Strategies of Equality and Diversity at Workplace: A Case Study on Marks and Spencer

This presentation explores the strategies of equality and diversity at workplace, focusing on a case study of Marks and Spencer. It aims to identify the challenges faced by the company and how equality and diversity positively impact employees. The research methodology includes primary and secondary research, and data interpretation is provided. Recommendations for implementing equality and diversity practices are also discussed.

MANAGING A SUCCESSFUL
BUSINESS PROJECT
Unit 6

INTRODUCTION
 Over the years, equality and diversity can be taken as an important term
for every single business at international or national level, because
today’s environment consist of people that differs from each other in
many terms like race, religion, sex, age and many more other elements
(Graf, Brown and Patten, 2018). For efficient work at a workstation it is
much needed for companies to develop effective strategies in order to
reduce various challenges that an individual may face while working
with others that feels different due to some specific reasons like the
person may belong to another religion, or he or she is of a different
colour and so on. This means to give it to different laborers in the
association with work possibilities.

Aim and objectives
Research Aim: “To identify the strategies of equality and diversity at
workplace to reduce number of challenges faced by a company”. A case
study on Marks and Spencer
 Research Objectives:
 To understand the equality along with diversity term in a firm.
 To identify different challenges faced by Marks and Spencer while
following an effective equality & diversity strategy.
 To gain knowledge how positively, equality and diversity impacts upon
employees of Marks and Spencer

Literature Review
Description of the term “equality and diversity for a company
As mentioned by Polachek, (2019), Diversity along with equality are two
qualities that are important to viably control the workforce. In the working
environment, all specialists ought to be dealt with decently. The thought is
that more labourers should feel roused and committed to impartial treatment
busy working. At the point when inconsistent treatment occurs, labourers
fight and sporadically debates will aggravate things much. That isn't solid for
the business. Organizations ought to adhere to approach rights and laws to
keep up a sound working atmosphere. It is along these lines pivotal that the
lower the board or top chiefs ought not segregate as this would raise the
maladministration

Continue…
Different challenges faced by Marks and Spencer while following an
effective equality & diversity strategy
 Ethnic and Cultural Differences is considered as one of the primal
challenge, which affected Marks and Spencer’s strategy developed to
create a much effective and efficient business environment to enhance
the productivity of staff member’s of Marks and Spencer.
 Differences in Language and Communication, is also said to be an issue
while following an effective policy of equality and diversity within
Marks and Spencer. It is must for manager to deliver right information to
staff so that they may efficiently follow all the strategies developed by
this company.

Continue…
Knowledge how positively, equality and diversity impacts upon
employees of Marks and Spencer.
 According to Costa Dias, Joyce and Parodi, (2018), a business
environment filled with equality and diversity would help staff members
of Marks and Spencer to work with each other in much effective and in
efficient manner. It will also lead them to develop appropriate relations
with each other, which will directly affect company’s productivity and
profitability in a positive manner. Away with this, employee will also
improve their existing skills and gain knowledge in relation what other’s
follows like skills and other elements. Also, innovation is also something
which will effectively be brought in within the company.

Research Methodology
 Primary Research: Primary research is used to collect first hand data by
researcher which is not used in any other research. In addition to this,
they gather fresh data in order to understand the research in an effective
manner. In relation of Marks and Spencer, the manager adopt the
different method in order collect the primary data which includes
interviews, surveys, questionnaire and many more. It is expensive as well
as time consuming process.
 Secondary Research: Secondary research is those in which the
researcher gathers those data which is already collected by any other
investigator. These data and information is used in analyse the outcomes
of the research. In addition to this, the secondary research is used by
investigator in order to gain knowledge regarding topic of research. In
context of Marks and Spencer, there are different methods which are
used for collecting secondary data such as newspaper, article, magazines
as well as online websites. It is economical as well as less time
consuming process (Magda and Salach, 2019).

Continue…
 The investigator adopts both primary and secondary research in order to
complete the research. The investigator uses these methods for gathering
useful information which is useful for timely completing the project.
 Qualitative research: In qualitative research, the researcher
gathers data and information through the use of numeric calculations. In
addition to this, the open ended question is inquired by the researcher.
 Quantitative research: In Quantitative research, the researcher
collects the useful data and information through numeric data. It helps in
getting positive outcomes form the research in an appropriate manner. In
present context, qualitative investigation has been performed for the
chosen research topic.

Data interpretation
Q1) Do you have any thought regarding the idea of Diversity and Equality at work
environment?
Frequency
a) Yes 25
b) No 5
25
5
a) Yes
b) No

Data interpretation
Q 2) According to you, is it essential to receive equity and decent variety rehearses
inside organization for accomplishing the objectives and targets?
Frequency
a) Yes 22
b) No 8
22
8
a) Yes
b) No

Recommendations
 Taking the assistance of by and large examination can be presumed that there
are a few proposals which the scientist provided for supervisory group of
Marks and Spencer. Taking assistance from every one of these proposals
directors can without much of a stretch actualize balance and assorted variety
rehearses in their workplace. Following are a portion of the basic's
suggestions and some of these are presented underneath:
 • It is required by chiefs of Marks and Spencer to follow every part of
hierarchical morals so as to execute decent variety rehearses in a compelling
and effective way.
 • Along with this it is essential though the chiefs to take couldn't care
less of pay conveyance between representatives. Their must be reasonable
and equivalent dissemination according to their work and abilities
 These are a portion of the significant suggestions which Marks and Spencer
needs to follow so as to bring fairness and assorted variety rehearses in their
workplace proficiently.

CONCLUSION
 From the exploration above it very well may be inferred that while
executing assorted variety investigation on diversification and equality
would help in working condition administrators of organization can
undoubtedly hold their utilizes for a more drawn out timeframe and
decrease worker turnover rate in an association. It has likewise been
talked about in the report that in what manner can a specialist utilize
different techniques and strategies so as to accumulate information which
is increasingly genuine just as precise identified with explore and
probably won't hamper the outcomes or results of the exploration

REFERENCES
 Graf, N., Brown, A. and Patten, E., 2018. The narrowing, but persistent, gender
gap in pay. Pew Research Center, April, 9.
 Polachek, S.W., 2019. Equal pay legislation and the gender wage gap. IZA
World of Labor.
 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.
 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.
 Rabovsky, T. and Lee, H., 2018. Exploring the antecedents of the gender pay
gap in US higher education. Public Administration Review, 78(3), pp.375-385.
 L'Herrou, T. and Tynes, A., 2019. The gender pay gap in nonprofit executive
compensation in South Florida. Nonprofit Management and Leadership