Strategies & initiatives to build a diverse workforce in the UK fashion clothing retail sector

This document discusses the significance of workplace diversity and explores strategies and initiatives to build a diverse workforce in the UK fashion clothing retail sector. It includes a case study based on H&M.

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Topic : “Strategies & initiatives to build
a diverse workforce in the UK fashion
clothing retail sector”- A case study
base on H&M

Executive Summary
Study has been discussed significant importance of inclusive workplace environment is it
attracts and retained potential employees and to accomplish the business objectives. Study also
has been conducted research by collecting information from primary as well secondary
resources. Therefore, study also summarized research methods by supporting information and
data which has been collected through primary as well as secondary resources. Overall, the
purpose of the study is to elaborate the deep understanding on the topic of workplace diversity.

Table of Contents
Executive Summary.........................................................................................................................1
INTRODUCTION...........................................................................................................................1
Overview of the study and Research Questions.....................................................................1
Overview about H&M and UK clothing retail sector............................................................1
Aims:......................................................................................................................................2
Objectives...............................................................................................................................2
Questions................................................................................................................................2
Project Management Plan.......................................................................................................2
Gantt Chart.............................................................................................................................3
Literature Review...................................................................................................................5
Research Methodology...........................................................................................................7
Data Interpretation..................................................................................................................9
Results and discussion..........................................................................................................18
Personal Reflection...............................................................................................................18
Recommendations................................................................................................................19
CONCLUSION..............................................................................................................................20
REFERENCES..............................................................................................................................21
2

INTRODUCTION
Diverse workforce environment is a strategic imperative and a strategic advantage.
Customers suppliers and vendors increasingly expect their partners to have culturally relevant
workforce and who is work under the diverse workplace environment. In other words,
workplace inclusion assists employees of all ethnicity, background, religions and sexual
orientation thrive and feel safe in the modern workplace environment. Present research will be
based on the topic of strategic imperative to build up the diverse workforce environment. Further
research will outline the important aspect of the research topic. Furthermore, research outline the
concept of diversity in the context of strategic initiatives taken for the employees. Therefore
study will be perform their discussion in the context of H&M which is an Clothing organization
situated in UK.
Overview of the study and Research Questions
It has been observed that organizations often equate diversity in within the workplace
environment (Wondrak and Segert, 2015). Diversity within the workplace environment is
specifically generate more new ideas and innovative thoughts. Every organization creates their
own workplace ideas with having culture where all employees comes from different background.
The significant importance of inclusive workplace environment is it attracts and retained
potential employees within the organization. With high potential sources. Basically, the purpose
of this study is to examine the importance of strategies and initiatives adopted by the
organizations to adopt the better results and growth for the business. Apart from this it also
makes and differentiate one environment with other it also makes the good employee
performance (Jonsen, Schneider and Maznevski, 2016). Also the topic describes the ageing
diversity at workplace where the study outline the significance and role of aged workforce.
Overview about H&M and UK clothing retail sector
H&M is the leading fashion clothing retail supermarket which highly accepting brand.
H&M and its associated companies operate in 62 countries with over 4500 stores and as of 2015
employed around 132000 people. UK retail market is highly competitive and trendy various
retail brands which has been already exist in the market such as M&S, Zara. So In order to
analyze the market, it has been concludes that UK retail market is highly engaged with the new
trend or technology services.

Aims :
“To examine the strategies and initiatives to build a diverse and inclusive workforce in the UK
fashion clothing”. A Case study base on H&M clothing.
Objectives
 To determine the strategies and initiatives which improves diverse workforce in UK.
 To identify the role play of diversity in workplace environment.
 To identify the diversity challenges and issues faced by the organization.
 To identify the importance of inclusive workforce environment at workplace.
Questions
Q. What are the strategies and initiatives which improves diverse workforce in UK.
Q. What are the role play of ageing diversity in workplace environment.
Q. What are the challenges and issues faced by the organization in diverse workforce
environment.
Q. What are the importance of inclusive workforce environment at workplace.
Project Management Plan
Scope : Scope of the study define the importance or substance of the selected topic.
Scope is one of the major substance that helps to create the positive outcomes of the study. In
other words, scope is one of the those things that can be difficult to determine (Harding, Nelson
and Glover, 2016). Basically, the main purpose of the scope is to define the importance of
research topic to improve the importance. Such as present aim of the topic On the same side it
can be anything that can affect the scope of the study and also influence the other systematic way
of research outcomes and performance. However, scope also decides the aim and objectives of
the research topic which clearly helps to understand the purpose of the study. As like the given
topic is to determine the strategies and initiatives that has been taken by the organization to
introduce effective lighting source. Present study scope is to justify that inclusive and diversity is
essential for the productive growth of the organisation and also the role play of ageing workforce
diversity (Burnette, Williams and Imker, 2016).
Cost: Cost plays a most essential role to accomplishing the research goals. Without
investing funds research can never happen. So it has been defined the cost is important element
in project management which is required as per the resources. Like for present research it will be

