global workplace is rapidly evolving due to technological advancements, economic expansion, and unprecedented events, leading to increased concerns about employee turnover in multinational corporations (MNCs). This study examined the impact of age, gender, and ethnic diversity on employee retention intention within manufacturing-based MNCs in Kenya, aiming to address gaps in existing research and provide insights for enhancing retention strategies. The primary objectives included examining the age diversity's effects on staff retention intention within multinational corporations in Kenya, examining the impact of ethnic diversity on employee retention intention among multinational firms in Kenya, as well as the role of gender diversity on employee retention intention in these corporations. Sample survey research design was the type of research design used. The study's population consisted of 38 manufacturing-based MNCs in Kenya. The research distributed questionnaires and the analysis used descriptive and multiple regression This study was guided by the Reasoned Action Theory and the Social Identity Theory. One hundred and seventy workers were given questionnaires for the survey, and SPSS version 22 was used to do multiple regression analysis. The overall significance of the regression model was determined, as anticipated. Findings revealed positive perceptions of age diversity, with significant correlations between age diversity and retention intention, emphasizing the importance of inclusive practices for retaining employees. Similarly, positive perceptions of gender diversity and its strong correlation with retention intention highlight the need for gender-inclusive policies and decision-making processes. Ethnic diversity also positively influences retention intention, despite challenges related to cultural conflicts and disparities in career opportunities based on ethnicity. Effective diversity management is crucial for enhancing employee retention within multinationalcorporations in Kenya. Strategiessuch as ensuring balanced age distribution, promoting gender equality, and addressing cultural conflicts can strengthen retention efforts and contribute to organizational success. The study underscores the importance of fostering inclusive environments that value age, gender, and ethnic diversity for long-term growth and sustainability. Policymakers should develop comprehensive diversity and inclusion programs addressing age and ethnicity disparities, while management should foster gender equality and communication to create inclusive cultures. Continued research on workplace diversity and employee retention is recommended to explore additional insights and strategies for enhancing organizational performance and employee satisfaction.