Diversity in the public sector: the role of inclusive management in hiring and performance

Abstract

This study investigates the implications of merit-based recruitment and selection (R&S) practices within Ghana’s public service amidst growing concerns over a shift toward non-merit-based systems. While existing literature provides limited clarity on the dynamic relationship between merit principles, diversity management, and employee performance (EP), this study seeks to address this gap. Specifically, it examines the impact of merit-based R&S practices on EP and explores how diversity management moderates this relationship. Drawing on data from a cross-sectional survey of 311 Ghanaian public servants, the findings reveal that both merit-based R&S practices and diversity management positively and directly influence EP. Furthermore, diversity management moderates the effect of merit-based selection on EP, although it does not moderate the relationship between merit-based recruitment and EP. These results underscore the complementary role of diversity management in strengthening the impact of merit-based selection on EP, highlighting its potential to enhance organizational outcomes while maintaining meritocratic principles. The study contributes to the discourse on public sector HRM by offering insights into the interplay between merit principles, diversity management, and performance.