Impact of Gender Discrimination on Employee Productivity in UK Hospitality Industry

This dissertation aims to determine the impact of gender discrimination on employees’ productivity within an organisation in the context of UK Hospitality industry. It identifies types of discrimination, challenges faced by the industry and methods to prevent gender discrimination. Quantitative research methods are used with a survey strategy. Direct and indirect discrimination, national origin discrimination and age discrimination are discussed. The report concludes that gender discrimination hampers productivity and provides recommendations to prevent it.

Dissertation
(Impact of gender discrimination within a workplace
of an organisation in context with UK Hospitality
industry)

ABSTRACT
Aim and objectives
Aim of the research is to to determine the impact of gender discrimination on
employees’ productivity within an organisation. There are several objective like to identify
the types of discrimination exists within an organisation, to determine the impact of gender
discrimination on employees’ productivity within a workplace of hospitality industry, to
examine the challenges faced by hospitality industry because of gender discrimination in the
workplace.
Business problem
The current investigation has focused over resolving issue of gender discrimination in
the workplace with appropriate strategies to reduce gender discrimination in the workplace.
Research design/ methodology
Research philosophy which is used in the present research is positivism. Deductive
approach is used in the existing investigation. The research choice for the current study is
mono method in order to gather and analyse quantitative data. Research strategy used for the
present investigation is survey. Cross sectional time horizon is used to complete the
investigation. Both primary and secondary data collection method is used in the present
investigation.
Limitations
Existing research has certain limitation of reliability and accuracy of data. The main
rational behind this is the topic is so interesting that research take place at continuous basis so
gathering data becomes dilemma from the participants.
Conclusion and recommendations
Conclusion of the existing research are it is very important for the organisation to
reduce gender discrimination in their organisation. It is very important to eliminate gender in
equality in order to earn competitive advantage. It helps the company to attract wider pool of
talent as well increase productivity and performance within the organisation. Thus, it is very
important to minimise gender discrimination. There are certain recommendations which are
provided to company such as giving equal opportunities to male as well as female employees
so that they can have mindset that their work is important for the success of organisation.

Keywords
Gender discrimination, employee productivity and motivation, continuous learning.

Contents
ABSTRACT...............................................................................................................................2
Contents......................................................................................................................................4
LIST OF TABLES.....................................................................................................................5
LIST OF FIGURES....................................................................................................................6
INTRODUCTION......................................................................................................................7
About the topic.......................................................................................................................7
Problem statement..................................................................................................................7
Purpose of the research...........................................................................................................8
Aim of the research.................................................................................................................8
Research Objectives................................................................................................................8
Research Questions.................................................................................................................8
Theoretical framework............................................................................................................9
Company Overview................................................................................................................9
Overview of the methodology..............................................................................................10
LITERATURE REVIEW.........................................................................................................11
Concept of discrimination within hospitality firm................................................................11
Impact of gender discrimination on employees’ productivity within the hospitality industry
..............................................................................................................................................12
Methods used to prevent from gender discrimination in the workplace in the hospitality
industry.................................................................................................................................14
RESEARCH METHODOLOGY.............................................................................................16
FINDINGS AND ANALYSIS.................................................................................................21
Frequency distribution table.................................................................................................21
Data interpretation................................................................................................................23
CONCLUSION........................................................................................................................35
REFLECTIVE WRITING........................................................................................................37
REFERENCES.........................................................................................................................39
APPENDIX..............................................................................................................................45
Questionnaire........................................................................................................................45

LIST OF TABLES
Table 1: Understand the concept of discrimination.................................................................22
Table 2: Discrimination seen in an organisation......................................................................22
Table 3: Discrimination in your working organisation............................................................23
Table 4: Victim of gender discrimination................................................................................24
Table 5: Men and women are treated equally..........................................................................25
Table 6: Promotions are based on individual performance of employee.................................26
Table 7: Gender discrimination has negative impact on employee productivity.....................27
Table 8: Initiative taken by hospitality industry to prevent gender discrimination at workplace
..................................................................................................................................................28
Table 9: Impact of gender discrimination in business functions of hospitality industry.........29
Table 10: Methods used by hospitality industry to prevent gender discrimination at their
workplace.................................................................................................................................30
Table 11: Career advancement opportunities in your organisation.........................................31

LIST OF FIGURES
Figure 1: Impact of gender discrimination...............................................................................14
Figure 2: Understand the concept of discrimination................................................................28
Figure 3: Discrimination seen in an organisation....................................................................29
Figure 4: Discrimination in your working organisation...........................................................30
Figure 5: Victim of gender discrimination...............................................................................31
Figure 6: Men and women are treated equally.........................................................................32
Figure 7: Promotions are based on individual performance of employee...............................33
Figure 8: Gender discrimination has negative impact on employee productivity...................34
Figure 9: Initiative taken by hospitality industry to prevent gender discrimination at
workplace.................................................................................................................................35
Figure 10: Impact of gender discrimination in business functions of hospitality industry......36
Figure 11: Methods used by hospitality industry to prevent gender discrimination at their
workplace.................................................................................................................................37
Figure 12: Career advancement opportunities in your organisation........................................38

