摘要：To establish the perception of employees regarding diversity management at South Africa's largest residential university, the questionnaires of Gardenswartz & Rowe (1993) was adapted and a case study approach with a sample of 25 employees was used. The diversity audit measured the sample's perceptions on symptoms of diversity related problems; openness to change of the university; the status quo regarding diversity management; organisational barriers to diversity; the valuing of diversity; and the management of diversity by managers or supervisors. It was found that a high number of symptoms of diversity-related problems are perceived and that respondents believed that the university is relatively unresponsive to the need to change. The university was believed to be in a mono cultural stage of development and barriers to developing into a multicultural organisation were identified. Respondents did report a very positive attitude towards diversity but perceived that certain procedures are not supportive.<p> Opsomming <br>Die vraelyste van Gardenswartz en Rowe (1993) en 'n gevalstudiebenadering is benut om die persepsies van 'n steekproef van 25 personeellede aangaande die bestuur van diversiteit in 'n Suid Afrikaanse universiteit te ondersoek. Die diversiteitsaudit meet die steekproef se waameming van simptome van diversiteitsverwante probleme, die bereidwilligheid van die universiteit om te verander, die huidige stand van diversiteitsbestuur, organisatoriese hindemisse, die waarde wat aan diversiteitsbestuur geheg word, en die bestuur van diversiteit deur bestuurders en toesighouers. Die resultate toon dat 'n beduidende aantal simptome van diversiteitsverwante probleme gei'dentinseer word en dat die respondente meen dat die universiteit relatief min bewustheid vir die nodigheid van verandering toon. Respondente meen dat die universiteit in 'n monokulturele fase van onfrwikkeling is en hindemisse in die ontplooїng na 'n multikulturele organisasie is bespeur. Respondente toon aan dat positiewe houdings ten opsigte van diversiteit voorkom maar dat bestaande prosedures hierdie houdings nie ondersteun nie.
