Equality and diversity in workplace

Equality and diversity in workplace

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Step 1 Project planning...........................................................................................................1
Step 2 Conduction of Primary and Secondary research.........................................................3
Step 3 Presentation Findings..................................................................................................7
Step 4: Reflective practice....................................................................................................18
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................19

INTRODUCTION
Equality and diversity at workplace is related to promoting the equality of opportunities,
by diversity, providing each person equal chance to attain potential and free from discrimination.
The aim of equality and diversity is to assure that each one has the access to similar opportunities
and fair treatment. Equality is related to breaking down barriers which block the opportunities
for some group of the people at workplace (Auspurg, Hinz and Sauer, 2017). Diversity is all
about identifying that each one is varied of visible and the non- visible manner. Next plc is
multinational clothing, home products and footwear. This firm was founded by Joseph Hepworth
in year 1864. In given report will be discuss about project management plan to map put to meet
with project objectives. The primary and secondary research will be conducted for collection of
data and information by different sources.
MAIN BODY
Step 1 Project planning
1) Project management plan
TITLE
“Equality and diversity in the workplace”.
Aim
“To analyse role of equality and diversity in minimizing the gender pay gap complexities
at workplace.” A study on Next plc.
Objectives
 To examine role of equality and diversity at workplace.
 To determine the issues arising from diversity in Next plc. To identify strategies through which Next plc company can overcome from the gender
pay gap problems.
Questions
 What is the role of equality and diversity at workplace?
 What are the different issues arising from diversity in Next plc? What strategies Next plc company should adopt to overcome from the gender pay gap
problems?

Project management plan
In an organisation project manager create project management plan by following inputs
from project team as well as key stakeholders. Moreover, project management plan is formal
approved document which explain that how project will be executed, monitored and controlled.
It is summarised format of project which involve subsidiary management plans, baselines and
several other documents related to planning (Bennedsen and et. al., 2019). In simple term it can
be said that, project management plan use for defining approach which an project team, takes for
delivering intended scope of project.
 Scope of project - It has been evaluated that future scope of research is wide which
provide assistance to entity in performing their operations by making sure that goals and
objectives will achieved in effective manner. For Next Plc, it has been evaluated that
research scope is wide through which company can gain several number of opportunities.
 Cost – It is the amount which an investigator needed for conducting activities and
function of research in effective manner. Through proper estimation of cost objectives of
research can be gained and researcher have to make sure that cost will allocate in proper
manner for each and every activity so that goals will accomplish in effective way. Risk – Major risk in relation of research is confidentiality of information and data
allocated. Such type of information provide assistance in gaining appropriate outcomes
which may get affected through negative publicity. Thus, for an investigator it is
important to maintain confidentiality of research (Bishu and Alkadry, 2017).
Milestones of project
In project management, milestone is marker which signifies modification in development.
It most essential component within project management because it reflect key events and map
forward movement in project plan. In addition to this, milestones uses as signal posts for starting
or ending of project, required for external review, budget check and many more. It have fixed
date but no duration (Blau and Kahn, 2017).
Project management life cycle
In project management life cycle there are three major steps which help in planning entire
project within effective manner. It defines objectives, scope, goals, milestones budgetary
resources and many more. Explanation of these steps are as follows :-

 Initiation – In first stage, project manager require to identify needs, problem and
opportunity of business as well as brainstorm ways which team can meet needs, resolve
problem and find opportunities. Within Initiation step objective of project will determine
that it is feasible as well as identify major deliverable related to the project (Boll and
Lagemann, 2018).
 Planning – After this, next phase is planning in which project solution developed in
detail as much possible and major steps which require for meeting project objectives are
planned. In simple term, within planning steps all the steps will identified which have to
be done. After identifying work, schedule will prepare, cost estimate by which planning
process will get completed (Miller and Vagins, 2018). Execution – In last phase of project management life cycle, planning done in second
step will put within motion and work will performed. It is essential to control as well as
communicate which required at the time of implementation. Within execution process
major role performed by team leader as they allocate resources and keep team member
focusing on the task or project allocated to them (Cassells, Duncan and Ong, 2017).
Gantt Chart
It is graphical depiction of project schedule as well as Gantt Chart is kind of bar chart
which show starting and finishing dates of project which involve milestones, task, resources,
dependencies and many more. In simple term it can be said that Gantt Chart will assist Next Plc.
In scheduling, monitoring, managing particular task or resources of project. It mainly utilise for
project management purpose in business firm as well as Gantt Chart can use in several industries.
Also for range of projects like building bridges, highways, dames, software development and
also for other products or services (Mandel and Semyonov, 2014).
Gantt chart display as an horizontal bar chart of several length which represent timeline
of project and also involve task such as duration, sequence as well as starting and ending date of
task. Moreover, horizontal bar shows time which required by particular task for completing it.
Thus, project manager of company can communicate about status or plans of project as well as
also make sure that project will remain on track (Chi and Li, 2014).
Work break down structure
WBS is key project deliverable which organizes work within manageable sections.
Moreover, work break down structure visually defines scope of project within manageable

