesion, innovation, and performance. The study indicates that investing in diversity policies, metric tracking, bias audits, capability-building, and diversity champions can help public sector organizations fully leverage Nigeria's cultural diversity. The research provides compelling evidence that prioritizing diversity and inclusion initiatives and developing management competencies in this area leads to more merit-based and equitable HR practices and enhanced organizational excellence.