Managing Cultural Diversity in the workplace

This research project focuses on analyzing the impact of managing cultural diversity in the workplace on the performance of organizations. It includes a case study on Marks & Spencer and explores the concept of cultural diversity, its impact on business performance, and different ways to manage it. The study aims to provide insights into the benefits and challenges of cultural diversity in the workplace.

Research Project
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Contents
Research Project..............................................................................................................................1
TITLE: “Managing Cultural Diversity in the workplace”...............................................................3
INTRODUCTION...........................................................................................................................3
Research Aim...............................................................................................................................3
Research Objectives.....................................................................................................................3
Research questions.......................................................................................................................3
Rationale of research...................................................................................................................3
LITERATURE REVIEW................................................................................................................4
Concept of cultural diversity in workplace..................................................................................4
Impact of managing cultural diversity in workplace on performance of business entity............4
Different ways to manage cultural diversity in workplace..........................................................5
RESEARCH METHODOLOGY AND DATA COLLECTION....................................................6
DATA ANALYSIS AND INTERPRETATION.............................................................................8
Data Analysis...............................................................................................................................8
Data Interpretation.....................................................................................................................10
REASEARCH OUTCOMES.........................................................................................................16
CONCLUSION AND RECOMMENDATIONS..........................................................................17
Conclusion.................................................................................................................................17
Recommendations......................................................................................................................17
REFLECTION AND RECOMMENDATION FOR ALTERNATIVE RESEARCH
METHODOLOGY........................................................................................................................17
REFERENCES..............................................................................................................................19
Appendix........................................................................................................................................20
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3

TITLE: “Managing Cultural Diversity in the workplace”
INTRODUCTION
Cultural diversity is referred as the differences that are represented among employees. When
an organisation is open to hire workforce from distinct backgrounds, culture, religion etc., there
exist cultural diversity (Rice, 2015). In an organisation, having diverse workforce will render
various benefits to organisation. The selected organisation in this report is Marks & Spencer
which is a multinational retailer headquartered in United Kingdom. The topic of this study is “To
analyze the impact of managing cultural diversity in workplace on performance of organisation.
A case study on Marks & Spencer.”
Research Aim
“To analyze the impact of managing cultural diversity in workplace on performance of
organisation. A case study on Marks & Spencer.”
Research Objectives
 To understand the concept of cultural diversity in workplace.
 To assess the impact of managing cultural diversity in workplace on performance of
business entity.
 To determine the different ways through which an organisation can manage cultural
diversity in workplace.
Research questions
 What is the concept of cultural diversity in workplace?
 What is the impact of managing cultural diversity in workplace on performance of
business entity?
 What are the different ways through which an organisation can manage cultural diversity
in workplace?
Rationale of research
The reason of selecting the topic “To analyze the impact of managing cultural diversity in
workplace on performance of organisation. A case study on Marks & Spencer” is to assess the
influence of cultural diversity on organizational performance and its significance to company. it
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helps in determining strategies that supports in managing culturally diverse workplace (Ang and
Van Dyne, 2015).
LITERATURE REVIEW
Concept of cultural diversity in workplace
As per the view point of Hopkins and et, al., (2016), cultural diversity means there is
diversity of cultures in a workplace, all cultures adhere each other’s culture or difference. It is a
form to appreciate each other’s flaws. This difference could be based on ethnicity, sex, gender,
social status, age and sexual orientation. The organizations have realized how important it is to
have a diverse workforce. Organization also known diversity workforce provides both intangible
benefits and material. Organizations must celebrate diversity to avoid issues like, harassment and
awkwardness. Every human is diverse in its own way as everyone possess different qualities,
diversity in organizations refers to particular group who have experienced discrimination.
Inclusive programs and company diversity are found methods to overcome obstacles so different
people can work together in a productive way.
When so many diverse minds work together it leads to enhance productivity in workplace.