INTRODUCTION
About the topic
Gender discrimination, is a form of discrimination wherein a person is handled in
another way or unfairly on the idea of someone’s gender (Amarouche and et.al., 2021). Under
federal law, sex discrimination in employment is unlawful. However, there are not currently
federal administrative center protections for employees who are discriminated towards on the
idea of gender identification (Fine, Sojo Monzon and Lawford-Smith, 2020). Companies may
hesitate to lease lady employees because of their capability want to start families and
efficiently leave the body of workers for a time period. For the identical reason, ladies is
probably exceeded over for promotions and senior positions. Working moms nevertheless
make less cash than their male colleagues, no matter credentials and enjoy, and lady workers
are frequently penalized for taking day off to provide delivery, bond with their infant, or
obtain prenatal care (Yeo and Grant, 2019). The following discussion is based on the
Hospitality Industry of UK. The respective report will analyse the impact of gender
discrimination on employees’ productivity within an organisation (Book, Gatling and Kim,
2019). It will analyse the types of discrimination exists within an organisation and the impact
of gender discrimination on employees’ productivity within a workplace of hospitality
industry.
Problem statement
The identified problem for the current research is related with gender discrimination
as this is being analyse the gender discrimination is one of the bad practice with sometimes
seen in an organisation and this will leads into minimise the productivity of the staff and
other people (Koburtay, Syed and Haloub, 2020). Gender discrimination me hamper the
brand made of the in the market as due to existence of gender discrimination this will not be
possible for employees to give their hundred percent in efforts towards attaining business
objectives. So the problem is that for the organisation that they should use such practices by
which gender discrimination can be prevented and value can be given to employees. The
current Research report is also going to highlight such practices that can be used by and a
hospitality business in order to prevent gender discrimination practices in their organisation
so that their employee can work freely and render their full efforts in achieving business
objectives.

Purpose of the research
The main purpose of this research report is to analyse the different ways that are being
seen in the hospitality industry in the context of gender discrimination. Gender discrimination
is one of the negative practices which are seen in various hospitality businesses due to which
people are not treated equally which leads to arise dissatisfaction (Mooney, 2020). The
current report is going to emphasize over impact of general discrimination on employee
productivity and such methods that can be used by hospitality industry in order to prevent the
same so that to enhance productivity of their working employees. The research is also having
dual perspective such as personal and professional. For personal prospecting the current
research will sharp skills of research communication analytical writing presentation and
various others (Xu, Martinez and Smith, 2019). So that with the help of these enhance skills
the researchable have separate edge in their career. The research researcher will be able to
pursue their desired career with the skills as these are the skills which are needed in every job
profile. Similarly in the context of professional perspective the research will provide
assistance today researcher in order to carry out their future researches in more appropriate
and precise manner (Vizcaino, Jeffrey and Eger, 2020). These perspectives will assist the
researcher in making their career highly created an oriented so that long term personal in
professional growth opportunities can be acquired by the researcher.
Aim of the research
“To analyse the different ways in which gender discrimination can be prevented
within hospitality industry”
Research Objectives
 To understand the concept of gender discrimination within hospitality firm.
 To determine the impact of gender discrimination on employees’ productivity within
the hospitality industry.
 To identify methods that can be used to prevent from gender discrimination in the
workplace in the hospitality industry.
Research Questions
 What do you understand by the concept of gender discrimination within hospitality
firm?
 What are the impact of gender discrimination on employees’ productivity within a
workplace of the hospitality industry?

 What are methods that can be used to prevent gender discrimination in the workplace
in the hospitality industry?
Theoretical framework
Figure 1: Impact of gender discrimination
This framework shows that gender discrimination at workplace directly impacts
culture, organisational commitment and employee performance. It is being determined that
performance of employee get declined when they do not get relevant opportunities because of
their gender (Bertogg, Imdorf, Hyggen, Parsanoglou and Stoilova, 2020). When
discrimination is present in the workplace, the culture of workplace becomes negative and
goals of the company remain unfulfilled.
Definition of key terms
Gender discrimination: Workplace gender discrimination in an organisation comes in
several ways, however it simply means that an individual or a job candidate is treated
differently and less favourably on the basis of gender identity, sexual orientation or sex
(Koburtay, Syed and Haloub, 2020).
Employee motivation: It is the term which defines the level of energy, creativity and
commitment that an organisation's employees bring to their jobs. It is necessary because it
makes employees to align with the objectives of the organisation in a systematic manner
(Hebl, Cheng and Ng, 2020).
Industry Overview
Hospitality industry is considered as the wider category of domains which comes
under the service industry. It includes activities like lodging and food and drink service along
with the event planning and travel and tourism and also the hotels and restaurants with
accommodation as well. The current report is based on the gender discrimination practised by
the organizations within the hospitality industry.

Overview of the methodology
In the current investigation, quantitative research methods are used so that
quantitative piece of information can be assembled with the motive of attaining pre-
determined aim and objectives (Saeed and Al Qunayeer, 2021). Questionnaire is developed
with right number of close-ended questions so that information can be assembled directly
from the source of information. On the other hand, secondary sources are used which are:
books, journals, newspapers, articles, publications and many more.

LITERATURE REVIEW
Concept of discrimination within hospitality firm
According to Je, Khoo and Yang (2021), employee discrimination can be defined as
the illegal form of discrimination which based on the legally protected characteristics at
workplace. Discrimination is basically done on age and race along with the gender and sex
which is followed by the religion and national origin and also the mental or physical
disability (Kimbu and et. al., 2021).
There are different types of discrimination that exist within an organization. Direct
discrimination is where somebody has been handled otherwise or worse than any other
employee due to an underlying reason (Hebl, Cheng and Ng, 2020). These underlying reasons
can be a person’s age, race, faith or ideals. An example is if an older worker isn't allowed to
work as a part of a social media advertising group due to the fact the organisation feels
they’re too old to understand the principles, regardless of having the same stage of
understanding as younger employees. This example is an immediate form of discrimination
against this extra senior employee due to their age. Indirect discrimination is a much less
apparent sort of discrimination than direct discrimination and is normally unintended. This
sort of discrimination within the workplace occurs whilst a corporation puts a plan or rule in
vicinity, which isn’t discriminatory however places human beings with unique traits at a
disadvantage (MUNAR, 2020). An example can be putting a minimum peak requirement for
a task where height isn't applicable. This example discriminates against women who're
typically shorter (Khuzwayo, 2016). Discrimination on the idea of countrywide origin
includes denying identical employment opportunity to any man or woman due to the fact that
individual is from a distinctive united states or a part of the sector, or due to ethnicity or
accent, or due to the fact that individual is perceived to be of a specific ethnicity (Quintana-
García, Marchante-Lara and Benavides-Chicón, 2018). In some situations, national origin
discrimination may additionally involve discrimination based totally on unjustified English-
fluency requirements and English-best regulations and rules. It additionally may additionally
include treating a person unfavourably because of his or her association with someone or a
few group generally related to a particular country wide starting place.
The following are examples of age discrimination in the place of job: Not hiring an man or
woman due to the fact an organization desires a younger-searching character for the function.
If a person gets a negative overall performance overview because they were too antique or