cost around £550 (Eskerod and Jepsen, 2016). also, it is important for project manager to ensure
the cost and make sure to complete the project duration under the pre decided budget cost.
Time : Time is the core element of the whole research process which create reliability of
the project. Time can be become the profit and can become constraint for the project as well. It is
also analyse that every project has one starting data and ending date. So as with the present
project 25/07/2016 to 29/08/2016.
Resources : Resources which is required by project members during the implementation
process. Like human resource who is directly connected with the other stakeholders every time.
Technical resources which helps to get the fast results and transform the statistics results.
Financial resources which helps to fulfil the project requirements. So it has been analysed that
resources is one of the another most crucial element in project management.
Risk : Risk is uncertain and uncontrollable majorly risk present in project are limitation
of resources, limitation in understand or ethical or legal risk can be occurred while implementing
or gathering the data information (Chen, Kang and Lee, 2017). Along with that, it more
effectively capable and long lasting decision making process to be more energetic. In order to
certain the future risk or mitigate the risk it has been done by the contingency plan. I prepared
my plan B in case of any uncertainity.
Communication : Communication is the way to transfer the information from one place
to another. Also, it can help to clearly understand the aim and purpose of the research to.
Communication forms or medium can helpful to get the direct medium and approach to
communicate with other people (Lientz and Rea, 2016). So as performed this project it will
taking help of communication mode like through e-mails, Skype, face to face etc.
communication is the process or helpful tool in this research to pass they essential information to
the other team member.
Gantt Chart
Task Name Start Date End Date Duratio
n (Days)
Days
Complet
e
Days
Remainin
g
Percent
Complet
e
Task One 25/07/2016 30/07/2016 5 2.50 2.50 50%
Task Two 27/07/2016 01/08/2016 5 3.75 1.25 75%
Task Three 27/07/2016 04/08/2016 8 2.00 6.00 25%

Task Four 29/07/2016 06/08/2016 8 8.00 0.00 100%
Task Five 01/08/2016 09/08/2016 8 6.00 2.00 75%
Task Six 01/08/2016 05/08/2016 4 1.40 2.60 35%
Task Seven 03/08/2016 10/08/2016 7 1.75 5.25 25%
Task Eight 05/08/2016 12/08/2016 7 4.90 2.10 70%
Task Nine 03/08/2016 09/08/2016 6 0.90 5.10 15%
Task Ten 06/08/2016 10/08/2016 4 2.40 1.60 60%
Task Eleven 07/08/2016 13/08/2016 6 3.90 2.10 65%
Task Twelve 10/08/2016 16/08/2016 6 1.50 4.50 25%
Task Thirteen 14/08/2016 19/08/2016 5 1.50 3.50 30%
Task Fourteen 15/08/2016 23/08/2016 8 4.00 4.00 50%
Task Fifteen 16/08/2016 26/08/2016 10 4.00 6.00 40%
Task Sixteen 17/08/2016 28/08/2016 11 3.85 7.15 35%
Task Seventeen 18/08/2016 29/08/2016 11 1.65 9.35 15%

Literature Review
As per the view of Trehan and Glover (2019), At workplace, diversity generally means
that the organization consist of employees who are from different country and thus differ in their
culture, values and ethics. Inclusivity is basically the strategy used by the organization for
encouraging employees to participate and thus helps to create a culture of cooperation. There are
various strategies as well as initiatives that improves the workforce diversity in UK. Creating
workforce policies which are friendly enough is one of the main strategy which eventually leads
top diverse workforce within the organization. Having a well defined strategies at the workplace
eventually leads to better employee engagement and their commitment which in turn increases
the work force diversity of UK. For example While posting the various job opening, the person
description can be tailored so as to reach the wider audience of different parts of the world which
ultimately will result in the migration of varied range of people in UK. Understanding the values
and ethics of each and every employee as the organization have people from different states and
countries will lead to the immigration of people from different places and will increase the
diversity of UK.
Another strategy which will be helpful in increasing workforce strength of UK is
effective communication which will create a diverse workforce within the country. Employing
Task One
Task Eight
Task Fifteen
7/25/16
7/30/16
8/4/16
8/9/16
8/14/16
8/19/16
8/24/16
8/29/16
9/3/16

