Analysis of Employee Engagement and Diversity

This assignment involves analyzing the relationship between employee engagement and diversity in the workplace. It requires reviewing several studies and reports on the topic, including those from DiversityInc, PWC, Anand, Robinson et al., Saks, Vance, Brief and Weiss, Carrig and Wright, Black Enterprise, Devoe, Loysk, Zweigenhaft and Domhoff, Tabachnick and Fidell, Mertens and McLaughlin, Creswell, Anne, Daan, and Derk. The assignment also involves identifying the key findings and implications of these studies for employee engagement and diversity in the workplace.

Qualification Title: CIPD Level 7
Unit Title: Investigating a business issue from an HR perspective
Unit Code: R57-OL7IBI01
Project number: 40572/15
Please note that you cannot submit your IBI project until you have
attended your Level 7HRM2 workshop – all details must be filled in
above before your work will be marked.
Word Count 7982
1.ICS Learn Investigating a Business Issue
7IBI Ethical Approval Form
This form should be submitted to your tutor prior to
embarking on your 7IBI Report where a review of the
possible ethical implications of the proposed
dissertation or project is required.
No primary data collection can be undertaken before your tutor has approved the
plan.
If, following review of this form, amendments to your project proposal are agreed to be
necessary, you should provide your tutor with an amended version for endorsement.

1. What are the objectives of the research project?
The aim of the research is-to measure the effect of diversity and engagement on team
productivity and how Crystal Business consultants can increase their employee productivity
by using our recommendation
Objectives
The objectives to achieve the previously detailed aim are like following-
 How diversity and inclusion can help to increase team productivity
 To identify the challenges and benefits of diversity
 To measure the impact of diversity for employee engagement and its relation with
organisation's strategic objectives
 To recommend the ways Crystal Business consultants can increase team productive by
managing diversity and inclusion crystal company
2. Does the research involve Children or Vulnerable Adults or any other areas that
requires ethical consideration? (NO ).
If YES, it is likely that full ethical review must be obtained before the research can start.
3. Do you intend to collect primary data from human subjects or data that are
identifiable with individuals? (This includes, for example, questionnaires and
interviews.) (yes)
If you do not intend to collect such primary data then please go to question 15.
If you do intend to collect such primary data then please respond to ALL the questions 4
through 14. If you feel a question does not apply then please respond with n/a (for not
applicable).
4. How will the primary data co. An implementation plan with clear costings and
prioritization of recommendations should also be included. Referntribute to the
objectives of the research project?
Methods of collecting these data will be online base questionnaires. Individuals who will
take a part in this research do not have to enclose their name identity and gender. Survey
will be aimed at CIPD qualified HR practionists and managers who are more likely to
exposed to research topic an objectives, therefore quality of data’s will be much higher.

5. What is/are the survey population(s)?
150
6. How big is the sample for each of the survey populations and how was this
sample arrived at?
I am a member of online CIPD group where is more than 4000 HR practisionist
where everyday 100s of members are actively talking about various HR related
issues they facing and advising . so I have shared my idea of this research and I
have 150 people agreed to take part in this research.
7. How will respondents be sele. An implementation plan with clear costings and
prioritization of recommendations should also be included. Refercted and recruited?
Online via link din CIPD group. Idea and aim of this research will be shared among
people from my network group and respondent will be recruited from there.
8. What steps are proposed to ensure that the requirements of informed consent will
be met for those taking part in the research? If an Information Sheet for
participants is to be used, please attach it to this form. If not, please explain
how you will be able to demonstrate that informed consent has been gained
from participants.
There will be no consent from how ever there will be a small abstract of the research
explaining aim and objective of this research at the top of the questionnaire and also
will have option to ask me questions if they have any query about the questionnaire
or research Via provided email id . At the end of the questionnaire respondent will
sign the consent agreement for allowing me to use their answers to analyse the data
and use it in this research.
9. How will data be collected from each of the sample groups?
Via online questionnaire

10. How will data be stored and what will happen to the data at the end of the
research?
At the end of the research these data will be deleted after three months.
11. What measures will be taken to prevent unauthorized persons gaining access to
the data, and especially to data that may be attributed to identifiable
individuals?
Individuals don’t have to enclose their name, gender or any personal
information. Copy of questionnaire will be shared to respondents via email and also
answered copy will be collected via email as well.
12. What steps are proposed to safeguard the anonymity of the respondents?
na
13. Are there any risks (physical or other, including reputational) to respondents that
may result from taking part in this research? (NO) (please circle).
If YES, please specify and state what measures are proposed to deal with these risks.
14. Are there any risks (physical or other, including reputational) to the researcher or to
ICS Learn that may result from conducting this research? (NO) (please circle).
If YES, please specify and state what measures are proposed to manage these risks.1
1

15. Will any data be obtained from a company or other organisation. (NO) (please circle)
For example, information provided by an employer or its employees.
If NO, then please go to question 19.
16. What steps are proposed to ensure that the requirements of informed consent will
be met for that organisation? How will confidentiality be assured for the
organisation?
17. Does the organisation have its own ethics procedure relating to the research you
intend to carry out? YES / NO (please circle).
If YES, ICS Learn will require written evidence from the organisation that they have
approved the research.
18. Will the proposed research involve any of the following (please put a √ next to
‘yes’ or ‘no’; consult your supervisor if you are unsure):
• Vulnerable groups (e.g. children) ? YES NO
• Particularly sensitive topics ? YES NO
• Access to respondents via
‘gatekeepers’ ? YES NO
• Use of deception ? YES NO
• Access to confidential personal data ? YES NO
• Psychological stress, anxiety etc ? YES NO
• Intrusive interventions ? YES NO

If answers to any of the above are “YES”, how will the associated risks be
minimised
19. Are there any other ethical issues that may arise from the proposed research?
No
Please print the name of:
I/We
grant
Ethical
Approval
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Signed:
AMENDMENTS
If you need to make changes please ensure you have permission before the primary data
collection. If there are major changes, fill in a new form if that will make it easier for
everyone. If there are minor changes then fill in the amendments (next page) and get
them signed before the primary data collection begins.
CHANGES TO ETHICS PERMISSION
VERSION: ____
Please describe the nature of the change and impact on ethics:
Please print the name of: I/We
grant
Ethical

Approval
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Date Date

DIVERSITY
& Inclusion
For Employee
Engagement

And
Productivity

TITLE: Importance of managing diversity in
today’s Business world

ABSTRACT
The diversity is the main issue in present environment as it has a direct impact on employee
engagement and productivity. Diversity employee engagement and team productivity goes
hand to hand for all businesses. It is tend to be coping in order to facilitate the effective
working. This reports talks about issues CRYSTAL Business Consultants is facing which are
related with team productivity, engagement and diversity. Their people management report
for last three quarter suggested increase in number of employee disputes and lack of
productivity which has raised concerns among stake holders, many of these cases were
related to allegation for discrimination, harassment ETC. Management believes a good
diversity management strategy can solve many of this issues.
This report aimed to help Crystal Business consultant with their current situation. This
present report has covered the various activities as Literature review, aims and objectives,
data analysis and interpretation and recommendation to get overcome with the conflict of
diversity, employee engagement and team productivity. We have conducted a research on
HR professionals and gather facts and evidence to support what academics have mentioned.
Hence this report has both academics and professionals backing and inputs. The set of data
and analysis is conducted with the help of primary research. The effective survey has taken
to gather the information from HR professionals.
It also includes some recommendation and strategic approach many organisations can
adopt in term of handling the employee matters.

