Effect of Equality and Diversity on Business

This assignment explores the effect of equality and diversity on business performance, with a focus on the case study of Mark and Spencer. It discusses the aims, objectives, and research questions related to the impact of gender pay gap. The project management plan, including the scope, time, resources, cost, and communication methods, is also explained. The qualitative and quantitative research approaches, primary and secondary data collection methods, and sampling techniques are discussed. The findings from the questionnaire survey are presented, along with the tools and techniques used for analysis. Overall, the assignment provides insights into the importance of equality and diversity in the workplace and strategies to overcome gender pay gap.

Effect Of Equality
And Diversity On
Business

Title:
“Effect of Equality and Diversity on business”. A case study on Mark and Spencer.
INTRODUCTION
Equality and diversity plays a vital role in growing the business globally. Business is able
to compete with rivalry prevailing in the open market place by introducing inclusive culture at
workplace. By recruiting skilled and capable employees from different geographical region,
diverse culture can be build easily in the global market . For completion of report, Mark and
Spencer is selected. In the year 1884 by Michael Marks and Thomas Spencer came up with this
organization. This is a successful British international retailer which is placed in Westminster,
London. Organization is specialist in selling good quality grocery items, clothing and home
products. This assignment covers aims and objectives of the study. PMP is formulated so as to
better understand that all the resources are used efficiently. WBS and Gantt Chart is illustrated
briefly so that all the stages are accomplished timely. Various methods are examined so as to
carry out small-scale research for the project.
LO 1
P1)
Overview of Mark and Spencer
Mark and Spencer is a leading British retailer who is well- known among the people for
bringing high quality home appliances, great value good and clothing to millions of customers
across the globe. In 57 countries there are 1,400 stores who are working day and night to meet
the emerging needs of the client on priority level. Some of the financial services such as,
insurance, saving account, mortgages facility, current account, credit cards and many more are
provided by Mark and Spencer.
Aims:
“To understand the impact of gender pay gap on organization overall performance. A
case study on Mark and Spencer”.
Research Objectives:
 To study the understanding of gender pay gap in Mark and Spencer.
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 To understand the influence of gender pay gap on performance of Mark and Spencer .To
identify various ways to cut down employees turn-out ratio emerged because of gender
pay gap in Mark and Spencer.
 To determine the strategies that can be followed by Mark and Spencer to eliminate
negative impact of gender pay gap from workplace.
Research questions:
 Explain the definition of gender pay gap at workplace of Mark and Spencer?
 How gender pay gap influence the overall performance of Mark and Spencer in the
international market?
 What are the ways to reduce employees turn out ratio in Mark and Spencer that occurred
because of gender pay gap at work place.
 Which type of strategies is used by M&S to eliminate negative influence of gender pay
gap on staff members performance.
P2)
Project management:
Project management plan is explained as practice of involving planning, executing,
controlling and closing the task of a group so as to accomplish set standards on time. However,
project initiation, project planning, project execution, project monitoring and project closure are
the key stages of PMP. The numerous advantages of PMP are, it illustrates the plan briefly
establishes project scope, boundaries and deliverables, identify project stakeholders and project
management team and so on.
Initiation of the project and project planning phase:
Scope: The scope of the research work is wider because it is increasing the understanding
regarding the impact of gender pay gap at work place. The objective is to look into the raising
matter of gender pay gap which will help project manager to come up with effective strategies in
order to overcome challenges emerged because of them. The in-depth study on the topic will
help to raise business performance and in future it will help project manger to come up with
creative ideas in order to raise business performance in the intense competitive world.
Time: 60 days are needed by investigator to complete the project on time. Time plays a
significant role in accomplishing the research work appropriately.
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Resources: To accomplish the research work in the specified time duration project
manager requires various resources such as, human capital, laptops, capital, stationary items,
mobile phones and many more. All theses resources helps the project manger to gather in-depth
knowledge regarding the topic. By this meaningful conclusion can be drawn easily .
Cost: It is a monetary value that is invested by organisation in order to come up with
productive results. It is the backbone of every organization. Research activities like, training
expenses, travelling expenses, research and development expenses can be conducted properly
when there is sufficient amount of funds with them. Lack of finance restrict them from collecting
in-depth understanding regarding the topic. Monetary value can be collected from relatives,
friends, banks and other financial institutions in order to overcome deficiency of funds. Below is
the estimated cost which is required by the researcher in their findings.
Particulars Amount (£)
Travelling expenses 50
Research and development expenses 30
Training expenses 20
Total 100
Communication: Researcher is adopting written and oral communication method for the
completion of the research work effectively. By this relevant information and data are exchanged
among the team members and relevant conclusion is drawn from it. These communication
method has helped investigator to attain the set targets in the specified time frame.
Risk: Lack of time, resources and less interest of respondents towards answering the
question where the major risk factor which were faced by investigator while assembling the data.
Resources where limited in nature which restrict researcher to accomplish in-depth knowledge
regarding the topic.
Quality: The accumulated data and information are of high quality and authentic in
nature. This is because they are directly collected from respondents through face to face
interaction. As, the data is of high quality, researcher is able to provide authentic findings to their
readers in context of the research.
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P3)
Gantt Chart: It shows the relation between two different activities which has been
performed during the accomplishment of the project. Through this chart project manger is able to
identify those factors which are influencing different phase of the project. All the activities in
this bar chart explains the complete schedule of the plan.
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Work Break Down Structure: This helps in making the complex work more simpler in
nature. It cut down the complex task into smaller components so that employees can smoothly
accomplish it in the set set deadline. WBS provides the framework to the business which
includes cost estimation which assist in controlling and monitoring various function of the
structure (Northouse, 2017).
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6

