Equality and Diversity in the Workplace

This research project examines the effectiveness of legal consideration and policy development for managing gender equality in leadership and management. It explores the concept of equality and diversity in business, the need for legal policies, the issues faced by Asda, and the potential impact of managing equality on business performance.

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
1

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.
2

 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?
3

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,
4

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.
5

According to Shaban (2016), In the current scenario, there has been an increasing trend in
the business to provide teams the more responsibility to work over the important tasks.
Therefore, businesses in today’s modern business era getting to consider that the best way to
meet the buyer’s satisfaction, higher productivity and faster services challenge is via coordinated
efforts of employees (Helmreich and Merritt, 2019). In the modern era, businesses are work for
attaining higher growth and for this they are going oversees and having major concern over
increasing diverse workforce, as diversity in the workforce is effective for the businesses to
operate at wider level. However, diversity is imperative in developing the unique ideas and
enhances innovation which would be effective for the businesses to attain higher growth and
success (Darabi, 2018). Hence, equality and diversity management within leadership and
management is significant as it helps the business to render suitable opportunities to the
employees in different gender, sex, race, culture, religion and so on over increasing performance
of business. However, equality management is leadership and management has straight positive
influence over the functions and progression of the organisation, thus it helps the organsiation to
attaining higher growth an progression. In addition to this, the equality in management and
leadership will aid the business to attaining growth and attainment. Thus, he management of
diversity in management is also ensure to showcasing the acceptance of assorted people from
different culture, age, race, gender, sex (Lawande and et. al., 2016).
6

Research Methodology
Research methodology is distinct as an significant division of an examination as it renders a
suitable assistance to the investigator to implement the work in a well defined and structured
manner. Therefore this section is encompasses over different applications that are creating value
to the work in attainment of effective results (Chanprapaph And et. al., 2012). the suitable
methodologies for accessing the work based over defining the effectiveness of legal
consideration and policies to manage equality within leadership and Management, are defined as
below:
Type of investigation: Research type is the fundamental choice of an investigator to reading the
entire project in right manner therefore this section is relay over qualitative and quantitative
research methodology (Asrar-ul-Haq and Anwar, 2016). In context to this present investigation
work based on evaluating the effectiveness of legal consideration and policy implementation to
manage equality within leadership and Management quantitative research is being applied by the
researcher as it will be most valuable tool to conduct the entire work in a right manner with a
suitable assistance of numerical aspects (Herrmann and et. al., 2011). Quantitative approaches
effective in conducting evaluation with the assistance of actual facts and figures as this
information is gathered within quantitative means.
Research Philosophy: It is just defined as the belief in relation to the way and that information
about a specific phenomena needs to be gathered and analyzed and implemented effectively
therefore the philosophical selection of investigation is encompasses over positivism and
Interpretivism research philosophy (Jergensen, Sarma and Wagstrom, 2011). For considering the
current inquiry work positivism investigation philosophy is implemented through the investigator
as it is most efficacious technique to conduct qualitative research effectively as an this
information communication is based on developing theories and hypothesis that are based on a
specific phenomena. In addition to test positivism philosophy is effective in gaining actual
knowledge by observation involving measurements as in this outcomes are gained which are
trustworthy in nature (Murov and Arzhskov, 2020).
Research Approach: The examination approach is characterized as an arrangement and strategy
which comprises of the means of expansive suspicions to detailed aspect of data assortment,
investigation, and understanding. It is hence, transfer over the part of deductive and inductive
examination approach. In the setting to this current examination work, deductive exploration
7