rigid to taking on new tasks (Koburtay, Syed and Haloub, 2020). Age discrimination creates a
negative operating environment. While some employees may not be directly tormented by
ageism, age discrimination reasons mistrust inside a business enterprise (Přívara and Kiner,
2020). If a business promotes age discrimination the administrative center, they're possibly to
look a loss in productiveness and an increase in turnovers (Sobering, 2016).
If a person is experiencing gender discrimination at work, intellectual health issues
often follow. An individual being discriminated towards can also increase higher anxiety
levels, be greater prone to outbursts and melancholy (Segovia-Pérez, M. and et. al., 2019).
They may flip to capsules or alcohol to cope, and that could adversely have an effect on her
capacity to perform her activity obligations. Mental health troubles also are a prime difficulty
for enterprise owners who have volatile personnel taking retaliatory moves in the workplace.
Discrimination is a shape of harassment, and it has improved the war within the paintings
surroundings (The Effects of Gender Discrimination in the Workplace, 2022). Team
consciousness shifts from job responsibilities to the drama of the workplace. It can fracture a
crew, with one organization siding with the individual discriminated towards, and one aspect
for the alleged discriminator (Koc, 2020). Conflict like this isn't desirable for the
administrative center, and it could have an effect on the activity overall performance of an
entire branch or crew.
Impact of gender discrimination on employees’ productivity within the hospitality industry
According to Bertay, Dordevic and Sever, (2020), Gender discrimination at
workplace is basically defined as the unequal treatment of employees because of the
differences in gender identity or sexual orientation. Many of the organizations treat male
employees in a more good manner as compared to the female emnployees and vice versa.
Such practices in the organizations highly affects the producticity of the firm in a negative
manner. This is because the people who have good talent are facing discrimination will not
perform well and thus the organization will suffer poor productivity and even the losses also
(Dashper and Finkel, 2020). Employee productivity is an important thing to focus because the
staff who are at the executive level is the greatest asset of the organization and must be
treated well without any discrimination, otherwise it can highly impact the productivity and
revenues generations of employees (Alarcón and Cole, 2019). Therefore, it is important
identify the several impacts that can have because of gender discrimination over the
employees productivity within an organization (Miao, Humphrey and Qian, 2021).

According to Gebbels, Gao and Cai (2020), Employee demotivation is one of the
impact of gender discrimination on the employee productivity. This is because if people are
not treated equally in terms of their gender then they can get demotivated while working for
the organizations that leads to the low productivity in their performances. Low confidence
among employees is an another impact of gender discrimination on the employee
productivity (Foley and Cooper, 2021). This is because people who are nit treated equal feels
low confidence in working in the company because they already knows that they are being
discriminated so they can never attain that zeal while working for the firm. High level of
stress among employees is also one of the impact of gender discrimination on the employee
productivity. This is because people who are career oriented needs high growth which cannot
be possible in the discriminated environment so they feels stressed about it which lowers the
productivity (Rubery and Tavora, 2020). Poor performance of employees is also an another
impact of gender discrimination on the employee productivity. This is because the people
who are discriminated do not able to concentrate on their tasks and job which results in the
bad performance by them that ultimately leads to the poor productivity within the
organization.
According to Zamberlan, Gioachin and Gritti (2021), Major employee turnover is one
of the impact of gender discrimination on the employee productivity. This is because if
people are not treated well then they will leave the organization and this way the firm can
loose the skilled and talented employees thus lowering the productivity. Large employee
absenteeism is an another impact of gender discrimination on the employee productivity.
This is because people who are facing the discrimination will attend their workplace in a
minimum manner in order to avoid such negative environment which results in the employee
absenteeism that leads to the less productivity. Lack of proper communication flow is also
one of the impact of gender discrimination on the employee productivity (Chandran and
Abukhalifeh, 2021). This is because the people who are not treated good generally hesitate
while communicating that results in the low level of interaction and this leads to the poor
communication among the employees (Hutchings and et. al., 2020). Low employee
engagement is also an another impact of gender discrimination on the employee productivity.
This is because people are usually not involved in the decision making process of the firm
due to the gender discrimination so they are unaware of the entire process which results in the
poor productivity within the hotel (Kruja and et. al, 2016).

According to Triana, Jayasinghe, Pieper and Li, (2019), Low number of sales and
profit making is one of the impact of gender discrimination on the employee productivity.
This is because employees suffering gender discrimination will not work in an effective and
efficient manner and thus it can lead to the poor number of sales low profit making as well.
Employee job dissatisfaction is an another impact of gender discrimination on the employee
productivity (Munar and et. al., 2015). This is because gender discrimination results in the
negative culture and working environment in the hotel which leads to the dissatisfaction
among the employees in which they do not perform well with lack of focus (Elche, Ruiz-
Palomino and Linuesa-Langreo, 2020). Poor operations and management is also an another
impact of gender discrimination on the employee productivity. This is because if managers
who are involved in the functions of operations and management are being discriminated so
then it can result in not accomplishing of goals and objectives of the firm with lower
productivity (Qian and Hu, 2021).
Methods used to prevent from gender discrimination in the workplace in the hospitality
industry
According to Alarcón and Cole, (2019), Being transparent is one of the method used
to prevent from gender discrimination. This can be done if leaders properly engages the
employees in decision making process which further improves the communication and the
managers must also create awareness about goals and objectives of the firm without nay
gender biasness (Zhu and et. al., 2022). Implementing gender neutral recruitment processes is
an another method used to prevent from gender discrimination (Santero-Sanchez and et.al.,
2015). This can be done if human resource team adopts the strategic procedure of recruitment
process while ignoring the genders and concentrating on the skills and experience of the
candidates (Teo, Bentley and Nguyen, 2020). Developing the policy to avoid discrimination
is also one of the methods used to prevent from gender discrimination. This can be done by
updating the existing policy of the firm which must be in the favour of the employees who
are suffering the gender discrimination in the company (Freund and Hernandez-Maskivker,
2021). Encouraging progress to everyone on the floor irrespective of gender is also an
method used to prevent from gender discrimination. This can be done providing equal
training and development sessions to every gender so that they not only grow professionally
but also personally as well which can result in the employee satisfaction with the firm also.
According to Chung and Van der Lippe, (2020), Promoting the culture of meritocracy
is one of the method used to prevent from gender discrimination. This can be done by

