Chapter One — 1.1 Background to the Study

Over the past decade, the relationship between diversity and inclusion policies and employee retention has become a subject of considerable debate among scholars and industry practitioners alike, particularly within the context of Selected Public Universities in Nigeria where operating conditions differ markedly from more developed markets.

Within the context of Selected Public Universities in Nigeria, this relationship carries particular significance. Organizations in this setting operate under a distinct combination of economic, regulatory, and market conditions that may amplify or dampen the effect of diversity and inclusion policies on employee retention, making a context-specific inquiry both timely and necessary.

1.2 Statement of the Problem

Despite a growing body of literature on diversity and inclusion policies, there remains limited consensus on the precise nature of its relationship with employee retention, particularly within Selected Public Universities in Nigeria. Many organizations continue to make decisions about diversity and inclusion policies without a clear, evidence-based understanding of how those decisions ultimately affect employee retention. This gap between practice and empirical understanding is the central problem this study seeks to address.

1.3 Objectives of the Study

1. To examine the effect of Diversity and Inclusion Policies on employee retention in Selected Public Universities in Nigeria.
2. To assess the extent to which diversity and inclusion policies influences employee retention within the study area.
3. To identify the challenges associated with diversity and inclusion policies in relation to employee retention.
4. To recommend strategies for optimizing diversity and inclusion policies in order to improve employee retention.

1.4 Research Questions

1. What is the effect of diversity and inclusion policies on employee retention in Selected Public Universities in Nigeria?
2. To what extent does diversity and inclusion policies influence employee retention within the study area?
3. What challenges are associated with diversity and inclusion policies in relation to employee retention?
4. What strategies can be adopted to optimize diversity and inclusion policies in order to improve employee retention?

1.5 Significance of the Study

This study is significant to a range of stakeholders. For policymakers and regulators, the findings offer evidence to guide the design of frameworks that support healthier outcomes around employee retention. For managers and practitioners within Selected Public Universities in Nigeria, the study provides practical insight into how diversity and inclusion policies can be better managed. Finally, it contributes to the academic literature on human resource management by extending existing knowledge into a specific empirical context, and offers a reference point for future researchers.

1.6 Scope of the Study

In terms of scope, this study confines itself to Selected Public Universities in Nigeria, focusing specifically on how diversity and inclusion policies relates to employee retention within that setting. Findings are interpreted within these boundaries rather than as universal claims applicable to every organization or market.