{"id":{"repo_id":"cape-town","oai_identifier":"oai:open.uct.ac.za:11427/12382"},"canonical_url":"https://search.dev.ndltd.org/etd/cape-town/oai:open.uct.ac.za:11427/12382","repository":{"repo_id":"cape-town","name":"University of Cape Town","base_url":"https://open.uct.ac.za/oai/request"},"display":{"title":"An investigation into the relationship between diversity, inclusion and performance : an empirical study in a corporate South African organisation","abstract":"A combination of quantitative and qualitative methodologies was used to answer the following three questions: 1) What is the effect of demographic variables on diversity and inclusion? 2) Is there a relationship between diversity, inclusion and performance in corporate workplaces? 3) What are the components that drive diversity and inclusion in a corporate workplace in South Africa? The research was conducted in a division of a multinational corporation in South Africa. The quantitative analysis was run using the InclusionIndex(R) survey to get a measurement of diversity and inclusion in the organisation. The qualitative methodology included semi-structured interviews and focus groups. Questions one and two were tested empirically using a combination of analysis of variance and structured equation modelling. Question three was answered using the consolidated findings of the quantitative and qualitative components of the InclusionIndex survey, the semi-structured interviews, focus groups, and insights from related literature.","abstract_html":"A combination of quantitative and qualitative methodologies was used to answer the following three questions: 1) What is the effect of demographic variables on diversity and inclusion? 2) Is there a relationship between diversity, inclusion and performance in corporate workplaces? 3) What are the components that drive diversity and inclusion in a corporate workplace in South Africa? The research was conducted in a division of a multinational corporation in South Africa. The quantitative analysis was run using the InclusionIndex(R) survey to get a measurement of diversity and inclusion in the organisation. The qualitative methodology included semi-structured interviews and focus groups. Questions one and two were tested empirically using a combination of analysis of variance and structured equation modelling. Question three was answered using the consolidated findings of the quantitative and qualitative components of the InclusionIndex survey, the semi-structured interviews, focus groups, and insights from related literature.","abstract_has_math":false,"creators":["Daya, Preeya"],"institution":"School of Management Studies","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":["April, Kurt"],"committee_chairs":[],"committee_members":[],"year":2010,"date_issued":"2010","date_published":"2010","updated_at":"2026-07-22T22:22:47Z","subjects":[],"languages":["eng"],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/11427/12382","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.advisor","label":"Advisor","values":["April, Kurt"]},{"key":"dc:creator","label":"Author","values":["Daya, Preeya"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2015-02-06T11:09:43Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2015-02-06T11:09:43Z"]},{"key":"dc:date.issued","label":"Date","values":["2010"]},{"key":"dc:publisher.department","label":"Dc Publisher Department","values":["School of Management Studies"]},{"key":"dc:publisher.institution","label":"Dc Publisher Institution","values":["University of Cape Town"]},{"key":"dc:type","label":"Dc Type","values":["Doctoral Thesis"]},{"key":"dc:type.qualificationlevel","label":"Dc Type Qualificationlevel","values":["Doctoral"]},{"key":"dc:type.qualificationname","label":"Dc Type Qualificationname","values":["PhD"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language.iso","label":"Language (ISO)","values":["eng"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.uri","label":"Identifier URI","values":["http://hdl.handle.net/11427/12382"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["Includes bibliographical references (p. 191-218)."]},{"key":"dc:description.abstract","label":"Abstract","values":["A combination of quantitative and qualitative methodologies was used to answer the following three questions: 1) What is the effect of demographic variables on diversity and inclusion? 2) Is there a relationship between diversity, inclusion and performance in corporate workplaces? 3) What are the components that drive diversity and inclusion in a corporate workplace in South Africa? The research was conducted in a division of a multinational corporation in South Africa. The quantitative analysis was run using the InclusionIndex(R) survey to get a measurement of diversity and inclusion in the organisation. The qualitative methodology included semi-structured interviews and focus groups. Questions one and two were tested empirically using a combination of analysis of variance and structured equation modelling. 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The research was conducted in a division of a multinational corporation in South Africa. The quantitative analysis was run using the InclusionIndex(R) survey to get a measurement of diversity and inclusion in the organisation. The qualitative methodology included semi-structured interviews and focus groups. Questions one and two were tested empirically using a combination of analysis of variance and structured equation modelling. 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