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Decades of HR diversity management research in the Global North has examined the impact of negative stereotypes on organisational outcomes. Yet, understanding is limited in the Global South, notably in post-colonial countries like Nigeria, where indigenous multi-ethnicity complicates perceptions of employee commitment and discrimination against specific social identities. This study investigates the relationship between age discrimination and employee commitment, moderated by diversity management, within the Nigerian banking industry. Utilising a quantitative explanatory approach and drawing on social exchange theory, data were collected from 656 employees in the Nigerian banking sector through survey questionnaires. Structural Equation Modelling (SEM), confirmatory factor analysis, and Cronbach alpha techniques were employed for hypothesis testing and reliability assessment. The findings reveal a negative association between perceived age discrimination and employee commitment within the Nigerian banking sector. The findings suggest a need for integrating diversity management policies with HR practice fairness (policy-practice exchange), tailored to the contextual nuances of employee inequality experiences (context-experience exchange). The study contributes to HRM theory and practice. Drawing on social exchange theory, we show that diversity management in Global South organisations necessitates prioritising the integration (or exchange) of HRM practice with practice fairness. This approach is crucial for fostering employee commitment and addressing discrimination based on specific identities like age.

Keywords: Age Discrimination, Employee Commitment, Diversity Management, Age, Nigerian Banking Sector

Speaker

Oluwatomi Adedeji is a Senior Lecturer in Organisational Behaviour in the Department of Leadership, Management and Human Resources. Dr. Oluwatomi has 11 years of experience in teaching and research. She is an Associate Member of Chartered Institute of Personnel and Development (CIPD), UK. Oluwatomi hold an M.A. in Human resouces management from Coventry University, UK and Doctor of Philosophy (PhD) in Business and Management from the University of Huddersfield.

Oluwatomi’s research interest cuts across the fields of Human Resource Management; particular interests are Organisational Behaviour, Employee Commitment, Diversity and Conflict Management, Age discrimination among others. In her doctorial research, Oluwatomi researched on how age inclusive HR practices are related to perceptions of age discrimination and in turn how perceived age discrimination is associated with employee commitment and turnover intention as well as how diversity management interacts with this association. Oluwatomi is actively engaged in research projects and activities both nationally and internationally.