approach has been applied by the scientist as it is the best instrument to viably uphold
quantitative investigation (Diaz-Montano and et. al., 2011). Thus it is basically concern over
creating a hypothesis that is encompasses over the evaluable conjecture and then conniving the
examination plan to test the hypothesis successfully. However, in the present research work
theories are generated over the aspect of inequality and how it can be managed at workplace
(Kandil, Sharief and Fathalla, 2013).
Data collection: Data collection is the most important requirement for an investigation to be
completed as the suitable selection of Data collection tools are appropriate to aid the work in a
right manner. The choices of collection is based on primary and secondary aspects therefore in
the context to this present investigation work both primary and secondary data collection
approaches are applied together effective investigation and reaching at the potential outcomes
(George And et. al., 2016). However primary research is effective in gathering first hand
information which are relay over observation, survey, focus group case study and so on.
Therefore, for considering the present research survey has been developed with the support of
creating questionnaire as it is the most suitable to altogether information from the wider
population and easy way of gathering data to to generate effective results. On the other hand
secondary sources like books, journal, articles and so on are important in developing theoretical
framework that support the work with approaching an effective understanding in relation to the
present area (Alvesson and Sveningsson, 2015).
Data Sampling: Sampling is determined as the component that replicates through the original
population, thus the choice of participants is mainly encompasses over probabilistic and non
probabilistic sampling tools. Therefore, In the present research, random sampling has been
applied by the researcher from the probabilistic tool as it is reliable to make suitable selection of
the candidates to gather information (Stone and Deadrick, 2015). The sample size for this
particular analysis is 40 as in this employee of Asda has been select to gather relevant
information.
Ethical Consideration: In the implementation of an investigation work, it is important for the
researcher to follow the morals of exploration in regard to consummation of the task inside
reasonable way. In the setting to this current examination work, the examination of the task
depends on essential exploration and in this examiner needs to guarantee their members about
the wellbeing and security of their private information as the members are mostly worry with
8

spilling of their private data in wrong manner. The researcher also need to send consent to the
participants in respect to providing them the information about the project and also assure them
regarding taking back their consent any time without any restrictions. In the implementation of
secondary investigation investigator also needs to be concern over the access of suitable sources
as it is important to select the most suitable sources to gather information (Brière And et. al.,
2015). In addition to this, it is also important for the researcher to manage cost and time to aid
the investigation in right manner. Therefore, cost arrangement is important to access the
investigation in right manner. For overcome the challenges of time barriers, investigator needs to
develop an effective time scale in which each activities are mentioned within suitable time
duration to complete the task (Stahl and Tung, 2015).
9

Data Analysis and Interpretation
In this manner, the key motivation behind this area of the examination is to extricate proper
information through data and taking the reasonable choice that are in-comprise over information
investigation. Also, data analysis is solid in giving an appropriate course to the researcher to help
the entire investigation in the way of coming to at the key outcomes (Sparrow, Brewster and
Chung, 2016). For the effective execution of this present investigation data analysis is based over
applying thematic analysis approach as in this theme are created as per the questions that are
involved in the questionnaire to showcase the response of the participants. However, the
presentation of the analysis is based on the implementation of frequency table, graphs, charts and
diagrams (Farndale And et. al., 2015).
Frequency Table
Q1) Do you have an appropriate recognition in relation to the concept of
equality and diversity in the context to the business?
Frequency
a. Yes 39
b. No 1
Q2) According to you, is it important for the business to manage inequality at
workplace to attain higher growth and success?
Frequency
a. Yes 38
b. No 2
Q3) As Per your view how much it is important for a businesses to be focus
over legal consideration and policy implementation to manage inequality at
workplace?
Frequency
a. Highly Important 35
b. Less Important 2
c. Moderate 3
Q4) What do you think, are the foremost factors that cause inequality at
workplace?
Frequency
a. Stereotypes 8
b. Bias in Hiring and pay decision 12
c. Workplace Discrimination 10
10

d. Lack of flexibility 10
Q5) What do you think are the potential need for a business to consider legal
policies for assessing inequality within management and leadership?
Frequency
a. Managing business performance 8
b. Promoting equality 10
c. Establishing collaboration and coordination among employees 12
d. Business development and increasing operations 10
Q6) As per your view, what advantages are attained by Asda through
effectively assessing the inequality at workplace?
Frequency
a. Increasing profitability 10
b. Reduced costs and better cost management 10
c. Better process integration 10
d. Increasing employee coordination and collaboration 10
Q7) According to you, in what manner gender inequality influences the
operations and progression of management and leadership at workplace?
Frequency
a. Positive 5
b. Negative 30
c. Neutral 5
Q8) What do you think are the important laws and legislations that needs to be
opted by businesses to addressing the issue of equality and diversity at
workplace?
Frequency
a. The Equal Pay Act 1970 10
b. The Employment Equality (Religion or Belief) Regulations 2003 10
c. The Sex Discrimination Act 1975 10
d. The Race Relations Act 1976 10
Q9) What do you think, are the key challenges faced by Asda due to gender
inequality within leadership and management?
Frequency
a. Unconscious bias 8
b. Unequal pay 15
c. High employee turnover 7
d. Lack of female Leaders 10
11

