Managing cultural diversity at workplace

This research project focuses on the potential need of managing cultural diversity for enhancement of organisational operations. It includes a case study on Unilever Plc, a large British Dutch consumer goods firm. The study aims to understand the concept of cultural diversity in the context of business, ascertain the need of managing cultural diversity within Unilever Plc, determine the impact of managing diversity over the operations of Unilever Plc, and identify effective measures for managing diversity at the workplace. The research methodology involves quantitative research approach and data collection through a questionnaire. The findings will contribute to the knowledge base and understanding of cultural diversity in the workplace.

Research Project

Table of Contents
Title: ................................................................................................................................................1
Chapter 1: Introduction....................................................................................................................1
Chapter 2: Literature Review ..........................................................................................................4
Chapter 3: Research Methodology ..................................................................................................5
Chapter 4: Data Collection and Data Analysis ...............................................................................6
Chapter 5: Conclusion and Recommendation ...............................................................................17
Chapter 6: Personal Reflective Statement .....................................................................................17
References .....................................................................................................................................18

Title:
Managing cultural diversity at workplace.
Chapter 1: Introduction
1.1 Research Proposal
Research Project Description
The present study potential aim to examine the potential need of effectively assessing
cultural diversity for enhancement of organisational operations. Therefore, cultural diversity is
defined as the most crucial aspect which plays a vital role in development of organisational
performance through enhancing the engagement of employees at workplace (Al-Qudah, 2016).
Workplace diversity is mainly defined to the variety of differences among the people in a
business, thus diversity is not only includes how individual analyse theirselved but also how
others comprehend them. In addition to this diversity in an organisation is mainly encompasses
over gender, ethnic, race, age, religion, group, sexual orientation, citizenship status, mental and
physical situations and other distinct differences among individual at workplace. In this present
evaluation, the over all study is based on Unilever Plc as it is best suitable company to evaluate
the need of negotiate diverseness at work place. Unilever Plc is a large British Dutch
transactional consumer goods firm which has its base office in London England and Rotterdam,
Netherlands. The firm mainly operates in multiple products like food, ice-cream, energy drink
and beverages cleaning agents, personal care items and appearance items. The is founded in the
year of 1929 by the strength full potential of William Lever. Therefore, the business is having
close to 155000 employees who are giving their potentials to make the business higher
profitable. The primary obligation of the business is to assisting diversity at work place for the
intention of compound the functions of the business with managing diversity at work place
(Aluko and Knight, 2017).
Research Aim and Objectives
Research Aim
To analyse the potential need of managing cultural diversity for enhancement of
organisational operations. A case study on Unilever Plc.
Research Objectives
 To understand the concept of cultural diversity in the context of business.
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 To ascertain the need of managing cultural diversity within Unilever Plc.
 To determine the impact of managing diversity over the operations of Unilever Plc. To identify the measures that can be effective in managing diversity at work place.
Research Questions
 What is the concept of cultural diversity in the context of business?
 What is the need of managing cultural diversity within Unilever Plc?
 What is the impact of managing diversity over the operations of Unilever Plc? What are the key measures that can be effective in managing diversity at work place?
Reason for Choosing the Research
A research is mainly implemented to assist the whole operations in right way to arrival at
the key results and resolving the issue in appropriate way, thus the investigation over the area of
analysing the potential need of managing cultural diversity for enhancement of organisational
operations, is mainly conducted because it is a most effective issue in today's modern business
scenario and has direct impact on the transaction and progression of the business (Boylan and et.
al., 2019). In addition to this, the key intention of the researcher is to conduct this study is that it
is effective in developing the knowledge base and enhance the understanding in relation to
cultural diversity. This study explores an individual's personal knowledge to taken up effective
step towards attainment of a better future.
Activities and time scale
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3

