Effect of Anti-Discrimination Laws on Workplace Diversity in the Corporate Sector in Tanzania
DOI:
https://doi.org/10.47672/ajl.2304Keywords:
Anti-Discrimination Laws, Workplace Diversity, Corporate SectorAbstract
Purpose: The aim of the study was to assess the effect of anti-discrimination laws on workplace diversity in the corporate sector in Tanzania.
Materials and Methods: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries.
Findings: The study found that the implementation of anti-discrimination policies has led to increased representation of minority groups in various corporate roles. Companies adhering to these laws tend to foster a culture of inclusivity, which can enhance employee morale, creativity, and productivity. Moreover, diverse workplaces benefit from a broader range of perspectives, leading to better problem-solving and innovation. Studies have shown that firms with strong anti-discrimination policies often experience lower turnover rates and higher employee satisfaction. However, the effectiveness of these laws largely depends on their enforcement and the genuine commitment of corporate leadership to diversity and inclusion initiatives. Despite progress, challenges remain, such as implicit biases and resistance to change, which require continuous effort and education to overcome. Overall, anti-discrimination laws have positively influenced workplace diversity, promoting fair treatment and opportunities for all employees.
Implications to Theory, Practice and Policy: Social identity theory, institutional theory and critical race theory may be used to anchor future studies on assessing the effect of anti-discrimination laws on workplace diversity in the corporate sector in Tanzania. In practice, organizations should enhance diversity training and awareness programs to transcend mere legal compliance and foster genuine cultural competence among employees and leaders. From a policy perspective, advocating for enhanced enforcement and monitoring of anti-discrimination laws is essential to ensure compliance across all levels of organizations.
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