CONTENTS
1.
1.ICS Learn Investigating a Business Issue.............................................................................................1
2.What are the objectives of the research project?..............................................................................2
Objectives..........................................................................................................................................2
3.Does the research involve Children or Vulnerable Adults or any other areas that requires ethical
consideration? (NO )..........................................................................................................................2
4.Do you intend to collect primary data from human subjects or data that are identifiable with
individuals? (This includes, for example, questionnaires and interviews.) (yes) ..................................2
If you do not intend to collect such primary data then please go to question 15..................................2
5.How will the primary data contribute to the objectives of the research project?..............................2
6.What is/are the survey population(s)?...............................................................................................3
150.........................................................................................................................................................3
7.How big is the sample for each of the survey populations and how was this sample arrived at?......3
I am a member of online CIPD group where is more than 4000 HR practisionist where everyday 100s
of members are actively talking about various HR related issues they facing and advising . so I have
shared my idea of this research and I have 150 people agreed to take part in this research................3
8.How will respondents be selected and recruited?..............................................................................3
9.What steps are proposed to ensure that the requirements of informed consent will be met for
those taking part in the research? If an Information Sheet for participants is to be used, please attach
it to this form. If not, please explain how you will be able to demonstrate that informed consent has
been gained from participants...............................................................................................................3
There will be no consent from how ever there will be a small abstract of the research explaining aim
and objective of this research at the top of the questionnaire and also will have option to ask me
questions if they have any query about the questionnaire or research Via provided email id . At the
end of the questionnaire respondent will sign the consent agreement for allowing me to use their
answers to analyse the data and use it in this research........................................................................3
10.How will data be collected from each of the sample groups?..........................................................4
11.How will data be stored and what will happen to the data at the end of the research?..................4

12.What measures will be taken to prevent unauthorized persons gaining access to the data, and
especially to data that may be attributed to identifiable individuals?...................................................4
Individuals don’t have to enclose their name, gender or any personal information. Copy of
questionnaire will be shared to respondents via email and also answered copy will be collected via
email as well..........................................................................................................................................4
13.What steps are proposed to safeguard the anonymity of the respondents?...................................4
14.Are there any risks (physical or other, including reputational) to respondents that may result from
taking part in this research? (NO) (please circle)................................................................................4
15.Are there any risks (physical or other, including reputational) to the researcher or to ICS Learn
that may result from conducting this research? (NO) (please circle)..................................................4
16.Will any data be obtained from a company or other organisation. (NO) (please circle) For
example, information provided by an employer or its employees........................................................5
17.What steps are proposed to ensure that the requirements of informed consent will be met for
that organisation? How will confidentiality be assured for the organisation?.......................................5
18.Does the organisation have its own ethics procedure relating to the research you intend to carry
out? YES / NO (please circle)................................................................................................................5
19.Will the proposed research involve any of the following (please put a √ next to ‘yes’ or ‘no’;
consult your supervisor if you are unsure):...........................................................................................5
20.Are there any other ethical issues that may arise from the proposed research?.............................6
22.PROJECT BACKGROUND..................................................................................................................18
II.Rationale for the topic .................................................................................................................19
23.2.0 LITERATURE REVIEW and Critical Analysis ...............................................................................20
I.Employee engagement .................................................................................................................21
II.Benefits of employee engagement ..............................................................................................21
III.Theories related Employee Engagement: ...................................................................................22
IV.Diversity in workplace ................................................................................................................24
V.Theories of Diversity.....................................................................................................................24
VI.Diversity a challenge for employee engagement ........................................................................25
........................................................................................................................................................25
24.3.0 AIM AND OBJECTIVES...............................................................................................................28

I.Aim of the research.......................................................................................................................28
II.Objectives.....................................................................................................................................28
4.0 Result.........................................................................................................................................30
26.6.0 CONCLUSION............................................................................................................................41
External provision......................................................................................................................46
Internal provision......................................................................................................................46
Development costs...............................................................................................................46
Delivery costs.......................................................................................................................47
Informal learning interventions.................................................................................................47
E-learning and other technology-based learning.......................................................................48
Costs of learners’ time...............................................................................................................48
27.REFERENCE.....................................................................................................................................52

INTRODUCTION:
Diversity and inclusion and engagement these three walks hand in hand within an
organisation. In personal life I have some concrete experience of diversity and inclusion
(kolb 1984). I can also relate this to Gibbs learning model where I experienced or felt
evaluated those difference and analysed, concluded and created own strategy to face all
these obstacles. (Gibbs 1984) Even though these two models of learning for academic
learning process but I can also relate them to my life. People with lack of diversity training
and inclusion disengaged me not only at work also in my class rooms in my life hence I
chosen to explore this topic bit more and so that can learn and can imply in my real life.
While completing this module what I found difficult was deciding on topic, especially on
diversity. Reason for this as diversity and inclusion is very wide topic and so many different
areas to cover. So, I have done some further research on diversity and engagement and
which helped to decide me to write this paper.
I knew I was about to do both primary and secondary research for this paper, so it was
important for me I draw a time line for these and plan. Given I work fulltime it was vital for
me I stick with the time line and plan. Previous academic experience helped me a lot to
make this plan and time line, also when I started to reflect those with different scenarios of
my work life I started learning and relate. Unlike other times this time I could demonstrate
few theories to myself. This process of reflect and relate can help us to gain new skills and
can develop ourselves as a person also as a professional. (Smith2007). This organising skill
will not help me to do more research work in future will also help me do my job better in
real life. As well as all these organisation skills I also have learnt a lot about employee
engagement and how it relates with diversity and inclusion. Recently I am working on to
open my own consultancy firm where I expect to demonstrate more of this knowledge to
employers and can help them to achieve their organisational goals.
If I was about do this research again and one thing I would like to do differently. I would love
to conduct some interview and gather both qualitative data and quantitative data from top
management of some big corporates just to find out their own knowledge and
understanding of this matter.

Working on this research has broadened my knowledge on this diversity and inclusion and
different aspect of employee engagement. In future I hope to relate it back to as many
employers as possible to make their organisation a great place to work for where diversity
will be celebrated, everyone will feel included and every individual will have their emotional
presence at work as well.
AIM AND OBJECTIVES
2. Aim of the research
I. The aim of the research is to measure the effect of diversity and inclusion for
employee engagement and productivity and its relation with organisation's strategic
objectives.
Objectives
The objectives which have been undertaken in the report will be helpful in identifying the
role which has been catered by the diversity and inclusion of employees in context of the
organisation. The major objectives formed in the study are as follows:
1. How diversity and inclusion can help to increase team productivity
2. To identify the challenges and benefits of diversity
3. To recommend the ways Crystal Business consultants can increase team productive
by managing diversity and inclusion crystal company.
Organisational strategic objectives refer as an effective term that denote the highest goals
and objectives of the company. These are mainly applied in strategic management of the
organisation. The strategic objective of the Crystal business consultants is provide data
services at nominal cost through proper storage of client's data. The aims and objective of
this investigation focuses on the role which has been played by diversity and employee
engagement in delivering better services to clients. In this role of the business manager is to
invite each employees in making strategic objective and increase engagement of workers. It
can be said that there is an direct relation shared between organisational objectives and
aims and objectives for this investigation. The employee engagement in an organisation is
essential because it foster mutual respect among workers. Respect of co-workers either

decrease the conflict and facilitates an easier way to conflict resolution. The thorough
understanding on the subject along with understanding their challenges will definitely help
organisation in achieving their strategic objectives in an improved manner.