the effective internal communication policies within the organization will make the employees
more engaged in various tasks and activities and will also make them feel comfortable for
interacting with the top management. This will in turn stimulate greater feedback and will ensure
greater employee retention. Thus, this will attract the candidates from farther area and place for
employment and will enhance the diversity of workforce in UK. This will also lead to the greater
effectiveness of recruitment and selection and thus will strengthen the workplace culture of the
organization.
Now a days, each and every organization is equipped with the workforce from the varied
cultures who have different values, customs and ethics. Besides the employees form different
state and country the ratio of the older employees within the organization have also increases and
thus has compelled the organization to modify their policies and practices accordingly. The
major advantage of having the aging diversity at the workplace environment is that it fosters the
knowledge base. As the older employees are likely to have more experience as compare to the
younger employees thus the amount of knowledge which the aging people posses is
automatically larger. This in turn impacts the overall performance of the organization as there
would be greater ability and potential to deal with varying roles. Besides this, having the older
employees not only is productive for the organization but also for the younger employees who
are able to learn form their experiences. This helps them in solving the issues not only in their
professional life but also in the personal life. Their experiences and learning provides the other
employees with wide range of knowledge which eventually helps them in achieving the
organizational objectives. This benefits the H & M in a great way as they have majority of
employees who are older.
According to Kaminska and Borzillo (2018) the most common diversity challenge which
the organisations normally faces is the difference in the ethics and the cultures. There remains
some employees in the organization who hold the prejudice against some people who belongs to
different culture, backgrounds etc. As the organization comprises of the employees from
different background thus there cultural and thought differences clashes at some or the other
point. Another challenge which the dominates the organization due to the aging diversity is the
difference in their language as well as the communication. The variety of people working in an
organization have different language and generally communicate in different form as all comes
from different background. This becomes the basis of conflict among employees as every

individual interpret the message passed by the another in different way and in their language.
This distorts the communication and thus becomes the main challenge faced by the organization.
These are the various challenges which are faced by H & M as their organization contain people
from varied cultures.
As illustrated by Supalo (2015) the primary importance of inclusive workforce at the
workplace is that it results in greater job satisfaction. An inclusive organization values the
contribution of the employee and thus recognizes their hard-work which eventfully raise their
satisfaction level towards the organization and work. Another benefit of having the inclusive
workforce environment is that it results in lower turnover number. Due to increased satisfaction
level, employees tend to retain in the organization when they see that the company is embracing
their backgrounds and perspectives. This eventually raise their morale and thus helps the
organization to reduce the turnover number.
According to () the legislations also play crucial role in ensuring the effective
management of diversity and promoting inclusivity in organisation. The UK equality act 2010
imposes duty on all organisations to promote and foster good relationship among divers groups.
The act ensure that there must be no discrimination on the basis of diversity. Thus all individuals
must be treated with dignity and provided with equal opportunities at work place. The legislation
also prohibit workplace discrimination on criteria of diversity. It encourages organisation to
encourage inclusivity at workplace so that all individuals can have equal growth opportunities.
Research Methodology
Data collection
There are generally two sources of data collection primary and secondary. Secondary
data consist of the information which has been collected and gathered by other individuals and
thus provide ready-made information to the researchers. The main role of secondary data in
research study is that the time and efforts of the researcher are saved, and they do not have to
search for the fresh information. Thus, it has an important role. The source which is being used
for the collection of data is is primary source. Primary source usually provides the first hand
information which helps the researcher to analyze the results and draw conclusions. Within the
primary source, the data and information is collected through the use of questionnaire (Sutton
and Austin, 2015). A questionnaire is the series of question on the paper which h is used for
gathering the information on various attributes. In this research, questionnaire is used which was

