Managing Culturally Diverse Workforce at Eurostar London

This research dissertation focuses on the impact of managing culturally diverse workforce at Eurostar London. It explores the benefits, challenges, and ways to manage diversity in order to improve business performance and productivity. The study uses a quantitative research methodology and includes a literature review, research methodology, presentation of results, and conclusion.

Research Dissertation
(Managing culturally diverse
workforce at Eurostar London)

Abstract
This paper presents study over increasing workforce diversity within the business
environment, thus, workforce diversity is recognised to be the most effective area of study which
refers as the most considered issue of human resource management in the modern business
environment. Thus, businesses now a day’s are facing a lot issue in relation to the area of
managing culturally diverse workforce and it is evaluated as the most prior aspect of business
which helps the business in developing the operations and progression of the business.
Workforce diversity defines similarities and differences in between of employees in terms of age,
cultural background, physical abilities and disabilities, race, religion, gender, and sexual
orientation. Therefore, individual are alike as they are different in not only the perspective of
gender, culture, race, social and psychological characteristics but also in their perspectives and
prejudices. Society had discriminated on these aspects for centuries. In this specific analysis the
study has been executed over the area of Eurostar London, as it is the large and high speed travel
service provider, which has its major concern over promoting diversity at workplace, thus it is
effective for the business in attaining higher growth and success. In this present study,
quantitative research is being applied as it is effective in conducting detailed analysis which
helps in assisting the whole work in right manner to over come the issue. In addition to this,
primary as well as secondary both the tools are being prominent in executing this analysis in
imperative manner, therefore, primary research is being considered as the major source of
accumulating first hand data via the help of conducting survey as in this questionnaire is being
developed to gather information. On the contrary side, secondary study is being equality in
developing theoretical perspective via the opinion analyse of authors and writers, thus in this
books, journals, published articles are the major source of information accumulation.
Furthermore, conclusion has played an effective role in providing summary in regards to the
findings of the research.

Table of Contents
Abstract............................................................................................................................................2
Title..................................................................................................................................................1
Chapter 1: Introduction....................................................................................................................1
Chapter 2: Literature Review...........................................................................................................3
Chapter 3: Research Methodology...................................................................................................8
Chapter 4: Presentation of Results and discussion and findings....................................................15
Chapter 5: Conclusion and Recommendation................................................................................27
Conclusion............................................................................................................................27
Recommendation..................................................................................................................28
References......................................................................................................................................30
Appendix........................................................................................................................................33