3. PROJECT BACKGROUND
Crystal business consultants have started operating in Leeds from 2013. According to
size and number of employees do work for crystal business consultants it falls under SME
criteria. As an organisation it is quite diverse. They have people from different background
working for them. Recently managing director of crystal business has raised his concern
about his people’s productivity and inclusion. Few employee disputes around diversity and
inclusion statically show his concern is pure. Also, as a company they want to grow their
business more. As a company crystal business consultant is committed to provide a quality
work environment to employees and working on creating a company culture where
everyone would feel part of the same big team. Furthermore, as a SME crystal business
consultant need to have very highly motivated productive people working for them to help
company to grow and must avoid any cost may have incurred from any employee disputes.
Crystal business consultants have a vision to achieve 80% score on employee engagement
by year 2020.
This research paper will investigate various aspects of diversity and inclusion and how it can
increase peoples’ productivity, engagement and recommend some strategy to crystal
business consultants as a solution based on our research and finding.
The current business world is highly competitive as the competition has crossed the national
boarder in the highly globalized business world. By the grace of technology, the unified
global business platform has made the competition more cutthroat and the current market
has been the customer oriented market (PWC, 2014). In this customer oriented highly
competitive market, to be successful there are a limited option for a firm to generate the
competitive advantage as more or less all the resources of an organization can be copied
now (Crim and Gerard H. 2006). Organization in current market is increasingly emphasizing
on the employee engagement as the major concern of the human resource department
(Keenoy, 2013). Employee engagement is the task which makes the employees within an
organization committed to their organizations’ goals and values motivate to contribute to
organizational success and to enhance their own sense of well-being. But to make the
employees within an organization committed to their organizations’ goals and values
motivate to contribute to organizational success and to enhance their own sense of well-
being, the HR practitioners of the organizations must have to ensure proper employee
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employer relationship, high level of communication, integration, positive work perception,
clarity of job expectation, career opportunities and most importantly the best reward
(Keenoy, 2013). But the more the workplace of an organization will be with diverse
employees, the more the human resource department have to face problem to manage the
employee engagement in case of their diverse nature, stimuli, custom, culture and
characteristics (PWC, 2014). In 21st century, the diversity rate in UK has been excelled.
Additionally, for the globalization of business, for all the UK firms outsourcing has been an
essential business model (DiversityInc, 2014). This is why; the workforce of the organizations
in UK is becoming more and more divers in terms of language, culture, nature stimuli and
characteristics. In this way, diversity has become a challenge for 21st century UK HR
practitioners as diversity is the one of the key factors of bottom line profit. The proposed
research will focus on this crucial issue (BBC, 2014).
4. Rationale for the topic
For achieving high level of success within an organization, the employee engagement is must
for it as it derives the maximum potentiality and performance of the workforce. It brings the
superior success of the organization (Crim and Gerard H. 2006). In the recent reports, it has
been shown that the engaged employees can bring 43% more productivity within a
workplace. For engaging all the employees within the workplace to achieve organizational
goals and success, it is necessary for an organization to ensure equal right, proper
communication, efficient employee relationship and opportunities to be bloom and career
development (Keenoy, 2013). When the employees within an organization will be with no or
less diverse employees, it can set a unified strategy. If the workforce is highly divers, it is very
hard for an organizational HR practitioner to engage all the employees by same strategies
and approaches (Shuck and Wollard, 2011). For the globalization and national migration, the
diversity is increasing highly in organizations in 21st century which is creating great challenge
for the HR practitioners to engage employees (PWC, 2014). This is why achieving employee
engagement within a diverse environment has become a burning issue to be researched. In
the 21st century, UK has become one of the top listed countries with highly diverse
population. On the other hand, the communication technology has sparked the diversity in
UK business environment (BBC, 2014). So, it is burning challenge for the UK organizational
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HR practitioners to manage the highly diverse workforce to engage them to bring
organization success (DiversityInc, 2014). Further lots of academic study has been conducted
on in relationship diversity management and employee engagement in U.S.A and research
showed diversity which is ethnicity, age, sex, etc. has a direct link to company performance
and employee engagement. Diversity has a direct and indirect effect of appraisal, talent
management, team work, co-worker satisfaction and overall job satisfaction and
engagement (Sabrina.D, Darek, patric Mackfay, State university of new jersey university of
Rotterdam). The proposed research is highly important for them as the research will
measure the effect of diversity in 21st century having on employee engagement in UK and
the way they can manage it.
5. 2.0 LITERATURE REVIEW and Critical Analysis
In the current highly competitive business world only human resources can provide the
sustainable competitive advantage for a firm to be successful in the market as except human
resources an all the resources available in an organization can be copy able by others.
Therefore; it has become the major source for an organization to bring success. To get the
best from employees to be successful in the cut-throat global market, the organization must
ensure the proper engagement of the employees which is one of the major concerns for the
global human resource practitioners. For making all the employees engaged to achieve the
organizational objective cooperatively, it is the necessary to ensure their best management
where diversity is a recent factor which creates both challenges and opportunities in the
workforce and it must be balanced through proper strategies.
6. Employee engagement
The earlier employee engagement definition was given by khan where he mentioned about
three type of engagement which is emotional, physical and cognitive (khan 1990). However,
there are more than 200 definitions of engagement available which making defining
employee engagement bit harder. It is quite u8nlikely to have one standard definition of
employee engagement. The property of relationships between the organization and
employees will be recognized as the employee engagement (Brief & Weiss, 2002). Employee
engagement is the process by which all the human resources within an organization are fully
switched to their jobs to generate and deliver their best efforts for the achieving the best
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interest of the organization (Saks, 2006). It can be defined as the two-way relationship of
trust and respect among the employees and the employers to make them to achieve the
organizational objectives by encouraging their best efforts. The employee who is fully
absorbed by and enthusiastic about his/her work and so takes the positive action to further
organization’s reputation and interest is called as the engaged employee (Vance, 2006,
Bakker 2004)
7. Benefits of employee engagement
In current business world, the employee engagement is one of the most important issues for
the management to be ensured as an organization with high employee engagement might
therefore be expected to outperform. In contrast, low employee engagement will lead the
lower performance of an organization (Devoe, 1999).
It is expected that the superior employee engagement strategies ensure the high level of
employee involvement which is one of the most important factors for the success of a
business. According different research result it is expressed that the highly involved
employees can ensure additional 47% performance within the organization (Vance, 2006). In
contrast the lowly involved employees take the jobs as the regular duties where the no
additional outperformance can be generated (Saks, 2006).
If any organization can switch the employee through the proper employee engagement
strategies, the employees ensure high level of commitment to the organization makes
additional efforts to achieve the organizational objectives (Brief & Weiss, 2002). It is revealed
that the employees who are committed and emotionally attached with the organization can
perform 20% more than his/her average performance (Robinson, Perryman & Hayday,
2004). So, the highly committed employees will ensure the additional productivity and
performance within the organization whereas the lowly engaged employees show lower
level of commitment to the organization which reduces their performance as well as
organizational productivity (Carrig, & Wright, 2006).
The engaged employees become highly satisfied and motivated with the organization and
his/her duties. The high satisfaction and motivation ensures high level of employee
performance and productivity. A research on the employee engagement disclose that an
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engaged employee generates the high job satisfaction which ensures additional 43%
productivity within the organization (Brief & Weiss, 2002).
8. Theories related Employee Engagement:
For the high level of employee engagement, the motivation and job satisfaction is highly
important factor which must be ensured by the employers and the management within the
organization (Saks, 2006). For ensuring the employee motivation and job satisfaction the
two-factor theory of Herzberg instructs the management practitioners and employees
(Vance, 2006). Even though pay is the one of the top driver of employee engagement, but
employee engagement is more than that paying employees more and keeping happy.
Reward is the basic needs of every employee and it’s been fallen into 1st level of Hertzberg
and Maslow’s motivation theories (Maslow 1943 and Hertzberg 1959). But employee
engagement is more than paying more to employees and keeping than happy, it’s about
giving employees essences for what they will go extra mile and never-ending process
(perrin2003). Almost every researcher of employee engagement recognised employee
engagement directly related to employee’s meaningfulness and in order to achieving that
organisations have to understand the engagement issues of employee as an individual level.
Sense or purpose of working people in different organisation differs from each other’s (May
2004, Maslach 2004, Holbech Springest 2003). However, Maslach’s alternative model of E.E
has been criticised for not explaining how and why individual responds differently to this
condition with various degree of employee engagement. Recent study of employee
engagement and diversity recognised cultural barriers can be the hinder for management
achieving aimed EE (IES report 2009).Furthermore to enrich these study link found between
leadership and management issues which addressed the importance of the cross cultural
competencies for global managers and leaders (Macleods 2013, Trompeners and Hampden
1998, Tikp and taylor 1998).Ensuring the effective and efficient leadership strategies within
the organization to ensure the generation of the maximum potentiality and efforts of the
employees to engage them(Bakker and Schaufeli 2009). Moreover, Higher leader member
exchange make followers feel more engaged and valued (IES report 2009, Schinder2009). In
relationship with engagement definition of schaufeli and leadership, leadership effective
leadership directly indirectly increase vigour, dedication and absorption (Greffin 2006).
