Equality and Diversity in the Workplace

Research Project

Table of Contents
Title of the Research........................................................................................................................1
Introduction......................................................................................................................................1
Chapter 2: Literature Review...........................................................................................................4
Chapter 3: Research Methodology...................................................................................................7
Chapter 4: Data Analysis and Interpretation..................................................................................10
Chapter 5: Research Outcome.......................................................................................................22
Covered in PPT.....................................................................................................................22
Chapter 6: Conclusion and Recommendation................................................................................23
Conclusion............................................................................................................................23
Recommendation..................................................................................................................23
Chapter 7: Reflection & Recommendation of alternative research methodology.........................24
References......................................................................................................................................26
Appendix........................................................................................................................................29

Title of the Research
Equality and diversity in the workplace.
Introduction
Background of the study
Gender inequality in the context to business is a complex phenomenon which can be seen
within organisational structure, practices and processes. Gender inequality is a major issue and in
this differentiations are made among employees on the basis of their gender. Therefore, women
and minorities in the modern business era are mainly facing the issue of gender inequality at
workplace (Lips, 2013). Thus, for women several of the most harmful gender inequalities are
enacted through human capital operations. This is due to HR resources involving pronouncement
making, policy implementation and its enactment influences the hiring, training, promotion and
pay of women employees. Therefore, for managing gender equality at workplace, businesses are
cover developing suitable policies and legal considerations in against of gender inequality. The
work environment has at some point been characterized to as an ungracious spot for the women
because of the various types of sexual orientation imbalances presents like sex wage hole, the
shortage of ladies' in administration and the more extended time required for the ladies to propel
their professions, initiative and the board. Nonetheless, in this current task study is based over
Asda as it is a huge British market retailer (Blau and Kahn, 2017). The settle of the business is in
Leeds, West Yorkshire, England. The organization was established in the time of 1949 by the
aggregate endeavors of Peter and Fred Aquith Sir Noel Stockdale. The company is having its
operations in around 63 locations and mainly deals in Grocery, general merchandise and
financial services. The company is operated via its employees who are available in the number of
165000, thus they are the key source of the business to enhance operations at global level. The
entire revenue of Asda is around 21666 million ponud. In today’s modern business competition
is so high and juts to be competitive, Asda is also focuses over implementing effective policies
and legislations which are imperative in protecting human rights at workplace and also promote
gender equality at workplace (Asda faces mass legal action over equal pay for women. 2014).
However, the organization is confronting the issue of mass legitimate activity over equivalent
compensation for ladies. Asda is known as the second biggest retailer which is confronting a
mass lawful activity through ladies who work in their store. The ladies worker guarantees that
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they are not paid equivalent to the male representatives in the conveyance distribution centres
regardless of their positions being of equal worth. Therefore, Asda is concern towards legal
consideration and policy development for managing gender equality in the leadership and
management (Drolet and Mumford, 2012).
Rationale of the Research
The project into actual action is based on determining the effectiveness of legal
consideration and the policy development for managing gender equality in the leadership and
management. Therefore, the key reason for implementing this analysis is that inequality is the
most common issue in today’s business era as business and its employees are facing a lot issue
due to gender equality (Khoreva, 2011). The study provides insight out about the issue and gives
suitable assistance to the businesses to handle with the issue of inequality effectively. The
another intention of implementing the analysis is the personal interest of the researcher.
Therefore, the investigator has personal concern regarding the particular subject and wants to
explore own ability which would be significant in the manner to providing personal and
professional knowledge enhancement which might be effectuive in attempting future projects
more effectively.
Research Aim:
The key aim of this analysis is “To examine the effectiveness of legal consideration and
policy development for managing gender equality in leadership and management. A case study
on Asda”.
Research Objectives:
The key objectives of this specific project that are connected to the particular issue are
defined as below:
 To critically understand the concept of equality and diversity in the context to a business
development.
 To identify the need for a business to consider legal policies for assessing inequality
within management and leadership.
 To conduct a discussion over the issue faces by Asda due to gender inequality within