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Chapter 2: Literature Review
2.1 Introduction
Literature review is defined to be the most imperative area of an investigation as it refers
as the comprehensive summary of past investigation of a specified area of study. This area of
research is mainly efficacious in developing the theoretical framework which in turns in creating
value in providing in-depth about the chosen study area (Bradshaw and Sainsbury, 2018). This
section is relay upon secondary aspects like books, published articles, journals, non-published
articles and so on.
2.2 Literature Review
The concept of cultural diversity in the context of business.
Cultural diversity refers to the group of different individuals who belong from of diverse
regions and culture and use different languages in their communications. As per the view of
Amadeo K. (2020), when there are number of people who are working in a company and belong
from different culture, regions and have different values the it know as cultural diversity in
business. Cultural diversity is when population differences are effectively represented within a
community. It consist race, ability, religion, gender, age, colour, race, language, nationality and
others. Cultural diversity of beneficial for a business because when there are number of people
who belong from different culture working together in a business then effective and innovative
ideas are generated which help in maximising profit and productivity of a company in improved
way (Daramola, 2019).
The need of managing cultural diversity within Unilever Plc.
To create a healthy and effective working environment management of cultural diversity
is required so that employees can perform and execute their roles and responsibilities sin
effective manner. Accordant to Alpert R. T. (2020), there are number of employees are working
in a global firm so to manage the conflicts and issues that can be arise due to diversity of people
like different languages, religion, culture, race, colour, gender and age etc. at workplace. So it is
essential for the company to manage the cultural diversity in the business. By making effective
communication, framing policies regarding diversity and effective management and leadership
styles the management of Unilever can administrate culture diverseness in the business (Sani
Nura, 2016). If the company will not manage cultural differentiation then it can arise different
issues like employees will not treat in equal manner and will not get equal or growth option for
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their professional development. It will influence the business operations and activities of the
respective company in negative manner.
The impact of managing diversity over the operations of Unilever Plc.
Management of diversity create positive as well as negative impact ion the business of a
company. According to Leonard K. (2019), when the company managing its cultural diverseness
then it maximise the productivity at the workplace because the conflicts and issues that are arisen
due to it, are solved and employees can perform their work in more efficacious manner (Fernie
and Sparks, 2018). Apart form it also make contribution in development of employees in form of
providing an opportunity to them to make growth at personal professional level. When people
are being exposed to new cultures, ideas and perspectives, it can assist each individual to make
enhancement in their skills and knowledge.
Apart form it, the main unfavourable impact of it is that it generate discrimination in the
working environment of the company. When people are recognised by the company on the basis
of their skills and knowledge then the firm make favouritism in form of monetary and non
benefits like pay, compensation, leaves etc. this create negative impact on the business like
Unilever. Because other employees will demotivate due to it and they will not do their work in
proper manner or within set time duration (Rogers, 2017).
Chapter 3: Research Methodology
3.1 Research Approach
This defined to be the most important area of an investigation as it is efficacious in
providing a significant path to gather, analyse and interpret information and drawn an equivalent
result. This area is significantly based over deductive and inductive investigation approach.
Therefore, in the better analysis of this resent research based on examine the potential need of
bring off cultural diversity for enhancement of organisational operations, deductive investigation
approach is being implemented through the researcher as it is efficacious in providing descriptive
analysis over quantitative research and helps in assessment with the implementation of
developing theories and hypothesis that are significant for a analysis (Jenkins, 2017).
3.2 Research Methodologies
A research is mainly executed for determining a particular issue in effective manner and
for this it is important to select the most suitable type to lead the work in significant direction. A
investigation is either qualitative or quantitative in existence and the selection is relay upon the
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data that are gathered to evaluate the issue. Therefore, in this present analysis, quantitative
method has been applied by the researcher as it is significant in drawing valid and reliable
outcome through gathering information in quantitative aspects (McGreevy and et. al., 2019).
1) Sampling: This area of methodology is based on probabilistic and non-probabilistic data