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9. Diversity in workplace
Some scholars have described that the diversity is a concept which focuses on a broader set
of qualities than race and gender. The human quality which is different from our own and
those of groups to which we belong is called as the diversity (Carrig, & Wright, 2006).
Normally the diversity dimensions within workplace are the diversity of age, physical
abilities, colours, races, sexual orientation, educational background, geographic location,
income level, marital status, parental status, religious belief, work experiences and job
clarification. This diversity has the significant relationship with the employee management
within the organization (Black Enterprise, 2001). More over in UK legislation regarding
workplace diversity is fairly strict and therefore it’s an important issue for businesses to
understand diversity and managing it efficiently in UK context.
10. Theories of Diversity
Main question regarding diversity management is what is this diversity we want to manage?
And there is no easy answer. However, race, ethnicity, gender differences consider to be
diversity whereas for others considers it is as a broader concept which is beyond race and
gender and includes religion and social class, age etc. (carol Harvey and M June Allard2002).
CIPD defines diversity as valuing everyone as an individual. In the workplace in the globalized
business world is day by day the diversity is increasing rapidly as the business is expending
irrespective to country region and state. The diversified workplace is the workplace which
respects and includes differences recognizes the unique contributions that individuals with
many types of differences can make and create a work environment which will maximize the
potential of the employees (Devoe, 1999).
It is a human resource related issues dealt with the HR practitioners within the organization.
It focuses on the differences and similarities within the people of the organization. Within
the workplace the diversity is often interpreted to include the dimensions which influence
the identities and the perspectives like profession, education, parental status and geographic
location (Black Enterprise, 2001). It is considered as the inclusive of everyone and the
diversity initiatives complement non-discrimination compliance programs by creating the
workplace environment and organizational culture for making differences work. Additionally,
learning from others who are not same about dignity and respect about creating
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environment and about perspective is diversity is about within the workplace (Zweigenhaft,
and Domhoff, 1998).
Diversity within the workplace is the difference of the human qualities of the people of an
organization. It is highly important issue for the organizational management as it directly and
indirectly impacts on the performance, motivation, success, and interaction with others
within the workplace (Anand, 2014).
In the workplaces diversity is one of the most important issues now. The more the
importance of human is being obvious to have organizational success in globalized business
world, the more it is becoming the headache for the HR practitioners as it is highly
challenging to manage effectively the diversified workforce with highly diversified human
quality (Loysk, 1996).
11. Diversity a challenge for employee engagement
In the current business world for ensuring the best management practices within the
workplace diversity is one of the most important challenges (Devoe, 1999). Different
diversified factors within the workforce create barriers for the HR practitioners in the
following ways to ensure high level of employee engagement:
For ensuring the employee engagement within the workplace, an organization should ensure
the trust, fairness and respect among the employees, managers and leaders (Black
Enterprise, 2001). But when the employees within the organization show the diversified
human qualities, they require different ways and factors should be provided to have trust
respects and fairness as for their diverse natures (Robinson, Perryman & Hayday, 2004). This
why the more the diversity will be available within workforce, the more challenging for the
HR practitioners within the organization to manage the trust, fairness and respect among the
employees, managers and leaders (Zweigenhaft, and Domhoff, 1998).
In an organization for maintain a superior level of employee engagement, the alignment of
the members of the organization to ensure that vision, mission guiding principles and
strategy of the organization will be clearly communicated with the employees (Loysk, 1996).
But the alignment is possible through establishing proper communication within the
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organizations as the high level of communication ensures the free flow of information which
helps the alignment and brings the efficiency and better business results on all level
(Robinson, Perryman & Hayday, 2004). But the high diversification within the workplace is a
major barrier to establish proper communication. For example: A British employee will not
be able to understand the vision of an organization communicated through Chinese
language by the Chinese manager (Devoe, 1999).
To make the employees engaged within the organization the empowerment of them is
highly necessary for an organization within a clear framework and involvement of the
employees at all levels of planning and decision making (Devoe, 1999). Additionally, efficient
process, unified, equal and standard roles within the workplace, providing opportune
grounds for the employees and development chances should be ensured by the
management within the organization to develop a highly engaged workforce (Carrig, &
Wright, 2006). In the diversified situation, it is quite tough to ensure balanced and efficient
empowerment, standardization, and reward for the employees in case of high dissimilarity
among the employees in terms of their natures, desires, valuations, standard of life, cultures,
values, stimulus and philosophies (Black Enterprise, 2001).
It is tough to designing the proper structures to ensure efficient team, team work, project
management and management by process is highly necessary for the organization with
highly diversified human resources (Devoe, 1999). Cultural diversity is a double edge sword
and has a direct effect on team performance. Culturally diverse team perform better than
others. (Academy of management journal 2010)
For ensuring the effective and efficient leadership strategies within the organization to
ensure the generation of the maximum potentiality and efforts of the employees to engage
them (Anand, 2014), diversity is one of the major challenges as diversified people within
workplace can give their best under different leadership and management structures (Black
Enterprise, 2001). For example: A person from Indian culture is productive in authoritarian
leadership and prefers hierarchical management structure on an average whereas an
American prefers democratic leadership style and flat management structure to be
productive (Carrig, & Wright, 2006).
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According to the personal and career development goals and objectives of the employees,
the proper opportunities will be provided by the organizational management to generate
maximum motivation and job satisfaction of them to engage them to the organization
(Robinson, Perryman & Hayday, 2004). Additionally, ensuring the proper reward and
recognition for the employees according to their needs, wants and preference is required to
engage employees is necessary (Black Enterprise, 2001). But the more the people will be
diversified; they will be more diversified in personal objectives reward, satisfaction and
motivation as they will be stimulated with different factors according to their human quality
variations (Anand, 2014).
4.0 METHODOLOGY
The process which is used in a research to conduct it and to produce the end result with
substantial validity and credibility is recognized as the methodology of the research. For
conducting the research, an appropriate research methodology will be used (Tabachnick, &
Fidell, 2007).
There are mainly three types of research methodology which are qualitative, quantitative
research and hybrid research methods. The qualitative research methodology is one of
research method where the research data are collected based on the technique which helps
to collect in-depth research data from limited number of the samples (Mertens, &
McLaughlin, 2004). The major advantage of the method is that the method helps to produce
the in-depth research data, but the data collected by the method is not easily measurable.
This why in some situations it is highly qualified, and some situations do not prefer it
(Creswell, 2012).
The quantitative research methodology is one of research method where the research data
are collected based on the technique which helps to collect research data within a
theoretical boundary from huge number of the samples (Mertens, & McLaughlin, 2004). The
major advantage of the method is that the method helps to produce easily measurable
research data, but the data collected by the method is not in-depth nature. This why in some
situations it is highly qualified, and some situations do not prefer it (Tabachnick, & Fidell,
2007).
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To remove the related backdrops of both the methods, a mixed structured research method
has been developed by the combination of both the methods containing the opportunity to
use both the methods according to their suitability which is called as the hybrid research
method. In the proposed research the hybrid structure will be used as it will provide the
opportunity to use both the methods according to their suitability in accordance with the
nature of the situation and data requirement (Creswell, 2012).
In the proposed research both the primary and secondary will be used. The primary data will
be collected based on a well-designed questionnaire including open and close ended
research question (Creswell, 2012). The sample size will be 50 people, related to human
resource management practices in different organization, as it will possibly reachable within
the given timelines and according to my capacity and access. A survey questionnaire will be
designed by using survey moneky.com and questionnaire will be approved prior by
supervisor of this project. Participants will take a part in research voluntarily and will give us
their consent of using providing information for data collections. Survey will be published in
different online HR forum like CIPD member’s groups and etc. For the collection of the
secondary data different books, journals, articles, websites, newspapers and electronic
media will be used (Mertens, & McLaughlin, 2004).
Some ethical issues like avoidance of plagiarism, ethical data storage, privacy of the
respondents, data protection etc will be carefully maintained in conducting the research. The
basic limitation of the research will be the short time to complete the research (Tabachnick,
& Fidell, 2007). Furthermore, for online survey all online ethical issues and data protection
issues will be maintained properly.
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4.0 Result
Primary research-
Thematic presentation
Theme 1: Most of the respondents are agreed that employees are needed to get hired
from the differed backgrounds.
1. Is it is necessary to hire the employees to the entity
from differed backgrounds. Frequency %
Strongly agree 40 80.00%
Agree 5 10.00%
Neutral 3 6.00%
Disagree 2 4.00%
Strongly disagree 50 100.00%
Total 50
Interpretation:
Based on the above graph presentation it can be analysed that the employees are
needing to get hired from the differed backgrounds. This will be helpful to bring the
innovating result. Thus, in this 40 responded are strongly agreed about hiring the
employees of differed background. In addition to this, 5 of them are agreed, 3 of them
are neutral and 2 are disagreed. Thus, the majority of the respondents are in relation to
hire the employees to the enterprise from differed background. With the help of
encouraging corporation from each other problem in relation to cross culture working
will be reduced.
Theme 2: The diversity is the major issue in the organisation.
2. Do you think diversity is the major issue in enterprise. Frequency %