Title
To identify the impact of managing culturally diverse workforce in improving business
performance and productivity. A study of Eurostar London.
Chapter 1: Introduction
Overview of the Research
The present study initiates to determine the potential the impact of managing culturally
diverse workforce in improving business performance and productivity. Therefore, it considered
as one of the key challenge of human resource management within modern business era because
of globalisation of business, alternation in economic or political environment (Cano, 2020).
Workforce diversity mainly refers as the key concern of each size of business, thus it defines as
the means of differences and similarity among individual within a workplace in terms of age,
cultural background, physical abilities, religion, race, gender and sexual orientation and so on.
However, businesses now a day’s are very much concern over promoting diversity at workplace
for the intention of exploring their operations and progression, thus people from diverse area are
more liable in attempting business operations in effective manner via the contribution of their
unique skills and abilities. In the present investigation the overall analysis is based on the study
of Eurostar London, thus it is an international high-speed railway service provider. However, the
business is concern over enhancing diversity at workplace in respect to attaining higher growth
and success (Fine, Sojo and Lawford‐Smith, 2020).
Background of the Business
In today’s modern business environment, the primary motive of each business is to
attaining higher growth and success and for this, businesses are concern over managing diversity
at workplace (Dover, Kaiser and Major, 2020). Therefore, in this the study is based on Eurostar
London and it is an international high-speed railway service provider which connects London
with with Amsterdam, Avignon, Brussels, Bourg-Saint-Maurice, Disneyland Paris, Lille,
Fréthun, Lyon, Marseille, Paris, and Rotterdam. Therefore, All its trains travel by the Channel
Tunnel among the United Kingdom and France, owned and operated separately by Getlink. The
services of Eurostar is began by the year of 1994 and make sure to provide high speed train
facility to the people (Lyon, 2020).
Rationale of the Research
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The research into consideration is based on analysing the impact of managing culturally
diverse workforce in improving business performance and productivity, therefore, it is a wide
academic writing which is imperative in providing an effective knowledge base regarding the
area of cultural diversity and how it is beneficial for the business growth and success (Harry,
2020). This analysis is worth studying because cultural diversity is recognised as the key
challenge in today’s modern business environment which influences the operations and
progression of the business. Thus this study provides in-depth analysis over the chosen area and
provides benefits to the businesses to resolve the issue if diversity at workplace. In addition to
this, the analysis is also being executed for the sack of the personal interest of the researcher, as
the investigator wants to get better idea about the recognition and attempt their future projects in
more liable manner.
Research Aim
To identify the impact of managing culturally diverse workforce in improving business
performance and productivity. A study of Eurostar London.
Research Objectives
 To develop basic understanding about the culturally diverse workforce in context of an
organisation.
 To determine the different ways for managing culturally diverse workforce at Eurostar
London.
 To analyse the importance of managing culturally diverse workforce on business
productivity and performance of Eurostar London.
 To determine the challenges that may be face by Eurostar London while managing
cultural diversity.
Research Questions
 What is the concept of culturally diverse workforce in context of an organisation?
 What are the different ways for managing culturally diverse workforce at Eurostar
London?
 What are the importance of managing culturally diverse workforce on business
productivity and performance of Eurostar London?
 What are the key challenges that may be face by Eurostar London while managing
cultural diversity?
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Chapter 2: Literature Review
It is most crucial aspect of exploration project, as it leads effectively to creating a profound
theoretical structure that allows the overall research to achieve true and reliable results. The
secondary sources are the literature review and therefore do not analyze the experimental work.
The secondary sources which used in collection of data are books, articles, journals, scholars and
others. The main purpose of the literature review is to examine the views of previous authors so
as to highlight a given topic (Barak, 2016). The Literature Review chapter under which purpose
knowledge is explored in depth. This data is collected through credible and accurate online
sources. It is easiest way to receive accurate and credible knowledge.
Culturally diverse workforce in context of an organization
As per viewpoint of Dr. Richard T. Alpert (2020) at workplace, cultural diversity is when
organizations are open to requesting staff members from all the different backgrounds regardless
of religion, culture and race. When the organizations higher and sustained it was full of the
people this brings about various advantages to organization as well as it staff members. People
from the different background various perspectives and their contribution permits group to look
at the issues from all angles. Cultural diversity at workplace is result of practices, traditions and
values of staff members based on the age, religion, Gender and ethnicity. Economic globalization
is main driving force of the cultural diversity at workplace. Managers have realized that the
workforce diversity gives material as well as intangible benefits. In context to managers, main
advantages of cultural diversity at workplace, they should communicate their commitment to
addressing challenges of diverse workforce. Manager should see to celebrate staff member’s
diversity to avoid the issues at workplace such as hostility and awkwardness. Every person can
be described as being diverse because they have the unique view point, diversity at workplace is
related to particular group who have experienced discrimination. Diversity and inclusion
programs in company are introduced to overcome from barriers of various group of the people
working together in productive manner (Bouncken, Brem and Kraus, 2016). Cultural diversity is
not really a fad in near future. Globalization is still there, which means that companies need to
promote programs that build a diverse cultural workforce. Though guidelines in a company
manual are good beginning, multiculturalism is more concerned with thought than with
guidelines in a company manual. Professionals should also be coordinated in the same way that
cultural diversity is embraced. There is no underestimation of the value of cultural diversity at
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work. Different workers make the ultimate difference and help to stay on right side of law.
Organizations with transparent strategies for diversity and inclusion benefit from happy,
successful and profitable workers.
As contrary to this Don Potochny (2020) Cultural diversity is known as multiculturalism, a
broad set of values that recognizes and encourages the interests of all the communities that make
up the organization. Cultural diversity is a significant factor in the implementation of diversity
and inclusion programs in the business. The introduction of a systematic Diversity and Inclusion
Policy will also be illustrated by cultural diversity. It is not only to follow federal guidelines that
specifically state discrimination on the basis of demographic issues that should be considered
unlawful that Cultural Diversity programs must be created. Multiculturalism has many
advantages at work, beginning with raising bottom line such as enhance profit, increased
creativity, Positive Brand Reputation, Reduce Employee Turnover and others.
The Equality and Diversity policy of Eurostar London stated that colleagues deserve to
respect and values. From the hiring, training and development have policies to assure it
recognize talent in the every form. It is committed to improving the gender balance and have
more initiatives to support recruitment as well as development of the talented women across
business (Emeh, Njoku and Ukenna, 2017).
Different ways for managing culturally diverse workforce at Eurostar London
On the basis of Eric Dyson (2020) Managing cultural diversity at work successfully allows
each employee to accept them, enables them to take an active part in company decisions and can
also improve the credibility of the company to attract talented and best talents. Stereotyped
interactions can cause destruction. Prejudiced members do not respect minority members as
individuals. Only race, sex, or sexual orientation can be seen. They want individual to comply
with their loss. As a consequence, the contact and actions of the minority are mediated by their
damage. Once team combines, it becomes more creative and more effective with diversity. The
outcome for those on team is better salaries, rewards and even product choices. On the other
hand, to hire the diverse workforce is complex, sustain and maintain diverse workforce is more
challenges. There are different ways for managing the culturally diverse workforce at Eurostar
London given below:
Understanding Cultural Differences- This is necessary to know about the dimension of cultural
diversity of staff members at an organization consisting perception of the time, communication
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patterns, Hierarchy, distance and others. This is important to educate Human Resource
Department as well as management team regarding issues which may arise in order to optimize
performance level of staff members and reduce adverse consequences that arises the cultural
differences at workplace. With adequate comprehensive towards differences, managers of
