Salome Nyakio Gitau, Dr. Thomas Mose


The general objective of this study was to establish the effect of diversity management practices on participation of people living with disability in employment in the telecommunication sector in Nairobi County, Kenya. The specific objectives were to examine effect of recruitment practices and disability policy framework on participation of people living with disability in employment in telecommunication sector in Nairobi County, Kenya. The study was guided by the following theories namely human capital theory and muted group. The research employed a descriptive research design. The study targeted people living with disability in three telecommunications firms in Kenya; 165 Safaricom, 36 Airtel, 16 Telkom.  Simple random sampling was used to sample 140 PWDs (107 in Safaricom, 23 in Airtel, and 10 in Telkom). Data was collected using questionnaires.  A pilot test was conducted with 10% of the sample size hence 14 staff. Cronbach’s Alpha Coefficient was used to measure questionnaire reliability. The questionnaires were sent to respondents’ email and follow up was made through phone contacts. Descriptive and inferential statistics were used for analysis. Descriptive statistics included frequency, percentage, and mean while inferential statistics included correlation and regression. Results were presented in tables.  Findings show that; there is a strong significant relationship between recruitment practices and participation of people living with disability in employment in the telecommunication sector in Nairobi County, Kenya (r = 0.485, p value =0.000), a moderate significant relationship between disability policy framework and participation of people living with disability in employment (r = 0.320, p value =0.001). The study recommendations are; organizations should endeavor to give equal employment opportunities to all applicants irrespective of the physical condition, the firms should regularly train the human resources managers on employment policies in Kenya, the firm should improve on the work improvement to make it more favorable to the PWDs. This especially through modifying the office structure to make it more disability friendly, the organizations should give equal opportunities for promotion to all staff regardless of their physical conditions.


Key Words: Diversity management practices, Recruitment practices, Disability policy framework, Telecommunication sector

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