Author(s) :

Nwogu Olachi Willington.

Volume/Issue :

Abstract :

This study explores strategies to address workplace discrimination and foster inclusive practices in Nigeria, focusing on the period from 2015 to 2023. The aim is to enhance employer-employee relations by identifying and analyzing forms of discrimination, understanding their impact, and developing actionable strategies. Guided by 3 research questions, the research draws upon Diversity and Inclusion Theory (DIT), which emphasizes equity, respect for differences, inclusive culture, empowerment, and continuous improvement. This theoretical framework informs the study's objectives: identifying forms of discrimination related to health status, tribal favoritism, hierarchy, appearance, and religion; assessing their consequences on organizational dynamics; and proposing strategies to create a more equitable and supportive work environment. The study adopts survey research design, targeting 750 employees within the Ministry, with a sample size of 261 determined using the Taro Yamane formula. Purposive sampling was employed to select participants with relevant experiences, ensuring that diverse perspectives are captured. Data collection was facilitated through questionnaires, and analysis was conducted using percentage and mean ratings. Key findings reveal that discrimination based on health status, tribal favoritism, and appearance is prevalent, contributing to an inequitable work environment. These discriminatory practices undermine trust, communication, and collaboration, leading to decreased job satisfaction and productivity. The study concludes that addressing these issues is vital for fostering a more inclusive and effective organizational environment.Recommendations include implementing comprehensive anti-discrimination policies, promoting regular diversity and inclusion training, and strengthening employee support systems. These measures are essential for improving morale, enhancing collaboration, and ultimately boosting overall organizational performance within the Ministry. Keywords: Workplace Discrimination, Inclusive Practices, Employer-Employee Relations

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