Q10) From your opinion, what measures can effectively be consider by Asda
to conquer the issues of gender inequality?
Frequency
a. Policies and practices regarding equality and diversity 7
b. Execute a Gender Pay Gap Analysis 8
c. Conducting training and creating awareness 8
d. Render equal opportunities to employees 7
e. Reduce unconscious bias 10
12

Thematic Analysis
Theme 1) Individual have an appropriate recognition in relation to the concept of equality and
diversity in the context to the business.
Q1) Do you have an appropriate recognition in relation to the concept of
equality and diversity in the context to the business?
Frequency
a. Yes 39
b. No 1
Interpretation:
In this present analysis the base of conducting survey is the recognition of the participants
corresponding to the idea of fairness and assorted variety in the setting to business, along these
lines, in this examination has been executed among 40 members and out of that39 individuals are
said that they are having suitable idea about the conceptual framework of equality and diversity
as they think that it is an imperative area for study and needs suitable understanding. However,
remaining individuals are not in favour with equivalent to they are not having fitting
acknowledgment about the equivalent.
13

Theme 2) It is important for the business to manage inequality at workplace to attain higher
growth and success.
Q2) According to you, is it important for the business to manage inequality at
workplace to attain higher growth and success?
Frequency
a. Yes 38
b. No 2
Interpretation:
The another questions is also asked by the participants in relation to evaluating the aspect
that it is important for the business to manage inequality at workplace and attain higher growth
and 38 out of 40 participants are in concern with the same aspect and remaining are not in favour
with the same.
14

Theme 3) It is important for a businesses to be focus over legal consideration and policy
implementation to manage inequality at workplace.
Q3) As Per your view how much it is important for a businesses to be focus
over legal consideration and policy implementation to manage inequality at
workplace?
Frequency
a. Highly Important 35
b. Less Important 2
c. Moderate 3
Interpretation:
The depiction of the chart has expressed that, 35 out of 40 individuals are in worry with
the component that it is essential for an organisation to be focus over legal consideration and
policy implementation to manage inequality at workplace. Therefore, 2 individuals are not in
worry with the equivalent and remaining individuals are moderate as they are not giving any
conversation on the identical.
15

Theme 4) There are assorted factors that cause inequality at workplace.
Q4) What do you think, are the foremost factors that cause inequality at
workplace?
Frequency
a. Stereotypes 8
b. Bias in Hiring and pay decision 12
c. Workplace Discrimination 10
d. Lack of flexibility 10
Interpretation:
The point by point examination of the venture has expressed that there are varying
factots that cause inequality at workplace, therefore, 8 out of 40 people are in concern with
stereotypes, 12 people are go with bias in hiring and pay decision, another 10 people are go with
workplace discrimination and remaining people are in concern with lack of flexibility.
16

Theme 5) There are multiple need for a business to consider legal policies for assessing
inequality within management and leadership.
Q5) What do you think are the potential need for a business to consider legal
policies for assessing inequality within management and leadership?
Frequency
a. Managing business performance 8
b. Promoting equality 10
c. Establishing collaboration and coordination among employees 12
d. Business development and increasing operations 10
Interpretation: The survey is been implemented to determine the need for a business to consider
legal policies for assessing inequality within management and leadership, therefore, 8 out of 40
people are in concern to managing business performance, 10 people are go with promoting
equality another 12 are in concern to establishing collaboration and coordination among
employees and remaining people are go with business development and increasing operations.
17

Theme 6) There are multiple advantages that are attained by Asda through effectively assessing
the inequality at workplace.
Q6) As per your view, what advantages are attained by Asda through
effectively assessing the inequality at workplace?
Frequency
a. Increasing profitability 10
b. Reduced costs and better cost management 10
c. Better process integration 10
d. Increasing employee coordination and collaboration 10
Interpretation:
As indicated by the detailed investigation of the venture it has been deciphered that, here
are multiple advantages like increasing profitability, reduced costs and better cost management,
better process integration and increasing employee coordination and collaboration that are
attained by Asda through effectively assessing the inequality at workplace
18