Eurostar London can work together with human resource persons to set the better policy for staff
members at workplace (Han and Beyerlein, 2016).
Practicing effective communication- Conflict at workplace arises when any misunderstanding
occurs. For the locals, on their communication style may be different but as the local they do
understand what forms useful. For the people which belong to other country, they have entirely
different style. There is a need to Staff members to learn in- depth about each other and also
communicate in casual way other than just on the working area so that they can able to learn
about the different style of speaking of each other. This will help in understanding each other and
also able to share their view points and opinion with each other. This is necessary to develop
better working relationship but more necessary to work together is team. In this manner, one
knows the style of other work can be effectively communicated without arising any
misunderstanding.
Introducing free speech- To develop the harmonious workplace, acceptance and appreciation
are main important factors with culturally diverse workforce. Managers and human resource can
work together for in inculcate environment for the staff members can able to talk comfortably
with each other regarding differences. It can be done through introducing Mentoring programs
for the new hires as well as open the communications section periodically for the each employee
to share their ideas as well as new knowledge. With various backgrounds of staff members, this
is nice to celebrate necessary holidays of each other country. When the staff members feel
secured as well as accepted regardless cultural differences which they form from the each other,
their moral can be enhanced and their capability to perform the activities can be increased
(Lambert, 2016).
Working calendars- It is much easier to run a culturally diversified team as it incorporates
national holidays in their work schedule. This allows employees also to efficiently manage and
prioritize their work, knowing that on those festive days they will spend short period of time. In
this way, other than to remember the staff members how organization appreciates them. The
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additional benefits given to workers are improved their efficiency and excitement for each
position other than to promote the employee's feeling of acceptance and security.
As contrary, Janine Schindler (2020), In order to manage effectively in a global and
domestic multicultural environment, Eurostar with a diverse workforce must recognize
differences that may arise through working with diverse people. Moreover, organizations have to
transform these gaps into benefits instead of overlooking them or enabling them to cause even
more problems. Managers must also be taught how to value diversity and also learn in what
manner to work with them to reach their full potential. The organization's cultural diversity is
handled by management and staff, as well as its benefits and drawbacks. Managing the cultural
diversity has been shown to improve Employee retention and minimize cost related with
employee turnover. In diverse workforce, staff members are likely to remain loyal when they feel
that they are expected as well as value for unique contribution. Diverse workplace will help
company to understand the target demographics. Diverse workplace can better align the culture
of an organization with the demographic makeup. The main objective of managing the cultural
diversity at workplace is helpful in developing the positive working relationship.
Importance of managing culturally diverse workforce on business productivity and performance
of Eurostar London
According to opinion of Rick Lepsinger (2018) managing the cultural diverse workplace is
helpful in enhancing the productivity as well as performance level of the Eurostar London
Company. Different backgrounds people are work at common place helps in motivated them and
they focus towards make innovation. Cultural diversity attracts best talent in multicultural
organization. This is easier to serve a growing global market as these organizations have a better
understanding of the needs of legal, economic, political, social and cultural environments of the
foreign countries. To maintain a dynamic atmosphere, workers of Eurostar London are best off
solving problems, implying multiple perspectives while coping with different complicated issues.
Staff will execute changes and gain organizational versatility. In addition, it brings its own
experience, talents and also skills to customers ' demands easily and globally. Presence of the
diversity within an organization is also social responsibility of a company and a non-
discriminatory equality of opportunity between groups. Diversity increases organizational
productivity and creativity. A diverse environment has positive impact on the performance of a
Eurostar London and furthermore examined that managing diversity will contribute to a
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competitive advantage while enhancing an organization's efficiency. Other importance of
diversity management at a workplace include increasing work opportunities and absenteeism and
staff members who feel valued at work generally works harder, involved and more innovative.
As contrary to this, Katie Sawyer (2020) stated some importance of managing culturally
diverse workforce on business productivity and performance of Eurostar London given below:
Innovation- When in an organization everyone is from similar background then they are likely to
have the same ideas. In context to remain competitive, Eurostar London requires new ideas as
well as concepts. Diverse workforce brings the unique perspectives on how to solve the issues as
well as innovate for gaining the competitive advantages.
Compliance- Eurostar London organization must comply with federal as well as state laws
prohibiting the practice of discrimination. Promoting a new workforce that values everyone helps
businesses to comply with law and ensures that each worker is to be treated with respect they
deserves (Nehring, 2019).
Reputation- Commitment to diversity demonstrates that company values, equality and fairness.
These characteristics have positive impact on reputation of company with suppliers as well as
consumers. Eurostar London openly hires best candidates for vacant job role irrespective of
which group they are related will gain loyalty of customers as well as better reputation of
company
Productivity- Managing diverse workforce is helpful in enhancing the organization productivity.
If staff members of different backgrounds are working together at workplace and share their
views and opinion with each other than they are able to focus on attaining the performance at
objectives by working together in a team. It helps in making their relationship strong and the
chances of arise conflict can be reduced (Riccucci, 2018).
Respect- Diverse workforce enables the team members to appreciate or respect differences in
each other due to positive contribution which people brings. Where the co-workers are open to
be learning from the each other, they are appreciating that diversity in enables them to be
function functioning as team.
Growth- A business has diverse workforce here, it can establish ties with people from different
cultures. Different workers will advise businesses on the best approaches for attracting new
customers. Staff members who speak foreign languages and aware of international business
cultural norms can be essential to the development of a company (Syed and Ozbilgin, 2019).
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Chapter 3: Research Methodology
Research methodology is an important and fundamental part of dissertation that supports
investigator in gathering as well as collecting of valid information about any type of study.
Research methodology introduces to the process of data collection and data analysis that
facilitates researcher in achieving valid outcomes of the study (Achyldurdyyeva, Wang, Lin and
Jaw, 2019). This section of dissertation includes different number of useful methods and
approaches that has been applied within a study for gathering and analysing valid and reliable
data about the impact of managing culturally diverse workforce in improving business
performance and productivity of an organisation. Main purpose of research methodology is to
helps researcher in collecting of accurate information from different numbers of suitable methods
or techniques. These methods or techniques will be explained as below in detailed manner and
with purpose for achieving research aim and objectives systematically and effectively. These are:
Research philosophy: It is a set of beliefs that is mainly related with the nature of reality that
will helps researcher in doing research effectively. There are basically three main philosophies of
research that are essential within research process. These are ontology, epistemology and
Axiology. Ontology explains the nature of reality and epistemology supports researcher in
finding the data that they can prove without any doubt. Axiology helps investigator to learn how
opinions and valuable impact the data collection and data analysis of research (Dennissen,
Benschop and van den Brink, 2019). All these are effective but epistemology philosophy will be
used because it helps in collection and analysing of valid information. There are two types of
epistemology philosophy which are positivism and interpretivisim. Both types are essential but
within a dissertation positivism philosophy has been followed by investigator.
 Justification: Main research behind selecting positivism philosophy for current study is it
aid in collecting, analysing, using and interpreting of quantitative information with no
additional time and cost as compare to interpretivisim type of epistemology philosophy
(Dennissen, Benschop and van den Brink, 2020).
Research approach: This refers to the useful and valuable process of data analysis that has
two approaches such as inductive and deductive. These are main types of research approach that
assist in analisation of qualitative and quantitative information. For performing current
dissertation over the impact of managing culturally diverse workforce in enhancing business
8