sampling, therefore, sampling is replicates from the original population and in this present
analysis sample has been select at random basis. Thus individual are picked by the assistance of
random sampling method from the probabilistic tool as it is liable in selecting people for
execution of analysis. In this sample size is being set around 30 in which employees of firm are
picked to gather authentic information.
2) Data Analysis : In this existing evaluation context information has been evaluated by applying
the method of thematic analysis as it is effective in analysing the information via developing
themes that are significant in determining the intention of the survey in appropriate manner.
3) Cost, Access and ethical consideration : In the implementation of research there are assorted
aspects like ethics, cost and access, that are needs to be considered through the investigator for
the intention of better execution of the investigation. Thus, the primary state of the investigation
is to follow the ethics of the research in the manner of decreasing the issue of conflict, thus ethics
are effective in guiding the assessment in proper way. In addition to this, researcher needs to
render permission to their contestant for the intention of acquiring their approval and acceptance,
Furthermore, it is also required for the investigator to manage cost for better execution of
research activities (Moser and Kalton, 2017).
Chapter 4: Data Collection and Data Analysis
4.1 Data Collection
Information collection is mainly recognised to be the most effective procedure of
accumulating and analysing the information on a variables of a specific interest. Therefore, it
enables an investigation to gather suitable data to assist the whole investigation in appropriate
direction to arrival at the potential results. This section is comprehend over primary and
secondary sources of information accumulation. In this existing research case based on
determining the potential need of managing cultural diversity for enhancement of organisational
operations, both primary and secondary techniques are implemented through the investigator.
Thus, primary investigation is effective in gathering first hand information which are based on a
specific area. However, primary research is mainly executed through conducting over survey in
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which questionnaire is designed to gathering suitable data via the opinion analysis of respondents
(Riley and et. al., 2019). On the contrary, secondary research is based on past work or the already
gathered data, therefore, in this information is gathered through books, journals, articles,
magazines and so on, this is the key area which develops knowledge about a chosen study
phenomenon. In this present analysis Data collection is mainly based on questionnaire and the
questionnaire related to the chosen study area are associated as under:
Questionnaire
Name:
Age:
Gender:
Email:
Q1) Does the concept of cultural diversity is known to you?
Yes
No
Q2) Do you think that, in the context of a large multinational company, cultural diversity is
needs to be managed fr better execution of organisational operations?
Yes
No
Q3) According to you, what are the potential need for Unilever Plc to manage cultural diversity
at workplace?
Retain diverse environment
Enhancement of multi-culture skills
A larger talent pool
Improve understanding of customer base
Q4) According to you, what advantages are gained by Unilever Plc by managing diversity at
workplace?
Increasing multi-culture organisation
Increasing productivity of the firm
Increases the innovativeness and creativity
Wider market access
Q5) As per your view, in what manner managing diversity at workplace affects the operations
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and functions of the Unilever Plc?
Positive
Negative
Neutral
Q6) According to you, what major challenges are faced by businesses in managing diversity at
workplace?
Dyfunctional Conflicts
Communication Breakdown
Low Cohesion
Lack of acceptance and respect
Q7) According to you, what measures are effective to be considered by Unilever Plc to manage
diversity at workplace?
Leadership training
Emphasize Communication
Build Connections to Create Talent Pipelines
Examine Policies to Fight Systemic Inequality
Q8) According to you, the suitable management of diversity at workplace is effective for
Unilever Plc to enhance their operations at global level?
Yes
No
Q9) Provide recommendation to Unilever Plc to manage diversity at workplace for the purpose
of improvising the performance of employees at workplace.
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4.2 Data Analysis, presentation and discussion
Thematic Analysis
Theme 1) The respective are having significant idea about the conception of cultural diversity.
Q1) Does the conceptualisation of ethnical diversity is known to you? Frequency
Yes 29
No 1
Interpretation:
In the existing exploration the study is being executed over determining the concept of
culture diversity, thus the selected respondents are 30 and out of that, 29 people showing their
positive concern that, they are having an appropriate idea in regards to the idea of culture
diversity and leftover individual are not in concern with the same as they are not really having
appropriate idea about the aforesaid. As they are not having an appropriate idea about the area of
culture diversity and how it affects the operations of the firm.
10
Yes No
0
5
10
15
20
25
30
29
1
Frequency