Theme 7) In different manner gender inequality influences the operations and progression of
management and leadership at workplace.
Q7) According to you, in what manner gender inequality influences the
operations and progression of management and leadership at workplace?
Frequency
a. Positive 5
b. Negative 30
c. Neutral 5
Interpretation:
The investigation of the overview report has expressed that, 5 out of 40 said that sexual
orientation imbalance has positive effect over the activities and movement of the board and
leadership at workplace and 30 people are go with the aspect of negative perspective, as per their
view inequality does have negative impact over the operations of the management and remaining
are prefer to go with the aspect of neutral as they are not discussing anything.
19

Theme 8) The important laws and legislations that needs to be opted by businesses to addressing
the issue of equality and diversity at workplace.
Q8) What do you think are the important laws and legislations that needs to be
opted by businesses to addressing the issue of equality and diversity at
workplace?
Frequency
a. The Equal Pay Act 1970 10
b. The Employment Equality (Religion or Belief) Regulations 2003 10
c. The Sex Discrimination Act 1975 10
d. The Race Relations Act 1976 10
Interpretation:
In this current study the investigation has been created to decide the significant laws and
enactments like The Equal Pay Act 1970, The Employment Equality (Religion or Belief)
Regulations 2003, The Sex Discrimination Act 1975, The Race Relations Act 1976, etc that are
should be actualized through the business to tending to the issue of balance and decent variety.
20

Theme 9) There are multiple key challenges that are faced by Asda due to gender inequality
within leadership and management.
Q9) What do you think, are the key challenges faced by Asda due to gender
inequality within leadership and management?
Frequency
a. Unconscious bias 8
b. Unequal pay 15
c. High employee turnover 7
d. Lack of female Leaders 10
Interpretation: According to the inside and out investigation of the venture it has been resolved
that, here are various difficulties faced by Asda due to gender inequality within leadership and
management, Therefore, 8 out of 40 people are in favour with unconscious bias, 15 participants
are go with unequal pay another 7 are in worry to high worker turnover and remaining
individuals are go with absence of female pioneers.
21

Theme 10) There are multiple measures that can effectively be consider by Asda to conquer the
issues of gender inequality.
Q10) From your opinion, what measures can effectively be consider by Asda
to conquer the issues of gender inequality?
Frequency
a. Policies and practices regarding equality and diversity 7
b. Execute a Gender Pay Gap Analysis 8
c. Conducting training and creating awareness 8
d. Render equal opportunities to employees 7
e. Reduce unconscious bias 10
Interpretation:
The analysis of the project has stated that, here are multiple measures like Policies and
practices regarding equality and diversity, Execute a Gender Pay Gap Analysis, Conducting
training and creating awareness, Render equal opportunities to employees, Reduce unconscious
bias that can effectively be consider by Asda to conquer the issues of gender inequality.
Research Outcome
Covered in PPT
22

Conclusion and Recommendation
Conclusion
From the in-depth analysis of the project it has been concluded that, managing equality and
diversity in a business is the most important concern as it is important for the businesses to
promoting equality at workplace on the basis of gender, age, sex, culture, religion. The study
states that, in the business era equality is still a major challenge as women and minorities are
facing the issue of inequality at workplace. Therefore, due to the issue of inequality women and
minorities are facing the issue in attaining higher position within management and leadership.
From the analysis of the task it has additionally been assessed that, organizations now daily's are
worry over advancing fairness and decent variety at working environment for the aim of
achieving higher development via providing equal opportunity related to management and
leadership to the employees on the basis of their gender, age, race, colour, sex, culture, language,
religion. In addition to this, as per the analysis of over the issue of equality and diversity it has
also been seen that, businesses are mainly concern over implementing effective policies and
considering legal norms such as The Employment Equality (Religion or Belief) Regulations
2003, The Race Relations Act 1976, The Equal Pay Act 1970, The Sex Discrimination Act 1975
as these legal considerations are supportive for the business to resolving the issues related to
Unconscious bias, Unequal pay, Lack of female Leaders , High employee turnover and so on. As
per the evaluation of the venture it has additionally been presumed that, lawful thought is
significant for the organizations in regard to overseeing authoritative tasks in deliberate way.
According to the assessment of the examination it has additionally been said that, overseeing
equity and assorted variety has direct certain effect over the tasks and movement of the business..
However, in the business women and minorities are lacking with effective opportunities in
management and leadership, thus the implementation of legal norms and legislations are
effective for the business to achieving growth and advancement.
Recommendation
After the research conducting over the aspect of determining the effectiveness of legal
consideration and policy development for managing gender equality in leadership and
management, it has been recommended to Asda to develop effective policies and norms in
respect to systematically executing the operations of the business. From the analysis of the
23