leadership and management.
 To analyse the potential impact of managing equality within leadership and management
over increasing performance of business.
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 To determine the ways that can be implement by Asda to promoting gender equality at
workplace.
Research Questions
The suitable questions that re interlinked with the aim and objectives of the project are
associated as below:
 What is the concept of equality and diversity in the context to a business development?
 What is the need for a business to consider legal policies for assessing assessing
inequality within management and leadership?
 What issue are faces by Asda due to gender inequality within leadership and
management?
 What is the impact of managing equality within leadership and management over
increasing performance of business?
 What ways can be implementing by Asda to promoting gender equality at workplace?
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Literature Review
Literature review refers as an imperative part of an investigation as it provides an in-depth
analysis over a specific area as it helps in enhancing an individual understanding related to the
chosen study phenomenon.
The concept of equality and diversity in the context to a business development.
According to Njiru (2014), equality and diversity are two different aspect that are mainly
standard by the human resource section for managing an effective organisational culture at
workplace. Therefore, equality is about ensure that each people having the similar chance to
develop the most of their lives and talents. In the context to business, equality is relay over
fairness and impartiality rendered to individual a chance to take participation within the progress
programs of the business. According to Khan (2019), diversity basically defined as a concept that
means acceptance all types of humans irrespective of their caste, creed, colour, race, religion,
gender and so on (Auspurg, Hinz and Sauer, 2017). Therefore, diversity does not necessarily
denote equality, as there is assorted description of diversity and it has a concept of its own. In
another aspect, diversity mainly has its own set of principles and values. Thus it is a concept that
create recognition of each group and community’s uniqueness easier. In the context to business,
equality and diversity are the effective aspect which mainly ensure individual to have equal
opportunity on the basis of their race, gender, colour, religion, sexual orientation and so on.
The need for a business to consider legal policies for assessing inequality within management
and leadership.
According to Stamarski and Son Hind (2015), gender inequality in business defined as a
crucial aspect which can be recognised in the business structures, processes and the practices.
Inequality is a major issue which is mainly been faces by the employees on the basis of their
gender differences, thus, inequality mainly has direct impact over the management and
leadership operations of the business. In the man dominated society women are still lacking with
the opportunities in management and leadership within an organisation (Bamberger, Biron, and
Meshoulam, 2014). However, there are assorted need for a business to consider legal policies for
assessing inequality within management and leadership. Businesses now a day’s are very much
concern over implementing effective policies like The Equal Pay Act 1970, The Employment
Equality (Religion or Belief) Regulations 2003, The Sex Discrimination Act 1975, The Race
Relations Act 1976 and so on for the intention to encouraging equal opportunity at workplace,
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enhancing business performance, promoting equality, organisational development and
operations, implementing coordination and collaboration among employees at workplace.
Therefore, these are the basic need for a business to design effective policies and acts to protect
employees rights and ensuring them equality at workplace (De Mel, McKenzie and Woodruff,
2012).
The issue faces by Asda due to gender inequality within leadership and management.
Gender inequality is a major issue which is being faced by the businesses, therefore, the
businesses are facing a lot issues with relation to the aspect of gender diversity. The figure if
2012 has represented that around 64 percent of women working within the retail in lower paid
sales and buyers services occupations, whilst only around 10 percent were in managerial
directorial or senior roles. In the year of 2012, the supermarket Asda has also faces the
equivalent issue with only 21 percent of female employees in the senior management positions
(Post and Byron, 2015). According to Scott (2019), the market retailer Asda has announced a
12.4 percent mean gender pay gap for the fixed time-based compensation in the time of 2018,
subsequently, this is 0.1 percent not exactly the 12.5 percent gap as it was accounted for in the
time of 2017. Asda primarily has 147000 workers in the UK revealed its gender pay gap in the
line through the government’s gender pay gap announcing guidelines and in an ideal opportunity
for the private part accommodation cut-off time of 4 April in 2019. The gender pay gap detailing
guideline needs business with around at least 250 wokers to distribute the distinctions among the
mean and middle hourly paces of pay for male and female representatives who are working all
day (Gerhart and Fang, 2014). The distinction among people mean reward pay and middle
reward at, the extents of the male and female specialist who were granted reward pay and the
extent of male and female all day laborers in the lower, upper middle, lower miiddle and upper
quartile pay groups. The Asda's middle gender pay gap for fixed time-based compensation is
around 7.6% for the time of 2018 and this indicated a 1.3% decrease from the 8.9% middle sex
pay hole it revealed for the time of 2017. Therefore, the company has faces the issue of gender
pay gap due to inequality at workplace and the women employees are not getting the chance to
get equal opportunity within management and leadership (Landy and Conte, 2016).
The potential impact of managing equality within leadership and management over increasing
performance of business.
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