Impact of Workplace Diversity, Equity and Inclusion in Making Progress: A Case Study of Google

The aim of the study is to undertake an analysis of workplace diversity, equity and inclusion that not only enhances the workplace performance but determines its progress. Companies have become more employees centric and hence diversity is considered as the vital aspect within organization. Thus, through investment on workforce diversity and inclusion, the organizations tries and finds influence of workplace diversity in making organizational progress through enhanced employee performance.

Running head: MANAGEMENT
Research Proposal
Impact of Workplace Diversity, Equity and Inclusion in Making Progress: A Case Study of
Google
Name of the Student:
Name of the University:
Author Note:

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Abstract:
The aim of the study is to undertake an analysis of workplace diversity, equity and inclusion that
not only enhances the workplace performance but determines its progress. Companies have
become more employees centric and hence diversity is considered as the vital aspect within
organization. Thus, through investment on workforce diversity and inclusion, the organizations
tries and finds influence of workplace diversity in making organizational progress through
enhanced employee performance. The Diversity Annual Report of Google shows the inclusion of
people with disability, LGBTQ and the ones who served in the military. The report puts across a
detailed methodology that would help in carrying the research in the accurate direction. The
research is however expected to get completed within the span of the 24 weeks.

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Table of Contents
1. Introduction:................................................................................................................................3
1.1 Background of the Study:..........................................................................................................3
1.2 Background of the Company:....................................................................................................3
1.3 Problem Statement:....................................................................................................................3
1.4 Research Aims and Objectives..................................................................................................4
1.5 Research Question:....................................................................................................................4
2. Literature Review:.......................................................................................................................4
2.1 Concept of Diversity, Equity and Inclusion..............................................................................4
2.2 Theories of Diversity.................................................................................................................5
2.3 Benefits of Diversity, Equity and Inclusion..............................................................................6
3. Methodology................................................................................................................................6
3.1 Research Philosophy:.................................................................................................................6
3.2 Research Design:.......................................................................................................................6
3.3 Method of Data Collection:.......................................................................................................6
3.4 Techniques of Data Analysis:....................................................................................................7
3.5 Ethical Consideration of Research:...........................................................................................7
3.8 Proposed Timeline of the Study...............................................................................................7

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1. Introduction:
1.1 Background of the Study:
In recent times, most of the companies have witnessed the changing trend in form of the
diverse employee pool that implies working together with each passing day. Thus, diversity,
equity and inclusion have been the buzzwords in recent times with a rising number of
organizations expressing interest on the recruitment of a diverse workforce. According to Saxena
(2014), states that discussions on the workforce diversity, equity and inclusion has become the
vital necessities in today’s changing work ambience.
1.2 Background of the Company:
The mission of Google lay in the organization of world information thereby making it not
only useful but also accessible for everyone. Therefore, the company has set its business
imperative based on the diversity, equity and the inclusion since they are responsible for
enhancing the employees, users and the products (diversity.google, 2019). Thus, the company
remains committed towards setting of the goals that increases the representation of the workforce
and thereby creating an inclusive culture.
1.3 Problem Statement:
Workplace diversity, equity and inclusion often results in conflict amongst employees.
This has been primarily due to the mutual respect amongst team members along with the
presence of prejudice, racism, discriminations and lack of respect that makes the employees less

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productive that hinders the company’s progress. This can be improved by setting goals for the
improvement of the workforce representation in order to create an inclusive culture.
1.4 Research Aims and Objectives
The aim of the report lay in the exploration of diversity factors within workplace of
Google.
The objectives of the research include:
 Exploration of factors that drive towards diversity, equity and inclusion in Google
 Evaluation of the influence of workplace diversity on employee performance in
Google
 Accessing diversity practice of Google and their impact on the workplace
progress
1.5 Research Question:
 What are the factors that drive diversity, equity and inclusion in Google?
 How workplace diversity influence the employee performance in Google?
 What influences diversity, equity and inclusion in ensuring workplace progress in
Google?