project business should also develop appropriate legislations which are protecting the rights of
human and also ensuring equality on the basis of age, gender, race, colour, religion, cast, culture
and so on. From the evaluation of the project it has also been recommended to Asda to
implement an effective gender pay gap analysis which is being creating value for the business in
determining the performance of employees without making differentiation over their gender and
also provide opportunity to the right employees. However, this creates value for business in
appointing the right leader and management without making any differentiation on the basis of
their gender. As per the evaluation of the project it has also been suggested to Asda to
conducting training and creating awareness among the employees about the aspect of equality
and diversity at workplace, therefore, it is creating value for the business in enhancing the
operations via developing suitable recognition about their rights. Business should also render
equal opportunities to employees as it will also be an effective way that can also be supportive
for the business to motivate employees and encourage equality at workplace. As a well reputed
brand Asda should also decreasing the issue of unconscious bias at workplace as it would also
been efficacious to showcasing the equality within employees without making any kind of
favouritism over their age, gender, sex, colour, culture or any other aspect.
Reflection & Recommendation of alternative research methodology
It is a great opportunity to conduct an investigation as a research will help an individual to
gain effective academic as well as personal knowledge growth and success. I have been glad to
cottage chance to execute an examination over the region of deciding the viability of legal
consideration and policy development for managing gender equality in leadership and
Management, therefore this recognised to be a wide investigation area on which study execution
will help an individual or a business to enhance information and abilities that that would be
viable as far as improving their own just as expert information. From the examination of the
examination I have likewise been seen that a reasonable choice of exploration strategy is
imperative to help the work in huge way and in this specific examination work quantitative
examination is being applied by the specialist as it is the best device to support data via gathering
information that are based on actual facts, statistical and mathematical aspects. The key merit of
this approach is that it is valuable in conducting analysis in descriptive manner as in this
information is gathered over quantitative means on the other hand the demerit of this approach is
that it is quite time-consuming and the risk of authenticity of information is high. for the better
24

execution of the project deductive approach is being supplied as it is the most effective tool for
conducting quantitative analysis as in this stories and hypothesis are developed to gather
potential information. The major advantage of this approaches that there there is a hai possibility
to analyse concepts quantitatively and generate findings to a certain extent. on the contrary the
date of this approach that sometime it leads to a false conclusion due to be effective
implementation of theories and hypothesis. Despite from there also been seen that the value of
primary and secondary research in the execution of a project is very high as the context to this
present investigation but both tools are applied toward the work and right manner. Therefore,
primary research is developed to gather information which are not been gathered before and are
very much relevant to the specific area as in the server has been applied with the assessment of
developing questionnaire which covers the aim and objectives of the project. The major benefit
of primary research is that it gathers up-to-date information that are relevant to a specific area.
On the other side this approach also having and demerit related to allot time expensive in nature.
Secondary research is also been applied to develop theoretical perspective why the acceptance of
of using suitable tools of secondary aspects like books, journals, articles and so on. therefore this
approach is effective in enhancing theoretical perspective with the assistance of opinion analysis
of others. Disadvantage of this approach is that in this investigator may face issue in obtaining
data that are specific to their needs.
Although, in this existing analysis primary research is the major area for accumulating
information and there are different ways to gather primary research like observation, survey,
focus group, case study, interview, face to face conversation and many other. However in the
present investigation survey is being developed through creating questionnaire and s per
observation it can also be said that interview is also an effective alternative tool to conduct a
survey and gather primary information as it is also effective in gathering first and information
which are also relevant to a specific phenomena. but the major reason behind not choosing
interview is that it was quite more time consuming than questionnaire and in this a personal
round has been conducted which takes a lot time and caused as well as people are not really
interested to provide in depth information about their personal or professional life.
25