Theme 2) In the context of a large multinational company, cultural diversity is needs to be
managed by the businesses for better execution of organisational operations.
Q2) Do you think that, in the context of a large multinational company, cultural
diversity is needs to be managed fr better execution of organisational operations?
Frequency
Yes 28
No 2
Interpretation:
According to the in-depth analysis of the investigation it has been analysed that, 28 out of
30 individual's are in approval with the argument that in the terms of large multinational
company, cultural diversity is needs to be managed by the businesses for better execution of
organisational operations. Therefore, the suitable management of diversity is efficacious for the
business in achieving significant development and progression. In addition to this remaining
people are not in concern with the same, as per their view it is not really required for the large
multinational company to manage diversity at workplace for the intention of better execution of
business function.
11
Yes No
0
5
10
15
20
25
30 28
2
Frequency

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Theme 3) There are different need for Unilever Plc to manage cultural diversity at workplace.
Q3) According to you, what are the potential need for Unilever Plc to manage
cultural diversity at workplace?
Frequency
Retain diverse environment 7
Enhancement of multi-culture skills 8
A larger talent pool 8
Improve understanding of customer base 7
Interpretation:
The present study is executed to determining the assorted needs for Unilever Plc to
manage culture diversity at workplace, therefore, different people have their own perception,
thus 7 out of 30 people said that retain diverse environment is a basic need to manage diversity, 8
people are in favour of enhancement of multi-culture skills, another 8 people are go with a larger
talent pool and leftover individual's are in favour of improve understanding of customer base.
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6.4
6.8
7.2
7.6
8
7
8 8
7
Frequency

Theme 4) There are assorted advantages that are gained by Unilever Plc in managing diversity at
workplace.
Q4) According to you, what advantages are gained by Unilever Plc by managing
diversity at workplace?
Frequency
Increasing multi-culture organisation 8
Increasing productivity of the firm 7
Increases the innovativeness and creativity 7
Wider market access 8
Interpretation:
The determination of this evaluation is based on analysing the different advantages which
are basically gained by Unilever Plc in managing diversity at workplace. Therefore, in this
examination is being executed between 30 people and out of that, 8 individual are in concern of
increasing multi-culture organisation, 7 individual's are in concern with increasing the
productivity of the firm, 7 people are go with increases the innovativeness and creativity and
remaining are in concern with wider market access.
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6.4
6.8
7.2
7.6
8
8
7 7
8
Frequency

Theme 5) In different manner managing diversity at workplace affects the operations and
functions of the Unilever Plc.
Q5) As per your view, in what manner managing diversity at workplace affects
the operations and functions of the Unilever Plc?
Frequency
Positive 26
Negative 1
Neutral 3
Interpretation:
The details of the above given graph stated that, in assorted manner diversity affects the
functioning and operations of Unilever Plc, thus 26 out of 30 people said that managing culture
diversity positively affects the operations of Unilever Plc and 1 individual is not in concern with
the same as per the view of the particular respondent the management of cultural diversity
negatively affects the operations of firm and remaining people are not providing any discussion
on the same as they chose to
15
Positive Negative Neutral
0
5
10
15
20
25
30 26
1
3
Frequency

Theme 6) There are assorted challenges that are faced by businesses in managing diversity at
workplace.
Q6) According to you, what major challenges are faced by businesses in
managing diversity at workplace?
Frequency
Dyfunctional Conflicts 10
Communication Breakdown 7
Low Cohesion 6
Lack of acceptance and respect 7
Interpretation:
According to the detailed evaluation of the project it has been determined that, there are
assorted challenges which are mainly faced through the businesses in managing diversity at
workplace. 10 out of 30 individual are in concern of dyfunctional conflicts, 7 individual are in
favour of communication breakdown, 6 people are in favour of low cohesion and leftover
individual are in concern of lack of acceptance and respect. Therefore, these all are the key issue
which are mainly affecting the overall functioning of the business.
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Dyfunctional Conflicts
Communication Breakdown
Low Cohesion
Lack of acceptance and respect
0
1
2
3
4
5
6
7
8
9
10
10
7
6
7
Frequency

Theme 7) There are different measures that are effective to be considered by Unilever Plc to
manage diversity at workplace.
Q7) According to you, what measures are effective to be considered by Unilever
Plc to manage diversity at workplace?
Frequency
Leadership training 8
Emphasize Communication 7
Build Connections to Create Talent Pipelines 7
Examine Policies to Fight Systemic Inequality 8
Interpretation:
According to the description ealuation of the above given chart it is being interpreted
that, here are assorted measures that can be opt by Unilever plc to manage diversity at
workplace, thus 8 out of 30 people are in favour of leadership training, 7 individual are in
concern with emphasize communication, 7 individual's are in concern with build connections to
create talent pipelines and remaining people are in favour of examine policies to fight systematic
inequality.
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6.4
6.8
7.2
7.6
8
8
7 7
8
Frequency

