The intersection of talent management practices on gender equality and religious diversity in the managerial role of the Public Sector of Ghana.
My research attempts to expand the debate on the influence of the talent management practices on gender inequality and religious diversity in Ghana through qualitative methods. It seeks to capture the intersection of the talent management approach and practices which currently reinforce gender inequality and religious discrimination, which could eliminate Muslim women from leadership roles in Ghana’s public sector workforce. My research focuses on female talent development to add to scholarship finding women at work still suffer from
traditional gender norms. This problem limits the full use of women’s talent at work, and blocks their access to managerial and leadership positions.
Talent Management is acknowledged as a key component of an organisation’s human capital system. Yet, there is limited research on it in developing and emerging economies in Africa such as Ghana. As a corollary limited evidence of utilisation of human resource practices, public sector organisations do not appear to have the adequate knowledge needed to develop and leverage the productive capacity of their workforces. If they did, currently, there is only marginal evidence to performance as outcomes do not appear to support a view that appropriate Talent Management practices are being applied.
This research is focused on Talent Management within the public sector context and considers stakeholders within and outside the researched institutions; thus, the results are assessed in two folds: staff (employees) and society (beneficiaries or scholarship awardees). The work helps understand and explain Talent Management issues in Ghana’s public sector while contributing to the building of a broader impact of Talent Management in the researched institutions and their interrelated actors.
The study is considered an appropriate area of research to help underscore the underlying factors militating against Talent Management and assist government departments and agencies in efficient dealing with TM issues.
1st Supervisor: Professor Ahu Tatli
2nd Supervisor: Dr Mustafa B. Ozturk
I am a Ph.D. researcher in the School of Business and Management at Queen Mary, University of London. My research interests are in gender and religious diversity in the public sector of Ghana.
Centre and Group Membership
- PhD Candidate of the Centre for Research in Equality and Diversity (CRED)
- Conference paper – Crying more than bereaved? Researching gender in under-researched Contexts – A gender research agenda (35th Colloquium Egos- Edinburgh, UK, 2019)
- Conference paper - Unfolding the existence of the colonial system in talent management practices – A theoretical perspective (Academic of Management- Vancouver, British Columbia, Canada, 2020)
- Conference paper - Chauvinism, Colonialism ideology, men in public life and women in private lives –Its implication in contemporary Ghana’s talent management practices (Gender, Work, and Organisation Conference- Kent, UK, 2020)