chunks which an project team can understand. Thus, each level of WBS provide detail related to
specific project in better manner. Manager of company utilise respective method for simplifying
project execution because project is divided into small chunks which can be easily supervise and
estimated. WBS is not restricted for specific area and it can be use for every type of project
management (Costa Dias, Joyce, and Parodi, 2018). There are several reasons of creating WBS
such as accurate and readable project organisation, indicates project milestones as well as control
points of project.
Step 2 Conduction of Primary and Secondary research
1) Type of equality and diversity initiates are executed in two other firms
Equality is ensuring that individual or group of people will not treated differently and
also in favourable manner on the basis of several factors such as race, gender, religion, age,
disability and many more (Huynh, 2016). Whereas, aim of diversity is to recognise, respect as
well as value to people differences for realising full potential through promoting inclusive
culture for employees working in company. Below mention are organisation which has taken
initiatives for equality and diversity purpose :-
 H&M is multinational clothing retail organisation which is well known for its fast fashion
clothes of men, women, children and teenagers. It was founded in 1947 by Erling Persson
and headquarter is located at Stockhlon, Sweden. According to the data of 2019, it has
been identified that H&M is operating in 74 nations with approx. 5000 stores. They are
serving at worldwide level and second largest global clothing retailer. Respective
organisation believes in promoting equality and diversity which simply means that H&M
is providing equal opportunities to each and every single person who are working within
company. They simply don't create differences on the basis of race, gender, religion, age,
disability and many more. Along with this, believe in hiring diversified staff for
conducting their operations in effective manner (Graf, Brown and Patten, 2018).
 Zara is part of retail industry and specialised in fast fashion as well as their offerings are
clothing, accessories, shoes, swimwear, perfumes and beauty. Its headquarter is located at
Arteixo, Spain but they are serving at worldwide level. Zara was founded in 1975 by
Amancio Ortega and Rosalia Mera. This company believes in providing equal
opportunities to employee's working within their organisation. Because such practices
will motivate them and help in increasing productivity of business and result in

accomplishing goals and objectives in effective manner. Along with this, they hire
diverse staff members which provide assistance to Zara in conducting their operations
within more effective manner (Gupta, Mortal and Guo, 2018).
2) Questionnaires
QUESTIONNAIRE
Name:
Age:
Gender:
Q1) Do you have understanding about equality & diversity?
a) Yes
b) No
Q2) As per your opinion what is major issue of equality and diversity at workplace of Next
plc?
a) Sexual harassment
b) Gender pay gap
c) Age discrimination
Q3) Do you ever face the issue related to gender pay gap at workplace?
a) Yes
b) No
Q4) Does gender pay gap influence on the performance level of staff members?
a) Yes
b) No
Q5) What are the main causes of gender pay gap?
a) Women tend to work part time
b) Caring responsibilities and roles are shared unequally
c) Women are paid less than men for the same role
Q6) According to your viewpoint, what are the benefits Next plc can get by developing the
equality at workplace?
a) Improves brand reputation
b) Promotes innovation
c) Opens up new talent

Q7) What kind of issues faced by Next plc company to from the diverse working
environment?
a) Generation Gaps
b) Language barriers
c) Ethnic and Cultural Differences
Q8) On the basis of your opinion what are different ways adopted through Next plc to
promote equality at workplace?
a) Treating staff equally
b) Creating an inclusive culture
c) Provide training
Q9) Which actions would company take to assure equal pay for everyone regardless of
gender?
a) Make performance review
b) Quotas for women on firm boards
c) Make women leaders
Q10) Give any recommendations to Next plc regarding overcome from the equality and
diversity issues at workplace.
3) Value and benefits to addressing equality and diversity in context of improving employee
satisfaction
The topic i.e. Equality and Diversity consists of different values and benefits and all of
these are presented underneath:
Values:
In present time, every single business organisation is looking forward to develop a culture
full of equality and diverse in nature. This consists of different values and all of these are respect,
ambition, integrity, courage, along with the partnership. Basically, it is must for every single
business organisation to consider these values when it comes to improvise the satisfaction level
of staff members.
Benefits of Equality and Diversity at workplace:
Equality and Diversity adds new skills to teams: Individuals who originate from various
foundations (cultures) can include new encounters, ability, and aptitudes into your group — all