promoting the employees as per the merits which can be analysed using the performance
appraisals and measures according to the level of productivity they provide to the firm
irrespective to the gender. Removing the gender pay gap is another method used to prevent
from gender discrimination. This can be done by simply reviewing and evaluating the
standards of pay and salaries to the employees which should result in the low gender pay gap
or no gander pay gap. Using skill based assessments for promotion is also one of the method
used to prevent from gender discrimination (Onaran, Oyvat and Fotopoulou, 2022). This can
be done by testing and measuring the results of the employees using skill based assessments
so that each and every employee can get promotion according to the test results but not on the
male or female privilege. Providing training and development to employees regarding gender
discrimination is also an another method used to prevent from gender discrimination (Valeri
and Katsoni, 2021). This can be done while providing education to the employees that how
they can avoid any type of gender discrimination and what benefits they can attain through
such practices which further promotes the positive business ethics and corporate social
responsibility as well along with the legal terms (Yurur and et. al., 2021).
According to Stoet and Geary, (2019), Establishing mentoring programs is one of the
method used to prevent from gender discrimination. This can be done by conducting the
sessions for mentors that how they can promote and manage the team working with
efficiency without looking at the gender. Creating the equal opportunity policy is an another
method used to prevent from gender discrimination. This can be done by creating the policy
which must contain the necessary information regarding equal opportunity and pay along
with the restrictive instructions as well (Koburtay and Syed, 2020). Taking immediate actions
to address the complaints is also one of the method used to prevent from gender
discrimination (Liu and et. al., 2020). This can be done by developing the open door policy in
the firm so that managers can address the complaints on an immediate basis without any
delays. Taking support of the legal counsel for developing policies in the firm regarding
discrimination is also an another method used to prevent from gender discrimination. This
can be done hiring the person who has good knowledge about law or can outsource the law
services so that proper legislation can be followed up within the organization regarding
gender discrimination (Mousa, Massoud and Ayoubi, 2020).

RESEARCH METHODOLOGY
Research methodology is one of the significant chapters in the whole dissertation.
This section is used by the researcher to gain answer for their two vital questions which are
how data will be collected and how it will be analysed (Newman and Gough, 2020). This part
also helps the researcher to conduct the investigation in systematic manner. Research
methodology can be defined as the systematic process to gather and analyse the data as per
the topic. Through the help of information investigator attain their aim and objective in
appropriate way. This section also uses various philosophies, approaches, choices, data
collection method and many more to obtain the data as per the need so that investigation can
be done appropriately (Elfenbein and Schwarze, 2020). Readers also use this section in order
to know the validity and reliability of the overall researcher by seeing the methods use for
collecting data. This section is also important because it provide a clear picture to the
investigator about the type of data which will assist them to conduct research in proper
manner. Sampling size, research strategy and many more are also chosen in this section so
that investigator gained all the information as per the requirement of the topic (VanKooten,
2019). Research methodology is divided into various sub components which are discussed
with the help of research onion framework (Alharahsheh and Pius, 2020).
Research philosophy: Research philosophy is the collection of various principles and
belief which provide direction about the data which is need to be gathered and evaluate. They
are being divided into two parts which are positivism and interpretivism. The foremost uses
those set of principle which helps in collecting and analysing objective data. The later use the
set of belief based on qualitative information. As per the need of the current research,
investigator has chosen positivism philosophy (Esposito and Evans-Winters, 2021). The main
reason for this is it will gather and analyse quantitative data. Using the positivism principles
valuable data is gathered and analysed in generalised manner. Another reason for selecting
this philosophy is it will provide freedom to the researcher to obtained data as per their
choice. It will also provide valuable knowledge to the investigator about the current trend and
pattern of the topic prevailing in the society. The reason foe not selecting interpretivism
philosophy is that it will gather and analysed qualitative information which need more
knowledge and time (Wang, Dang, Shaham, Zhang and Lv, 2019). It also need in depth
knowledge so that deeper data can be gathered for the study.