Culturally diverse workplace also has improved creativity as everyone has a unique characteristic
and when so many different characters meet, there mind become creative because of the
surrounding (Kirton and Greene, 2015). Organizations can earn huge profits when it allows
diversity. When organizations promote everything based upon their skills not upon their
background, the chances increase to become successful. Different people from different
backgrounds work together in a company they get to learn a lot from their accompanied, and
their range of skills grow. When an organisation support diversity, organization’s reputation
increases and people have a develop a desire to join that organisation cause of its vibration.
Impact of managing cultural diversity in workplace on performance of business entity
As per the view point of Alexander, Havercome and Mujtaba, (2015), Cultural diversity leaves
several impact on organizations. It has its own impact on individuals and economy. Some
positive and negative impacts of cultural diversity are as follows: Employees belong to different
cultures in diverse workplace usually have different opinions and views and perspectives which
leads towards greater results. This objective is hard to achieve if employees belongs to same
culture and there are asked to investigate the same matter. Employees belongs to different
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cultures usually have different experiences, which is proven to be very beneficial for
organizations. Employees with diversity can overcome obstacles easily when they form a team
because of their personal experiences. Another positive impact of cultural diversity in
organizations is they overcome cultural thing as their business grows in several other countries
and becomes international. This impact is a very precious benefit derived from diversity. As
organizations grows or expands in other countries, a number of problems including, to collect
information of local customs, laws in other countries, assessing risk, create strategies to
overcome risk (Ozturk and Tatli, 2016). When an organisation is culturally diverse, it can use
knowledge and information of the individuals to overcome these obstacles and to achieve the
objectives. However, it can contain creation of barriers, miscommunication and dysfunction
adaptation behaviors. Culturally diverse people have different thoughts, opinions, beliefs, values,
trends, norms and traditions. When different cultures work together or collaborate, there can be
difference in their opinions which can become a hindrance in the development of organizations.
Different ways to manage cultural diversity in workplace
As per the view point of Bratton and Gold, (2017), Cultural diversity is very important
for every organisation yet it is quite hard to maintain it. But there are certain ways through which
we can restore cultural diversity in organizations.
Prioritise communication- communication always proves a solution to everything.
Organization should ensure communication with employees more often. Procedures, safety rules,
policies, and other essential information should be frame to overcome cultural barriers and
language problems by translating materials.
Treat every worker as an individual- organizations should see every individual as a
person not as a person belonging to different culture. And judge every failure or success as an
individual capability not link it to their background.
Encourage workers to work with different people- when diverse individuals work
together they get to know each other and start value one another. It can help in respecting each
other’s culture (Nankervis Baird Coffey and Shields, 2019).
Be open minded- encourage workers that one's background and culture has no relation
with their value or with their capabilities. It is talent or skills which requires to achieve goals.
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Hiring- to create a diverse workplace, organization are required to hire or recruit new
talents from various backgrounds. This requires leaders and other management to overcome bias
to make a legit decision in interview and assess talent. If organization can break their orthodox
thinking they can recruit talent.
RESEARCH METHODOLOGY AND DATA COLLECTION
There are various methods that a researcher can use to perform study in a systematic way.
Some of the methods which are utilized in this study are mentioned below:
Research philosophy: Positivism and interpretivism are the 2 philosophies which can be
used in research. Interpretivism philosophy is taken into consideration in this study as this helps
investigator in collecting the data with high level validity (Mohajan, 2018).
Resource approach: two types of approaches named as inductive and deductive can be use
in study. For the specific research, inductive approach is considered as this supports researcher in
drawing valid and reliable outcome of research and also help in understanding the accuracy of
initial assessment.
Research design: these are of two types qualitative and quantitative research design. This
research is based on quantitative research method as with this researcher is able to collect
numerical data over the study topic that helps in ensuring more accurate results of research.
