The study focused on the mediating role of cultural diversity in Nigerian organizations with a critical consideration of the Cross River University of Technology. One of the objectives of the study was to ascertain the role of workers’ traditions, tribes, languages, norms, race, lifestyle, ethnic origin, and religious affiliation play on teams and groups in organizations. The study hypothesized that Cultural Diversity has no significant relationship with organizational sustainability. Interpretivist philosophy with an exploratory design was adopted. Also, a deductive approach with a blend of both qualitative and quantitative strategy was adapted. Closed-ended questionnaires and face-to-face interview methods were used in gathering primary data from respondents of the institution. The Population of the study was made up of 724 staff drawn across the four campuses of the institution, the sample size of the study was 258 staff determined through Taro Yamane formula. Simple random sampling technique was adapted, statistically, Pearson Product Moment Correlation Technique was used to test the hypotheses. A key finding of the study was that there is a weak relationship between cultural diversity and organizational sustainability. The study recommends the need for the Institutionalization of cultural diversity studies in institutions of higher learning in Nigeria.
Cultural Diversity, Employees, Organization,
Management and Sustainability