An investigation into Managing Cultural Diversity in the Workplace-A Case Study Asda Plc.

Research on Equality and Diversity in the
workplace Reflective report

Table of Contents
INTRODUCTION...........................................................................................................................4
Theoretical concept................................................................................................................4
Reasons for choice of Research Title.....................................................................................4
Brief on the company.............................................................................................................4
Personal motivation for Research Title..................................................................................4
Research Aim.........................................................................................................................5
Research Objectives...............................................................................................................5
Research Questions................................................................................................................5
LITERATURE REVIEW................................................................................................................6
Equality and diversity between the workers of the organization...........................................6
Importance of maintaining balance between the family life and work life and its effects on
performance............................................................................................................................6
Gender equality policy at workplace and their effectiveness on Asda Company..................7
Reasons and ways of developing proper diversity at the workplace......................................7
Effective strategies for developing the diversity and equality in the business.......................7
METHODOLOGY AND DATA COLLECTION...........................................................................9
Research Philosophy..............................................................................................................9
Research Approaches.............................................................................................................9
Research strategies.................................................................................................................9
Research choices..................................................................................................................10
Data collection......................................................................................................................10
Sampling...............................................................................................................................10
Time horizon........................................................................................................................11
DATA ANALYSIS AND INTERPRETATIONS.........................................................................12
On primary basis...................................................................................................................12
On secondary basis...............................................................................................................22
RESEARCH OUTCOMES............................................................................................................24
CONCLUSION AND RECOMMENDATIONS..........................................................................28

Conclusion............................................................................................................................28
Recommendations................................................................................................................28
REFLECTION & RECOMMENDATION OF ALTERNATIVE RESEARCH
METHODOLOGY........................................................................................................................29
Reflection.............................................................................................................................29
Alternative Research Methodology......................................................................................29
REFERENCES..............................................................................................................................30
APPENDIX....................................................................................................................................32

TITLE: An investigation into Managing Cultural Diversity in the Workplace-A Case Study Asda
Plc.
INTRODUCTION
Theoretical concept
At workplace, equality and diversity is all about respecting staff of individual age, race,
gender, skills, cultural background and others. Equality is assuring that each one at workplace
has equal opportunity and treated differently. Diversity is related to taking account of differences
among people and the group of people (Abadeer, 2015). Cultural diversity is related to
appreciating that the firm is made up of the several various groups with the various talents and
interests. Phrase of the cultural diversity can have related to having various cultures respect the
differences of each other.
Reasons for choice of Research Title
The research title is related to Managing Cultural Diversity in the Workplace. The reason
behind choosing this research title is that it helps to an investigator in examining the issues faced
by employees due to the cultural diversity. Other than this, reason to selecting the cultural
diversity title is to assure that everyone at workplace has access same treatment and
opportunities. Managing the cultural diversity helps in developing the positive impact on
reputation of company (Antman, 2015).
Brief on the company
ASDA is British supermarket retailer and its headquarter is in Leeds, West Yorkshire.
This firm was founded in year 1949 when Asquith family merged retail business with Associated
Dairies firm of the Yorkshire. ASDA organisation commissioned Global Diversity Practice at
initial basis for series of the Unconscious Bias Workshops to the up skill the senior leaders on
the Diversity and Inclusion (Baah-Boateng, 2012).
Personal motivation for Research Title
The personal motivation for conducting this research is that it helps in enhance the
personal understanding as well as experience of an investigator. This assist in make improvement
in the research as well as analytical skills. Through conducting the present investigation,
researcher can able to conduct similar kind of investigation in future (Barthelemy, McCormick
and Henderson, 2016).

Research Aim
“To identify negative effects which workplace discrimination have on performance of
employees”. A case study on ASDA.
Research Objectives
 To explore ways of establishing equality and diversity between the workers of the
organization.
 To identify importance of maintaining balance between the family life and work life and
its effects on performance.
 To implement gender equality policy at workplace and their effectiveness on Asda
Company.
 To explore reasons and ways of developing proper diversity at the workplace.
 To recommend some effective strategies for developing the diversity and equality in the
business.
Research Questions
 Barriers using of diversity policy at workplace?
 What are the methods to solve diversity issues at workplace?
 What are the problems which are faced by the employee at workplace?
 Describe the strategies for implementing diversity policy?