Data collection method: primary and secondary, both methods are utilized for collecting
adequate amount of data on the topic. Utilization of both the methods collectively help
researcher in collecting huge amount of information on the topic and drawing valid outcome of
research (Fletcher, 2017). Questionnaire tool is selected for primary data collection and books
and journals are used for secondary data. The questionnaire use in this study is mentioned below:
Questionnaire
Name:
Age:
Address:
Q 1) Are you aware of the concept of cultural diversity in workplace?
A) Yes
B) No
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Q 2) How cultural diversity in workplace impacts the business performance of Marks &
Spencer?
A) Positively
B) Negatively
C) Both
Q 3) What benefits does Marks & Spencer get of having cultural diversity in workplace?
A) Increase creativity among teams
B) Receive positive reputation in market
C) Maximize employee engagement
D) Improved staff retention
E) Increase business performance
Q 4) Which challenge does management of Marks & Spencer face the most in managing
cultural diversity within workplace?
A) Integration across multicultural teams
B) Misinterpreted professional communication
C) Conflicting working styles
D) Distinct understandings of professional etiquette
Q 5) As per your opinion, to what extent do you agree that culturally diverse workplace has
direct relation with success of organisation?
A) Highly agree
B) Agree
C) Neutral
D) Disagree
E) Highly disagree
Q 6) By which way management of Marks & Spencer can manage cultural diversity in
workplace?
A) Encourage team work
B) Effective communication
C) Hire talent with diverse backgrounds
D) Setting standardized criteria
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E) Leverage training to all
Q 7) What is the impact of managing cultural diversity in workplace?
A) Vast and sound knowledge base
B) Maximized tendency of personnel
C) Reduced cost
D) Increased competitive advantage
E) Greater tendency to business expansion
Q 8) Suggest some strategies that Marks & Spencer requires to employ to manage
culturally diverse workplace
____________________________________
Sampling: the process of sampling includes selection of sample size from large population.
Simple random probability sampling method is considered to select sample size (Mackey and
Gas, 2015). This research makes use of sample size of 30 respondents who are the employees of
Marks and Spencer.
DATA ANALYSIS AND INTERPRETATION
Data Analysis
Q 1) Are you aware of the concept of cultural diversity in
workplace?
Frequency
A) Yes 26
B) No 4
Q 2) How cultural diversity in workplace impacts the business
performance of Marks & Spencer?
Frequency
A) Positively 12
B) Negatively 11
C) Both 7
Q 3) What benefits does Marks & Spencer get of having cultural
diversity in workplace?
Frequency
A) Increase creativity among teams 6
B) Receive positive reputation in market 5
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C) Maximize employee engagement 8
D) Improved staff retention 6
E) Increase business performance 5
Q 4) Which challenge does management of Marks & Spencer face
the most in managing cultural diversity within workplace?
Frequency
A) Integration across multicultural teams 7
B) Misinterpreted professional communication 8
C) Conflicting working styles 7
D) Distinct understandings of professional etiquette 8
Q 5) As per your opinion, to what extent do you agree that culturally
diverse workplace has direct relation with success of organisation?
Frequency
A) Highly agree 9
B) Agree 15
C) Neutral 3
D) Disagree 2
E) Highly disagree 1
Q 6) By which way management of Marks & Spencer can manage
cultural diversity in workplace?
Frequency
A) Encourage team work 4
B) Effective communication 6
C) Hire talent with diverse backgrounds 8
D) Setting standardized criteria 5
E) Leverage training to all 7
Q 7) What is the impact of managing cultural diversity in
workplace?
Frequency
A) Vast and sound knowledge base 6
B) Maximized tendency of personnel 8
C) Reduced cost 5
D) Increased competitive advantage 6
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E) Greater tendency to business expansion 5
Data Interpretation
Theme 1: Awareness of the concept of cultural diversity in workplace
Q 1) Are you aware of the concept of cultural diversity in
workplace?
Frequency
A) Yes 26
B) No 4
Interpretation: According to above graph, it is interpreted that according to 26 out of 30
people, they are aware of the concept of cultural diversity in workplace and the remaining four
respondents said that they are not aware of the concept.