of which improve organization execution. An ongoing report by dynamic found an immediate
connection between comprehensive dynamic and improved business execution. Esteeming
decent variety and utilizing individuals from various foundations with alternate points of view
can greatly improve business' profit margins.
Diversity in the workplace promotes innovation: In relation to number of investigations
done by different researchers, where they have mentioned that diversified culture followed by an
organisation specifically promotes innovation. In relation to this, vital advantage that came in
front is that mixed culture would promote innovation effectively, which will also lead the whole
company to bring innovative approaches into utilisation while serving best to customers. On the
other hand, a group with diversified culture will effectively promote innovation among staff
members in increasing number and will also lead staff members to bring creative thoughts in
their mindset. Appropriate bond among working staff will also lead business organisations to
fulfil their number of achievements. Having different nationalities and social foundations inside
a business can make it all individuals much more engaging.
Valuing diversity improves your brand reputation: Another crucial benefit of equality
and diversity is that, it can effectively gather an effective brand reputation at workplace. Under
this, it is said that public disclosure in relation to gender pay gap including different drivers for
more inclusive workplaces and introduction of diversified hiring decisions will lead a firm to
improvise a number of chances of acquiring the best staff. Including this, it is also said that when
it is talked about a company, it can be said that there are number of factors that led proven
success in hiring diverse candidates into senior roles, it can have a visual impact on those
checking company's performance level out before choosing to apply for a job.

Step 3 Presentation Findings
1) Analyse findings
Sample- 30 employees of Next plc
Q1) Do you have understanding about equality & diversity? Frequency
a) Yes 26
b) No 4
Q2) As per your opinion what is major issue of equality and diversity at
workplace of Next plc?
Frequency
a) Sexual harassment 10
b) Gender pay gap 10
c) Age discrimination 10
Q3) Do you ever face the issue related to gender pay gap at workplace? Frequency
a) Yes 5
b) No 25
Q4) Does gender pay gap influence on the performance level of staff
members?
Frequency
a) Yes 25
b) No 5
Q5) What are the main causes of gender pay gap? Frequency
a) Women tend to work part time 16
b) Caring responsibilities and roles are shared unequally 5
c) Women are paid less than men for the same role 11
Q6) According to your viewpoint, what are the benefits Next plc can get
by developing the equality at workplace?
Frequency
a) Improves brand reputation 10
7

b) Promotes innovation 10
c) Opens up new talent 10
Q7) What kind of issues faced by Next plc company to from the diverse
working environment?
Frequency
a) Generation Gaps 9
b) Language barriers 10
c) Ethnic and Cultural Differences 11
Q8) On the basis of your opinion what are different ways adopted
through Next plc to promote equality at workplace?
Frequency
a) Treating staff equally 12
b) Creating an inclusive culture 10
c) Provide training 8
Q9) Which actions would company take to assure equal pay for everyone
regardless of gender?
Frequency
a) Make performance review 10
b) Quotas for women on firm boards 10
c) Make women leaders 10
THEME 1: Understanding about equality & diversity
Q1) Do you have understanding about equality & diversity? Frequency
a) Yes 26
b) No 4
8

Interpretation: According to opinion of 26 respondents that they have the better understanding
related to equality and diversity at workplace. There are 4 remaining respondents which are not
agree with the given statement and they do not have the knowledge about it effectively.
THEME 2: Major issue of equality and diversity at workplace of Next plc
Q2) As per your opinion what is major issue of equality and diversity at
workplace of Next plc?
Frequency
a) Sexual harassment 10
b) Gender pay gap 10
c) Age discrimination 10
9
a) Yes b) No
0
5
10
15
20
25
30 26
4
Column B

Interpretation: As per opinion of 10 respondents that sexual harassment is a main issue because
in this female gender is treated differently than male. There are 10 respondents and according to
them gender pay gap is major issue because under this company give the less pay to female
employees as comparison to make. It reduces the motivation of female staff members and they
are not able to perform in better manner and not to focus on attaining specific objectives. Other
than this, 10 respondents are agree with the age discrimination issue arise because company
mainly give the importance to new staff as comparison to old because new employees come up
with the new ideas.
THEME 3: Face issue related to gender pay gap at workplace
Q3) Do you ever face the issue related to gender pay gap at workplace? Frequency
a) Yes 5
b) No 25
10
a) Sexual harassment b) Gender pay gap c) Age discrimination
0
1
2
3
4
5
6
7
8
9
10
10 10 10
Column B

