Managing Cultural Diversity of Human Resources at King Saud University

Abstract

This study aimed to examine the reality of King Saud University's diversity of human resources in terms of identifying its characteristics and dimensions, the management techniques employed, and the obstacles and difficulties faced by academic leaders in managing it. The research population (deans and agents of faculties; heads and deputies of academic departments) was surveyed using the survey method using a questionnaire. The returned (281) questionnaire was put to use in a statistical evaluation. The study revealed that cultural diversity exists at the university to a high degree in terms of academic specialization and social status, while it exists (to some extent) in terms of nationality, gender, language, and race, but very low degree in terms of religion. The study also showed that academic leaders employ a variety of tactics in this area, such as evaluating the conditions of female employees by granting them appropriate leaves, promoting employees solely based on performance, allowing employees the freedom to express their opinions and ideas, respecting different cultures, equally allocating resources and benefits to all employees, respecting employees' national and religious holidays, and training. The difficulties facing diversity management at the university are as follows: the absence of a precise mechanism for measuring the level of diversity, the lack of awareness of cultural diversity and its importance, the lack of financial resources for training in diversity management, and inadequate academic leaders' ability to manage diversity.