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2. Literature Review:
2.1 Concept of Diversity, Equity and Inclusion
According to Okoro & Washington (2012), diversity with the workplace encompass the
gender, race, ethnic group, age, religion, citizen status, orientation, physical and mental
conditions, military service and other differences amongst people.
Resick et al. (2013) stated that equity within workplace refers to the fair treatment
received by everyone. It has found that people have equal access to various opportunities in
presence of equity. It helps in setting up an advantageous environment for employees and the
employer.
According to Boekhorst (2015), inclusion means including all the people irrespective of
the disabilities, abilities or the healthcare needs and has the right to be appreciated and respected
as the valuable members of the communities.
2.2 Theories of Diversity
The theories for managing diversity are as follows (Kolb, 2014):
Goals theory: According to this theory, conflict with the organizational goals and the lack of
clear perspective results in lower performance level and thus forces the management to clarify
goals though effective management of diversity.
Contingency theory: According to this theory, managing diversity and success of
organization is based on organizational attitude in different areas which involves multiple areas
like culture strategies, organizational environment and the individual employees.

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Learning theory: According to this theory, the program of diversity management act as a
vital means of rethinking process where the basic task of the firm lies in elimination of
unnecessary task thus resulting in performance improvement of the organization.
The theories will help Google in understanding workplace diversity and its contribution
towards workplace progress.
2.3 Benefits of Diversity, Equity and Inclusion
This includes (Madera, 2013):
 It helps in lowering employee turnover
 Allows resource acquisition across the multi channel backgrounds
 It increases the creativity amongst employees
 Enhances flexibility within the organization.
3. Methodology
3.1 Research Philosophy:
There are three kinds of philosophies in research that includes interpretivism, positivism
and realism. In this study, positivism research philosophy would be used for investigating issues
in a critical and logical manner.

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3.2 Research Design:
There are three kinds of research design that includes explanatory, exploratory and
analytical. This particular study will use the analytical design for gaining detailed idea of the
concepts and theory.
3.3 Method of Data Collection:
The primary data would be collected either through interview or survey while secondary
data would include data from other sources. Both the methods will be adopted for the analysis.
3.4 Techniques of Data Analysis:
Analysis of quantitative data implies conversion of the collected data into percentages and
numeric followed by pictoral or graphical representation. However, qualitative analysis of data is
carried through thematic approach.
3.5 Ethical Consideration of Research:
The research will be carried out under strict ethical guidelines. No participants would be forced
for participating in the survey. Unethical data should be avoided. The research should be planned
for carrying it out in appropriate manner.
3.8 Proposed Timeline of the Study

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Activities 1st to
3rd
week
4th to
10th
week
11th to
13th
Week
14th to
17th
Week
18th to
21st
Week
22nd to
23rd
Week
24th
Week
Topic Selection 
Collection of
Data from the
secondary
sources
 
Creation of
Layout

Literature
Review
  
Interpretation
and Analysis of
the collected data
  
Finding Data
 
Conclusions of
Study

Formation of the
Draft
 
Submission of
Final Work


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Figure: Gantt chart
Source: Created By Author

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References:
Saxena, A. (2014). Workforce diversity: A key to improve productivity. Procedia Economics
and Finance, 11, 76-85.
diversity.google. (2019). Retrieved from https://diversity.google/commitments/
Resick, C. J., Hargis, M. B., Shao, P., & Dust, S. B. (2013). Ethical leadership, moral equity
judgments, and discretionary workplace behavior. Human relations, 66(7), 951-972.
Boekhorst, J. A. (2015). The role of authentic leadership in fostering workplace inclusion: A
social information processing perspective. Human Resource Management, 54(2), 241-
264.
Okoro, E. A., & Washington, M. C. (2012). Workforce diversity and organizational
communication: Analysis of human capital performance and productivity. Journal of
Diversity Management (Online), 7(1), 57.
Madera, J. M. (2013). Best practices in diversity management in customer service organizations:
an investigation of top companies cited by Diversity Inc. Cornell Hospitality
Quarterly, 54(2), 124-135.
Kolb, P. (2014). Understanding aging and diversity: Theories and concepts. Routledge.