The Schwarz Group Consultancy Report (Schwartz Group)

The assignment is a Consultancy Report. It should be of 2500 words excluding executive summary, references and appendices. So approximatively 2750 words including the executive summary, references and appendices. Please find attached the assignment briefing. I aim for the best grade possible, please don't hesitate to contact me if you need any additional information. Below are some tips given by the lecturer for the assignment. Below are some tips from the assignment workshops: For the definitions, it is best to summarise the academic definitions in your own words and provide a supporting reference (this can be described as 'paraphrasing'). For the benefits, it is useful to back up ideas with supporting academic or quality practitioner references. These can relate to the theory behind the suggested benefit. It is also useful to give illustrative examples or cases (e.g of a company that adopted a particular strategy and obtained X or Y benefit). It is v

Running head: CONSULTANCY REPORT
Consultancy Report
(Schwartz Group)
Name of the student:
Name of the university:
Author Note

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Executive summary
The Schwartz Group is mainly involved in providing service related to insurance. Their main
divisions ate corporate and domestic. The later one employs five hundred employees and most of
them works at call centers at West London. Moreover, they have been delivering life insurance,
home and cars in the form of products. Besides they have been undertaking sales or outgoing and
effective customer service of different incoming calls. Apart from that, there are huge amount of
operations with core concentration on different efficiencies, essential target meetings and findings
measurable paths for satisfying customers. The following study evaluates a forthcoming board
meetings and investigating employee and the diversity engagement. Besides, diversity at workplace
leads all the staffs to experience acceptance and then getting valued. Since their staffs have been
feeling so, they are seen to be happy at their workplace. Moreover, the have been staying there for
prolonged time. As a result of that, the organizations with higher level of diversity show lesser rates
of their turnover. Employee engagement take place to the extent until their employees are passionate
about their activities and the get committed to business. In this report, at first diversity is been
understood for assessing idea of diversity. Apart from that, the effective benefits originating from
the adopting diversity strategy is examined here. Apart from that, the employee engagement is also
demonstrated in this analysis. The key dimensions are also explained. Effective business benefits
originating from implementation of measures of various employee engagement is also understood
from this study.

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Table of Contents
Introduction:..........................................................................................................................................3
Section A: Diversity:.............................................................................................................................4
Understanding the concept:...............................................................................................................4
Discussion on benefits:......................................................................................................................4
Recommendations for implementing of diversity in business:..........................................................5
Section B: Engagement:........................................................................................................................6
Demonstrating the concept:...............................................................................................................6
Business benefits coming out from adopting the strategy of employee engagement:.......................7
Practical recommendations to deploy engagement strategy:.............................................................8
Conclusion:..........................................................................................................................................10
References:..........................................................................................................................................11

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Introduction:
The primary business of Schwartz Group is to deliver insurance services. This has a two
primary divisions that are domestic and corporate. The domestic division has been employing five
hundred people. Maximum of them has been working at the call centers at Ealing situated at West
London. They have been providing life insurance, home and cars products and undertaking the sales
or outgoing and customer service of incoming calls. There are large volume of operations having
focus on the efficiencies, target meetings and satisfaction of customers. The report is prepared for a
forthcoming board meetings and demonstrating employee and diversity engagement. The diversity at
workplace results every staffs to experience the acceptance and getting valued. As the staffs feel so,
they are glad at the workplace and remain for prolonged time in the organization. Due to that, the
organizations having higher diversity at workplace possess lesser rates of turnover. Here, the
employee engagement occurs to the extent till the staffs feel to be passionate regarding their tasks
and get committed to organization. Thus they put discretionary efforts to their activities. The
employee engagement is never similar to employee satisfaction. This just denotes the extent one is
happy and contenting the staffs are. Firstly the diversity is understood to explain the idea of
diversity. Here, potential benefits coming out from adopting diversity strategy is demonstrated.
Next, practical recommendations are to be made for deploying diversity at the organization. After
that the engagement is explained in the study. For this, the idea is explained with key dimensions.
Further, the potential business benefits from adopting the strategy of employee engagement is
discussed. Moreover, practical recommendations are provided for the deployment of engagement
strategy. This involves understanding of employee voices, development and training, managing
performance and wellbeing of staffs.