Interpretation: On the basis of 5 respondents that they face the gender pay gap issue at the
workplace because and the biased employees are mostly female. They faced more issues than the
male employees at workplace. The managers do not treated the female employees in a better
manner and not to give them responsibilities. Other than this, there are 25 respondents which are
disagree with the given statement and according to them they do not face any kind of issue.
THEME 4: Gender pay gap influence on the performance level of staff members
Q4) Does gender pay gap influence on the performance level of staff
members?
Frequency
a) Yes 25
b) No 5
11
a) Yes b) No
0
5
10
15
20
25
5
25
Column B

Interpretation: On the basis of 25 respondents that the gender pay gap impact on performance
of employees as they are demotivated from the biasses. Gender pay gap impacts performance of
company as well as staff members. Firms which close the pay gaps will pay less needs to take
the actions. There are remaining 5 respondents which are disagree with given statement.
THEME 5: Main causes of gender pay gap
Q5) What are the main causes of gender pay gap? Frequency
a) Women tend to work part time 16
b) Caring responsibilities and roles are shared unequally 5
c) Women are paid less than men for the same role 11
12
a) Yes b) No
0
5
10
15
20
25
25
5
Column B

Interpretation: As per the mention graph, this has been stated that differences in pay are mainly
caused through the occupational segregation. There are 16 respondents and according to them
women are mainly tend to work part time basis. This arise the issues for female employees not to
give them the chance to earn more. On the other hand, there are 5 respondents which said that
caring responsibilities are not to shared on equal basis among male and the female staff
members. There are 5 remaining respondents which said that Women are paid less than men for
the same role. This kind of issue develop negative impact on performance level of female
employees and they are not able to work in a better manner.
THEME 6: Benefits Next plc can get by developing the equality
Q6) According to your viewpoint, what are the benefits Next plc can get
by developing the equality at workplace?
Frequency
a) Improves brand reputation 10
b) Promotes innovation 10
c) Opens up new talent 10
13
0
4
8
12
16
16
5
11
Column B

Interpretation: According to 10 respondents that Next plc needs to develop equality at the
workplace by make improvement in the brand reputation. There are 10 remaining respondents
which are agree with promotes innovation for developing something new. Innovation is helpful
in making the business productive. Other than this, there are 10 remaining respondents and
according to their opinion that Next plc should open up new talent so that they can this new as
well as innovative.
THEME 7: Issues faced by Next plc company to from the diverse working environment
Q7) What kind of issues faced by Next plc company to from the diverse
working environment?
Frequency
a) Generation Gaps 9
b) Language barriers 10
c) Ethnic and Cultural Differences 11
14
a) Improves brand reputation
b) Promotes innovation
c) Opens up new talent
0
1
2
3
4
5
6
7
8
9
10
10 10 10
Column B

Interpretation: There are different issues faced by the Next plc related to the diverse working
environment. According to 9 respondents that generation gap is main issues because new people
have innovative ideas and the old employees have experience. 10 respondents are agree with the
Language barriers. Other than this, there are 11 respondents and according to them Ethnic and
Cultural Differences is main issue about the diverse working environment.
THEME 8: Ways adopted through Next plc to promote equality
Q8) On the basis of your opinion what are different ways adopted
through Next plc to promote equality at workplace?
Frequency
a) Treating staff equally 12
b) Creating an inclusive culture 10
c) Provide training 8
15
a) Generation Gaps
b) Language barriers
c) Ethnic and Cultural Differences
0
2
4
6
8
10
12
9
10
11
Column B

Interpretation: According to 12 respondents that company should treating the employees on
equal basis helps in promoting equality at workplace. There are 10 respondents which agree with
developing inclusive culture. As per opinion of 8 respondents that company should give the
training to employees to make them educate.
THEME 9: Actions would company take to assure equal pay for everyone regardless of
gender
Q9) Which actions would company take to assure equal pay for everyone
regardless of gender?
Frequency
a) Make performance review 10
b) Quotas for women on firm boards 10
c) Make women leaders 10
16
a) Treating staff equally
b) Creating an inclusive culture
c) Provide training
0
2
4
6
8
10
12
12
10
8
Column B

