Mind the Generational Gap: Differences in preferences between Ethnic and Non-Ethnic Minority Graduates
This study attempts to understand what differences exist in the job preferences of ethnic and non-ethnic minority graduates. It considers how the generational changes between millennials and their predecessors may require organisations to adapt their recruitment strategies in order to attract more e...
| Main Author: | |
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| Format: | Dissertation (University of Nottingham only) |
| Language: | English |
| Published: |
2016
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| Online Access: | https://eprints.nottingham.ac.uk/37113/ |
| _version_ | 1848795393722155008 |
|---|---|
| author | Nsubuga, M.J |
| author_facet | Nsubuga, M.J |
| author_sort | Nsubuga, M.J |
| building | Nottingham Research Data Repository |
| collection | Online Access |
| description | This study attempts to understand what differences exist in the job preferences of ethnic and non-ethnic minority graduates. It considers how the generational changes between millennials and their predecessors may require organisations to adapt their recruitment strategies in order to attract more ethnic minority graduates. Ninety-three graduates from the University of Nottingham were asked to take part in a survey to see how important job, organisational, diversity and recruiter factors were in their attraction to the organisation, and then these results were compared to a similar study carried out 17 years prior. Additionally they were asked why they viewed diversity as they did and what additional factors contributed to their job pursuit intentions. Our findings showed that there had been generational changes, as the diversity and recruiter factors no longer contributed the most significant differences between both groups. Secondly our findings showed that there was an overall theme of self-interest in their rankings of diversity factors, however there were no significant differences between those belonging to either groups. Additionally, trends showed that the millennials belonging to both groups considered mobility, perks and flexibility as important factors that contributed to their job pursuit intentions which supported much of the literature on millennial job preferences. Finally the study highlighted how as a group millennials are far more than heterogeneous than their predecessors; therefore it has become increasingly difficult to paint them with the same brush. |
| first_indexed | 2025-11-14T19:31:23Z |
| format | Dissertation (University of Nottingham only) |
| id | nottingham-37113 |
| institution | University of Nottingham Malaysia Campus |
| institution_category | Local University |
| language | English |
| last_indexed | 2025-11-14T19:31:23Z |
| publishDate | 2016 |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | nottingham-371132017-10-19T17:07:28Z https://eprints.nottingham.ac.uk/37113/ Mind the Generational Gap: Differences in preferences between Ethnic and Non-Ethnic Minority Graduates Nsubuga, M.J This study attempts to understand what differences exist in the job preferences of ethnic and non-ethnic minority graduates. It considers how the generational changes between millennials and their predecessors may require organisations to adapt their recruitment strategies in order to attract more ethnic minority graduates. Ninety-three graduates from the University of Nottingham were asked to take part in a survey to see how important job, organisational, diversity and recruiter factors were in their attraction to the organisation, and then these results were compared to a similar study carried out 17 years prior. Additionally they were asked why they viewed diversity as they did and what additional factors contributed to their job pursuit intentions. Our findings showed that there had been generational changes, as the diversity and recruiter factors no longer contributed the most significant differences between both groups. Secondly our findings showed that there was an overall theme of self-interest in their rankings of diversity factors, however there were no significant differences between those belonging to either groups. Additionally, trends showed that the millennials belonging to both groups considered mobility, perks and flexibility as important factors that contributed to their job pursuit intentions which supported much of the literature on millennial job preferences. Finally the study highlighted how as a group millennials are far more than heterogeneous than their predecessors; therefore it has become increasingly difficult to paint them with the same brush. 2016-09-23 Dissertation (University of Nottingham only) NonPeerReviewed application/pdf en https://eprints.nottingham.ac.uk/37113/1/Michael%20Nsubuga%20Dissertation.pdf Nsubuga, M.J (2016) Mind the Generational Gap: Differences in preferences between Ethnic and Non-Ethnic Minority Graduates. [Dissertation (University of Nottingham only)] |
| spellingShingle | Nsubuga, M.J Mind the Generational Gap: Differences in preferences between Ethnic and Non-Ethnic Minority Graduates |
| title | Mind the Generational Gap: Differences in preferences between Ethnic and Non-Ethnic Minority Graduates |
| title_full | Mind the Generational Gap: Differences in preferences between Ethnic and Non-Ethnic Minority Graduates |
| title_fullStr | Mind the Generational Gap: Differences in preferences between Ethnic and Non-Ethnic Minority Graduates |
| title_full_unstemmed | Mind the Generational Gap: Differences in preferences between Ethnic and Non-Ethnic Minority Graduates |
| title_short | Mind the Generational Gap: Differences in preferences between Ethnic and Non-Ethnic Minority Graduates |
| title_sort | mind the generational gap: differences in preferences between ethnic and non-ethnic minority graduates |
| url | https://eprints.nottingham.ac.uk/37113/ |