performance and productivity of company, deductive approach has been applied by the
researcher (Dhiman, Modi and Kumar, 2019).
 Justification: Main intent behind following deductive approach for current research is it
support in analysing of quantitative information in less time and in effective manner. On
the other side, inductive approach is not follow for performing this dissertation because it
is based on qualitative information that resulted in additional time as well as resources
also (Elkhwesky, Salem and Barakat, 2019).
Research strategy: This is an important part of research methodology that explains how the
investigator intends to do research. This section has different number of research strategies
which are action research, experimental research, interviews, surveys, case study research or a
systematic literature review. All these are main types of research strategies but for carry out
research on existing topic, surveys and systematic literature review has been applied (Gibbs, Han
and Lun, 2019).
 Justification: Survey is a part of primary data collection and systematic literature review
is associated with the secondary data. Main research for selecting questionnaire as a part
of survey is it assists in collecting of valid and quantitative data by consuming minimum
time period. On the other hand, systematic literature review was used by researcher for
collecting secondary data (Gupta, 2020). Main idea behind using systematic literature
review as it aid researcher in collecting of in-depth and accurate information from
number of secondary sources i.e. books, articles etc.
Research choice: There are basically three choice of research for researcher which is mono
method, mixed method and multi-method. Mono method is suitable when researcher needed to
collect one type of data such as qualitative or quantitative. Mixed method refers to the
combination of qualitative and quantitative research. Multi-method is similar with the mixed
method but there is one difference which is mixed method combines research methodology to set
up particular set of data, multi-method does not. Therefore, these are effective choice but for
conducting current research on the impact of the impact of managing culturally diverse
workforce for improving business performance as well as productivity, mono method will be
used by researcher (Luanglath, Ali and Mohannak, 2019).
 Justification: Main rationale behind selecting mono method as it only includes one type
of data; that is using qualitative or quantitative methodology. Under mono method,
9

