The study investigates the effect of workforce
ethnic diversity and education background diversity on
employee performance in selected universities in Kenya.
The objective of the study were to determine the effects
of education background diversity on employee
performance and to determine the effects of workforce
ethnic diversity on employee performance. Social
identity theory was used to ground this study.
Explanatory research design was adopted, and a survey
was conducted on selected Universities in Kenya. Selfadministered questionnaires were distributed to 371
teaching and non-teaching administrators of
Universities out of which 305 equal to 82% of the
sample size were returned and were used in data
analysis. Cronbach alpha was used to test the reliability
of the instruments. Descriptive statistics such as mean,
standard deviation and Pearson correlation analysis
was done. Regression analysis was done to test the
hypotheses and to establish the effect that each variable
has on employee performance. The study findings
indicate that ethnic diversity (β1= 0.238, ρ<0.05),
educational diversity (β2 = 0.048, ρ<0.05) have
significant and positive effect on employee performance.
This study therefore supports and contributes to the
social categorization theory and human resource
management literature. The implication is that
institutions and firms should consider hiring employees
from socially diverse backgrounds to be able to achieve
higher employee performance.
Keywords : Workforce Ethnic Diversity, Education Background Diversity, Employee Performance.