Strongly Disagree 10 20.00%
Somewhat Disagree 5 10.00%
Neutral 4 8.00%
Somewhat Agree 11 22.00%
Strongly Agree 20 40.00%
Total 50 100.00%
Interpretation:
Based on the above graphic presentation it can be concluded that diversity plays the
vital role in order to get success in the firm In enterprise the factor of diversity will create
the situation as miss communication between the employees. This will hinder the growth
of enterprise. Thus, in this it can be seen that 20 of the respondent are in favour that
diversity will create the issues. In addition to this, 11 are greed, 4 are having neutral
opinion, 5 of them are disagreed and 10 of them are strongly disagreed. Thus, it can be
said that this kind of the issues in need to be sorted out by making the better interaction
among the employee. The one of the core issue in this relation is to ineffective
communication. In this way it can be said that the factor co the communication plays the
vital role to bring success to the enterprise.
Theme 3. It is essential to provide training programmer which promotes multi-culture
understanding.
3. Is organization need to provide training programmer
which promotes multi-culture understanding Frequency %
Strongly Disagree 15 30.00%

Somewhat Disagree 5 10.00%
Neutral 5 10.00%
Somewhat Agree 5 10.00%
Strongly Agree 20 40.00%
Total 50 100.00%
Interpretation:
Based on the above diagram it can be concluded that diversified activities will be helpful
to sustain the growth of the enterprise in the large manner. In this effective training
program is nee dot be given to the employees so that they can cope up with the issue in
relation to diversified process. This kind of training program will be helpful in relation to
facilitate the smooth working so that each worker can perform their role effectively.
Thus, in this 20 of the respondent are strongly agreed in relation to facilitate the training
programme which promotes multi-culture understanding. In addition to this, 5 are
agreed, 5 are having neutral opinion, 5 of them are disagreed and 15 of them are
strongly disagreed. Moreover, it can be said that the training will be helpful to develop
the skill of the workers in the enterprise. In this manner this will be favourable to
organise the training programme which promotes multi-culture understanding
Theme 4: Each organisation should make policies and procedure of enterprise can
discourage discrimination.
4. Do you believe policies and procedure of enterprise can
discourage discrimination? Frequency %
Strongly Disagree 10 20.00%
Somewhat Disagree 12 24.00%
Neutral 3 6.00%
Somewhat Agree 10 20.00%

Strongly Agree 15 30.00%
Total 50 100.00%
Interpretation:
Based on the above diagram it can be concluded that polices and procedure are
needing to be drawn in relation to minimise the problem in relation to discrimination
based on age, sex, gender etc. this all factor is increasing the issue in relation to
diversity. Thus, in this 15 of the employee in this are strongly agreed so that each
organisation should make the better plan and policies with the help of which there can
be fair working in the enterprise. In addition to this, 10 are agreed, 3 are having neutral
opinion, 12 of them are disagreed and 10 of them are strongly disagreed. Moreover, the
polices will be strictly followed by everyone in the enterprise so that it will be helpful in
order to bring effective performance in the enterprise. With the help of fair working
between each employee the entity can achieve the desire profitability in the enterprise.
Theme 5: The diversity brings the communication gap between the employees.
5. Is diversity bring the communication gap between the
employees. Frequency %
Yes 35 70.00%
No 10 20.00%
May be 5 10.00%
Total 50 10
Interpretation:
Based on the above diagram it can be concluded that the communication plays their
role as to essence of the management. Thus, it can be said that diversification will create
the issue in relation to communication between the employees of the enterprise. Thus,
in this most of the respondent are in factor that individual from differed background are

not able to make the better communication with each another. In addition to this 10 of
the employee’s states that diversity will not affect the process of communication
between the individuals. Hence, it can be said that communication is the vital process
which will be helpful to facilitate the effective working in the enterprise. Communication
is the factor to improve the barrier in relation process of communication. Without
effective communication the employee cannot able to able better interaction with each
other and this work as to hinder the growth of enterprise. In this manner it can be said
that human resource manager is responsible person to facilitate the effective working in
the enterprise so that each can communicate each other expertise.
Theme 6: Education will be helpful to have reduction in the issue of diversity.
6. Do you think education will be helpful to have
reduction in the issue of diversity. Frequency %
Strongly agree 10 20.00%
Agree 10 20.00%
Neutral 5 10.00%
Disagree 10 20.00%
Strongly disagree 15 30.00%
Total 50 100.00%
Interpretation:
Based on the above diagram it can be concluded that the educations play role to
facilitates the effective working between each employee. In this way the organisation is
need to hire the skilled employee so that they are able to deal with the problem in
relation to diversity. The individual who is well skilled will never get effect the issue to
diversified working culture. In this, 15 of the employees are in favour that education
about diversified culture will reduce the impact of problem in relation to diversity. In
addition to this, 10 are agreed, 5 are having neutral opinion, 10 of them are disagreed