Theme 2: The way cultural diversity in workplace impacts the business performance of
company
Q 2) How cultural diversity in workplace impacts the business
performance of Marks & Spencer?
Frequency
A) Positively 12
B) Negatively 11
C) Both 7
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Interpretation: The above chart shows that out of 30 respondents, 12 people said that
cultural diversity in workplace influence the performance of business positively, according to 11
respondents, the performance of organisation impacts negatively and the remaining 7
respondents said that cultural diversity impacts both negatively as well as positively on the
business performance of Marks and Spencer.
Theme 3: Benefits of having cultural diversity in workplace
Q 3) What benefits does Marks & Spencer get of having cultural
diversity in workplace?
Frequency
A) Increase creativity among teams 6
B) Receive positive reputation in market 5
C) Maximize employee engagement 8
D) Improved staff retention 6
E) Increase business performance 5
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Interpretation: According to the above chart, it can be interpreted that 6 out of 30
respondents said that increase creativity among teams is the benefit that Marks and Spencer get
of having cultural diversity within workplace, 5 said that it receives benefit in terms of positive
repetition in market. According to eight respondents, maximize employee engagement is the
benefit, six said that improve staff retention is the benefit and the remaining five respondents
said that increase business performance is the benefit that company get from having culturally
diverse workforce.
Theme 4: Challenge that management of company face in managing cultural diversity in
workplace
Q 4) Which challenge does management of Marks & Spencer face
the most in managing cultural diversity within workplace?
Frequency
A) Integration across multicultural teams 7
B) Misinterpreted professional communication 8
C) Conflicting working styles 7
D) Distinct understandings of professional etiquette 8
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Interpretation: As per the above graph, it is interpreted that according to 7 out of 30
respondents, integration across multicultural teams is the challenge that management of company
face in managing cultural diversity in workplace, 8 respondents said that misinterpreted
professional communication is the challenge, according to 7 respondents conflict in working
styles is the challenge and the remaining 8 respondents said that distinct understandings of
professional etiquette is the challenge that management of Marks and Spencer face.
Theme 5: Agreement with the fact that culturally diverse workplace has direct relation with
success of organisation
Q 5) As per your opinion, to what extent do you agree that culturally
diverse workplace has direct relation with success of organisation?
Frequency
A) Highly agree 9
B) Agree 15
C) Neutral 3
D) Disagree 2
E) Highly disagree 1
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Interpretation: The above graph depicts that according to nine respondents out of 30,
they are highly agreed with the fact that culturally diverse workforce has direct link with
organizational success, 15 respondents are agree with this, according to three respondents, they
neither agree, not disagree from the fact. Two respondents are disagreeing and the remaining one
respondent is highly disagreeing from the relation of culturally diverse workforce with success of
organisation.
Theme 6: Strategies to manage cultural diversity in workplace
Q 6) By which way management of Marks & Spencer can manage
cultural diversity in workplace?
Frequency
A) Encourage team work 4
B) Effective communication 6
C) Hire talent with diverse backgrounds 8
D) Setting standardized criteria 5
E) Leverage training to all 7
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Interpretation: As per the above chart, it is interpreted that according to four out of 30
respondents, cultural diversity in workplace can be managed by Marks and Spencer by
encouraging teamwork, six said that it can be managed by effective communication, according to
8 respondents, by hiring talent with diverse backgrounds, cultural diversity can be managed.
According to five respondents, setting standardized criteria can help in managing cultural
diversity and the remaining seven respondents said that leveraging training to all can help
management of company in managing cultural diversity.
Theme 7: Impact of managing cultural diversity in workplace
Q 7) What is the impact of managing cultural diversity in
workplace?