being distributed to different target customers for their feedback and thus they data was collected
through the administration of this questionnaire. The study also gathered secondary data from
books, journals etc.
Sampling process
Sampling process is basically used for the statistical analysis of the sample collected for
the purpose of research from larger population. There are various types of sampling techniques
like probability sampling, stratified sampling, multistage sampling, cluster sampling, systematic
random sampling, simple random sampling and each one has its own advantages. This sampling
process is generally divided on the basis of the amount of sample taken which differs in every
process. Here, among the various processes, simple random sampling is used. Random sampling
is basically the sampling process in which each and every sample has the equal probability and
opportunity of being selected. In short, every member of the sample are exposed to the similar
opportunity of being chosen in the sampling process. In this study a survey will be conducted
with sample size of 20 employees as a respondent to collect primary data.
Research techniques
In order to make the process of research effective, various techniques are used which
helps the researcher to perform the work more thoroughly. There are mainly two research
techniques qualitative and quantitative (Johnston, 2017). Quantitative techniques are the one in
which quantifiable information as well as data are gathered and thus the information is being
collected from potential customers. Here for the research process, qualitative and quantitative
technique is used. Qualitative technique is basically the research technique which focuses on
gathering the information via open-ended communication. It is the procedure of collecting non-
numerical data.
Ethical consideration:
In the primary data collection ethics are also considered so that research validity and
accuracy can be increased. It is the responsibility of the researcher to ensure that all participants
are informed about study objectives and methods. During entire research the safety and privacy
of participants must be assured. Further the participants must also have the right to withdraw
from the study at any instant of time. Research participants must also be treated with dignity and
respect.
Methods for gathering data

Data is usually gathered through variety of methods but the most important method
which is being used here is the questionnaire. This the primary source of data collection and
within that source, questionnaire is the method through which the information on various
attributes have been gathered. Open ended questionnaire has been used for ensuring the
effectiveness of research.
Questionnaire
Age :
Name :
1. How long you been working with H&M ?
 1 year
 1-2 year
 More than 2
2. What processes are currently in place to achieve organizations diversity goals and
objectives ?
 Recruitment
 Empowerment
 Recognition of diversity champions
3. What initiatives H&M takes towards diversity incorporated into the following ?
 Organizational core values.
 Quality Programs
 succession planning
4. Does diversity strategies measures effectiveness for the company development
 Yes
 No.
5. Who has lead responsibility for managing diversity in your organizations ?
 Equal opportunity civil right
 Diversity office
 Human Resources
6. What are the issues company faced while implementing a diversity planning ?
 Communication Barrier

 Resistance to change
 Wage Equity
7. Which strategy is implemented for workplace diversity within H&M ?
 Train diverse approaches
 Improve communication between employees
 Recruit Diversity
8. What employees groups does your organization currently have in place ?
 Task force
 Union
 Change agents
9. Does employees are satisfied with the strategies of diversity ?
 Yes
 No
10. How effective are those strategies and initiatives to welcome aging employees at H&M ?
 High
 Low
 Neutral
11. Employees at H&M find it difficult to work with ageing employees in the workplace ?
 Yes
 No
12. Review and give you suggestions on the aging workforce strategies ?
13. How organization is contributing in maintaining inclusivity at work place?
 Cross cultural training
 Education programs and celebrating diversity
 Regulations and monitoring
 All the above
14. In your opinion which organizational aspects are influenced by improved inclusivity at work
place?

 Team work and collaboration
 Better understanding of diverse customer needs
 Work culture productivity and efficiency
 All the above
15. Which challenges are faced by organization in implementing inclusivity initiatives?
 Employee resistance
 Resource limitation
 Lack of awareness
Data Interpretation
Theme 1: Long you been working with H&M
1. How long you been working with H&M ? Frequency
1 year 6
1-2 year 4
More than 2 10

Interpretation : As per the above interpretation and table, it has been found from the study that
how long managers have been working in the within the organization. As per the discussion it
has been concluded that, as per the 6 managers they stated that they spend 1 year in H&M with
having good environment. Other 4 managers were happily worked with the company with having
more than 1 to two years. Along with that, it is very necessarily effective that how much business
is given positive impact on employees sustainability.
Theme 2: Currently in place to achieve organizations diversity
2. What processes are currently in place to achieve organizations diversity goals
and objectives ? Frequency
Recruitment 9
Empowerment 5
Recognition of diversity champions 6
1 year 1-2 year More than 2
0
2
4
6
8
10
12
6
4
10
Column B
9
5
6
Recruitment
Empowerment
Recognition of
diversity champions

