Context, Power and Diversity Perceptions: A Comparison of UK and South African Employees

Abstract

This quantitative study explored group differences in organisational commitment and fairness perceptions across two national contexts. Integrating the social identity and intergroup theories, we analysed categories in relation to proposed differences in power relations in South Africa in a private organisation with over 30 000 employees and the United Kingdom in a public organisation with 10 000 employees. In both countries, White men perceived the organisation as most fair. Black men in South Africa and Black women in the United Kingdom perceived the organisation as least fair. A positive and significant relationship between commitment and organisational fairness for all ethnic-gender groups in both countries were found except for White men in the United Kingdom. In South Africa, White men were significantly more committed to the organisation than White men in the United Kingdom. We categorised groups on the basis of intersecting identities and power relations that are meaningful in a specific context to understand personal or organisational diversity attitudes and outcomes. Our approach offers a new avenue for meaningful examination of diversity outcomes in organisations. Our findings suggest that organisations should not only employ fair and inclusive organisational policies but may also need to differentially manage diversity perceptions for different ethnic-gender groups.