Research approach: It is a planned process which assists the investigator to test the
hypothesis and theories in valid manner. Research approach is divided into two parts which
are deductive and inductive approach (Leatherdale, 2019). Deductive approach is used to test
the hypothesis on the basis of numerical information. Inductive approach tests the theories on
the basis of qualitative data. Apart from this deductive approach observe the information in
narrow manner and inductive approach observes data in more border manner. In the current
investigation, researcher has chosen deductive approach to test the hypothesis. The major
benefit of this approach is it will test the existing hypothesis rather than like inductive
approach start building new theories. Deductive approach is also one of the cost effective
method which help the investigator to know about the causal relationship between two
variables in accurate way (Willmott, 2020). With the helps of deductive approach researcher
can get to know whether the hypothesis need to be accepted or rejected so that aims and
objective can be attained in accurate manner (Rajasinghe, 2020).
Research strategy: Research strategy is the step by step plan and action which gives
direction as well as guide the researcher to obtain data about their thoughts and ideas in
appropriate manner. Strategies are used in order to conduct the investigation in more specific
way so that quality information can be gained. There are different types of research strategies
which are survey, action research, systematic literature review, focused group, case study and
many more. In the present research study, investigator has used survey research strategy to
gather information (Chen and et. al., 2022). The major reason for selecting this strategy is it
helps in gathering quantitative data. Survey is the cheapest way to collect information from
the respondent. Using this strategy mass data can be obtained from large number of
participants (Ratnam, 2019). It also requires less time for collecting information directly from
the respondent. Survey research strategy is also one of the practical ways to gather data as per
the need of the topic and can obtained data from large audience in one single go.
Research choice: Research choice is one of the crucial element in research
methodology because it tell about the kind of data needed in the research. Research choice is
classified into two forms which are quantitative and qualitative (Greening, 2019). The
foremost gathers and analyse numerical information which are in the form of numbers and
figures. Whereas, the later collects and analyse non-numerical information which is in words
or statement. In the existing investigation, researcher use quantitative research method
(Coombes and Ryder, 2019). The major advantage of this method is numerical data can be
collected and analysed more easily. It requires less time as well as money to gather and

inspect information in form of values. Quantitative research methodology gathers information
from larger audience (Sileyew, 2019). One of the biggest advantages is that it focuses on
particular figures and facts about the topic. The readers can built more trust and validity on
the quantitative data as compare to qualitative information. Attaining aim and objective with
numerical data provide more validity.
Time horizon: It can be defined as the time framework which tells about the investing
time taken by the investigator to gather information. There are two types of time horizon that
are cross sectional and longitudinal. Cross sectional collets data in shorter time period. On the
other side, longitudinal take longer time duration to collect the information. As per the
present topic, cross sectional time framework is used by the investigator in their research
(Lester, Cho and Lochmiller, 2020). The main advantage to use this time horizon is it will
gather information in one single go with less amount. Another advantage is using cross
sectional time horizon multiple variables can be observe in short time span which will also
provide wider information. The data which is collected in this also based on the shorter time
which helps in gathering accurate information. The reason for not selecting longitudinal time
framework is that it observe single variable for longer time which take more time and cost
(Pereira, Santos, Sempiterno and António, 2021).
Data collection: Data collection is the procedure of gathering and measuring data in
scientific manner. This section is important as the overall research depends upon the type of
data collected by the researcher. There are two methods through which data can be collected
that are primary data and secondary data. Primary data the name says first hand data. On the
other hand secondary data is the second hand information. As per the current research both
primary and secondary data is used (Gaber, 2020). In the context of primary data, information
is directly collected from the respondent as in this fresh data will be obtained from the
participants. On the other hand in secondary data, second hand information will be collected.
In this information is gathered by someone else but used in various researches (Shapii, 2021).
To collect primary data some of the instruments are questionnaire, interview and many more.
Whereas, for secondary data it is books, journal, articles, online sites etc. primary data is used
in data analysis part and secondary data is used in literature review (Ross and Call-
Cummings, 2020). To collect primary data questionnaire is used and for secondary data
online site is being used by the investigator.

Data analysis: Data analysis is that research tool, which is used to inspect, clean and
evaluate raw data in order to gain useful information out of it. Using these methods more
valid information is used to obtain aim and objective as well as hypothesis is also tested in
appropriate manner (Dodds and Hess, 2020). There are two data analysis technique which are
frequency distribution method and thematic analysis. Frequency distribution measures
quantitative data and thematic is used to evaluate qualitative data. In the existing
investigation, investigator has selected frequency distribution method. The main rational
behind is that it will evaluate numerical information. The biggest advantage of this technique
is it requires less time for inspecting data and useful information can be acquires in less cost
(Budianto, 2020). Another advantage is it will measures data and then presents them in tables
and graphs so that information can be read properly. Using this method a true picture of the
information can be gained which helps in the reader to know the validity and reliability of the
information.
Sampling: Sampling is the technique to take out sample from whom the data need to
be gathered. Samples are taken out from the whole population. Probability and non
probability are the two sampling technique (Clarke and Visser, 2019). In probability
sampling, samples are taken out in equal manner so that each and every respondent gets
chance to be selected. In non probability sampling, respondent are selected on the biases
manner. The researcher chooses participants as per their wish. In current investigation,
investigator has chosen probability sampling and in this random sampling method is used to
selected participants. The main reason behind this is it will provide equal and fair chance to
the applicant for getting selected (Zawacki-Richter, Kerres, Bedenlier and Buntins, 2020).
There is no biasness prevailing in selecting the sample for the large audiences present there.
The sample size for the research is 40 participants from hospitality industry.
Research ethics: It is the collection of various ethics and norms which are needed to
be obey in order to gain information from the society. Ethics are followed so that researcher
cannot hurt sentiments and emotion of the people living in the community. Ethics are one of
the crucial elements for the investigator so that they can gather valuable information so that
research can be completed in systematic manner (CHAN and CLARKE, 2020). Some of the
values which need to be followed are voluntarily participants, informed consent, honesty, not
harming people in the society, transparency, openness, confidentiality and many more.

Research limitation: There are certain limitations which are faced while collecting
and analysing the information (Al-Ababneh, 2020). The foremost limitation is lack of
resources to gather information which create problem to gather data in accurate manner. The
issue which is being faced is time management (Mumba and ALICI, 2021). Allocating proper
time for each and every activity is problematic and researcher is not able to allocate time in
efficient manner.
Validity and reliability: The present investigation is quite significant as it attained
validity and reliability. The research is valid as data is being collected using questionnaire.
Investigator has developed questionnaire in which closed ended question is being design for
the participants (Ryder, Mackean, Coombs and Ivers, 2020). The reliability is maintained by
informing the respondent about the investigation. Researcher has taken informed consent
from the participants before gathering information. Thus the current research is valid and
reliable which helps the investigator in greater sense (Bull and et. al, 2019).

