An Undergraduate Biosciences Internship Program in a Low-Resource Setting: Opportunities and Challenges

Gender diversity is an essential aspect of both private and public organizations. The concept has continued to evolve because of the need to tap into different abilities possessed by different gender at the workplace. However, previous studies have not indicated to what extent workforce diversity is related to employee performance in various organizations. On this basis, the paper sought to investigate the relationship between gender diversity and employee performance in the County Government of Bomet, Kenya. The paper was guided by social identity theory. The study adopted a correlational research design, and the target population was 3,320 employees working in various departments within the County Government of Bomet. Fisher's formula was used to determine the sample size for the study, which was 91. Data was collected using a structured questionnaire. The reliability of the research instrument was examined through the use of Cronbach's alpha coefficient, where an alpha coefficient of 0.850 was obtained. Content and construct validity of the instrument validity were ensured through extensive literature review and consultation with human resource management subject experts. Data analysis was done using correlation and regression analysis. Data were presented using frequency tables, means, and standard deviation. According to the study results, it was revealed gender diversity revealed a positive relationship (r=0.689; p<0.05) with employee performance. In general, gender diversity influenced employee performance by 72.3% (R2= 0. 723). According to the study findings, it was recommended that county governments ought to advocate for workforce diversity, explicitly focusing on gender diversity to increase employee performance.