quantitative research methodology has been chosen by investigator because this will
helps them in collecting of numerical and quantitative data within limited time duration.
On the other side, qualitative research methodology is not suitable for performing this
research because it need qualitative data and also not helps in selection of large number
of sample size (Maturo, Migliori and Paolone, 2019).
Time horizon: This part of research methodology explains the needed time period for the
completion of full project or dissertation. Cross sectional and longitudinal are determined two
types of time horizons. Cross sectional type of time horizon is already recognized, whereby the
information must be gathered. Longitudinal time horizon is another type that takes extra time in
collection of data. Within a dissertation, cross-sectional time horizon has been followed by
researcher (Ohunakin and et. al., 2019).
 Justification: Main intent behind selection cross-section time horizon is it is based on
actual situation and also not requires more time period in completion of full dissertation.
Apart from this, Gantt chart will be applied by researcher for identifying starting and
ending time period of research completion. Gantt chart refers to the important tool of
time management that support researcher in presenting of each activity of dissertation in
graphical manner. This tool includes number of activities that support researcher in
identification of starting and ending time of research (Otaye-Ebede, 2019). Gantt chart of
current dissertation has been shown as below:
10

11

Data collection and data analysis: These are refers to the essential process of collecting and
analysing of information about the topic. Data collection and data analysis will be explained
separately as below:
Data collection: There are two methods of collecting data which named are primary and
secondary. Primary data is explained as information gathered from the different source i.e.
interview questionnaire etc. or first hand. Secondary data is derived from the view of other
researchers or authors and from the secondary sources such as articles, journals, books etc. Both
sources of data collection are used within an investigation of gathering primary and secondary
information regarding the impact of culturally diverse workforce on productivity and
performance of company (Özbilgin, 2019). For carry out current dissertation, questionnaire will
be applied for primary data collection and systematic literature review was applied for collecting
secondary data for literature review.
Data analysis: This refers as an important and essential process that has been applied by
investigator for analysing data in form of qualitative or quantitative. Present study is based on
quantitative data collection and for analysing this information, frequency distribution technique
has been applied by investigator. This is an effective technique that will support researcher in
making of frequency table and distributing all tables in single table. This technique is beneficial
for investigator in analysing of quantitative data in lesser time period. Along with this, Ms-Excel
has been used within a dissertation for making effective graphs by using each table of question
associated with the research title (Panis, Paulussen and Dhoest, 2019).
Sampling: Sampling introduces to the process or technique of sample selection. It is a
systematic process that aid investigator to select sample size from total population. There are two
techniques of sample selection which are known as probability and non-probability. These are
effective techniques or method of sampling but for performing present study over managing
culturally diverse workforce, probability sampling has been followed by investigator. By using
12

probability sampling method 40 employees of the company has been selected randomly (Park,
2020).
 Justification: Main purpose for using simple random sampling under probability
sampling as it not consume maximum time and also provide valid outcomes as compare
to non-probability technique of sampling (Rakowska, 2019).
Research instruments: It refers to the techniques of collecting information or data from
different number of instruments such as observation, focus group, questionnaire, modelling,
interview etc. All these are main instruments of data collection that are effective in gathering of
information regarding any field of study. In order to gather information about the managing
culturally diverse workforce and its impact over productivity and performance of company,
questionnaire has been taken (Roberson, 2019).
 Justification: Main purpose for using questionnaire within a dissertation as it will help in
gathering of valid and reliable data in minimum time period. Another reason for using
questionnaire as there is large number of samples of the known population can be
contacted at comparatively low cost. Therefore, questionnaire is a suitable method within
an investigation and facilitate investigator in gaining of valid outcomes and
accomplishing of research aim and objectives in less time duration (Sue, Sue, Neville and
Smith, 2019).
Research ethics: This is an important and essential part of the research methodology for the
reason that it support investigator in completion of entire dissertation in ethical and systematic
manner. There are some main principles of research ethics such as minimising the risk of harm,
obtaining informed consent, protecting anonymity and confidentiality, avoiding deceptive
practices, providing the right to withdraw etc. All these are consider main principles of research
ethics that must be following by investigator for conducting present study systematically as well
ethically. This will assist investigator in accomplishment of aim and objectives of study easily.
Along with this, research ethics has been considerably used to make sure that the outcomes of
the studies is taken into consideration strong and applicable (Syed and Ozbilgin, 2019). Informed
agreement, anonymity and confidentiality are the standards of studies ethics that have been used.
In order to advantage informed consent, primary research respondents had the possibility to
recognize the research goals and to permit potential respondents to decide in or out of number
one research. For the motive of records safety, the info of number one research participants aren't
13