FINDINGS AND ANALYSIS
Frequency distribution table
Q.1. Do you understand the concept of discrimination? Frequency
a) Yes 35
b) No 5
Q.2. According to you what is the common discrimination seen in
an organisation?
Frequency
a) Gender discrimination 20
b) Race discrimination 5
c) Nationality discrimination 10
d) Status discrimination 5
Q.3. Did you ever notice any sort of discrimination in your
working organisation?
Frequency
a) Yes 30
b) No 5
c) Can’t say 5
Q.4. Have you ever been the victim of gender discrimination? Frequency
a) Yes 20
b) No 10
c) Prefer not to tell 10
Q.5 In your current workplace, do you feel that men and women
are treated equally?
Frequency
a) Yes 10
b) No 20
c) Can’t say 10
Q.6. In hospitality industry in what level promotions are based on
individual performance of employee?
Frequency
a) Extremely well 10
b) Very well 10
c) Somewhat well 9
d) Not well 11
Q.7. Do you feel that gender discrimination has negative impact Frequency

on employee productivity?
a) Yes 35
b) No 3
c) Can’t say 2
Q.8. Did you notice any initiative taken by hospitality industry to
prevent gender discrimination at workplace?
Frequency
a) Yes 20
b) No 10
c) Can’t say 10
Q.9. What is the impact of gender discrimination in business
functions of hospitality industry?
Frequency
a) Minimised employee productivity 10
b) High staff turnover 12
c) Mismanaged organisational functions 8
d) Decreased profitability 10
Q.10. What are the methods used by hospitality industry to
prevent gender discrimination at their workplace?
Frequency
a) Fair recruitment policies 7
b) Continuous trainings to employees 8
c) Developing strict policies against discrimination 9
d) Promoting the culture of meritocracy 10
e) Removing the gender pay gap 4
f) Taking support of the legal counsel 4
Q.11. Are you satisfied with the career advancement opportunities
in your organisation?
Frequency
a) Yes 10
b) No 20
c) Can’t say 10
Q.12. Do you think that hospitality industry should invest their
resources and time in making their organisation
discrimination free?
Frequency
a) Yes 30
b) No 10

Data interpretation
Table 1: Understand the concept of discrimination
Q.1. Do you understand the concept of discrimination? Frequency
a) Yes 35
b) No 5
Figure 2: Understand the concept of discrimination
Interpretation: From the above information which is shown in the ground this can be
concluded that out of 40 responding 35 have said that they have understanding related to the
concept of discrimination whereas 5 said that they do not have such understanding related
with the concept of discrimination. This means that majority of people are aware regarding
discrimination and its consequences within an organisation.
Table 2: Discrimination seen in an organisation
Q.2. According to you what is the common discrimination seen in
an organisation?
Frequency
a) Gender discrimination 20
b) Race discrimination 5
c) Nationality discrimination 10
d) Status discrimination 5

Figure 3: Discrimination seen in an organisation
Interpretation: From the above graph is this has been identifying that there are various types
of discrimination existed within the organisation that may hamper the productivity of the
organisation. In this manner out of 40 respondents 20 have said that the most common form
of discrimination is gender discrimination. Whereas 5 have said that race discrimination is the
most common form of discrimination. On the other hand, 10 have said that nationality
discrimination is the most common discrimination existed within the organisation and at last
5 has said that status discrimination is the most common discrimination existed in the
organisation.
Table 3: Discrimination in your working organisation
Q.3. Did you ever notice any sort of discrimination in your working
organisation?
Frequency
a) Yes 30
b) No 5
c) Can’t say 5

Figure 4: Discrimination in your working organisation
Interpretation: From the above shown Bar chart this can be concluded that where are
various people working in the organisation those have noticed some sort of discrimination in
their organisation as these are the practices which are openly existed in the organisation. In
this manner out of 40 respondents 30 that they have noticed any sort of discrimination in their
organisation while working. On the other hand, 5 have said that they have not noticed such
type of practice in their organisation while working and at last 5 have said that they are not
sure about their opinion.
Table 4: Victim of gender discrimination
Q.4. Have you ever been the victim of gender discrimination? Frequency
a) Yes 20
b) No 10
c) Prefer not to tell 10

Figure 5: Victim of gender discrimination
Interpretation: From the above graph this can be analysed that are various people those are
working in the organisation have ever been victimised by gender discrimination. In this
manner out of 40 respondents 20 have said that they have ever been the victim of gender
discrimination and 10 have said that they are not being the victim of gender discrimination ag
any point of time while working and at last 10 have decided not to give the opinion regarding
this topic.
Table 5: Men and women are treated equally
Q.5 In your current workplace, do you feel that men and women are
treated equally?
Frequency
a) Yes 10
b) No 20
c) Can’t say 10

Figure 6: Men and women are treated equally
Interpretation: From the above Graph this can be concluded that men and women working
in the organisation may not have similar treatment as it should be. Inthis manner out of 40
respondents 10 have said that in their organisation men and women are treated equally which
is one of the best practices that an organisation could follow. Whereas 20 have said that they
have not observed that in the organisation men and women are treated equally that means
somewhere gender discrimination is existed in the organisation. At last 10 respondents are
not willing to answer of this question as they are not sure about their opinion.
Table 6: Promotions are based on individual performance of employee
Q.6. In hospitality industry in what level promotions are based on
individual performance of employee?
Frequency
a) Extremely well 10
b) Very well 10
c) Somewhat well 9
d) Not well 11