Interpretation: 10 respondents are agree with make the performance review for pay equally to
everyone at workplace. 10 respondents said that company needs to set Quotas for women on firm
boards. 10 respondents said that firm should make the female employees as leaders to motivate
them and treat equally. From this, female employees will be motivated and able to fulfil the
objectives of business in an effective manner.
2) Business case
Under this, there are various tools used through an investigation to carried out the
activities. Questionnaire method has been used to gather data by using the primary method. This
method is effective in collect information and data from large population. The questionnaire has
been filled through the employees of Next plc because they are aware about the working
environment and policies of company (O’Reilly and et. al., 2015).
Recommendations
On the basis of above mention information, there are some recommendations mention
below:
 There is a need to Next plc to provide training to employees so that they can focus on
developing the positive workplace environment.
 Next plc requires to focus on developing new strategies which can lead to increase the
equality at workplace.
17
a) Make performance review
b) Quotas for women on firm boards
c) Make women leaders
0
1
2
3
4
5
6
7
8
9
10
10 10 10
Column B

 Firm should apply the different regulations and legislations at workplace so that issues
related to diversity can be removed effectively from workplace.
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Step 4: Reflective practice
At the time of conducting investigation on the chosen topic, I went through a number of
issues, which impacted on my own performance level. Along with this, I also considered
qualitative research methodology, which has helped me in accumulating the data in relation to
the topic that I have taken into consideration. The significant explanation behind choosing
qualitative instrument is that it is successful in giving proper hypothetical structure in which
research issue is talked about considering suitable statistical data. Including this, I also analysed
that, in order to adjusting and helping the research to pull out data effectively in relation to
different appropriate systems. Away with this, while configuring and outlining the exploration,
which has helped in delivering appropriate knowledge to execute all examination exercises in
reasonable way. I have also considered thematic analysis along with the Anyway inductive
research approach is also being applied by me for offering suitable help to the qualitative
examination with legitimate significance concerning the exploration issue. In the present
examination work optional equipment is utilized by investigator for the directing the piece of
writing audit in compelling way through collection of information through books, diaries, online
locales, past research venture and so forth.
CONCLUSION
Considering the above mentioned report, it is being concluded that equality and diversity
plays an important role for every single business organisation, when it comes to reduce all the
barriers in relation to gender pay gap complexities at workplace. Along with this, it is also
summarised that reduction of gender pay gap complexities, will also lead a business organisation
in reaching to new heights where, they could effectively motivate both women and men staff.
This will also improvise the effectiveness and performance level of staff members in much
efficient manner. Through developing training sessions in relation to equality and diversity will
lead staff in bringing appropriate innovations at workplace.
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REFERENCES
Books & Journals
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.
Bennedsen, M. and et. al., 2019. Do firms respond to gender pay gap transparency?(No.
w25435). National Bureau of Economic Research.
Bishu, S. G. and Alkadry, M. G., 2017. A systematic review of the gender pay gap and factors
that predict it. Administration & Society. 49(1). pp.65-104.
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.
Boll, C. and Lagemann, A., 2018. Gender pay gap in EU countries based on SES (2014).
Luxembourg, Publication Office of the European Union. Doi. 10. p.978935.
Cassells, R., Duncan, A. S. and Ong, R., 2017. Gender equity insights 2017: Inside Australia’s
gender pay gap (No. GE02). Bankwest Curtin Economics Centre (BCEC), Curtin
Business School.
Chi, W. and Li, B., 2014. Trends in China’s gender employment and pay gap: Estimating gender
pay gaps with employment selection. Journal of Comparative Economics. 42(3).
pp.708-725.
Costa Dias, M., Joyce, R. and Parodi, F., 2018. The gender pay gap in the UK: children and
experience in work (No. W18/02). IFS Working Papers.
Graf, N., Brown, A. and Patten, E., 2018. The narrowing, but persistent, gender gap in pay. Pew
Research Center, April. 9.
Gupta, V. K., Mortal, S. C. and Guo, X., 2018. Revisiting the gender gap in CEO compensation:
Replication and extension of Hill, Upadhyay, and Beekun's (2015) work on CEO
gender pay gap. Strategic Management Journal. 39(7). pp.2036-2050.
Huynh, P., 2016. Assessing the gender pay gap in Asia's garment sector. ILO.
Mandel, H. and Semyonov, M., 2014. Gender pay gap and employment sector: Sources of
earnings disparities in the United States, 1970–2010. Demography. 51(5). pp.1597-
1618.
Miller, K. and Vagins, D. J., 2018. The simple truth about the gender pay gap. American
Association of University Women.
O’Reilly, J. and et. al., 2015. Equal pay as a moving target: International perspectives on forty-
years of addressing the gender pay gap. Cambridge Journal of Economics. 39(2).
pp.299-317.
Online
Petty, L., 2019. How Equality & Diversity Improves Your Workplace: Examining the Benefits.
[Online]. Available through:<https://www.highspeedtraining.co.uk/hub/equality-
diversity-benefits-workplace/>.
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