and 15 of them are strongly disagreed. With the help of hiring the skilled employees to
the firm the organisation is able to deal with the tough condition. This will also help to
have longer sustainability in market.
Theme 7: Training program need to be considered to have reduction in diversity.
7. What kind of factors are need to be considered to have
reduction in diversity. Frequency %
Training program 35 70.00%
Reward distribution 10 20.00%
Teamwork 5 10.00%
Total 50 100.00%
Interpretation:
Based on the above diagram it can be conclude that training is needing to be done to
have reduction in the issue of diversity in the enterprise. With the help of providing the
effective training the organisation can make the stable growth in the market. In addition
to this, 35 responded said that it is essential to provide training to employee in relation
to manage the issue of the cross culture working. This will be assistive to eliminates the
issue of diversity. In addition to this 10 of them are agreed in relation to reward program
and 5 of them are agreed to the team-working.
Theme 8: The effective learning about the diversity will be helpful to enhance firm
profitability
8. Do you think that effective learning about the diversity
will be helpful to enhance firm profitability Frequency %
Yes 30 60.00%
No 10 20.00%
May be 10 20.00%

Total 50 100.00%
Interpretation:
Based on the above report it can be concluded that effective working will be helpful
in order to facilitate the effective working among the employees. In addition to this, 30 of
them said that the training will be helpful in relation to create the effective working. 10
are not in relation to training program. The other are having no opinion about it. The
human resource manager of the enterprise need to provide effective working and this
will be helpful in relation to create effective growth in market.
Theme 9: Communication and equal opportunity are the improvement measure to
reduce the issue related to diversity.
9. What are the improvement measures to reduce the
issue related to diversity. Frequency %
Communication 15 30.00%
Equal opportunity 15 30.00%
Harmony 10 20.00%
Teamwork 10 20.00%
Total 50 100.00%
Interpretation:
Based on the above report it can be concluded that communications and providing
equal opportunity to each employee will be helpful in order to cope up with the barrier
of diversity. Thus, in this it can be said that 15 are in relation to communication and
another 30 are in relation to the communication procedure out of 50. The rest of them
are in favour to facilitate the working as Harmony in employees and team working. This
will be only possible if employees are able to make the better communication with each

another. By promoting fair opportunity, the enterprise is able to make sustainable
growth.
Theme 10: Equality in gender will promote improvised performance.
10. Does equality in gender will promote improvised
performance. Frequency %
Strongly agree 22 44.00%
Agree 8 16.00%
Neutral 5 10.00%
Disagree 5 10.00%
Strongly disagree 10 20.00%
Total 50 100.00%
Interpretation:
Based on the above presentation it can be concluded that with the help of having
equality in the gender will be helpful to have reduction in issue related to diversity.
Thus, it can be said that the comparison is not to be made in male and female employee.
This kind of discrimination can also affect the working of the enterprise. In addition to
this it can be said that in this 22 responded are agreed to not make any discrimination in
the basis of gender. Moreover, 8 of them are agreed, 5 of them are neutral and 5 are
disagreed.
Theme 11: The fair working will be helpful to bring long term sustainability to the
enterprise.
11. Do you think fair workplace will be helpful to bring
long term sustainability to the enterprise. Frequency %
Yes 30 60.00%
No 10 20.00%

May be 10 20.00%
Total 50 100.00%
Interpretation:
Based on the above diagram it can be conclude that fair working among the
employees will be helpful to create the effective working culture. Each employee need
to give chance to perform their role, there is not to make discrimination on the basis of
age, sex, gender. Thus, in this 30 of them are agreed, 10 of them are not and other are
not having any opinion about it. The fair working in the enterprise will be helpful to have
long term sustainability in this competitive market.
Theme 12:
12. Is organization need to make provision in relation to
equal opportunities to diversified employees? Frequency %
Strongly agree 15 30.00%
Agree 5 10.00%
Neutral 5 10.00%
Disagree 5 10.00%
Strongly disagree 20 40.00%
Total 50 100.00%
Interpretation:
Theme 13: The employees from differed places will bring innovative performance, result
in growth of enterprise.
13. Is diversified employees will bring innovative
Frequency %

performance, result in growth of enterprise.
Yes 30 60.00%
No 10 20.00%
May be 10 20.00%
Total 50 100.00%
Interpretation:
Based on the above diagram it can be concluded that employees from differed
culture will work as to perform their work in more effective manner. Thus, the individual
who belong to differed places has differed style of working. Hence, this will be helpful to
facilitate the effective growth. This also helpful to bring larger amount of enhancement
in the working of enterprise. In addition to this, 30 out of 50 are agreed to hire the
employees from differed place. 10 of the responded are not in relation to get the
employees.
Theme 14: Team working will be helpful to reduce the issues in relation to Diversity.
14. Do you think team work will be helpful to reduce the
issues in relation to Diversity. Frequency %
Strongly agree 30 60.00%
Agree 10 20.00%
Neutral 5 10.00%
Disagree 2 4.00%
Strongly disagree 3 6.00%
50 100.00%
Interpretation:

Based on the above diagram it can be concluded that team working is helpful in
relation to make the better interaction among the employees. With the help of this
worker will have the chance to make communication with each another? This will lead to
have reduction in the problem relation to the diversified management. IN addition to
this, 30 out of 50 are agreed to promote team working.
As per the above mentioned interpretation it can be determined that there are
different improvement measures to reduce the issue related to diversity such as
communication, training and development Harmony, Equal opportunity, Teamwork, Reward
distribution and so on. All this are suitable but for CRYSTAL Business Consultants, training is
best suitable method. It is essential and beneficial approach in reduction of challenges to
engagement and diversity issue at workplace. It help in improvement of employees
performance, increased adherence and productivity, maximised innovation in new product
and strategies and many other. Therefore training is essential and significant for maintain
diversity related issue at workplace.
12. 6.0 CONCLUSION
As per the above mentioned report it can be determined that diversity is main issue
at the workplace that effects on employee’s engagement and business productivity. In order to
overcome issues relating to diversity at the workplace, company have conducted a
research program which is focused on understanding and overcoming the challenges and
barriers which is being faced by the employee in the organisation. There are different
ways to reduce challenges to diversity such as effective communication, proper training
and development class, distributing rewards and many other. All these are essential and
beneficial but Crystal business consultants follow training and development options. As
per the above interpretation, it can be determined that diversity is highly impacts on the
employees as well as organisational performance in a positive manner. This statement is
agreed by different respondents. To minimize challenges to employee engagement and diversity
different options are suggested to the company such as training and development
program, distribution of accurate reward, effective communication and many other. All
these are essential for the business to keep strong and long term relation with the
employees. Training is main options for overcoming challenges related to diversity