References
Books and Journals
Lips, H. M., 2013. The gender pay gap: Challenging the rationalizations. Perceived equity,
discrimination, and the limits of human capital models. Sex Roles, 68(3-4), pp.169-
185.
Blau, F. D. and Kahn, L. M., 2017. The gender wage gap: Extent, trends, and
explanations. Journal of Economic Literature, 55(3), pp.789-865.
Drolet, M. and Mumford, K., 2012. The gender pay gap for private‐sector employees in Canada
and Britain. British Journal of Industrial Relations, 50(3), pp.529-553.
Khoreva, V., 2011. Gender pay gap and its perceptions. Equality, Diversity and Inclusion: An
International Journal.
Auspurg, K., Hinz, T. and Sauer, C., 2017. Why should women get less? Evidence on the gender
pay gap from multifactorial survey experiments. American Sociological
Review, 82(1), pp.179-210.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
De Mel, S., McKenzie, D. and Woodruff, C., 2012. Business training and female enterprise
start-up, growth, and dynamics: Experimental evidence from Sri Lanka. The World
Bank.
Post, C. and Byron, K., 2015. Women on boards and firm financial performance: A meta-
analysis. Academy of management Journal, 58(5), pp.1546-1571.
Gerhart, B. and Fang, M., 2014. Pay for (individual) performance: Issues, claims, evidence and
the role of sorting effects. Human Resource Management Review, 24(1), pp.41-52.
Darabi, A. S., 2018. Storability evaluation of short day onion populations and cultivars in non-
controlled storage.
Lawande, K. E. and et. al., 2016. Onion and garlic research in India.
Chanprapaph, K. And et. al., 2012. Effectiveness of onion extract gel on surgical scars in
Asians. Dermatology research and practice, 2012.
Herrmann, H. J. and et. al., 2011. Onion-like network topology enhances robustness against
malicious attacks. Journal of Statistical Mechanics: Theory and
Experiment, 2011(01), p.P01027.
Jergensen, C., Sarma, A. and Wagstrom, P., 2011, September. The onion patch: migration in
open source ecosystems. In Proceedings of the 19th ACM SIGSOFT symposium and
the 13th European conference on Foundations of software engineering (pp. 70-80).
Murov, V. S. and Arzhskov, A. V., 2020, January. Vulnerability Research Onion Sites TOR.
In 2020 IEEE Conference of Russian Young Researchers in Electrical and Electronic
Engineering (EIConRus) (pp. 423-425). IEEE.
Diaz-Montano, J., and et. al., 2011. Onion thrips (Thysanoptera: Thripidae): a global pest of
increasing concern in onion. Journal of Economic Entomology, 104(1), pp.1-13.
Kandil, A. A., Sharief, A. E. and Fathalla, F. H., 2013. Effect of organic and mineral fertilizers
on vegetative growth, bulb yield and quality of onion cultivars. Crop
Production, 2(3), pp.91-100.
George, G. And et. al., 2016. Understanding and tackling societal grand challenges through
management research. Academy of Management Journal, 59(6), pp.1880-1895.
26

Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change
work in progress. Routledge.
Stone, D. L. and Deadrick, D. L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review, 25(2), pp.139-
145.
Brière, S. And et. al., 2015. Competencies of project managers in international NGOs:
Perceptions of practitioners. International Journal of Project Management, 33(1),
pp.116-125.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Farndale, E. And et. al., 2015. A global perspective on diversity and inclusion in work
organisations.
Stahl, G. K. and Tung, R. L., 2015. Towards a more balanced treatment of culture in
international business studies: The need for positive cross-cultural
scholarship. Journal of International Business Studies, 46(4), pp.391-414.
Asrar-ul-Haq, M. and Anwar, S., 2016. A systematic review of knowledge management and
knowledge sharing: Trends, issues, and challenges. Cogent Business &
Management, 3(1), p.1127744.
Helmreich, R. L. and Merritt, A. C., 2019. Culture at work in aviation and medicine: National,
organizational and professional influences. Routledge.
Landy, F. J. and Conte, J. M., 2016. Work in the 21st century: An introduction to industrial and
organizational psychology. John Wiley & Sons.
Gannon, M. J. and Pillai, R., 2015. Understanding global cultures: Metaphorical journeys
through 34 nations, clusters of nations, continents, and diversity. Sage Publications.
Bauer, F., Matzler, K. and Wolf, S., 2016. M&A and innovation: The role of integration and
cultural differences—A central European targets perspective. International Business
Review, 25(1), pp.76-86.
Yi, X., Ribbens, B., Fu, L. and Cheng, W., 2015. Variation in career and workplace attitudes by
generation, gender, and culture differences in career perceptions in the United States
and China. Employee Relations.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage Publications
Limited.
Kulik, C. T., 2014. Working below and above the line: the research–practice gap in diversity
management. Human Resource Management Journal. 24(2). pp.129-144.
Kulkarni, M. and Gopakumar, K. V., 2014. Career management strategies of people with
disabilities. Human Resource Management. 53(3). pp.445-466.
Online
Njiru. M., 2014. Diversity and Equality at Work. Opportunities and Challenges. [online]
Available through:< https://smallbusiness.chron.com/definition-equality-workplace-
14653.html>
Scott. K., 2019. Asda reports a 12.4% mean gender pay gap for 2018. [online] Available
through:< https://employeebenefits.co.uk/asda-reports-pay-gap-2018/>
Stamarski. C. and Son Hing, L., 2015. Gender inequalities in the workplace: the effects of
organizational structures, processes, practices, and decision makers’ sexism. [Online]
27

Available through:<https://www.frontiersin.org/articles/10.3389/fpsyg.2015.01400/
full>.
Shaban. A., 2016. Managing and Leading a Diverse Workforce: One of the Main Challenges in
Management. [online] Available through:<
https://www.sciencedirect.com/science/article/pii/S1877042816311119>
Khan. A., 2019. Concept and Characteristics of Diversity: Linguistic, Regional & Religious.
[online] Available through:< https://www.toppr.com/bytes/concept-and-
characteristics-of-diversity/>
Asda faces mass legal action over equal pay for women. 2014. [online] Available through:<
https://www.bbc.com/news/business-29753702>
28

Appendix
Questionnaire
Name:
Age:
Gender:
Email:
Q1) Do you have an appropriate recognition in relation to the concept of equality and diversity in
the context to the business?
a. Yes
b. No
Q2) According to you, is it important for the business to manage inequality at workplace to attain
higher growth and success?
a. Yes
b. No
Q3) As Per your view how much it is important for a businesses to be focus over legal
consideration and policy implementation to manage inequality at workplace?
a. Highly Important
b. Less Important
c. Moderate
Q4) What do you think, are the foremost factors that cause inequality at workplace?
a. Stereotypes
b. Bias in Hiring and pay decision
c. Workplace Discrimination
d. Lack of flexibility
Q5) What do you think are the potential need for a business to consider legal policies for
assessing inequality within management and leadership?
a. Managing business performance
b. Promoting equality
c. Establishing collaboration and coordination among employees
d. Business development and increasing operations
Q6) As per your view, what advantages are attained by Asda through effectively assessing the
29

inequality at workplace?
a. Increasing profitability
b. Reduced costs and better cost management
c. Better process integration
d. Increasing employee coordination and collaboration
Q7) According to you, in what manner gender inequality influences the operations and
progression of management and leadership at workplace?
a. Positive
b. Negative
c. Neutral
Q8) What do you think are the important laws and legislations that needs to be opted by
businesses to addressing the issue of equality and diversity at workplace?
The Equal Pay Act 1970
The Employment Equality (Religion or Belief) Regulations 2003
The Sex Discrimination Act 1975
The Race Relations Act 1976
Q9) What do you think, are the key challenges faced by Asda due to gender inequality within
leadership and management?
a. Unconscious bias
b. Unequal pay
c. High employee turnover
d. Lack of female Leaders
Q10) From your opinion, what measures can effectively be considered by Asda to conquer the
issues of gender inequality?
a. Policies and practices regarding equality and diversity
b. Execute a Gender Pay Gap Analysis
c. Conducting training and creating awareness
d. Render equal opportunities to employees
e. Reduce unconscious bias
Q11) Provide suitable suggestions for Asda to improvise their operations and functional ability
to gain growth within commercial centre.
30

31