Frequency
A) Vast and sound knowledge base 6
B) Maximized tendency of personnel 8
C) Reduced cost 5
D) Increased competitive advantage 6
E) Greater tendency to business expansion 5
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Interpretation: According to the above graph, it can be said that according to 6 out of 30
respondents, management of cultural diversity in workplace impacts on organisation in terms of
having sound knowledge base, 8 respondents said that maximized tendency of personnel is the
impact, 5 respondents said that reduced cost is impact, according to 6 respondents, increase
competitive advantage is influence and the remaining five said that greater tendency of business
expansion is the impact of managing cultural diversity within workplace.
REASEARCH OUTCOMES
As per the above discussed analysis and interpretation of data, it has been found that having
culturally diverse workplace impacts both positively and negatively on the performance of
organisation. There are several benefits that an organisation can gain by having diverse
workforce. It helps organisation in gaining competitive advantage, improving productivity,
encouraging creativity etc. which in turn help in its growth and success. An organisation can use
various strategies to manage diverse workplace (Earl and Taylor, 2015). Like it can hire
employees with diverse backgrounds, providing training to all etc. However, in managing
diversity, management face some challenges including conflicting working styles, integration
across multicultural teams etc. All these will have removed by adopting appropriate strategies.
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CONCLUSION AND RECOMMENDATIONS
Conclusion
As per the above mentioned report it has been concluded that each organisation should
manage cultural diversity in workplace. Management of cultural diversity impacts both
positively as well as negatively on the organizational performance. There are various benefits for
a company to manage culturally diverse workplace. These benefits include increase creativity
among teams, maximize employee engagement, improve staff attention, maximize business
performance etc. It also helps company receiving positive reputation in market and attaining
competitive advantage over rivals. Management of culturally diverse workplace is highly
significant for organisation in terms of its growth and success.
Recommendations
Managing cultural diversity within organisation provides various benefits to it in terms of
increase creativity, competitive advantage, maximize productivity etc. However, there are some
negative impacts too. In managing cultural diversity in workplace, the management of
organisation face many challenges including conflicting working styles, integration across multi-
cultural teams etc. It is very necessary for organisation to overcome the challenges and manage
cultural diversity within workplace in order to grow and success. So, it is recommended to
company to provide training to all individuals so that they enable to perform their duties more
effectively. Apart from this, organisation should encourage and promote team working in
workplace so that each and every individual work together towards accomplishment of
organizational goals. This will also help in reducing conflicts from workplace and maintaining
healthy environment. Moreover, it is also recommended to the company that it should hire and
retain employees who have different skills and knowledge and are from different cultural
backgrounds. This will help in managing culturally diverse workforce in the company.
REFLECTION AND RECOMMENDATION FOR ALTERNATIVE
RESEARCH METHODOLOGY
This study helped me in learning so many things including knowledge on the subject area,
others area, improve skills etc. This helped me in identifying the areas on which I required to
work. At the time of performing research, there are some difficulties that I faced. These includes
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lack of time and financial resource. Due to less time for performing research, some of the
activities cannot be completed on time. But the overall experience of conducting this research is
very good. In this research, I utilise quantitative research method and simple random sampling
for collecting data and sample size. In future if I get the chance to perform the research again on
any other topic, I can utilise qualitative research and convenience sampling method instead of the
method that I utilise in this research.
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REFERENCES
Books and Journals
Rice, M.F., 2015. Diversity and public administration. ME Sharpe.
Ang, S. and Van Dyne, L., 2015. Handbook of cultural intelligence: Theory, measurement, and
applications. Routledge.
Hopkins, W.E., Scott, S.G., Tung, R. and Froese, F.J., 2016. Values-based leadership
effectiveness in culturally diverse workplaces. Cross Cultural & Strategic Management.
Kirton, G. and Greene, A.M., 2015. The dynamics of managing diversity: A critical approach.
Routledge.
Alexander, V., Havercome, C. and Mujtaba, B.G., 2015. Effectively managing employees to get
results in a diverse workplace such as American Express. Journal of Business Studies
Quarterly, 7(1), p.13.
