Types of Strategy and Initiatives for Building a Diverse and Inclusive Workforce

This document explores the types of strategies and initiatives that manufacturing companies, specifically Under Armour, put in place to build a diverse and inclusive workforce. It discusses the concept of equality and diversity, the impact on employee performance, and recommended strategies for improvement. The research methodology, findings, analysis, and conclusion are also included.

Project.

Table of Contents
INTRODUCTION...........................................................................................................................3
Background.............................................................................................................................3
Research aim..........................................................................................................................3
Research objectives................................................................................................................3
Research questions.................................................................................................................3
Rationale.................................................................................................................................3
LITERATURE REVIEW................................................................................................................3
RESEARCH METHODOLOGY.....................................................................................................5
FINDINGS, ANALYSIS AND DISCUSSION...............................................................................6
CONCLUSION AND RECOMMENDATION.............................................................................12
Conclusion............................................................................................................................12
Recommendation:.................................................................................................................12
REFERENCES..............................................................................................................................13
APPENDIX ...................................................................................................................................14

Title: To investigate the types of strategy and initiatives does manufacture company put in place
to build a diverse and inclusive workforce. A case study is based on “Under Armour”.
INTRODUCTION
Background
Equality and diversity are defined as promoting equality of opportunity for all through
the diversity. This plays and important and effective role in organization to increases loyalty of
employees as well as profits (Hillman, 2015). There are ample number of strategy and initiatives
which are help to build a diverse and inclusive workforce.
Research aim
 To investigate the types of strategy and initiatives does manufacture company put in
place to build a diverse and inclusive workforce.
Research objectives
 To understand the concept of equality and diversity.
 To analysis the impact of equality and diversity on employee performance.
 To investigate the types of strategy and initiatives to build equality and diversity.
 To recommended the best ways and types to build diverse and inclusive workforce.
Research questions
 What is the concept of equality and diversity?
 What is the impact of equality and diversity on employee performance within the
company?
 What are the types of strategy to build equality and diversity?
 What you are recommended for improve diverse and inclusive workforce?
Rationale
The rationale for selecting topic is researcher have their personal interest. This will help
to enhance knowledge and skills of work. Research on this topic is help to promote strategies to
build diversity and eradicate impact from company and minds.
LITERATURE REVIEW.
Theme: 1 Concept of equality and diversity.

As per the view of Nachmias, Aravopoulou and Caven (2019), equality is ensuring the
individuals and groups of people are not treated unfair and differently, on the basis of their
gender, race and religion. They suggested that, it is very important to remove discrimination to
promote equality and diversity in all the areas. However, despite a strong emotional appeal to our
hearts and the nation of natural which absolutely equal of all cannot be fully accepted and
realized. It simply means equal opportunities for development. On the other side, Morden (2016)
stated that the diversity of aim to recognize, respect and value people difference to contribute and
realize the full potential in order to promote an inclusive culture for all staff and students. This
creates more benefits to management in order to retain a winder talent pool when recruiting and
by creating a more balanced or representative workforce.
Theme: 2 The impact of equality and diversity on employee performance.
According to the view of Ali, Metz and Kulik (2015), equality and diversity is gives
positive impact on employee performance because all the employees are treated equally at
workplace in an effective manner. Inclusion of a diverse work force is one of the mechanisms
practised by industries for enhance employee as well as organizational performance. This creates
effectiveness and work goals for business. Managing diversity workplace is very necessary to
provide equal opportunities and increase competitiveness among the employees and be a part of
global competition. On the other side, Sharma (2016) cited that, this gives negative impact on
those employees who have power and more responsibility at workplace. This is because those
employees are thinking to this equality is affect to their work and position in the organization by
creating more responsibility. In that fact that companies who actually wanted to meet the needs
of a diverse customer base has to now think on recruiting diverse workforce.
Theme: 3 Types of strategy and initiatives to build equality and diversity.
As per the view of Abankina and et.al., (2016), providing training and development for
improve skill are help to promote and build equality and diversity workforce. This is best and
effective strategy for build proper effectiveness for workforce. Employee training is the main
responsibility of the organization. This provides a right resource and an environment which are
supports growth and development needs of individual employee. Jonsen, Schneider and
Maznevski (2016) stated that, establish a sense of belonging for everyone is the best strategy and
initiatives to build equality and diversity at workplace. Having the proper connection to an

