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As the global population raises, developing countries seem to have issues with the productivity of the construction projects due to high demand. Therefore, this paper aims to examine the effect of extrinsic diversity aspects impacting the construction worker efficiency. The data collection was made by a questionnaire sent to construction stakeholders working in the Punjab region of Pakistan. A comparison was drawn based on varied employee characteristics i.e., experiences and ages. It was found that old workers were negatively impacted by the distant location of the construction site. The young employees were most inclined towards holidays when working away from home. The access to basic amenities during a construction project was regarded as a major setback for the workers' productivity. Experienced workers preferred working within the vicinity and easy access to their houses. Based on the ethnicity factor while selecting the workforce, newcomers faced hurdles while entering the construction sector.

Worker productivity is critical within construction projects as it is the measure of the rate at which work is performed and, more importantly, helps to know how to motivate them to perform at high levels. This research aimed to examine the impact of employee age and industry experience on the intrinsic workforce diversity factors influencing construction worker productivity. Sieving through the previous research and models and theories of analysis, the intrinsic workforce diversity was modeled into the following set of factors, i.e., income, motivation, psychosocial factors, and technical skills. The data were collected by means of a questionnaire survey and examined for the employees having different ages and experiences using the Mann–Whitney U test through SPSS. The results show that employees of varied ages do not concur over motivation-, psychosocial, and technical skills-related workforce diversity factors, whereas employees of varied industrial experiences are in disagreement over some income and motivation related workforce diversity factors. In order to overcome intrinsic workforce diversity, firm support is direly needed for old and mature employees in terms of financial incentives leading to motivation, less supervised scheduling, opportunities for firm advancement, and reporting back every time work is completed. Furthermore, support is required for young employees who are more susceptible due to psychosocial stresses like unevenly distributed work, communication gaps, and technical skills like knowledge of technological equipment and advancement in construction technology which has reduced the skills of workers. [ABSTRACT FROM AUTHOR]