LO 2
P4)
Qualitative approach: Researcher adopt this method in their findings because it focuses
more on quality rather than quantity. By this investigator is able to provide readers with high
quality findings for the topic. In this approach there is no use of diagram and pie chart it only
focuses on quality of the work.
Quantitative approach: In this approach there is more issue of mathematical figures and
pie diagrams in the research work. By this reader can easily capture the data and information
from the findings. It consumes less time in understanding the information because through
images and statistical figure information can be captured easily.
Primary data collection method: The information gathered from this method is
authentic and fresh because the information is directly collected from the respondents. It is more
time consuming as compare to secondary data collection method. Questionnaire, surveys etc. are
examples of primary data collection method.
Secondary data collection method: Books, articles, newspapers are the various origin
by that information can be assembled easily for the findings. It is cost effective in nature as well
as time saving. This is because information is easily gathered from the secondary sources.
Mark and Spencer adopts both primary data collection method in order to assemble
authentic data and information about the research topic. This is because it provide in-depth
understanding regarding the topic (O’SULLIVAN1a and KEARNEY, 2018).
Sampling: There are two types of sampling, probability and non-probability sampling.
Probability sampling is the procedure where a sample is selected from large population based on
the theory of probability. While, non-probability sampling where odd members are chosen for a
sample and can not be calculated. Here, probability sampling is used.
Research ethics: It is a code of conduct to the reporting, collection, publications and
analysis of information regarding research work.
Research reliability and Validity: It is used to examine the quality of research. By this
investigator is able to provide good quality research work top the readers in proper manner. This
help in binding readers for the findings over the years. A sample size of 50 answerer are chosen
(Pleasant, 2017).
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Questionnaire:
Qualitative questions
Q1) Do you have understanding about equality and diversity in the working premises?
a) yes
b) No
Q2) Do you have understanding regarding gender pay gap?
a) Yes
b) No
Q3) What are the causes of gender pay gap among staff members in Mark and Spencer?
a) Education
b) Work experience
c) Size of the firm
Q4) Is it important to introduce equality and diversity at the work place of Mark and
Spencer?
a) It is important
b) It is not important
c) Depending upon businesses
Q5) How gender pay gap in Mark and Spencer affect the business performance?
a) Reduces productivity
b) Raises employee turn out ratio
c) Uplift conflict
Q6) Mention various strategies adopted by Mark and Spencer to eliminate negative
influence of gender pay gap?
a) Include women in recruitment promotion activities
b) Adopt skill based assessment task in hiring
c) Show salary ranges
Quantitative questions
Q7) What type of benefits are gained by Mark and Spencer by building equality and
diversity at work place?
a) Objectives accomplished
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b) Profit maximization
Q8) How Mark and Spencer can get rid of Gender pay Gap?
a) Make salary public
b) Restrict employees from discussing salary
Q9) What challenges are faced by Mark and Spencer by introducing diverse culture in
the working premises?
a) Language barriers
b) Raises social tension
Q10) Provide appropriate recommendation to Mark and Spencer regarding how gender
pay gap impact their overall performance?
LO 3
P5)
The tools and techniques adopted are illustrated as under:
Theme 1: Aware about equality and diversity in the working premises.
Q1) Explain the definition of gender pay gap at workplace of Mark
and Spencer?
Frequency
a) Yes 35
b) No 15
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a) I am aware b) I am not aware
0
5
10
15
20
25
30
35 35
15 Frequency
Interpretation: The image summerized that from the sampling size of 50 answerer 35
people are stating that yes they have understanding for equality and diversity at workplace.
While remaining, 15 people are mentioning that they do not have understanding for it.
Theme 2: Understanding regarding gender pay gap
Q2) Are you aware about gender pay gap? Frequency
a) Yes 22
b) No 28
10