Figure 7: Promotions are based on individual performance of employee
Interpretation: From the graph this can be concluded that in an organisation promotions
should be based on individual performance so that fare and reliable performance appraisals
can be provided. In this man out of 40 respondents 10 has said that in their organisation
promotions are extremely well as they are based on individual performance not on their
gender. On the other hand, 10 have said that in their organisation the promotions are very
well as they are based individual performance and their calibre. Besides this 9 have said that
in the organisation promotions are based on individual performance and at last 11 have said
that and their organisation promotions are not based on individual performance which is the
worst practice in the organisation.
Table 7: Gender discrimination has negative impact on employee productivity
Q.7. Do you feel that gender discrimination has negative impact on
employee productivity?
Frequency
a) Yes 35
b) No 3
c) Can’t say 2

Figure 8: Gender discrimination has negative impact on employee
productivity
Interpretation: From the above graph this can be concluded that gender discrimination is
having negative impact on employee productivity and their involvement in the organisation.
In this manner out of 40 responding 35 have said that then gender discrimination is having
negative impact on the employee productivity whereas 3 have said that gender discrimination
is not associated with any impact on employee productivity.
Table 8: Initiative taken by hospitality industry to prevent gender discrimination at
workplace
Q.8. Did you notice any initiative taken by hospitality industry to
prevent gender discrimination at workplace?
Frequency
a) Yes 20
b) No 10
c) Can’t say 10

Figure 9: Initiative taken by hospitality industry to prevent gender
discrimination at workplace
Interpretation: From the above mention graph this has been analysed that the organisation
are taking continuous initiative in order to prevent gender discrimination at their workplace.
In this manner out of 40 respondents 20 have said that their organisation are taking prominent
efforts in order to prevent gender discrimination at their place. On the other hand, another 10
have said that their organisation is not taking such effort in order to prevent gender
discrimination and at last 10 have said that they are not sure about their opinion.
Table 9: Impact of gender discrimination in business functions of hospitality industry
Q.9. What is the impact of gender discrimination in business
functions of hospitality industry?
Frequency
a) Minimised employee productivity 10
b) High staff turnover 12
c) Mismanaged organisational functions 8
d) Decreased profitability 10

Figure 10: Impact of gender discrimination in business functions of
hospitality industry
Interpretation: From the graph which is mentioned above this can be concluded that the
gender discrimination is having negative impact on the business, it's function and its
profitability. From the gathered information out of 40 respondents then have said that due to
gender discrimination employee productivity can be minimised. Whereas 12 have said that
due to existence of gender discrimination in the organisation high staff turnover can be seen.
Other 8 have said that due to the presence of gender discrimination mismanagement in
organisational function can arise. At last 10 have said that due to gender discrimination
profitability of the organisation can be decreased.
Table 10: Methods used by hospitality industry to prevent gender discrimination at their
workplace
Q.10. What are the methods used by hospitality industry to prevent
gender discrimination at their workplace?
Frequency
a) Fair recruitment policies 7
b) Continuous trainings to employees 8
c) Developing strict policies against discrimination 9
d) Promoting the culture of meritocracy 10
e) Removing the gender pay gap 4
f) Taking support of the legal counsel 4

Figure 11: Methods used by hospitality industry to prevent gender
discrimination at their workplace
Interpretation: From the above graph this can be analysed that there are various method that
can be used by the business in order to prevent gender discrimination at their workplace. Out
of 40 respondents 7 has said that by using fair recruitment policies gender discrimination can
be prevented in the organisation. It has said that I providing continuous training to their
employees general discrimination can be prevented in the organisation. 9 have said that we
developing script policies against discrimination discriminated behaviour can be avoided in
the organisation. On the other hand, 10 have said that by promoting the culture of
meritocracy gender discrimination can be prevented in the organisation. At last 4 have said
that by removing gender pay gap, gender discrimination can be avoid the organisation and 4
have said that by taking support of the legal counsel gender discrimination can be prevented.
Table 11: Career advancement opportunities in your organisation
Q.11. Are you satisfied with the career advancement opportunities
in your organisation?
Frequency
a) Yes 10
b) No 20
c) Can’t say 10

Figure 12: Career advancement opportunities in your organisation
Interpretation: The graph demonstrated about Shown that out of 40 respondent 10 have said
that they are getting career advancement opportunities in their organisation whereas 20 have
said that they are not getting ample career advancement opportunities in the organisation. At
last 10 have said that they are not sure about their opinion.
Q.12. Do you think that hospitality industry should invest their
resources and time in making their organisation discrimination
free?
Frequency
a) Yes 30
b) No 10

Interpretation: From the above graph this can be concluded that organisation is required to
invest their resources and time in making their organisation discrimination free. In this
manner out of 40 responding 30 has said that there organisation is needed to invest their
valuable resources and time in making such policies by which the organisation can be
discrimination free

CONCLUSION
From the above Research report this can be concluded that gender discrimination is
one of the forms of discrimination in which the person is not treated equal manner as they are
treated in unfair manner due to their gender. This is being observed that company me hesitate
to provide higher designation to a female employee as they are not dependent or emphasized
on their capabilities but they are emphasized on their gender. The practices of gender
discrimination may leave the employee to be dissatisfied at workplace and leave their job in a
very short span of time. There are different types of discrimination which are existed in
hospitality industries. For example gender discrimination of two types one is direct
discrimination and the other one is indirect discrimination. Direct discrimination is Apparent
in nature whereas indirect discrimination is not so apparent in nature. When an individual is
experiencing gender discrimination at their workplace then their intellectual abilities can be
weaken as they may have highest stress. The practices of gender discrimination within an
organisation may affect the productivity of the employees in negative manner as when people
with higher talent phase discrimination then they will not be able to perform in proper
manner due to which poor productivity issues can be faced by the organisation. Employees
are treated as acid for the organisation better the same time when they are facing
discrimination then they will lose their values and involvement in organisation. The
employees those are discriminated will not be able to concentrate on the task and job and this
this situation in which stress in tension among employees can arise. There are various
methods that can be used by an organisation in order to prevent workplace discrimination
practices. Every hospitality industry is needed to emphasize in the on their human resource
team so that they can provide value with their employee and enhance their retention time in
the organisation. The hospitality industry may develop several policy is in which district
action can be taken against discrimination this will result into high employee engagement and
higher employee productivity full stop on the other hand different training sessions can also
be arranged so that differentiation can be avoided and each and every employee of the
organisation may get same opportunity to sharpen their skills and to come to front with their
talent. Besides this the company may use skill based assessment for promotion so that to
prevent gender discrimination. These are the practices which will minimise the male or
female privilege in the organisation and will be based on the talent and skills held by the
employees. The organisation should establishment mentoring program in which several
sessions are to be conducted regarding Team Management and leadership so that appropriate

