Abstract:
The purpose of this study was to analyse the influence of socio-cognitive diversity on employee performance in the county governments in Kenya. The study is anchored on conflict and contact theory. The study adopted a survey research design and the target population was 20,299 employees from 5 purposively selected county governments of Kenya. Stratified random sampling was used to sample 392 employees from the selected county governments. Questionnaires were used to collect data. Data was analyzed using descriptive statistics and regression analysis. The findings indicated that there was a positive and statistically significant relationship between socio-cognitive diversity and employee performance with the regression coefficient of (β= 1.087, p< 0.05). The study recommends policymakers establish a diversity policy that includes a requirement that the management of county governments; establish measurable objectives for achieving greater socio-cognitive and assess annually both the
measurable objectives for achieving socio-cognitive and the progress in achieving it.
