Abstract:
The research study examined the role of the perception of race and gender diversity in top management and its influence on the employee engagement of black South African women working in the financial services industry. The research question hypothesised a positive relationship between perceptions of diversity in senior leadership and positive employee engagement.
Grounded in Upper-echelons theory, Social Identity and Social exchange theory, and gender-bias theories such as Tokenism and the Glass Ceiling, the study drew on diversity management theory to explore how perceptions of diversity in top management leadership influence engagement levels
The research gathered data from respondents employed in listed and unlisted financial services companies using a quantitative cross-sectional survey method.
The findings indicated that the perception of gender and racial diversity in organisational senior leadership does not significantly influence the employee engagement of black women. Perceptions of racial diversity in senior leadership were found to have a greater influence than gender diversity on the engagement levels of black women in South Africa’s financial services industry.
The research findings highlight the inconclusive nature of Top Management diversity effects on organisational outcomes. The research aims to contribute to the theoretical understanding of diversity management in non-Western contexts and provide insights into employee engagement theory.