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Section A: Diversity:
Understanding the concept:
For any company to look cultivate, more inclusive and diverse workplace is required. This is
vital to know what comprise of the diversity of workplace. The diversity at workplace indicates to
various differences taking place between people in any company. Again, diversity never involves the
way how people recognize oneself and also the way other people perceive them. The diversity at
workplace has been encompassing physical and mental conditions, military services, citizenship
status, age, ethnic groups, gender and race along with other notable differences between the people
(Makarius, Dachner and Heneman 2016).
Discussion on benefits:
For the beginners the businesses must commit in recruiting diverse workforce with greater
range of applicants for choosing from and lead to seeking more qualified level of candidates and
increasing time that takes for filling vacant positions. The business that never recruit from wide
pools of talent lead to risk to miss out on the qualified candidates. They have much more complex
time to fulfill the main roles rising the cost of recruitment (Søraa et al. 2020). For instance as per a
recent survey, 65% of job seekers stated that diverse workforce is essential while considering the job
offers. Again, 55% of the staffs think the business must be more diverse in nature. Thus, the
numbers reveal that not just organizations can fill the positions with the qualified candidates fast
through recruiting from various pools of talent. Besides, diverse workforces has been also beneficial
for the employer brand. This is vital as getting the proper talent is considered. With the diverse
workforce having multi-lingual staffs and staffs from various ethic type of backgrounds is also
useful who need to improve or expand the activities a local, regional national and the international
markets (Howarth and Andreouli 2016).

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Besides, there are many benefits to have diversity at workplace. The staffs from diverse level
of backgrounds has been imbuing business having creative concepts and the view-points that are
informed through cultural experiences. The diverse workplace has been helping business to
understand the target demographics and what has been moving them. The diverse workplace is able
to better align the culture of the business having demographic make-up at U.K. Lastly, there is in
customer satisfaction through developing the way employee make interaction with more diverse
public and clientele (Hapsari, Stoffers and Gunawan 2019).
Recommendations for implementing of diversity in business:
 Diversity strategy and management:
o Firstly, the recruitment base is to be widened. As one restricts the recruiting to
immediate geographic location, one might miss the scope for developing diverse
workforce. Other recruiting vehicles for expanding the base that involves the Internet
job boards through any job board on the Internet that any person with access to
Internet can see. Apart from that, one must advertise the openings in publications that
appeal the minorities.
 Providing training of language:
o The society for human resource management indicates providing or payment of
training is a vital measure to develop diversity. This kind of program permits to
recruit from broader candidate base. This is because it eradicates the barriers of
language as the cause of not considering qualified applicant.
 Sensitivity Training:
o The staffs require to stay aware of the way to coexist under diverse people and also
cognizant of their cultural sensitivity. It is helpful to gain the harmony under diverse
workplace. The training of sensitivity is helpful for businesses in controlling diversity

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at workplace through helping the staffs to be me self-aware. This has been playing
important role to help staffs know the cultural prejudices and biases (Mutić et al.
2019).
 Performance management:
o Firstly, for this real-life conversations are to be created. As business owners and
managers, it is known fact that all industry that the communication is the gateway. As
the communication regarding performance is considered, it proves to be the entirely
new story (Herremans, Nazari and Mahmoudian 2016). The conversations are
gateway tads deploying changes and require to be the force of driving as the changes
are considered. Secondly, it is helpful to identity the accountability. With the focus on
the way staffs are making performance, it is also smart concept to take steps and
evaluate and back oneself. It is not that everybody can go wrong is the fault of
employee (Luu, Rowley and Vo 2019). Thus, poor performance never every time
need to be blamed on them.
Section B: Engagement:
Demonstrating the concept:
The employee engagement is the characteristic of relationship between the employees and
organization. Any engaged employee is one who can totally be absorbed through and is been
enthusiastic regarding their activities. Hence they can consider positive activities further the interest
and reputations of the organization. The definition of employee engagement is employee
engagement is emotional commitment of employee possess for the business and the aims. In reality
the employee engagement is the real enthusiasm level and dedication that employee can for his tasks.
For the employee engaged, this has been more than the pay cheque (Strandh 2019). This is because