Ozturk, M.B. and Tatli, A., 2016. Gender identity inclusion in the workplace: broadening
diversity management research and practice through the case of transgender employees in
the UK. The International Journal of Human Resource Management, 27(8), pp.781-802.
Nankervis, A., Baird, M., Coffey, J. and Shields, J., 2019. Human resource management.
Cengage AU.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Driskill, G.W., 2018. Organizational culture in action: A cultural analysis workbook. Routledge.
Earl, C. and Taylor, P., 2015. Is workplace flexibility good policy? Evaluating the efficacy of
age management strategies for older women workers. Work, Aging and Retirement, 1(2),
pp.214-226.
Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design.
Routledge.
Fletcher, A.J., 2017. Applying critical realism in qualitative research: methodology meets
method. International journal of social research methodology, 20(2), pp.181-194.
Mohajan, H.K., 2018. Qualitative research methodology in social sciences and related
subjects. Journal of Economic Development, Environment and People, 7(1), pp.23-48.
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Appendix
Research Proposal Form
Student Name: ______________________ Student ID:
______________________
Centre Name: _____________________
Tutor: ________________ Date:
___________________
Unit: ____________________
Proposed Title: _“To analyze the impact of managing cultural diversity in
workplace on performance of organisation. A case study on Marks & Spencer.”
_____________________________________________
Section One: Title, objective, responsibilities
Title or working title of the research project (in the form of a
question, objective or hypothesis)
Research Aim
“To analyze the impact of managing cultural diversity in workplace on performance of
organisation. A case study on Marks & Spencer.”
Research Objectives
 To understand the concept of cultural diversity in workplace.
 To assess the impact of managing cultural diversity in workplace on performance of
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business entity.
 To determine the different ways through which an organisation can manage cultural
diversity in workplace.
Research questions
 What is the concept of cultural diversity in workplace?
 What is the impact of managing cultural diversity in workplace on performance of
business entity?
 What are the different ways through which an organisation can manage cultural
diversity in workplace?
Section Two: Reasons for choosing this research project
Reasons for choosing the project (e.g links to other subjects you
are studying, personal interest, future plans, knowledge/skills you
want to improve, why the topic is important):
This research project is selected as this helps in identifying the impact of cultural diversity on
performance of organisation. Apart from this, it also helps in identifying the strategies that
helps in managing cultural diversity.
Section Three: Literature sources searched
Use of key literature sources to support your research question,
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objective or hypothesis:
Concept of cultural diversity in workplace:
https://www.thebalance.com/cultural-diversity-3306201
Impact of managing cultural diversity in workplace on performance of business entity:
file:///C:/Users/prouser/Downloads/8974-Article%20Text-35123-1-10-20141121.pdf
https://inside.6q.io/benefits-of-cultural-diversity-in-the-workplace/
Different ways through which an organisation can manage cultural diversity in
workplace:
http://www.internships.com.au/career-advice/how-to-manage-cultural-differences-in-the-
workplace
Section Four: Activities and timescales
Activities to be carried out during the research
project (e.g research, development and analysis
of ideas, writing, data collection, numerical
analysis, tutor meetings, production of final
outcome, evaluation, writing the report)
Gannt chart
Aims and objective
Research methodology
Literature review
Data collection
Data analysis
How long this
will take:
4 days
12 days
4 days
12 days
5 days
21 days
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Conclusion and recommendations
Final submission 25 days
Milestone one: _________________
Target date (set by tutor): ____________________
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Milestone two: _______________________
Target date (set by tutor): ______________________
Section Five: Research approach and methodologies
What type of research approach and methodologies are you likely
to use and why?What your areas of research will cover:
Research Philosophy: Interpretivism research philosophy is used in this
research.
Research Approach: Inductive research approach is utilizing in this
specific study.
Research Design: Quantitative research design is used in the
investigation.