blanketed and are not related to any of the primary study’s findings. Finally, within the hobbies
of confidentiality, the effects of the research will handiest be shared with individuals who are
worried and who are a part of the studies on a particular basis.
Research reliability and validity: This is determined as an essential section of research
methodology because it support researcher in collecting of valid and reliable data easily. For this
section, questionnaire is an effective and useful instrument of testing the reliability and validity
of data. The reliability of the research relies upon on the performance of the exam questionnaire
as the take a look at instrument. This has been piloted via numerous potential questionnaires to
make certain that specific respondents understand the questionnaire continually (Thomson, Wei
and Swallow, 2019). The questionnaire changed into revised to cope with the questions in the
questions which the respondents inside the questionnaire pilot did no longer apprehend without
problems or in addition. Since ability respondents had continually understood the revised
questionnaire, it was considered to be a reliable solution to the questions blanketed in the
questionnaire. The questionnaire changed into also established. The questionnaire was designed
to decrease check validity problems as a intently completed questionnaire, hence proscribing the
respondents ‘ answers to a wonderful answer, poor response, or no solution to the question
raised. Since the questions had been close-ended questions, it becomes usual that the
questionnaire was legitimate due to the fact the solutions have been based totally at the
respondents’ perspectives.
Therefore, above mentioned all methods, techniques and approaches are essential and
useful for investigator in conducting of current study systematically. With the help of
questionnaire researcher become able to attain research aim and objectives and gain valid results
(Zaki, Karim and Khan, 2019).
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Chapter 4: Presentation of Results and discussion and findings
This is the most imperative area of an investigation, thus it is effective in providing in-depth
evaluation via identifying, analysing and evaluating the information accumulated for the specific
analysis (Hurley-Hanson, Giannantonio and Griffiths, 2020). In this present investigation work,
analysis has been executed via the help of applying thematic analysis as it is most effective tool
for conducting analysis as in this themes are developed over the questions of questionnaire as it
is most effective tool for evaluating the analysis in effective way (Lauring and Selmer, 2012)
(Liasidou, 2012).
Frequency Table
Q1) Do you have an appropriate understanding in regards to concept culturally
diverse workforce in context of an organisation?
Frequency
Yes 38
No 2
Q2) According to you, managing diversity at workplace is significant for the
business to improvise their productivity and operations?
Frequency
Yes 39
No 1
Q3) From your perspective, is it required for Eurostar London to manage
diversity at workplace for the intention of improvising companies revenue?
Frequency
Yes 37
No 3
Q4) As per your view, what are the key significance of managing diversity at
workplace?
Frequency
Increase in productivity 8
Better company reputation 12
Increased Profits 10
Improved hiring results 10
Q5) According to your opinion, what key benefits are mainly gained by Eurostar
through managing culturally diverse workforce ?
Frequency
Variety of different perspective 8
15

Faster problem solving 7
Higher employee engagement 15
Increased creativity 10
Q6) From your perspective, which kind of influence does culturally diversity has
over the productivity and performance of Eurostar London?
Frequency
Positive 36
Negative 1
Neutral 3
Q7) According to your view, what are the key challenges that may be face by
Eurostar London while managing cultural diversity?
Frequency
Ethnic and Cultural differences 10
Language and Communication 2
Implementation of diversity in the workplace policies 12
Resistance to Change 10
Q8) As per your opinion, what key ways can be opt by Eurostar London for
managing culturally diversity at workplace?
Frequency
Increased adaptability 10
Improve hiring 10
Providing diversity training 10
Facilitate effective communication 10
Q9) From your perspective, managing diversity has created value for Eurostar
London in developing the operations and production of the business?
Frequency
Yes 36
No 4
Q10) According to your opinion, promoting cultural diversity is effective for
Eurostar London in enhancing employees engagement towards the growth
operations at workplace?
Frequency
Yes 35
No 5
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Theme 1) The individual having an appropriate understanding in regards to concept culturally
diverse workforce in context of an organisation.
Q1) Do you have an appropriate understanding in regards to concept culturally
diverse workforce in context of an organisation?
Frequency
Yes 38
No 2
Interpretation:
From the detailed analysis of the above given graph it has been evaluated that, the survey
has been executed among 40 respondents and out of that 38 are in favour with the analysis as
they are having appropriate idea about the concept of culturally diverse workforce in the context
of business and remaining people are not in favour with the same, as they are really not having
appropriate idea about the same.
17

Theme 2) Managing diversity at workplace is significant for the business to improvise their
productivity and operations.
Q2) According to you, managing diversity at workplace is significant for the
business to improvise their productivity and operations?
Frequency
Yes 39
No 1
Interpretation:
In the present analysis the study has been executed over the area of analysing the aspect
that managing diversity at workplace is significant for the business to improvise their
productivity and operations and the analysis has been executed among the 40 respondents and
out of that, 39 people are in favour with this analysis as per their view, the management of
diversity is imperative for a business to develop productivity and growth and remaining people
are not in favour with the same.
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Theme 3) It is required for Eurostar London to manage diversity at workplace for the intention of
improvising companies revenue.
Q3) From your perspective, is it required for Eurostar London to manage
diversity at workplace for the intention of improvising companies revenue?
Frequency
Yes 37
No 3
Interpretation:
From the descriptive analysis of the above given chart it has been analysed that 37 out of
40 people are sad that it is required for Eurostar London two manage diversity at work place as it
is effective for the business in improvising there to be new there for management of diversity is
effective for a business to improvise their business operations and generate higher on the posit
side three individuals are not in concern with the same as per their view it is not a sensual for
euro star London to manage diversity at work place for the intention of improvising business
performance or revenue.
19

Theme 4) There are multiple key significance of managing diversity at workplace.
Q4) As per your view, what are the key significance of managing diversity at
workplace?
Frequency
Increase in productivity 8
Better company reputation 12
Increased Profits 10
Improved hiring results 10
Interpretation:
From the detailed analysis of the project it has been analysed that there are assorted key
significance of managing diversity at work place there for the analysis is being executed among
40 respondents and out of that eight people are go with the option of increase in productivity 12
respondents are in favour of better company reputation, 10 responses are select the area of
increased profits and remaining people are go with improved hiring results. Therefore, these are
the key importance of managing diversity for which organisations are concerned over
management of diversity at workplace.
20