Interpretation : It has been found from the above table that which process is mainly required
and important for the business gain. As per the observation from workplace it has been found
that according to 9 managers recruitment is the process which is adopted by the organization to
implement the diversity environment at the workplace environment. Besides, Empowerment is
the second option which has been chosen by the employees according to 5 employees. Apart
from this rest of the 6 respondents were stated that 6 managers thinks that recognition and
diversity of champions is the strategy which is taken by the company for enhancing the role of
diversity within the environment.
Theme 3: H&M takes towards diversity incorporated
3. What initiatives H&M takes towards diversity incorporated into the following ? Frequency
Organizational core values. 8
Quality Programs 7
succession planning 5
Interpretation : It has been found from this observation by all respondents that what initiatives
has been taken by the company to incorporate the new diversity changes within the organization.
So as per the observation of managers. According to 8 respondents company has been taken
organizational core values in order to incorporate strategies. Other 7 respondents were stated that
quality programs that been taken by the organization in different context. Rest of the 5 members
Organizational core values.
Quality Programs
succession planning
0
2
4
6
8 8
7
5
Column B

thinks that succession planning is the adopted strategies which company incorporated by the
H&M.
Theme 4: Diversity strategies measures effectiveness for the company
4. Does diversity strategies measures effectiveness for the company development Frequency
Yes 15
No. 5
Interpretation : It has been concluded from the above task that how much business organization
measure effectiveness of diversity strategies for the company development. It has been
concluded by the 15 members stated yes company evaluate the effectiveness of the strategies.
Rest of the 5 managers stated no.
Theme 5: Lead responsibility for managing diversity
5. Who has lead responsibility for managing diversity in your organizations ? Frequency
Equal opportunity civil right 7
Diversity office 5
Human Resources 8
Yes No.
0
5
10
15
20 15
5 Column B

Interpretation : It has been analyzed and observed from the study that how company lead
responsibility for managing diversity in within the organizations. So it has been analyzed by the
7 respondents that equal opportunity civil rights has taken initiative to protect the workplace
diversity and protect the employee harassment. On the other hand, according to 5 managers they
suggested that diversity office take lead towards the employee diversity within the business
organization. Rest of the 8 respondents were concluded that human resources is taking as a lead
position towards diversity and environment. So it has been observed that majority of sample is
reflected towards human resource department.
Theme 6: Issues company faced while implementing a diversity
6. What are the issues company faced while implementing a diversity planning ? Frequency
Communication Barrier 7
Resistance to change 8
Wage Equity 5
Equal opportunity civil right
Diversity office
Human Resources
0
2
4
6
8
10
7
5
8
Column B
Communication Barrier
Resistance to change
Wage Equity
0
2
4
6
8 7
8
5
Column B

Interpretation : As per this questionnaire survey it has been concluded that what are the barriers
that company facing while implementing the diversity strategies. According to 7 managers they
were think that due to diversity strategies communication barrier is the biggest issue which is has
been rise in the process of implementation. Also it requires to be the most competitive . Rest of
the members 8 manager stated that resistance to change is the another option according to which
company facing issues. Rest of the 5 managers stated that wage equity is the issue which
company facing issues in diverse business environment.
Theme 7: Strategy is implemented for workplace diversity
7. Which strategy is implemented for workplace diversity within H&M ? Frequency
Train diverse approaches 9
Improve communication between employees 8
Recruit Diversity 3
Interpretation : As according to this interpretation, it has been concluded that which initiative
or strategy has been implemented in withing H&M. So according to all 20 managers 9 of them
were stated that H&M more towards hiring diverse approaches for making environment more
diverse. Apart from this, 8 were stated that company improving communication between
employees by introducing new employee thoughtful ideas and new growth. Rest of the 3
managers stated that recruit diverse candidate for the position is the initiative taken by the
organization.
Theme 8: Groups does your organization currently have
Train diverse approaches
Improve communication between employees
Recruit Diversity
0
2
4
6
8
10 9 8
3 Column B

8. What employees groups does your organization currently have in place ? Frequency
Task force 10
Union 5
Change agents 5
Interpretation : As per the above stated table or survey it has been concluded that which group
of employees majorly working at H&M. As per the observation it has been analyzed that 10
employees preferably belong to the group of task force, rest of the people 5 managers think that
the employees belongs to the Union and rest of the five respondents think that employees
working within the organization are change agents.
Theme 9: Employees are satisfied with the strategies of diversity
9. Does employees are satisfied with the strategies of diversity ? Frequency
Yes 15
No 5
10
5
5
Task force
Union
Change agents