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their eagerness for the activities making them passionate for the work and passion that is reflected
for individual outcomes. Here, commonly establish common liabilities for themselves to role that
they take up (Holck, Muhr and Villeseche 2016). Simultaneously, the need to feel appreciated from
the company’s end. As any good manager identifies the committed staffs, they need to find methods
to keep them getting involved. Thus the organization required to practice much more staff
engagement for the employees never feeing that none cares about the duties and them.
Business benefits coming out from adopting the strategy of employee engagement:
Firstly, there is a rise in employee safety. It is the strength of emotional and mental
connection that is felt by employees for their work place. As the engaged staffs are more linked to
the workplaces, they are aware more about their surroundings. It is seen from various researches that
70% of some security incidents happen due to largely engaged workplaces. Apart from worrying
about whether any space is there for development and boss has been liking them, the engaged
employee can concentrate on the activities at hand (Itam and Bagali 2019). Then, there is better
health for employees. Engaged staffs are less likely to be obsessed ad suffer from chronic disease,
eat healthier and make exercise. The engaged working places has been tending to display much more
respect for the needs of employees and encourage the staffs in suitably caring for the health. The
think policies such as fresh fruits, flexible schedules and veggies under break room ad road races
sponsored by the company. Healthy type of staffs deliver various advantages and better bottom line.
Next, there is higher satisfaction for the employee. It is distinct from employee engagement. The
satisfaction of employees are able to measure the least level. The engagement attempts to get all the
people to gain higher (Haley 2018). Nonetheless, the difference never indicate employee satisfaction
that must not be the aim. Furthermore, they are to be provided with better home life. It is seen that
the engaged staffs have much more happier home lives. People who say individuals engaged in
positive experiences at work and shares the experiences having notable other people who has been

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perceiving better to deal with problems at home. It is useful to turn to be better comparisons and stay
more effective in the entire home environment. To state in other words, the engaged staffs are
helpful to be more than only workplace. They have been advantageous for the families (Roberson,
Ryan and Ragins 2017). Thus they have been never complaining regarding their task to ben notable
other, possess energy of playing with kids as they go home and commonly put contribution to their
positive level of home atmosphere. Then there is lower absenteeism. The engaged staffs are been
investing in their task ad caring about the success of their group. That is a sensible idea and they
must show up for working (Petriwskyj 2018). Thus the engaged staffs are strongly been committed
to the mission of the organization that they can arrive regularly with the expectation to assure that
the things are done. Nonetheless, the workplaces that are largely engaged have witnessed 41% of
less absenteeism. Considering the occasional day off could be the indication that the staffs could get
engaged (Graham et al. 2016). Thus they are able to stay secured in the role and the confident that is
been missed once must never impact the task to get accomplished. Besides, these should be
concerned about the level of engagement while various absenteeism patterns stat to be developed.
Lastly, there is greater retention. As the staffs are unable to use the strengths they never feel to be
challenged and enjoy their tasks. These are hallmarks of less engagement. Thus they can likely leave
the present day employer. On the other hand, engaged staffs never have the cause of looking
elsewhere for their works (Johnson 2017).
Practical recommendations to deploy engagement strategy:
As any business see the people not as any issue instead a just core to their solution to get
involved, listening to and then invited for contributing to ideas, expertise and experiences. The
employee voice is present as the business implement suitable mechanisms to proper place. This is to
enable that have the ongoing conversation with the staffs in distinct manners assuring that the voice
is been heard (West 2017). Thus the voice of the staffs are existing in the place where every people

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in the business experience that they need to remain and the voice is listened and heard. Thus the
views are considered as the decisions discussed affects them. Frequently, the employee vices are
cheapest smoke alarm that one can install at any business (Glass and Cook 2018). Here, the things
can go wrong and the problem is that one catches the prior building important crisis and perform
lasting and significant damages. Recently, there are instances of significant public and private sector
business to get rocked badly through disclosure of problems. This could be caught earlier passing
unnoticed relatively. Then, there is training and development of employee engagement (Bogers, Foss
and Lyngsie 2018). Providing the staffs with the advantages of development and training within the
business must assure that they are been motivated and engaged for the tasks till the best of their
capabilities. In performing that, one makes the loyal staffs who must try to develop the business as
much they could. In this way they can consistently lookout for latest methods to develop the skills
and develop latest one at the opportunity provided (Pollifroni, Militaru and Ioana 2016). Moreover,
since the staffs are constantly learning latest skills and then perfecting ones they have already. Thus,
they can also see better and new methods to perform their tasks and develop various processes for
their company. Further, there is performance management (Barranger et al. 2019). Further, there is
performance management. The leaders building organizations where the employee engagement and
organizational performance is seen to be thriving, they require to maintain and develop efficient
strategies to manage performances. Lastly, there can be the focus on staff well-being. For this the
fitness challenges are to be thrown down, and the staffs are to be provides with tools for seeking the
purpose. Thus the employees must be encouraged for developing friendship.