Theme 5) There are multiple key benefits that are mainly gained by Eurostar through managing
culturally diverse workforce.
Q5) According to your opinion, what key benefits are mainly gained by Eurostar
through managing culturally diverse workforce ?
Frequency
Variety of different perspective 8
Faster problem solving 7
Higher employee engagement 15
Increased creativity 10
Interpretation:
According to the descriptive analysis of the project it has been identified that there are
multiple key benefits that are mainly gained by Eurostar London through managing diversity at
work place. There for the analysis it has been conducted among 40 employees who are the
important part of the business asset and out of that eight people are go with the area of variety of
different perspectives, seven individuals are select the option of faster problem-solving, 15
responsive are in favour of higher employee engagement and remaining individuals are in favour
of increased creativity.
21

Theme 6) Culturally diversity has positive influence over the productivity and performance of
Eurostar London.
Q6) From your perspective, which kind of influence does culturally diversity has
over the productivity and performance of Eurostar London?
Frequency
Positive 36
Negative 1
Neutral 3
Interpretation:
According to the in-depth analysis of the project it has been evaluated that 36 out of 40
people said that the productivity and performance of Eurostar London there for it is significant
for the business to manage cultural diversity for the performance enhancement of the business
with the competitive era and one individual is not in favour with the same as per their view
Cultural diversity does not have positive impact over the productivity and performance of a
company and remaining individuals are not providing any concern as they are not having any
statement about the same.
22

Theme 7) There are multiple key challenges that may be face by Eurostar London while
managing cultural diversity.
Q7) According to your view, what are the key challenges that may be face by
Eurostar London while managing cultural diversity?
Frequency
Ethnic and Cultural differences 10
Language and Communication 8
Implementation of diversity in the workplace policies 12
Resistance to Change 10
Interpretation:
From the valuation of the survey report it has been analysed that are multiple key
challenges that are maybe faces by Eurostar London while managing the city at work there are
10 out of 40 people are in favour of ethnic and differences as per their view this is the key
challenge w Witches faces by the business in the implementation of cultural diversity and eight
people are in favour of language and communication this is also a major challenge for a business
and 12 responsive our goal with implementation of diversity in the workplace policies and
remaining people are in favour of resistance to change.
23

Theme 8) There are different key ways that can be opt by Eurostar London for managing
culturally diversity at workplace.
Q8) As per your opinion, what key ways can be opt by Eurostar London for
managing culturally diversity at workplace?
Frequency
Increased adaptability 10
Improve hiring 10
Providing diversity training 10
Facilitate effective communication 10
Interpretation:
The present study has been executed over determining the key ways that can be opted by
Eurostar London for managing cultural diversity at work place there for appropriate respondents
are 40 to gather potential data and As per the views of 10 responsive increased adaptability is
recognised to be the best possible way to manage cultural diversity and another 10 responsive are
in favour of improve firing and then responsive are in favour of providing diversity training and
remaining responses are in favour of facilitate effective communication, thus these are the best
possible aspect that helps a business to promote diversity. Therefore, as per the opinion analysis
of the responsive it has been analysed that, it is required for the business to endure diversity as t
is effective for a business in managing higher and effective workforce which creates value in
success of the business.
24

Theme 9) Managing diversity has created value for Eurostar London in developing the
operations and production of the business.
Q9) From your perspective, managing diversity has created value for Eurostar
London in developing the operations and production of the business?
Frequency
Yes 36
No 4
Interpretation:
According to the detailed study executed over the present area of investigation it has been
said that 36 out of 40 respondents are in favour with the statement that managing diversity has
been used for Eurostar London in developing the operations and production of the day as per
their view diversity management before their and remaining responses are not in favour with the
Siemens but there are you managing diversity is not much Effective for Eurostar London in
developing operations and production capability.
25

Theme 10) Promoting cultural diversity is effective for Eurostar London in enhancing employees
engagement towards the growth operations at workplace.
Q10) According to your opinion, promoting cultural diversity is effective for
Eurostar London in enhancing employees engagement towards the growth
operations at workplace?
Frequency
Yes 35
No 5
Interpretation:
According to the in-depth analysis of the project it has been analysed that majority of
respondents are in favour with the statement that promoting cultural diversity is effective for
Eurostart London in enhancing the employees engagement towards the growth operations of the
business at workplace, thus as per their view, it is significant for the business to manage diversity
as it is effective for business to enhance collaborative working which in turns in creating value
in attaining higher growth and success and remaining people are not in favour with the same as
per their view, Promoting cultural diversity is not much effective for Eurostar London in
enhancing employees engagement towards the growth operations at workplace.
26