Interpretation: As per the above table or graph it has been analyzed that does employees within
the organization are satisfied with the diverse environment of the company or not. So as
according to the 15 managers they have think that employees are satisfied with the diverse
workplace environment so as them as well. Besides, rest of the 5 managers think they no they
are not because of the communication barrier clarity in business goals. A lack of understanding
between the different employees.
Theme 10:
10. How effective are those strategies and initiatives to welcome aging
employees at H&M ? Frequency
High 7
Low 7
Neutral 6
Yes
No
0 2 4 6 8 10 12 14 16
15
5
Column B

Interpretation : As per the above data and table it has been found by the researcher that how
effective company strategy is for ageing people. So on this statement majority of employees
response is moderate in between high and low and only 6 people neutral who thing similar.
Theme 11:
11. Employees at H&M find it difficult to work with ageing employees in the
workplace ? Frequency
Yes 12
No 8
7
7
6
High
Low
Neutral
Yes No
0
2
4
6
8
10
12
14
12
8
Column B

Interpretation : As per the above table it has been defined that how many employees get
affected while working with old age people. So as per the data majority of the respondents don't
have any issue. While on the other side, 8 were have issue with working ageing people.
Theme 12: Review and give you suggestions on the ageing workforce strategies ?
Interpretation : As per this open ended questions majority of managers has been positive aspect
towards ageing workforce by given reason that they are more capable and experienced. So such
experiences can be useful for the business growth. Some other members think that old people can
create misjudgement on the aspect. Majority of managers suggests that company should take this
as diverse strategy once in order to measure the performance outcomes.
Theme 13: Managing workplace inclusivity
13. How organization is contributing in maintaining inclusivity at work place? Frequency
Cross cultural training 6
Education programs and celebrating diversity 4
Regulations and monitoring 5
All the above 5
Interpretation:
Cross cultural training
Education programs
and celebrating
diversity
Regulations and
monitoring
All the above

Out of total sample population 5% employees informed that inclusivity can be maintained
only with the help of strict monitoring and regulations so that discrimination can be avoided. Out
of 20, six participants informed that cross cultural team work and training programs are effective
to contribute managing diversity. Only 4 participants informed that in their opinion celebration
and respect of different cultures, education programs contribute in the desired goals.
Theme 14: Impact of inclusivity on different aspects of business
14. In your opinion which organizational aspects are influenced by improved
inclusivity at work place? Frequency
Team work and collaboration 2
Better understanding of diverse customer needs 6
Work culture productivity and efficiency 2
All the above 10
Interpretation:
Nearly 50% of the participants agreed that inclusivity affects more than one
organisational aspects such as team work, better customer services, work productivity and
Team work and
collaboration
Better understanding of
diverse customer needs
Work culture
productivity and
efficiency
All the above

culture and employee efficiency. A good number of 6 participants informed that the inclusivity
affect the quality of customer services to a great extent in positive way.
Theme 15: Challenges for inclusivity initiatives
15. Which challenges are faced by organization in implementing inclusivity
initiatives? Frequency
Employee resistance 13
Resource limitation 1
Lack of awareness 6
Interpretation:
It is interpreted that out of 20 participants majority of 13 participants stated that
resistance from the employees which make it challenging for the organization to implement
inclusivity or diversity. 6 participants also stated that there is limited awareness about the
importance of diversity and inclusiveness practices. It also act as key challenge for the
organization to support work place inclusiveness.
Results and discussion
From the above diagrams and graphs it can be summarised that there are various challenges that
are being faced by organisation in inclusivity initiatives. Mainly because of the employee’s
Resource
limitation
Lack of
awareness