Sampling Method: Simple random sampling
Sampling size: 30 respondents
Data analysis: Quantitative analysis through questionnaire
Comments and agreement from tutor
25

Comments (optional):
I confirm that the project is not work which has been or will be
submitted for another qualification and is appropriate.
Agreed: ________________ (name)_______________ Date ______________
Comments and agreement form project proposal checker( IV
sampling)
Comments (Optional):
I confirm that the project is appropriate.
Agreed /Disagree: (Name of the IV)
Date
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Research Ethics approval form
All students conducting research activity that involves human participants
or the use of data collected form human participants are required to gain
ethical approval before commencing their research. Please answer all
relevant questions and note that your form may be returned if incomplete.
For further support and guidance please see your respective Unit Tutor:
Before completing this form, we advise that you discuss your proposed research fully with your
unit tutor. Please complete this form in good time before your research project is due to
commence.
Section 1: Basic details:
Project title: “To analyze the impact of managing cultural diversity in
workplace on performance of organisation. A case study on Marks & Spencer.”
Student name:
Student ID number:
Programme:
College Name:
27

Intended research start date:
Intended research end date:
Section 2 Project summary
Please select all research methods that you plan to use as a part of your
project:
⮚ Interviews Yes No
⮚ Questionnaires Yes No
⮚ Observations Yes No
⮚ Use of personal records Yes No
⮚ Data Analysis Yes No
⮚ Action Research Yes No
⮚ Focus Groups Yes No
⮚ Others (Please specify) :
Section 3: Participants
Please answer the following questions, giving full details where
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necessary.
Will your research involve human participants?
Yes
Who are the participants? Tick all that apply:
Ages 12-16: Young people aged: 17-18 Adults: 18>
How will participants be recruited (identified an approached)?
Email,Text
Describe the processes you will use to inform participants about what
you are doing:
By using communication tools
How will you obtain consent from participants? Will this be written?
How will it be made clear to participants that they may withdraw
consent to participate at any time?
In written form
Studies involving questionnaires: will participants be given the option of
omitting questions that do not wish to answer? Yes
No
If no please explain why below and ensure that you cover any ethical
issues arising from this
Studies involving observation: Confirm whether participants will be
asked for their informed consent to be observed. Yes
No
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Will you debrief participants at the end of their participation (i.e give
them a brief explanation of the study)? Yes
No
Will participants be given information about the findings of your study?
(This could be a brief summary of your findings in general) Yes
No
Section 4: Data Storage and Security
Confirm that all personal data will be stored and processed in
compliance with the Data Protection Act (1998) Yes
No
Who will have access to the data and personal information?
Only research team
During the research:
Where will the data be stored?
In laptops and computers
Will mobile devices such as USB storage and laptops be used
Yes No
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If Yes, please provide further details:
After the research:
Where will the data be stored?
In laptops and pan drive
How long will the data and records be kept for and in what format?
For 10 years
Will data be kept for use by other researchers? Yes No
Section 5 : Ethical Issues
Are there any particular features of your proposed work, which may
raise ethical concerns? If so, please outline how you will deal with these:
It is important that you demonstrate your awareness of potential risks
that may arise because of your research. Please consider/address all
issues that may apply. Ethical concerns may include, but are not limited
to the following :
⮚ Informed consent.
⮚ Potentially vulnerable participants.
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⮚ Sensitive topics
⮚ Risk to participants and /or researchers
⮚ Confidentiality/anonymity
⮚ Disclosures/ limits to confidentiality
⮚ Data storage and security, both during and after the research
(including transfer, sharing, encryption, protection).
⮚ Reporting
⮚ Dissemination and use of your findings.
Section 6: Declaration
I have read, understood and will abide by the institution’s
Research and Ethics Policy: Yes No
I have discussed the ethical issues relating to my research with
my Unit Tutor:
Yes No
I confirm that to the best of my knowledge:
The above information is correct, and this is a full description of
the ethical issues that may arise in the course of my research
Name: Date:
Please submit your completed form to the Cohort Leader and a
copy to your supervisor only
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