because it increase knowledge level of employees. It is also essential in building
consciousness and a united work environment. It has been clearly determined that well-
handled, various teams outperform homogeneous groups, as they run to be more
creative and impressive at problem-solving. Thus, training is more essential and effective
part for the company to overcome diversity related challenges in the workplace.
To identify point of view of the employees, company use primary source approach
which is beneficial for collecting accurate amount of information from the respondents.
Questionnaire is also a main part which is made by the investigator to ask different
questions to the respondents about the impact of diversity on employees productivity
and team building. All these assist the researcher to identify accurate response of
employees towards impact of diversity and its overcome approaches.
Based on the above report it can be concluded that the employee engagement is the
key objective to facilitate the effective growth in the business enterprise. The human
resource manager is the responsible person to hire the best employee to the entity. In
the present environment the factor of sustainability plays the important role to compete
with their rivalries. Thus, long term sustainability in the market will only be possible if in
enterprise there is long-term employee retention. Thus, it can be said that in firm there
are number of employees who comes from differed background and all are having
differed style of performing business activities. In addition to this, it states that the
diversity is the big issue in the present days and it is needing to be cope to have large
amount of profitability and productive in the enterprise. The present project has covered
the various activities in relation to Diversity management so that effective steps towards
it can be taken. It will cover the activities as are literature review, data Malaysian and
recommendation and result, conclusion and recommendations so that report can be
framed effectively.
With the help of the clear framework and their involvement in the firm activities they
can meet with the desired objective in the enterprise. The employees to the firm need to
be engaged in the planning and process of decision making. Furthermore, in the case of
diversified situation it became very typical to ensure efficient empowerment,
standardization, and reward to each employee so that this will be helpful to reduction in
the dissimilarities between them. It states that culture diversity is the issue which create

the problem and it directly affects the team working structure of the business enterprise.
It needs to be coping up by takitolerateng various initiatives to draw competitive market
strategies. Thus, it can be said that the high level of the diversification in the enterprise
will create the problem in relation to establish proper communication in the firm. With
the help of framing up of the effective leadership strategies the firm can bring effective
working in the enterprise.
At the end diversity inclusion and Engagement is a continuous process, so it’s important
we measure all outcome at least once a year and plan to improve I accordingly.
Some organisations do it quarterly and it depends on size of the company and its
ability to invest but measuring the outcome is vital.
7.0 RECOMMENDATION
As per the above mentioned information it can be recommended that
implementation of diversity is a main issue in the organisation that effects on its
productivity and performance of a business. Diversity brings the communication gap
among the staff members which is not beneficial for the growth and success of
organisation. There are different ways to reduce diversity at workplace such as
communication, reward distribution, training program, team work and many other. In this
best suitable option for the Crystal business consultants is to implement training and
development programs to the employees. It is taken by the organisation in order to
develop awareness or knowingness of diversity problems and bring regarding
cohesiveness in groups. It is essential for the business to improve performance and
productivity of employees as well as achieve strategic goals of company. This option is
agreed by more than half respondents because as per their opinion training is best
method for developing better coordination among staff members. It suggested that
administrators have a more proper and positive perception about the development of
workplace diversity. There are different suggestion to the company which are
determined as under:
Empower Staff: Providing diversity awareness training to the employees is essential for
the company to overcome challenges diversity at workplace and achieve better results
within predetermined time duration. Company should provide outside help the

workforce, it is helpful for them to solve communication issue and avoid actual effort of
culture clash.
Establish corporate guidelines: To develop business policy and strategy that clearly
explain the comprehensive nature of their compensation, recruitment, social programs,
professional development and many other benefits. Company make it clear that
discrimination and harassment will not be authorised and explain the effects for violating
policy.
Implementation of training programs
Steps Training activities Cost (£)
Step 1 Coaching and conference 100
Step 2 Workshop 80
Step 3 Development programs 90
Step 4 Certification support 60
Total 330
1. Thus, it can be said that communication is the factor to improve the barrier in
relation process of communication. Without effective communication the employee
cannot able to able better interaction with each other and this work as to hinder the
growth of enterprise. With the help of these policies can be easily understandable.
The employees should communicate with each other so that issue in relation to the
diversity can be minimised. A top to bottom approach from management will be a
point of start for many organisations.
2. In the organisation each employee needs to be treated equally so that It can reduce
the issue in relation to diversification. With the help of treating equally the
organisation can promote fairness. This will be helpful to attend the desire
profitability. This kind of activities will be helpful to promote long term sustainability
in the enterprise. It’s all about creating a diverse culture. A defined policy for

diversity and inclusion just not help the company to outline the culture as well as
safeguards from many potentials tribunal cases.
3. The organisation should have allowed working in the team manner; this will be
helpful to working effectively with the all employees. In these employees will
interact with each other, hence it will result in smooth process of communication.
This kind of the activities are helpful to attract the large number of the employee to
the firm. Furthermore, organisation can invest on training people emotional
intelligence which helps employees to understand their people around them more. It
will help to increase team engagement and employee productivity simultaneously
4. Diversified team structure will be helpful to access the innovation procedure, and
this will be helpful to carry out the effective working in the enterprise. The
employees from differed backgrounds are having significant knowledge; this will be
helpful to bring effective result. This will also help to enhance the understanding.
Hence, it can be said that the lack of understanding creates the problem in relation
to discrimination.
5. The organisation should focus over relationship of employees so that all together can
perform each function expertise. Hence, it can be said that respect, tolerance and
compassion need to be core of team working.
6. The human resource manager of the firm is responsible to facilitate the good
relation between the employees. With the help of encouraging corporation from
each other problem in relation to cross culture working will be reduced.
7. The employees need to be given timely feedback on their performance, so this
function will motivate them to perform their best. In this way they need to distribute
rewards to each worker as per their contribution. This function will be helpful to
keep motivating to the employees so that desire profitability and productivity can be
achieved.
8. Each organisation should make some norms in relation to policies of diversity so that
human resource manager will empower to promote fairness, this kind of function
will be helpful to create the smooth functioning in enterprise.

9. To get fair understanding the employees need to deal with the effective working and
this kind of the function will be helpful in relation to attract the individual to the
enterprise. Thus, it can be said that the communication, teamwork and this all kind
of the activities are very essential to promote the effective working in the enterprise.
10. To measure outcome for diversity inclusion and engagement many companies do
adopt many different types of measurement. Glint’s people survey is quite famous
among many corporates within UK which gives organisation their individual reading
for leadership, trust, diversity, inclusion and engagement.
11. Leading role in development and evaluation of resourcing and talent management
strategies. Diversity management and flexibility working initiatives. In respect to
leading a role in development and evaluation of resourcing ascertain to increasing
diversity which improves hiring practices. In respect to ensure selection of the
diverse talent, HR policies and practices reviewed carefully to identify barriers and
opportunities for improvement. Working towards increased workplace diversity is
not complicated so that it solves HR practices within the organisation. Good
recruiting and hiring practices increasing diversity in the business environment. In
UK, there are several managers and employers operating in the most buoyant
employment market that experienced for some time. It is adding in the challenge
which faces in recruiting and retaining talent for effective work performances (Kim,
Choi and Greig, 2017)
With increasing competition, talent and escalating recruiting difficulties solve for all staff
and managers as well (Yang, Xia and Zhang, 2016). In development and evaluation of
resourcing and talent management strategies, following are roles could be lead at
workplace:
Get the word out: In respect to going through regular channels, there are different
aspects included in the community board of consultant businesses. Diverse talent into
the organisation also make systematic aspect of the results that make effective position
as well. Position is also advertised in variety of places such as community board,
settlement service agencies, cultural community group, etc. (Zhao and Enders, 2017)..
Build relationship with cultural groups which work with diverse communities: Contact
with local serving agencies also provide employment advice and services towards the