Chapter 5: Conclusion and Recommendation
Conclusion
From the above mentioned information collected from the primary and secondary sources it
has been concluded that cultural diversity is a broad concept that helps an organisation in
improvement of its productivity and performance level. It has been concluded that most of the
respondents have appropriate knowledge about the cultural diversity at workplace. In an
organisation, it is important for them to manage diversity because this turn to impact in
increasing innovation, improving performance and enhancing productivity level easily. Along
with this, there are number of benefits gained by company by managing diversity in their
workplace. These are increased profits, enhanced hiring results, increased business reputation,
increased productivity, increased creativity, higher employee engagement, faster problem
solving, variety of different perspective etc. All these are major advantages of managing
culturally diversity workforce in the organisation. Therefore, cultural diversity at workplace has
positive impact on overall performance of company.
Apart from this, from the above data it has been discussed different number of challenges
that faced by company while managing cultural diversity at workplace. These challenges are
language and communication, resistance to change, implementation of diversity in the workplace
policies and ethnic and cultural differences. These are major challenges that have negative
impact on business performance and productivity level of company. These issues also created
difficulties for company by increasing high employee turnover and reducing brand image in
marketplace and in customer’s mind. Along with this, different ways also determined that
helped company in management of cultural diversity in the workplace. These ways are increased
adaptability, improved hiring, developed effective communication and providence of diversity
and inclusion training to diverse workforce. All these are main and effective ways via which
company can easily mange cultural diversity in their workplace.
From the above data it has been proof that management of cultural diversity at workplace is
important and essential for the growth and success of company. There is also requirement for
company to promote diversity at workplace by using different ways such as acknowledge
differences, offer implicit bias training to everyone, provide mentors, let employee learn by
doing, encourage personal evaluation, ask questions, gather feedbacks from employees etc. All
these are more effective and important ways for company to follow and promote cultural
27

diversity at their workplace that resulted in higher employee retention, higher productivity,
improved brand image, enhanced reputation, higher employee engagement etc. All these are
consider main points that support company in achievement of long term goals and objectives and
also accomplishment of competitive advantages within a limited time period. This also
determined that managing diversity support business by creating value of an organisation in
development of its operations as well as production efficiency and effectiveness easily.
Recommendation
The project into actual action is based on analysing the potential impact of managing
culturally diverse workforce in improving business performance and productivity. Therefore, as
per the detailed analysis of the project it has been recommended to Eurostar London to
implement suitable diversity policy for the purpose of promoting diverse workforce at
workplace. In addition to this, diversity at workplace is significant in developing their operations
within wider area as people with diverse idea and ability helps in enhancing their operations at
market place. As per the views analysis of the responsive it has been suggested to Eurostar
London to provide diversity training to their employees as it is effective for the business in
promoting diverse culture via the suitable activity implementation that are in favour with the
business to gain higher productivity and performance. From the opinion analysis of the
responsive it has also been recommended to Eurostar London to, improvise their management
capabilities and improve their hiring as it is imperative for the business to hire skilled and
talented workforce for the purpose of enhancing the operations and progression of the business
and its operations. Furthermore, the analysis has also assist that, as a well reputed high speed
travel facility provider, it is imperative for the business to promotie diversity at workplace and
hire people from the diverse areas as it is effective for the business in developing the operations
with the help of implementing effective skills and ideas at workplace. As per the detailed
evaluation of the project, it has also been recommended to Eurostar London to facilitate effective
communication with their operations as it is effective for a business to improvise communication
and enhance collaborative working which is beneficial for a business in gaining growth and
success. According to the evaluation of the project it has also been suggested to Eurostar to
develop their hiring one as it is required for the business to set a higher skills recognition base in
which hiring would be more effective and valuable for the growth of business. Diversity makes
the work force heterogeneous. In the present working scenario, employing diversified
28

workforce is a necessity for every size of business but to manage such diversified workforce is
also a big challenge for management. Today’s organizations need to recognize and manage
workforce diversity effectively.
29

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Appendix
Questionnaire
Name:
Age:
Gender:
Email:
Q1) Do you have an appropriate understanding in regards to concept culturally diverse
workforce in context of an organisation?
Yes
No
Q2) According to you, managing diversity at workplace is significant for the business to
improvise their productivity and operations?
Yes
No
Q3) From your perspective, is it required for Eurostar London to manage diversity at
workplace for the intention of improvising companies revenue?
Yes
No
Q4) As per your view, what are the key significance of managing diversity at workplace?
Increase in productivity
Better company reputation
Increased Profits
Improved hiring results
Q5) According to your opinion, what key benefits are mainly gained by Eurostar through
managing culturally diverse workforce ?
Variety of different perspective
Faster problem solving
Higher employee engagement
Increased creativity
Q6) From your perspective, which kind of influence does culturally diversity has over the
33

productivity and performance of Eurostar London?
Positive
Negative
Neutral
Q7) According to your view, what are the key challenges that may be face by Eurostar
London while managing cultural diversity?
Ethnic and Cultural differences
Language and Communication
Implementation of diversity in the workplace policies
Resistance to Change
Q8) As per your opinion, what key ways can be opt by Eurostar London for managing
culturally diversity at workplace?
Increased adaptability
Improve hiring
Providing diversity training
Facilitate effective communication
Q9) From your perspective, managing diversity has created value for Eurostar London in
developing the operations and production of the business?
Yes
No
Q10) According to your opinion, promoting cultural diversity is effective for Eurostar
London in enhancing employees engagement towards the growth operations at
workplace?
Yes
No
Q11) Provide recommendation to Eurostar London to improvise their operations for
attaining higher competitive advantage at workplace?
34