organization and staff which help to make feels for yourself not only results in greater
engagement and creativity in the workplace needs to all.
Research gap: This is the research questions and problem which not answer appropriately or at
all in a given field of study. This gap is shows which a researcher is not duplicating to the
existing research but has the deeper understanding about body of knowledge in the selected field
in an effective manner. There are various valuable studies impact of workforce factors like
gender, race, caste, colour, culture, disability as well as willingness of organizational
performance.
RESEARCH METHODOLOGY
The research methodology is foundation that the addresses research questions and
hypothesis to investigate the types of strategy and initiatives does manufacture company put in
place to build a diverse and inclusive workforce. This includes research method, data collection
method, respondents, sampling method and size, data analysis, findings, validity and reliability.
Research method:
There are two types of research method such as qualitative and quantitative method. For
the current project, researcher select qualitative research method.
Data collection method:
Data collection is most important and effective part of research which help to gather
information about research topic (Kumar, 2019). In order to investigate the types of strategy and
initiatives does manufacture company put in place to build a diverse and inclusive workforce,
researcher will select primary data collection method by using questionnaire.
Population:
The target population for this project is employees and managers in the management
department of Under Armour.
Sampling method:
There are two types of sampling method which is probability and non-probability. For the
current project researcher is select Random sample of probability method.
Sample size:
The number of respondents includes for this research 20 employees of management team
of Under Armour.
Data analysis:

Data analysis is also divided into two parts which are qualitative and quantitative. Here is
select thematic data analysis method for investigate properly.
Research findings:
This is based on the proper information which is gathered as a result of the methodology
as per you applied (Bresler and Stake, 2017).
Validity and reliability:
This is the important concept which is used to evaluate the quality of research. In this
project reliability check by data collection and analysis process.
FINDINGS, ANALYSIS AND DISCUSSION
Questioner
Name:
Age:
Position:
1. According to you does your company be promoted equality and diversity?
A) Agree
B) Shortly agree
C) Disagree
D) Shortly disagree
2. What are the benefits of diversity in the workplace?
A) Increased productivity and profit
B) Improved creativity
C) Improved employee engagement
D) All the above
3. According to you, what is the impact of equality and diversity on employee performance
within the company?
A) Positive
B) Negative

4. Your company is used any strategy and initiative for build a diversity and inclusive
workforce?
A) Yes
B) No
5. What strategies which is used by company to manage equality and diversity?
A) Establish a sense of belongingness
B) Providing training and development
C) Involve employees in decision-making process
D) All of the above
6. What you are recommended for improving and maintaining equality and diversity at
workplace?
Theme: 1 Agree, company be promoted equality and diversity.
Particular Participants % of respondents
Agree 16 80
Shortly agree 2 10
Disagree 1 5
Shortly disagree 1 5
TOTAL 20 100%

Interpretation:
The above Column chart has been showing the majority i.e. 80% employees are agreed
that company is promote equality and diversity at workplace in an effective manner by using
various strategy. But, other participants like 10% of employees shortly agree with this statement
and remaining are disagreed and shortly disagree because they think manager has not done
anything for improve equality and diversity. They say company is do anything for promote
equality and diversity at workplace. As per that, my opinion company have to build strategies
and mention in LR company have to use strategies for same.
Theme: 2 The benefits of diversity in the workplace.
Particular Participants % of respondents
Increased productivity and
profit
2 10
Improved creativity 2 10
Improved employee
engagement
2 10
All the above 14 70
TOTAL 20 100%
Agree Shortly agree DisagreeShortly disagree
0
2
4
6
8
10
12
14
16
Column B

Interpretation:
A diverse workplace has created and provides various benefits for employer and for their
growth factors. The above bar chart has been shown is the higher % is with last option which is
all the above. All employees are said diverse workplace is creates good and effective workplace
environment for business and company like Under Armour. This has created high profit for
company and its growth factors. The 70% employees are said this provides benefit for company.
This increased productivity and profits for company, improved creativity at workplace and
improved employee engagement.
Increased productivity
and profit
Improved creativity
Improved employee
engagement
All the above