program. It increases the profile of the chosen organisation those are working with new
people (Bordeianu and Buta, 2015). Further, organisation can also take several
advantages in programs such as worker program, immigrants programs. Local
connection implemented with talent related programs for employment councils.
Promotion with organisation and place to work: Individual is not considered as the non-
profit so that it is essential to established programs in systematic manner. Common and
desirable activities also partnering with increase sector profile and attending job in
supply chain of hotel (Charles and Wray, 2015).
Connection of volunteer base: Further leading role included is individual who will work
as volunteer to gain new experience and build network as well. Therefore, different
people are made awareness to take right decision in the business. It could be apply to
take initiatives in the business.
CIPD also believe that HR and other professional using Brexit that stimulus for applying
focus on the different essential activities. To get the fundamental rights and build stronger,
more productive workforce makes high growth with inclusiveness. CIPD also considered
major part that provide invaluable with insight into the resources and talent planning to
face the current challenges. Wide range of political and economic changes in UK also faced
recently which pertains in systematic manner. Potential change with increase trends also
developed that focuses on the outsourced recruitment approaches (Marean, Anderson and
Hill, 2015). Vast skills' shortage in UK denotes recruitment in systematic consideration.
8.0 COST OF IMPLICATION
In term of cost of implementing these in Crystal Business consultants, these could be most
cost effective approach. All of these recommended strategies are really easy to imply by
making part of businesses strategy for L&D.
Even though initial cost involves trainer’s time and employees training time and also
reviewing some strategies for resourcing and talent management but nothing too much
which might strain organisation finance.
While a wide range of definitions and interpretations exist around learning and training
interventions, one key distinction in respect of costing is whether provision is external or
internal: external provision – where training is supplied by an out-of-house provider at a
geographically separate location to the organization and is generally attended by

participants from a range of employing organizations or where learning content is
provided by an external digital provider (sometimes called ‘open programmers’). internal provision – where dedicated training or learning is provided solely for the
benefit of the organization’s own employees, often at an on-site location, although
the provider may either be in-house (for example, the specialist in-house training
function or a group of senior managers engaged in mentoring) or an external
consultant or organization, and additionally digital learning content provided by in
house production teams.
External provision
Where an organization sends individuals on an external training course, this is relatively
easy to cost as there will be a cost/person charged for the course plus any associated travel,
accommodation and subsistence costs. Similarly, when digital content is created or provided
externally, the costs are clearly per project or per license/user
Internal provision
Costing tends to be rather more complex in the case of internal provisions, with a number of
factors to be considered.
Development costs
These one-off costs include: designing the best methods to meet learning objectives designing materials, pre-course material and handouts curating content, including hosting costs Preparing evaluation tools.
If external consultants are used, the costs are easily identified from their fee. However,
sometimes internal teams of learning professionals and specialist managers design the
programmes and in these cases it is important that the development costs are fully
recorded by noting all the time spent on design.
The internal route is often assumed to be the low-cost option, although a clear cost analysis
is needed as consultants may in certain circumstances be more cost-effective because of
their experience in development work, their existing portfolios, speed of production,
availability and contacts.
The cost of a pilot course may be considered as a development cost, although if it is
successful the organisation has the benefit of one group of trained delegates.
Delivery costs
The costs of delivering a developed course are compiled per programme, and include (for a
blended learning example): Costs of facilitator(s) - these may be consultant fees or the costs of using internal
training staff. Venue costs - charges from a hotel or training centre or may involve assessing the
costs for using internal facilities:

o training rooms
o equipment
o accommodation, if relevant
o catering. Costs of printing all learning materials and handouts, plus costs of any takeaways
such as USB memory sticks. Hosting costs for a platform for online content, forums or community, plus costs and
time to facilitate an online learning community. Administrative costs involved with making the arrangements for the programme and
the delegates.
Informal learning interventions
Providing informal learning also gives rise to costs. For example, running an in-house
coaching programme with line managers can incur significant costs including: initial coaching programs for managers coaches to learn how to coach time of managers during sessions Providing supervision to the manager coaches.
E-learning and other technology-based learning
E-learning is often introduced for cost saving purposes, although it can be a false economy if
the learning is not effective. Additionally, it is necessary to calculate the initial cost of buying
or designing any technology-based learning, plus the cost of maintaining content and
facilities.
It’s also essential to measure the take up of such provision to ensure that the costs are
being spread over actual learners rather than the predicted take up
Costs of learners’ time
Regardless of whether learning is internal or external, formal or informal, there are costs
associated with delegates' time away from work. It may be straightforward to identify the
costs if temporary staffs are brought in or if overtime payments are made. While it is less
easy to calculate the cost of losing employees’ time on day-to-day work duties, these costs
are usually estimated as:
Cost/day = (salary ÷ number of working days) + overheads. 'Working days' is often taken as
228 per year.
As a common rule of thumb, overheads are often calculated as between 30% and 50% of
salary costs. In some organizations a loss of profit is included, but this makes a more
complex calculation.
The cost of delegates' time away from work will not usually enter into any calculations for
comparing different types of training intervention (unless the options are of different
durations), but they need to form part of any assessment of the overall cost of a learning or
training event. In addition, the increased productivity for that employee as a result of taking
time out for learning could also be factored in to overall cost/benefit analysis, which needs

to also include employee engagement feel good factors as a result of feeling mo. An
implementation plan with clear costings and prioritization of recommendations should also
be included. Referred equipped and competent.
As learning moves to become an everyday event with knowledge sharing, informal and
regular short learning interventions, for example podcasts or ‘lunch and learn’ sessions, any
calculations need to reflect this. ‘Bite size’ learning which employees can undertake when
needed means workflow is not interrupted so productivity levels remain, and the cost of
learning is included as part of their day job.
As per the recommendation, diversity is more effective part for the success and
growth of the company. It will also impact on employee’s performance and motivation in a
positive manner. In order to overcome this issue, business manager play vital role in
developing training and development programs, communication channel and many other so
that a business leads to delivery of products and services in the right manner.

Appendix
1. Is it is necessary to hire the employees to the entity from differed backgrounds. Strongly agree Agree Neutral Disagree Strongly disagree
2. Do you think diversity is the major issue in enterprise? Strongly Disagree Somewhat Disagree Neutral Somewhat Agree Strongly Agree
3. Is organisation need to provide training programmer which promotes multi-culture
understanding Strongly Disagree Somewhat Disagree Neutral Somewhat Agree Strongly Agree
4. Do you believe policies and procedure of enterprise can discourage discrimination. Strongly Disagree Somewhat Disagree Neutral Somewhat Agree

 Strongly Agree
5. Is diversity bringing the communication gap between the employees. Yes No May be
6. Do you think employees who are from differ background encouraged fort higher
education? Strongly agree Agree Neutral Disagree Strongly disagree
7. What kind of factors are need to be considered to have reduction in diversity. Training programme Reward distribution Teamwork
8. Do you think that effective learning about the diversity will be helpful to enhance firm
profitability? Yes No May be
9. What are the improvement measures to reduce the issue related to diversity. Communication Equal opportunity Harmony

 Teamwork
10. Does equality in gender will promote improvised performance. Strongly agree Agree Neutral Disagree Strongly disagree
11. Do you think fair workplace will be helpful to bring long term sustainability to the
enterprise? Yes No May be
12. Is organisation need to make provision in relation to equal opportunities to
diversified employees? Strongly agree Agree Neutral Disagree Strongly disagree
13. Is diversified employees will bring innovative performance, result in growth of
enterprise. Yes No May be
14. Do you think team work will be helpful to reduce the issues in relation to Diversity. Strongly agree

 Agree Neutral Disagree Strongly disagree
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