resistance the inclusivity criteria cannot be implemented. It has also been analysed that the
impact of inclusivity is really positive because of this work culture, productivity and efficiency
can be enhanced and increased. It has also been summarised that the workplace diversity can be
managed with the help of cross cultural training and by making environment of organisation
better and peaceful (Trehan and Glover, 2019)
. It has also been analysed that there are so many workers who find it difficult to work with
ageing employees. They have a thinking that elderly aged people can create miss-understanding.
It has been analysed that recruitment is the process which is adopted by the organization to
implement the diversity environment at the workplace environment. There are various workforce
strategies that needs to be implemented by the organisation so that inclusivity can be maintained.
In this the company also needs to evaluate the needs and demands of diverse workforce who are
been working in firm. This has assisted them in retaining workers and also because of this the
employee turnover has been lowered down. This has also assisted them in lowering down of
turnover of workers. This helps them in solving the issues not only in their professional life but
also in the personal life. Their experiences and learning provides the other employees with wide
range of knowledge which eventually helps them in achieving the organizational objectives. It
has also been evaluated that more towards hiring diverse approaches for making environment
more diverse (Kaminska and Borzillo (2018). It has also been analysed that keen initiatives are
been taken so that the employees belongingness increases and in this they increase awareness
about the diversity. Strict regulations and rules has been implemented so that the diverse culture
can be maintained so that goals and objectives of firm can be achieved. This will assist the
organisation in growing.
Personal Reflection
As according to my point of view it has been observed by me that the selected topic of
my research is very productive for these days where the companies worked with diverse
workforce environment. Throughout this study I have gained knowledge in the context of
company development and its advantage gained by diversity of people. I have gained this
knowledge from my literature review part where I have described the arguments of different
authors (Hunt and et.al., 2018). Also, I have defined that how company can initiate this strategies
I have gained skills to analyse the understanding with the topic. In order to my personal
development I have gained my confidence to with people at time of collecting information from

questionnaire. Also I improved my technical skills by implementing the statistical tools and
methods. In order to perform this research I have gathered information through research methods
and use distinct techniques. I have used research approaches, data collection techniques, research
design, I have taken sample size 20 to conduct a survey with managers of H&M. I have
measured some problems while I used to communicate with the respondents. Also I faced issue
of misunderstanding between them. In order to overcome such issues I have to need to adopt
some new communication techniques also need to get over from such issues. In this research I
have taken sources and information through secondary research techniques through journals,
books, internet. I have also gained knowledge in terms of research which is very helpful in my
career development. I will conduct different research in my future. I will make sure that next
time I will be using different methods and techniques and not repeat the same methods again
which I already used in this research (Byrd and Scott, eds., 2018). I would defiantly prefer to
have different topic for the research not same as with the present and also using new research
skills. And also make sure that I will never repeat the mistakes as I did with this research.
Recommendations
In order to recommend some more ways and strategies towards the research topic. It must
be related to those initiatives which is been taken by the organization for workplace diversity.
Along with that, it also helps to clarifying the sources and business task to be very. It also very
important for the person who taking business opportunities and also brings. The things into more
clearly manner (Goby, Nickerson and David, 2015). It is recommended to the H&M to better
formulate and describes the online classifieds and ads into more effective manner. Rewrite the
mission statement of the the company to include diversity so that can helpful for the business to
more effectively understand the business goals.
In order to implement workplace diversity, H&M can also recruit ageing employees as
they are more experienced and practical in terms of performing the business task. Ageing people
also very thoughtful and good leaders which helps company to build strategic goals.
Additionally, it is essential that the staff resembles the demographic of the company and also
includes hiring customer outputs. Basically, the strategy to introduce diversity at workplace
environment is recruit diverse candidates from different places. Retail sector of UK can also be
very important and thoughtful to be very much influencing. In order to improve cultural
influence or diversity at the workplace environment. H&M can also trained their employees in an

more efficient manner. Also,diversity can helpful for younger individuals to accept the things
into more effective manner (Douglas, Williams and Walsh, 2017). By providing training and
development classes to employees can also helpful to manage the work into more efficient
manner. Keep an Open door policy is the another strategy that can be adopted by the H&M in
order to introduce new diversity environment. It is also required by the employer to encourage
retention and focus on long term career goals. It helps to getting advances and growth offered by
the firm. This business created learning and development programs that focus on building
relationship and better develop the new managing work diversity. As work diversity make
employees and make environment productive. Also work diversity is essential for developing
business growth as well (Douglas, Williams and Walsh, 2017). Improve conflict resolution.
CONCLUSION
In the basis of above interpretation and discussion on the topic of strategic initiatives for
diversity workplace environment. So in order to study it has been concluded that how much
business organizations should have need to focus on the workplace planning and should includes
the strategies of diversity. Also it is required for the business to manage the systematic goals and
services to get more results and evaluation techniques. In order to fulfil the purpose of this
research, study has been analysed data through observation of the data collected by the
respondent.

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APPENDIX