7.7 Limitations of the Study This section looks at the limitations of the study in respect of what could have been done different other conditions permitting. The research has investigated the underrepresentation of BMEs in the construction industry. It has stressed the need for diversity and EO policies to be applied in the industries recruitment process at all levels. This is in respect of the commercial order to reap the gains of justification of diversification which denotes an industry which is stronger. In a diverse workforce and the benefits of skills and expertise commensurate with today’s globalization, organizations are required to become heterogeneous made up of diverse workforce in order to tap a wider range of abilities, experience and skills especially in the face of today’s globalization and the increasingly competitive business environment. The benefits of such a diverse workforce have been outlined in this study and a framework has been developed to highlight the factors that require attention to aid the process. However, due to time and resource constraints the study could not identify particular BMEs for their views. Also, the framework that has been developed needs to be tested and validated in an industry setting to assess its feasibility and effectiveness. These are deemed limitations and could have been addressed other conditions permitting. 7.8 Suggestions for Further Research Considering the limitation of this research as outlined above, the following research areas are being put forward as suggestions for further research. 7.8.1 Framework Validation The study developed a conceptual framework based on the literature review which was refined using qualitative and quantitative data i.e. interviews and questionnaires respectively. However, this framework which is supposed to guide good practice in the recruitment process in the industry to take into account the proportionate representation of BMEs could be improved with more empirical data and further tested and validated in the industry in order to be used as a policy instrument to guide recruitment activities. The problems of diversity and EO put BMEs with other minority groups and non BMEs or majority groups at different hierarchical levels which require expert attention through the validated framework to address the situation. 7.8.2 Similar Studies Comparing Practices in Different Countries.
7.7 Limitations of the Study This section looks at the limitations of the study in respect of what could have been done different other conditions permitting. The research has investigated the underrepresentation of BMEs in the construction industry. It has stressed the need for diversity and EO policies to be applied in the industries recruitment process at all levels. This is in respect of the commercial justification of diversification which denotes an industry which is stronger. In order to reap the gains of a diverse workforce and the benefits of skills and expertise commensurate with today’s globalization, organizations are required to become heterogeneous made up of diverse workforce in order to tap a wider range of abilities, experience and skills especially in the face of today’s globalization and the increasingly competitive business environment. The benefits of such a diverse workforce have been outlined in this study and a framework has been developed to highlight the factors that require attention to aid the process. However, due to time and resource constraints the study could not identify particular BMEs for their views. Also, the framework that has been developed needs to be tested and validated in an industry setting to assess its feasibility and effectiveness. These are deemed limitations and could have been addressed other conditions permitting. 7.8 Suggestions for Further Research Considering the limitation of this research as outlined above, the following research areas are being put forward as suggestions for further research. 7.8.1 Framework Validation The study developed a conceptual framework based on the literature review which was refined using qualitative and quantitative data i.e. interviews and questionnaires respectively. However, this framework which is supposed to guide good practice in the recruitment process in the industry to take into account the proportionate representation of BMEs could be improved with more empirical data and further tested and validated in the industry in order to be used as a policy instrument to guide recruitment activities. The problems of diversity and EO put BMEs with other minority groups and non BMEs or majority groups at different hierarchical levels which require expert attention through the validated framework to address the situation. 7.8.2 Similar Studies Comparing Practices in Different Countries.
PhD_Thesis.docx