Theme: 3 The impact of equality and diversity on employee performance.
Particular Participants % of respondents
Positive 11 55
Negative 9 45
TOTAL 20 100%
Interpretation:
The research data had been analysed that the equality and diversity has given negative
and positive impact on employee performance either it is negative or positive. The above graph
has shown the majority i.e. 55% employees are thinking, this gives positive impact on
employees' performance. This is because of that employers offers equal chance to each employee
and creates happy working environment for each and every employee. This creates the greatest
working environment as well as motivated employee who are always ready to give hard
contribution for achieve goals and objectives of company in an effective manner. On the other
side, remaining 45% employee said that, this gives negative impact because employees are
thinks it takes their authority of work and any growth factors for the business.
1 1.1 1.2 1.3 1.4 1.5 1.6 1.7 1.8 1.9 2
0
2
4
6
8
10
12
Column B

Theme: 4 The strategy and initiative for build a diversity and inclusive workforce.
Particular Participants % of respondents
Yes 10 50
No 10 50
TOTAL 20 100%
Interpretation:
The graph has shown the research data which is shows company is used any strategy and
initiative for building a diversity and inclusive workforce. This creates effective and valuable
growth of company in an effective manner. This reflects that 50% employees said yes, company
put initiatives for build diverse work place at Under Armour. This has the best strategy to retain
employees and increase motivation for employee. But as per the literature review, it is very
important to use strategy for improvement. This creates more effectiveness for workplace in an
effective manner. On the other side, remaining 50% employee said no, company is not make any
Yes
No
0 1 2 3 4 5 6 7 8 9 10
Column B

strategy for build diverse and inclusive workplace. As per that half employees agree and half are
disagreed with this statement.

Theme: 5 The strategy and ways which is used by company to manage equality and diversity
within the company.
Particular Participants % of respondents
Establish a sense of
belongingness
2 10
Providing training and
development
1 5
Involve employees in decision-
making process
2 10
All the above 15 75
TOTAL 20 100%
Interpretation:
0
4
8
12
16
Column B

There are various ways to improve and build equality and diversity at workplace. This is
very important and effective for business to use this in an effective manner. The above column
graph has the majority i.e. 75% employees are said all the above-mentioned options and ways are
best to use in order to manage equality and diversity. They think that most of the time sense of
belongingness has creates good working environment for business and for its growth factors.
This is because of if employees are effectively belonged with each employee are creates positive
impact. Those are the ways which help to manage equality and diversity at workplace which are
established a sense of belongingness, providing training and development and involving
employees in decision-making process. As per the literature review, author has said training and
belongingness had been helped to manage equality at workplace.
CONCLUSION AND RECOMMENDATION
Conclusion
From the above study it had been concluded that the equality and diversity had been
effective and important for the business and for its growth factors. This also reflected that the
promoting equality and diversity had been helped to create positive working environment. With
the helped of Literature review researcher has able to build their knowledge and skills about the
topic that to investigate the types of strategy and initiatives does manufacture company put in
place to build a diverse and inclusive workforce. For the research methodology section
researcher got proper information and data about the topic. As well as discussions shows proper
result of work.
Recommendation:
As per the above discussion here i mentioned some suggestion for better research and
forget best results which are as follows:
 Researcher can use quantitative research method in order to gain practical result about
then topic. This help to give proper practical direction for work.
 For the company, I give some suggestions for company to give equal treatment to
employees for develop effective working place to employee.

REFERENCES
Books and Journals
Abankina, I. and et.al., 2016. From equality to diversity: Classifying Russian universities in a
performance oriented system. Technological Forecasting and Social Change, 103,
pp.228-239.
Ali, M., Metz, I. and Kulik, C.T., 2015. The impact of work–family programs on the relationship
between gender diversity and performance. Human Resource Management. 54(4).
pp.553-576.
Bresler, L. and Stake, R. E., 2017. Qualitative research methodolog
Hillman, A. J., 2015. Board diversity: Beginning to unpeel the onion. Corporate Governance:
An International Review, 23(2), pp.104-107.
Jonsen, K., Schneider, S. C. and Maznevski, M. L., 2016. Diversity–A strategic issue?. In
Diversity in the workplace (pp. 49-81). Routledge.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage Publications
Limited.
Morden, T., 2016. Equality, Diversity and Opportunity Management: Costs, Strategies and
Leadership. Routledge.
Nachmias, S., Aravopoulou, E. and Caven, V., 2019. Diversity and Equality Issues in Modern
Organisations. In Inequality and Organizational Practice (pp. 17-43). Palgrave
Macmillan, Cham.
Sharma, A., 2016. Managing diversity and equality in the workplace. Cogent Business &
Management, 3(1), p.1212682.

APPENDIX