Implementing Diversity & Inclusion Strategies in Higher Education Institutions In Ireland and Its Impact on Employee Perceptions

Modern-day Irish society is becoming more culturally and ethnically diverse, thus leading to a diverse workforce. In ensuring equal opportunities in the labour market for all, the Irish government enacted the employment equality act 1998 -2011, which outlaws discrimination on nine grounds effectively making it illegal for organizations to discriminate against potential employees from different social-cultural backgrounds during the recruitment process and as employees within the organization. (Bishop-Monroe, Wingender and Shimerda, 2020) in their research discussion with chief diversity officers from different organizations around the globe discuss the need for organizations to develop strategies that enable them to monitor and measure diversity outcomes. Organizations can benefit from having an inclusive and diverse workforce by attracting a widespread of talented candidates that can enhance a company’s competitive advantage. However, employee perception of inclusion within the organization can impact positively or negatively on retention and thus creates the need for diversity and inclusion strategies to be continually assessed to ensure its effectiveness. With the growth of third level education in Ireland in both staff and student numbers including international students, it is important that the higher education institutions in Ireland implement diversity and inclusion strategies that positively impact staff and students alike. This dissertation delves into the implementation of diversity and inclusion strategies in Higher Education Institutions in the Republic of Ireland and how these strategies are implemented and the impact on employee perceptions