LITERATURE REVIEW
Equality and diversity between the workers of the organization
According to viewpoint of Darshana Dutta (2020) Equality and diversity is explained as
promoting the equality related opportunities to all the employees. Diversity is related to
providing every person chance to attain potential and free from the discrimination. It is necessary
for managers to provide the equal opportunities to all the workers within organisation. The equal
opportunity is concerned to understanding that all the workers are treated without the judgement
made on the basis of stereotypes. Understanding as well as appreciating various skill set within
workforce, company has opportunity to be employer of the choice. Providing the equal
opportunities to workers help in motivate them and make improvement in their performance
level. ASDA organisation is mainly committed to maintaining environment that engenders the
Diversity and Inclusion as well as understand that the diversity is not policy (Chen and et. al.,
2013). Other than this, better diversity programme has several beneficial impact on the
employees and company. Staff members can be ensured that they will not discriminated against
at workplace and also they have the equal opportunities for progression and promotion purpose.
The employees can more confident if they will be provided right tools to perform their job in
proper manner.
Importance of maintaining balance between the family life and work life and its effects on
performance
As per viewpoint of Rachel Hill (2018) Maintaining healthy work life balance is not
necessary for relationship and health but this can make improvement in productivity and
performance of staff. Focusing on the work life balance will assist in draw valuable talent pool
for the new hires and enhance retention rates. In context to this, result of poor balance among the
personal life and work life not impact on staff but this affect firm for which they mainly work.
The stress of employees can enhance burnout level, resulting in the less growth at workplace,
absenteeism and stress of health problems. From all this, staff members many experience the
poor co- workers and personal relationship and also minimize job satisfaction (De Marco, 2012).
Maintaining the balance among family life and work life is helpful in minimize stress and this
can prevent the burnout in workplace. With the help of developing working environment that

mainly prioritize the work life balance, managers can save the money as well as maintain
productive and healthier workforce.
Gender equality policy at workplace and their effectiveness on Asda Company
Eric Feigenbaum (2020) stated that Gender equality defined as men and women enjoy
similar opportunity to be realize full rights of human and also contribute potential to enhance the
organisational productivity. This is not legal to engage in the gender discrimination when this
comes to benefits and pay. Wages should be the equal for men and women which performing
equal work under the same working situations in the job needed equal effort, responsibility and
skill. On the other hand, following norms of the modern business and seek best talent, ASDA
have the gender equality policies for the compliance reasons. Key to developing equal workplace
is permitting staff members to have opportunity to take care. It is necessary to provide the
generous policies which staff members feel comfortable. Implementing the gender equality
policy is helpful in developing the positive impact on employee’s performance as well as
profitability of ASDA (Cohn, 2019).
Reasons and ways of developing proper diversity at the workplace
Laura Sands (2020) stated that developing the proper diversity is beneficial for the
business. The reason for developing diversity at workplace is that it helps in greater employee
retention, enhance organisational productivity, greater innovation and others.
On contrary to this, Anja Zojceska (2018) stated that ASDA company use the different
ways to developing the diversity and positive working culture. There are different ways given
below to developing proper diversity at workplace:
Have diverse interview panel- Consisting the diverse people into hiring process will
assist to uncover the unconscious biases and also make improvement in equality principles of
recruitment process.
Reward diverse referrals- Explicitly ask existing staff members to refer the candidates
from the underrepresented groups in firm. Company can provide the additional bonuses and
rewards from suggested diverse candidates (De Paola and Scoppa, 2015).
Effective strategies for developing the diversity and equality in the business
As per opinion of Tom Wells (2020), Workplace inclusion assist the staff members of all
the religions, backgrounds, sexual orientation and ethnicities at workplace. The diverse teams

produce better outcomes and the inclusion to attract as well as sustain best talent. There are
effective strategies given below for developing the diversity and equality in business:
Educate organisation leadership- There are different reason that management and
leadership should attend the inclusion and diversity related workshops. First, this is one of less
diverse work areas, dominated through white males. Second is that leaders can be play important
role in shaping the values of firm.
Gather inclusion feedback regularly- It is necessary for employees to listen to company.
Manager should try to add the feedback on regular basis to know about the working. There is a
need to speak to the community mentors and assure that they have many opportunities to
enhance issues concerned to inclusion. Arrange the session among community and staff
members to assure that they have safe space to share feedback (Delavande and Zafar, 2013).