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Conclusion:
The above study shows that how can achieve the largely engaged workforce. There has been
no solution with no-size-fitting-all since all business are different. In this there are tricks to figure
out the success path for taping to the heart that staffs value the maximum. Commonly, those factors
has been tending to possess higher effect on the engagement level of the employees. This includes,
direct managers, senior leadership, corporate communications, rewards and recognition with the
career path, empowerment and co-workers. Thus the effect of the factors could be collectively
measures as the entire engagement since they can link and affect the others with various degrees.
Thus, the items within inner ring are important similar to that it can generate engaged, successful and
inclusive culture. The considerations require to be widened to involve those present in outer ring.
The diversity is business’ future. The organizations concentrating on inclusion would have different
benefit. At present, one can leverage the diversity at workplace. This is to assure that the future
consist of widest foundation and greatest potential. Furthermore, fostering the diversity, back in the
day at workplace is mainly about complying the different laws. This assures similar scope
irrespective of physical ability, race, age and many more. At present, nonetheless, smart businesses
have been grasping inclusion and diversity in wider and more subtle level. Again, the inclusion
permits to implement more comprehensive solutions for the issues witnessing the business. More
importantly the inclusion has been garnering much more comprehensive support for any solution.
This happens at different constituents at the business feel that they have provided symbolic seat at
the metaphoric table. Any engaged staff can care about the task and performance of its organization.
This also involves what they intent to feel that efforts can make differences. This is commonly seen
as the internal state of mind. Thus binds the work efforts emotionally, mentally and physically with
the satisfaction, commitment and work effort for any employee. The committed staffs has been

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tending to move additional mile for the business despite getting asked and need of credit or
recognition for that.
References:
Barranger, C., Gravely, E., Najeeb, H., Scott, J. and Wynia, K., 2019. Equity, Diversity, and
Inclusion Assessment of the Office of Community Engagement.
Bogers, M., Foss, N.J. and Lyngsie, J., 2018. The “human side” of open innovation: The role of
employee diversity in firm-level openness. Research Policy, 47(1), pp.218-231.
Glass, C. and Cook, A., 2018. Do women leaders promote positive change? Analyzing the effect of
gender on business practices and diversity initiatives. Human Resource Management, 57(4),
pp.823-837.
Graham, P.W., Kim, M.M., Clinton-Sherrod, A.M., Yaros, A., Richmond, A.N., Jackson, M. and
Corbie-Smith, G., 2016. What is the role of culture, diversity, and community engagement in
transdisciplinary translational science?. Translational behavioral medicine, 6(1), pp.115-124.
Haley, G., 2018. Leveraging Engagement Through Diversity.
Hapsari, C., Stoffers, J. and Gunawan, A., 2019. The Influence of Generational Diversity
Management and Leader–Member Exchange on Innovative Work Behaviors Mediated by
Employee Engagement. Journal of Asia-Pacific Business, 20(2), pp.125-139.
Herremans, I.M., Nazari, J.A. and Mahmoudian, F., 2016. Stakeholder relationships, engagement,
and sustainability reporting. Journal of Business Ethics, 138(3), pp.417-435.

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Holck, L., Muhr, S.L. and Villeseche, F., 2016. Identity, diversity and diversity management: On
theoretical connections, assumptions and implications for practice. Equality, Diversity and
Inclusion: An International Journal, 35(1), pp.48-64.
Howarth, C. and Andreouli, E., 2016. “Nobody wants to be an outsider”: from diversity management
to diversity engagement. Political Psychology, 37(3), pp.327-340.
Itam, U. and Bagali, M.M., 2019. Diversity and Inclusion Management: A Focus on Employee
Engagement. In Gender and Diversity: Concepts, Methodologies, Tools, and Applications
(pp. 1771-1788). IGI Global.
Johnson, M.P., 2017. Strategies for Graduate Teaching to Promote Active Learning and Engagement
with Issues of Diversity, Equity and Inclusion.
Luu, T.T., Rowley, C. and Vo, T.T., 2019. Addressing employee diversity to foster their work
engagement. Journal of Business Research, 95, pp.303-315.
Makarius, E.E., Dachner, A.M. and Heneman, R.L., 2016. Misery loves Company: Diversity of
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Mutić, B.M., Čizmić, S., Vukelić, M. and Petrović, I.B., 2019. ORGANIZATIONAL SUPPORT
AND WORK ENGAGEMENT OF DEAF AND HARD OF HEARING EMPLOYEES:
DIVERSITY MANAGEMENT CHALLENGES. rr yr: fholo..· c'] AppllcA t a> Til and Tr
r1 A· 201ci, p.380.

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Petriwskyj, A., 2018. Diversity, inclusion, and the voice of older people: Engagement and decision-
making in seniors’ organizations. International Journal of Public Administration, 41(9),
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DIVERSITY ENGAGEMENT": THE NEW KEY DRIVERS FOR THE CORPORATE
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