Theme 8) The suitable management of diversity at workplace is effective for Unilever Plc to
enhance their operations at global level.
Q8) According to you, the suitable management of diversity at workplace is
effective for Unilever Plc to enhance their operations at global level?
Frequency
Yes 26
No 4
Interpretation:
As per the in-depth analysis of the dissertation it is being analysed that, 26 out of 30
individual said that the suitable management of diversity at workplace is effective for Unilever
Plc to enhance their operations at global level. as per their view the effective execution and
management diversity may develop worth for the businesses in suitable implementation of
organisational operations and leftover people are not in concern with the same.
18
Yes No
0
5
10
15
20
25
30 26
4
Frequency

Chapter 5: Conclusion and Recommendation
5.1 Conclusion
According to the descriptive analysis of the project it is being concluded that, managing
cultural diversity is a critical aspect that is needs to be reasoned through the businesses to
enhance the transactions and functions, thus, as per the analysis it has also been seen that, in the
modern business environment competition is going intensively high and the management of
equality and diversity is effective for the businesses to implement coordination and collaboration
among employees to effectively explore business operations at internation level. According to
the opinion analysis of the people it has been analysed that, the suitable management of diversity
Is effective for the businesses in developing their progression function via enhancing the morale
of employees.
5.2 Recommendation
As per descriptive evaluation executed on the subset of determining the potential need of
managing cultural diversity for enhancement of organisational operations, it has been
recommended that, cultural diversity is a most prominent aspect which could have been managed
for strengthening the workforce of the firm. Unilever Plc, is a wider consumer goods company
which is operating at global level and should manage diversity at workplace via providing equal
opportunity to the employees and higher people from diverse areas for the intention of exploring
business operations. From the evaluation of the project it has also been recommended to
Unilever Plc to initiate measures like Leadership training, Emphasize Communication, Build
Connections to Create Talent Pipelines, Examine Policies to Fight Systemic Inequality,
therefore, these all are significant for the business in achieving significant progression.
Chapter 6: Personal Reflective Statement
6.1 Reflect on the research Methods
I am pleased to getting a chance to conduct an exploration over the area of analysing the
potential need of managing cultural diversity for enhancement of organisational operations,
therefore, it is a wider investigation area which is supportive for me in exploring my knowledge
and skills. In this present analysis, I have been seen that in this quantitative research is the most
suitable method which is effective in conducting detailed analysis via the determination of actual
facts and figures. In addition to this, I have been seen that, primary and secondary both the
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aspects are effective in gathering information that are significant for addressing the issue. As per
my opinion analysis I have been seen that, primary research is beneficial in gathering first hand
information with the execution of survey as in this questionnaire is being developed to
accumulate information via opinion analysis of responsive. On the contrary secondary aspects
such as books, diaries, published articles, journals are signification in developing literature.
6.2 Consideration of Research Methods that could have been used
In the execution of this present exploration I have been recognise that, questionnaire is
applied to conduct survey as it is most effective tool of gathering primary data, but there are
assorted ways like interview, case study, observation etc. thus these are also effective in
executing primary investigation. Therefore, in this present exploration interview is the best
alternative sources of questionnaire as it could have also been applied to gather primary
information but it is quite time consuming in nature as it takes a huge time to conduct sessions of
information accumulation.
6.3 Area for further Research
The present study is effective for me in exploring my personal as well as professional
knowledge skills as I have gained knowledge regarding the implementation of research
methodologies which is influential for me in assisting my recognition to conduct future research
in more liable manner. Therefore, I have also attained knowledge regarding the area of equality
and diversity which is also efficacious for me in gaining growth in my carer by managing
cultural diversity and handling equality.
References
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Amadeo K. 2020. [Online]. Cultural Diversity in the Workplace. Available Through:
<https://www.thebalance.com/cultural-diversity-3306201>.
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