a) I have understanding b) I don't have understanding
0
5
10
15
20
25
30
22
28
Frequency
Interpretation: Out of 50 respondents 22 are in favour that they are aware about the
terminating of gender pay gap emerging in a organization. But the left over 28 communicator
are mentioning they are not familiar with this terminology.
Theme 3: Causes of gender pay gap among staff members in Mark and Spencer
Q3) What are the causes of gender pay gap among staff members in
Mark and Spencer?
Frequency
a) Education 15
b) Work experience 20
c) Size of the firm 15
11

a) Education b) Work experience c) Size of the firm
0
2
4
6
8
10
12
14
16
18
20
15
20
15
Frequency
`Interpretation: The above image depicts that 15 respondents from 50 people are stating
that education is the core causes of gender pay gap among staff members in Mark and Spencer.
But, 20 person are in favour that lack of work experience is the cause of gender pay gap.
However, remaining 15 responders are against all the above stared reason are mentioning that it
totally depends on size of the firm in the market (Rao and Roberts, 2018).
Theme 4: Important to introduce equality and diversity at work place of Mark and Spencer
Q4) Is it important to introduce equality and diversity at work place
of Mark and Spencer?
Frequency
a) It is important 20
b) It is not important 18
c) Depending upon businesses 12
12

a) It is important b) It is not important c) Depending upon businesses
0
2
4
6
8
10
12
14
16
18
20 20
18
12
Frequency
`Interpretation: Out of 50 communicator 20 people are saying that it is essential to
introduce equality and diversity at work place of Mark and Spencer. Whereas, 18 are sharing
their view that it is not important. But the above picture 12 person are depicting that building
equality and diversity totally depends on the situation weather to build equality and diversity or
not.
Theme 5: Gender pay gap in Mark and Spencer affect the business performance
Q5) How gender pay gap in Mark and Spencer affect the business
performance?
Frequency
a) Reduces productivity 27
b) Raises employee turn out ratio 13
c) Uplift conflict 10
13

a) Reduces productivity b) Raises employee turn out ratio c) Uplift conflict
0
5
10
15
20
25
30
27
13
10
Frequency
Interpretation: The image depicts that out of 50 communicator 27 and 13 people are
saying that Gender pay gap in Mark and Spencer affect the business performance because skilled
workers turn out ratio is raising due to which productivity raises . Whereas, 10 person are
saying that sharing their view that it raises conflict because of the differences in pay scale.
Theme 6: Various strategies adopted by Mark and Spencer to eliminate negative impact of
gender pay gap
Q6) Mention various strategies adopted by Mark and Spencer to
eliminate negative influence of gender pay gap?
Frequency
a) Include women in recruitment promotion activities 35
b) Adopt skill based assessment task in hiring 5
c) Show salary ranges 10
14

