Behaviours that Support Equality and Diversity at Workplace

BUSINESS RESEARCH
PROJECT

Research Proposal Form
Unit Unit 11 – Research Project
Section One: Research title, aim, objectives, questions
Aim: To identify different behaviours that support equality and diversity in pertaining to retaining
employees at workplace – A study on Sainsbury.
Objectives:
 To understand the concept of equality and diversity.
 To determine the significance of choosing the behaviour that support equality and diversity at
workplace.
 To assess the practice which are required to manage the equality and diversity at workplace
through adapting different behaviours. To provide recommendation to the Sainsbury regarding adapting the best behaviour that support
the equality and diversity at workplace.
Research question:
1. How the concept of behaviour significant to support equality and diversity at workplace?
2. What are the practice that are required to manage the equality and diversity at workplace
through adapting different behaviours techniques?
Section Two: Reasons for choosing this research project
 The reason behind choosing this topic is that to identify the concept of equality and
diversity at the workplace.
 The issues which is identified that how behaviour can support the equality and diversity
at work place and thus results in retaining the interest of employees for longer time
period.
 The main reason of choosing this topic now is that due to changes in time, the needs of
the employees are also changing and thus it is necessary that behaviour of the company
is to be changed to maintain equality and diversity at work place.
 The reason behind conducting this research now is that lot of companies are changing
their behaviours to retaining the employees interest at work premises.
 Thus, it is interesting to know the new practices or challenges which is adapted by the
member to sustain the longer term growth.
Section Three: Literature sources searched
According to Klein, (2016) equality and diversity is the appropriate term used for equal opportunities, it
is a legal obligation to protect workers against discrimination. Equality is about developing fairer

environment at workplace where employees can participate and have chances to fulfil their potential and
no one is unfairly disadvantaged. In additional to this, diversity is all about valuing staff differences and
considering their varied needs as well as situation, both concept are very important in context of
business. In other words, both concepts defined as promoting equality of chances for all, through
diversity, offering each people opportunity to achieve and reach at their goals, totally free from
discrimination and prejudice. Fair chances related to comprehend that all individuals are treated as
peoples without judgements made on them based on key characteristics. Barak, (2016) stated that
diversity encompasses respect and acceptance, which means understanding that each worker is unique
and recognizing their individuals differences. These along dimensions of ethnicity, sexual orientation,
religious beliefs and other ideologies. Diversity is about understanding moving beyond and each other
simple tolerance to celebrating and embracing rich dimensions of diversity contained with every worker.
Equality is a contested concept, individual who praise it or not it disagrees about what they are
disparaging or praising. It can be used in very same sense both prescribed and describe. It makes
positive impact at workplace, allow people to feel free from being discriminated and enhance their
productivity rather than before. The aim of this component is to assure that every employee has
permission to same chances for getting benefits. Most firms develop diversity and equality policies in
work area to assure staff safety.
Taylor (2017) stated that behaviour is important at the work place and it is necessary to be
carried in positive way so that employees feel motivated and dedicated towards the work. It is the duty
of the manager or leader to create the hostile workplace as by supporting the equality through
maintaining the equal policies for every employee (Behaviours that support Equality, Diversity and
Inclusion at work, 2020). As every employee are equal for the company and thus, the behaviour of the
company is equal for all employees.
Bain (2017) suggested that behaviours is important when company is facing problems regarding
building the strong connectivity between the employees. Thus, in such manner behaviour is needed
regarding listening both the employees in patience way and also take decision which is equivalent to
both the employees. Through this aspect behaviour is judged by taking right decision and providing fair
judgement to both the parties.
As per Nachmias, Aravopoulou and Caven (2019) positive behaviour is necessary at work place
and thus, it results in encouraging the positive thinking when the company is engaged with different
culture people. For e.g. in case of Sainsbury, they are engaged with different culture people and thus, it

is necessary that positive thoughts are to be ascertained in the company and also motivates the people to
think in positive way. Through this manner, they can retain their interest and provide productive results.
According to the Fine-Davis and Faas (2018), the equality and diversity can be managed through
carrying the effective communication. As every employee are to be treated equally and thus no
discrimination activity is to be stated in the business. In such manner, by communicating with each and
every employee and also managing their interest or resolving issues, helps them in managing their
interest towards the business for longer way.
Buchanan (2019) viewed that training is must in respect of managing the equality and diversity
at workplace. As the focus of the company is comprehensive behaviour which is to be undertaken
through organizing the outside training session for the employees. Through this manner, they are
interacting with each other and also motivating others to work as a team. Outside training can be in form
of outing or organize any social function which results in building the interaction power between the
employees. Thus, behaviour is to be undertaken to manage the presence of every employee and motivate
them to participate in all the activities to enhance the internal environment of the company in better
way.
Woolley (2017) on the other hand results in managing the equality and diversity at work place is
mainly supported through undertaking the effective behaviour which can be adapted through preventing
employees from unconscious bias activity. The work is to be allotted in the equivalent way and not bias
is to be committed at work place which results in affecting the interest of the employees to retain at
work place for longer way.
Bamel, Paul and Bamel (2018) highlights that the practice which is adapted is relating to the
taking strict action when they feel that any employees is not working as per the set norms which is
instructed by them. In such strict action are taken for all the employees of everyone is involved in
illegal crime which affects the reputation of the company. But before taking crucial action,
reasonable opportunity is to be given to the employees to present the evidences regarding not
convicting them guilty under any activity.
Section Four: Activities and timescales
Timescale: