Equality and Diversity: Impact on Workforce and Business Growth

This proposal analyzes the impact of equality and diversity within the workforce and how it enables business growth. It focuses on the objectives, challenges, and strategies for enhancing equality and diversity. The literature review discusses the evolving scenario of equality and diversity in HR. The research methodology includes qualitative research and interpretivism. The conclusion summarizes the findings and implications of the research.

Equality and Diversity

TABLE OF CONTENT
INRTRODCUTION..............................................................................................................................3
Literature review...................................................................................................................................3
Research methodology..........................................................................................................................4
CONCLUSION.....................................................................................................................................6
REFERNCES........................................................................................................................................7

INRTRODCUTION
The proposal will be analysing various aspects of methods, objectives on which
research will be further focusing for bringing on detailed growth goals and various domains
on which projects research will be based on.
AIM : To analyse impact of equality and diversity within workforce and how it enable
business for effective growth on various grounds. A study on NHS
Objectives
 To identify the concept of equality and diversity among employees
 To evaluate methods for enhancing equality and diversity on varied grounds
 To analyse various challenges which companies face for effective implementation
 To recommend new strategies for enhancing equality and diversity
Rationale
The research topic equality and diversity has been taken as essential topic for research
file as it has been identified as one of the widely growing essential aspect where HR is
heading and also productively focusing to strengthen workforce diversity. HR among global
focusing on enhancing equality and diversity among employees, for larger new advanced
business avenues and stronger goal evolvement which also creatively enriches goal
strengthening.
Literature review
As per the views of Ali, Leal-Rodríguez, and Albort-Morant, 2019), equality and
diversity has been evolved as one of the most evolving scenario where HR are competitively
moving ahead for gaining functional knowledge within varied quest goals for stronger
innovative, talented employees workforce. Equality an diversity among employees
workforce ideally enhances functional domains widely, yields competitive focus on stronger
technical diversity aspects and also for larger new profound synergy within quest goals
imperatively. Author has analysed that companies HR department specifically focuses on
enlarged strengthened work force avenues where employees from various aspects are given
platforms to showcase their ideas. This widely gives positive push to economic work growth
diversity within employees and also to potentially generate new quest goals widely on
various grounds. It can be analysed that equality and diversity brings on motivation among

employees for bringing on best innovative ideas widely, develop cultural diversity and also
enable business competencies within company to raise informative growth efficacy
profoundly.
As per the views of Afsar, Al-Ghazali, and Javed (2020), the methods for enhancing equality
and diversity among employees within companies can be discussed based on varied new
domains of ethical working grounds, informative functional pace and also to raise evolving
synergy of determinants. Companies shall further focus on innovative HR employee’s
recruitments and selection strategies for gaining commitment from employees based on
functional avenues further, to evolve on new domains within creative efficacy goals
profoundly. There shall be development of new ideas creative efficacy by bringing on
brainstorming session and group discussions profoundly and also to yield on innovative work
culture scenarios for competitive excellence. The author has identified that HR needs to
widely primitively focus on talent management within employees for stable functional
growth determinants and be idealistically focused on bringing new scale diversity among
employees profoundly.
As noted by Azevedo and Shane (2019), there are various challenges which reduce
functional efficacy and stronger informative implementation of HR avenues functional
strengths within equality and diversity aspects. There is increase in functional domains of
investments strategically where companies have to form specific work goal diversity strategy
further and also potential risk of diversification is there. It can be also analysed that equality
and diversity among employees also increases the financial risk for larger HR services, where
new innovation and up scaled work targets needs to be framed among business avenues.
Research methodology
Research type: Quantitative research is done in numerical format and large use of graphs and
figures are used, which at time are difficult to understand. Qualitative research is theoretical
in format with in depth analysis of various data which are analysed easily by. For this
researcher qualitative type of research will be used for gaining correct details, informative
knowledge and functional targets widely for commercial growth operations widely.
Research philosophy: The interpretivism integrates elements of study within research which
are qualitative in format functionally and also include human interests variably and also
brings on keen data forward. While on other hand the positivism is another philosophy which

is quantitative and delivered form experiences which vary from person to person formatively.
The research will be using interpretivsim for this topic to keep all details for analysis in
qualitative format to get appropriate results widely
Research approach: The research approaches are inductive and deductive, where inductive
research approach helps us to evaluate qualitative data format and deductive removes
irrelevant data. For this research inductive research approach will be used
Sampling: There is purposive sampling and non purposive sampling which are varied in
their functional details, where purposive sampling can be understood as a form of non
probability sampling in which researchers rely widely based on judgements. The non
purposive sampling on other hand, efficacy of information is based on odd number of
members, which are selected for sample among group of people, where it enables procedural
efficiency. For this sampling will be done in 30 numbers of employees within NHS
management scenarios, where it will enable to gain knowledge on fundamentals among
employees diversity and equality (Alexandra, Ehrhart and Randel, 2020 ).
Data collection: Primary data collection is highly reliable and gained from direct sources
widely, and secondary data on other hand is gained from websites and internet and also from
magazines. For this research well be using primary data collection method, which is highly
reliable and relative for data collection.
Ethical considerations
The research will be done keeping in mind various aspects of unbias working
parameter where employee will be signing consent forms and also there will be focus on
using reliable data and devoid of plagiarism.
Validity and reliability
The validity and reliability of data will be widely kept on focus for keeping up data
records under focus, also the new strength of reliable data will enable research to be done
informatively on larger domains variably (Caputo, Amoo. and Menke, 2019).

CONCLUSION
The research has concluded various aspects of work methods and also aspects of
various domains which will be used for further research widely, and proposal has also
concluded imperative knowledge on larger arenas.
REFERNCES
Books and journals

Afsar, B., Al-Ghazali, B. M., and Javed, F., 2020. Cultural intelligence and innovative work
behavior: the role of work engagement and interpersonal trust. European
Journal of Innovation Management.
Alexandra, V., Ehrhart, K. H. and Randel, A. E., 2020 Cultural intelligence, perceived
inclusion, and cultural diversity in workgroups. Personality and Individual
Differences. 168. p.110285.
Ali, M., Leal-Rodríguez, A. L. and Albort-Morant, G., 2019. The role of knowledge
spillovers and cultural intelligence in enhancing expatriate employees'
individual and team creativity. Journal of Business Research, 101, pp.561-
573.
Azevedo, A. and Shane, M. J., 2019. A new training program in developing cultural
intelligence can also improve innovative work behavior and resilience: A
longitudinal pilot study of graduate students and professional employees. The
International Journal of Management Education. 17(3). p.100303.
Caputo, A Amoo, N. and Menke, C., 2019. The relationship between cultural values, cultural
intelligence and negotiation styles. Journal of Business Research, 99, pp.23-
36.