a) Include women in recruitment promotion activities
b) Adopt skill based assessment task in hiring
c) Show salary ranges
0
5
10
15
20
25
30
35 35
5
10
Frequency
Interpretation: The conclusion which is drawn from the findings is that 35 respondents
are saying that by Including women in recruitment promotion activities Mark and Spencer can
eliminate negative impact of gender pay gap. While, out of 50 communicator 5 are replying that
by adopting skill based assessment task in hiring issue of gender pay gap can be eliminated.
However, 10 people are stating that by showing the salary criteria raising issue can be resolved
(Kane, 2017).
Quantitative questions
Q7) What type of benefits are gained by Mark and Spencer by introducing equality and
diversity in the working premises?
Factors Explanation in context of your company
a) Objectives accomplished By introducing diverse culture in the working
place of Mark and Spencer set goals and
objectives can be attained easily. This is
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because disgusting people has varied working
style which aid them to attain the common
objectives of the company effectively.
c) Profit maximization Mark and Spencer is benefited by introducing
equality and diversity because they are able to
retain skill and capable employees over the
years. It aid firm to raise overall productivity
and profitability ratio to a large extent.
Q8) How Mark and Spencer can get rid of Gender pay Gap?
Factors Explanation in context of your company
a) Make salary public Gander pay gap is a emerging issue at the work
place of Mark and Spencer. Because of this
issue goodwill is reduced in the market. Firm
can get rid of this issue by making the salary of
the employees public (Byrd and Scott, C. L.
2018).
b) Restrict employees from discussing salary Employees productivity is reduced to a large
extent because of the raising issue of gender
pay gap. Mark and Spencer design salary on
set formate. It varies because of the education,
work experience, organization sizes and so on.
Management can overcome from gender pay
gap problem by prohibiting staff members not
to discuss their salary with other staff
members.
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Q9) What challenges are faced by Mark and Spencer by introducing diverse culture in the
working premises?
Factors Explanation in context of your company
a) Language barriers Numerous challenges are faced by Mark and
Spencer by introducing equality and diversity
in the working premises. When various people
are working under one roof for the attainment
of set common goal conflict arises because of
their language and understanding level. This
impact the business performance
tremendously.
b) Raises social tension Human resource department of Mark and
Spencer faces several issues while dealing with
employees with diverse culture and
background. It directly or indirectly raises
social tension among both employer and
employees. This gradually create unhealthy
working atmosphere in the premises.
P6)
Recommendations:
 Written and verbal communication method should be used by the organization so as to
conclude meaningful conclusion from the report
 Proper sessions regarding importance of diverse culture is conducted for employees. By
this staff members can easily adopt to the diverse culture without resistance.
 Involve male and female in the recruitment process so that deserving candidate is hired
for the vacant post in the organization (Ng and Rumens, 2017).
 More in-depth investigation regarding the gender pay gap should be done in order to
attain more authentic and accurate results.
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LO 4
P7)
I am thankful that I have been given the opportunity to be part of the research topic “ To
understand the impact of gender pay gap on organization overall performance. A case study on
Mark and Spencer”. It has raised my knowledge for gender pay gap and its influence on
business performance. While conducting the research on the given topic I identified that I am
great in skill like, decision making skill, and analytical skills which as helped me in gathering
in-depth information regarding the topic. It has helped to provide meaningful conclusion for the
findings. Whereas, I also discover that I am bad in certain of the skills such as, report writing,
interviewing and analysing information from various sources. This restricted me from making
the project more authentic and presentable. As I lack behind in report writing I lack behind in
expressing the assembled data properly for the readers. Additionally, lack of time and money
was other factors which created barriers in collecting wide knowledge for the topic (Kumar,
2019).
CONCLUSION
Report summarized that equity and diversity plays a vital role in making the enterprise
successful globally. Organization frame various strategies in order to introduce diverse culture
smoothly at work place. Gantt chart and WBS is briefly explained so as to make the complex
task simpler for completion in the set deadline. On the other hand Primary and secondary data
assembled method are adopted so as to assemble fresh and authentic information from the
communicator regarding the topic. By this meaningful conclusion can be drawn form the
findings.
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REFERENCES
Books and Journals
Bouncken, R. B. and Reuschl, A. J., 2018. Coworking-spaces: how a phenomenon of the sharing
economy builds a novel trend for the workplace and for entrepreneurship. Review of
managerial science. 12(1). pp.317-334.
Brennan, M., 2018. Diversity metrics, measurement, and evaluation.
Bryson, J. M., 2018. Strategic planning for public and nonprofit organizations: A guide to
strengthening and sustaining organizational achievement. John Wiley & Sons.
Hajro, A., Gibson, C. B. and Pudelko, M., 2017. Knowledge exchange processes in multicultural
teams: Linking organizational diversity climates to teams’ effectiveness. Academy of
Management Journal. 60(1). pp.345-372.
Honeyman, R. and Jana, T., 2019. The B Corp Handbook: How You Can Use Business as a
Force for Good. Berrett-Koehler Publishers.s.
Minbaeva, D. B., 2018. Building credible human capital analytics for organizational competitive
advantage. Human Resource Management. 57(3). pp.701-713.
Northouse, P. G., 2017. Introduction to leadership: Concepts and practice. Sage Publications.
O’SULLIVAN1a, M. and KEARNEY, G., 2018, October. Virtual Reality (VR) echnology:
Empowering Managers to Reduce and Eliminate Accessibility Barriers for People with
Autism Spectrum Disorders. In Transforming our World Through Design, Diversity
and Education: Proceedings of Universal Design and Higher Education in
Transformation Congress 2018 (Vol. 256, p. 253). IOS Press.
Pleasant, S., 2017. Crossing the boundaries of employee engagement and workplace diversity
and inclusion: Moving HRD forward in a complicated sociopolitical climate. New
Horizons in Adult Education and Human Resource Development. 29(3). pp.38-44.
Rao, T. and Roberts, N. S., 2018. Voices of women of colour: Dreaming of an inclusive outdoor
leadership environment. In The Palgrave International Handbook of Women and
Outdoor Learning (pp. 815-835). Palgrave Macmillan, Cham.
Kane, G. C., 2017. The evolutionary implications of social media for organizational knowledge
management. Information and organization. 27(1). pp.37-46.
Byrd, M. Y. and Scott, C. L. eds., 2018. Diversity in the workforce: Current issues and emerging
trends. Routledge.
Ng, E. and Rumens, N., 2017. Diversity and inclusion for LGBT workers: Current issues and
new horizons for research. Canadian Journal of Administrative Sciences. 34(2). pp.109-
120.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage Publications
Limited.
Online:
About Mark and Spencer. 2016. [Online]. Available through:
<https://global.marksandspencer.com/about-ms//>
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APPENDIX I
Template for evidence collection to be attached with the report by the learner:
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APPENDIX II
Template for Performance Review to be attached with the report by the learner:
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