and opportunities can be given to every employee. Therefore, the current investigation has
assembled primary as well as secondary piece of information about the propose topic in a
systematic manner. With the assistance of secondary method, published and used data is
assembled and on the other hand, with the help of primary method, raw information is
assembled about the impact of gender discrimination.

REFLECTIVE WRITING
The current research is based on gender discrimination and its impact on productivity
of employees within an organisation specifically in hospitality industry. By conducting the
current research I have understood regarding the negative aspects weighted the general
discrimination. I have analysed that every organisation should stop any practice of gender
discrimination so that to provide equal and commendable opportunities to their every
employee whether they are male or female or from any other gender. Gender discrimination
is a very critical topic but at the same time this is existed in various companies as in current
time also. With the help of this research I have examined that here are various ways that can
be used by businesses to mitigate the practices gender discrimination at their workplace and
from them the prominent is to use fair recruitment policy and to provide justified training to
their all employees. I have face different issues during the research such as time management
and resource management. I was required to complete the research within given time period
of 57 days so this was a difficult task for me to complete all the given activities of research
within stipulated time. In order to manage the issue of time I used Gannt chart so that I can
get to know regarding starting and finishing point of each activity so that to avoid any delay.
Whereas, in terms of managing the issue of resource I examined all the available resources in
appropriate manner so that I can use them effectively and efficiently at the place where they
are needed. In the current research two research methods are used which are primary and
secondary. In the context of primary data collection method I used to questionnaire and I
distributed the questionnaire to 40 employees of hospitality industry. The respondents were
rigid so that I faced issues in collecting accurate information from those respondents.
Whereas in terms of secondary data collection method I found issue in gathering such books
and Publication which are related to my topic and can be of my use. For managing the issue
is within the respondents I made them fill a consent form so that to obtain their consent and to
include them in appropriate manner. On the other hand, for managing the issue of secondary
data collection method I used internet and collected information just by using latest article
books and Publications. The current research is based on quantitative data methods so that I
analysed that quantitative research methods are reliable but they are biased. So in future I
would be using qualitative Data Collection method so that to execute my future researches in
more appropriate and concise manner.

With this investigation, I have identified my strengths and weaknesses in the present
investigation. In strengths I have identified that I am good at communicating with people
which has helped me in collecting great piece of information directly from them. This
investigation is based upon primary data collection method which is mainly dependent over
great interaction level of researcher so I found out that I have communicated well with each
respondent. With this great interaction level, I have accumulated great information about the
proposed topic which is impact of gender discrimination within an organisation. The other
greatest strength identified by me while doing current investigation is my time management
skill. I have learnt that I was able to complete each activity in the decided period of time. For
completing each activity and task in a systematic and timely manner, I have divided all the
large activities into smaller tasks so that I can approach each activity and complete it with
greater efficiency and effectiveness.
With this study, I have also come through my certain weaknesses which include:
managing multiple work at single time and lack of problem-solving skill. I have evaluated
that I was facing issue in maintaining multiple work at single time such as accumulating and
analysing information at the same time. I have solved this issue by dividing every activity
with proper time schedule. The other weakness identified by me is lack of problem-solving as
I was lacking in it. Hence, I am grateful that I got an opportunity to conduct investigation and
gain knowledge about the impact of gender discrimination in an organisation.

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Online

The Effects of Gender Discrimination in the Workplace. 2022. [Online]. Available through:<
https://smallbusiness.chron.com/definition-teamwork-workplace-36105.html>.

APPENDIX
Questionnaire
Q.1. Do you understand the concept of discrimination?
a) Yes
b) No
Q.2. According to you what is the common discrimination seen in an organisation?
a) Gender discrimination
b) Race discrimination
c) Nationality discrimination
d) Status discrimination
Q.3. Did you ever notice any sort of discrimination in your working organisation?
a) Yes
b) No
c) Can’t say
Q.4. Have you ever been the victim of gender discrimination?
a) Yes
b) No
c) Prefer not to tell
Q.5 In your current workplace, do you feel that men and women are treated equally?
a) Yes
b) No
c) Can’t say
Q.6. In hospitality industry in what level promotions are based on individual performance of
employee?
a) Extremely well
b) Very well
c) Somewhat well
d) Not well
Q.7. Do you feel that gender discrimination has negative impact on employee productivity?
a) Yes
b) No
c) Can’t say
Q.8. Did you notice any initiative taken by hospitality industry to prevent gender

discrimination at workplace?
a) Yes
b) No
c) Can’t say
Q.9. What is the impact of gender discrimination in business functions of hospitality industry?
a) Minimised employee productivity
b) High staff turnover
c) Mismanaged organisational functions
d) Decreased profitability
Q.10. What are the methods used by hospitality industry to prevent gender discrimination at
their workplace?
a) Fair recruitment policies
b) Continuous trainings to employees
c) Developing strict policies against discrimination
d) Promoting the culture of meritocracy
e) Removing the gender pay gap
f) Taking support of the legal counsel
Q.11. Are you satisfied with the career advancement opportunities in your organisation?
a) Yes
b) No
c) Can’t say
Q.12. Do you think that hospitality industry should invest their resources and time in making
their organisation discrimination free?
a) Yes
b) No