Managing equality and diversity at the workplace

This document discusses the importance of managing equality and diversity at the workplace. It covers primary and secondary research methods, analytical tools, research outcomes, and the impact of sexual harassment. It also suggests actions to eliminate sexual harassment and alternative ways to promote diversity at Marks and Spencer.

Research Project

Contents
TASK 2............................................................................................................................................1
P3 Primary and secondary research using appropriate methods for a business research project
that consider costs, access and ethical issues..............................................................................1
P4 Appropriate analytical tools to analyse research findings and data.......................................2
TASK 3..........................................................................................................................................11
P5 Research outcomes in an appropriate manner for the intended audience 500.....................11
TASK 4..........................................................................................................................................12
P6 Reflection.............................................................................................................................12
P7 Alternative research methodologies and lessons learnt in view of the outcome.................13
RECOMMENDATION.................................................................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................17

Title: “Managing equality and diversity at the workplace.
TASK 2
P3 Primary and secondary research using appropriate methods for a business research project
that consider costs, access and ethical issues
It is significant for researcher to includes all the necessary aspects at the time of
undertaking research activities includes cost, accessibility and ethical consideration (Fox and
Tang, 2017). All these are play crucial role in making a successful and authentic research
activities that provide valid and reliable outcomes at the end of the investigation.
Cost: It is one of the important factors of research as without this, investigator fail in
undertaking research activities in an effective manner. In order to make entire study more
effective than research is responsible for keeping sufficient and enough fund so that each and
every activities of research can be effectively completed. Along with this, researcher needs to
cover all the expenses that involved in research. This will contribute in attaining positive and
reliable outcomes at the end of the study.
Access: Data accessibility is referring to the important aspect in which researcher have
rights to access the information of respondents so that they can minimise the issue of arising any
kind of issues at the time of gathering data (Powell, 2018). Along with this it is also beneficial in
developing trust among selected respondents so that they feel more confident and safe while
giving their views points to investigation on the basis of research topic and area, This will
directly contributes in making overall research more effective and reliable in nature.
Ethical consideration: At the time of undertaking research, ethical consideration play an
essential role because it help investigator in completing entire activities in an effective manner
and also improve the chances of attaining valid outcomes. For attaining the same, research is
responsible for ensure that all the activities are under the ethics and also follow all the principles
of ethics, This can be beneficial in reducing the chances of arising conflicts in collecting
information from selected respondents (Harnois and Bastos, 2018). In addition to this, researcher
make sure that they respect for the dignity of research participants as per priority that may
develop the trust among selected respondents. Along with this, full consent needs to obtained
from the selected participants so that they can easily share their views points with research as per
research topic.
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P4 Appropriate analytical tools to analyse research findings and data
Data analysis is defined as process of data inspection, transformation and also cleaning in
order to search for useful information and to achieve a better conclusion. There was a thematic
analysis technique used to interpret the data obtained from the primary data collection method.
Using the primary data collection process, a questionnaire was developed. In thematic analysis,
the themes for questions listed in the questionnaire are developed by the researcher and the graph
is also made using MS-Excel. After this, the descriptions are made by an investigator and the
optimistic conclusion about the relevant research field is drawn.
Questionnaire
Q1) Do you have any acknowledgement about the concept of equality and managing
cultural diversity?
a) Yes
b) No
Q2) Does equality and managing cultural diversity support in improving performance
level of employees?
a) Yes
b) No
Q3) According to your perspectives, what are the major significance of managing cultural
diversity at workplace?
a) Increased customer satisfaction
b) Enhance collaboration among employees
c) Creativity and drive innovation
Q4) Does sexual harassment create negative working environment within Marks and
Spencer?
a) Yes
b) No
Q5) As per your view point, what kind of actions needs to be taken by Marks and Spencer
for eliminating the issue of sexual harassment at working area?
a) Raise awareness
b) Update Anti- Discrimination policies
c) Incorporate staff welfare into review meetings and appraisals
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d) Zero tolerance policy
Q6) What kind of alternative ways that can implement by Marks and Spencer in
promoting equality and diversity?
a) Highlighting Personal Uniqueness
b) Develop Policies Adhering to Company Goals
c) Hold People Accountable
Q7) Does providing fair treatment to male and female workers support in building
positive employee at working area?
a) Yes
b) No
Q8) As per your point of view, does promoting quality and diversity help in reducing the
sexual harassment?
a) Yes
b) No
Q9) What are the different strategies used by Marks and Spencer to prevent workplace
sexual harassment?
a) Train their workers 11
b) Take all complaints seriously 9
c) Monitor workplace regularly 6
d) Adopt sexual harassment policy 4
Q10) Recommended the potential ways that can be contributes in promoting equality and
diversity at workplace of Marks and Spencer.
Frequency Table
Q1) Do you have any acknowledgement about the concept of equality
and managing cultural diversity?
Frequency
a) Yes 28
b) No 2
3

Q2) Does equality and managing cultural diversity support in
improving performance level of employees?
Frequency
a) Yes 25
b) No 5
Q3) According to your perspectives, what are the major significance of
managing cultural diversity at workplace?
Frequency
a) Increased customer satisfaction 14
b) Enhance collaboration among employees 10
c) Creativity and drive innovation 6
Q4) Does sexual harassment create negative working environment
within Marks and Spencer?
Frequency
a) Yes 20
b) No 10
Q5) As per your view point, what kind of actions needs to be taken by
Marks and Spencer for eliminating the issue of sexual harassment at
working area?
Frequency
a) Raise awareness 9
b) Update Anti- Discrimination policies 9
c) Incorporate staff welfare into review meetings and appraisals 6
d) Zero tolerance policy 6
Q6) What kind of alternative ways that can implement by Marks and
Spencer in promoting diversity?
Frequency
a) Highlighting Personal Uniqueness 12
b) Develop Policies Adhering to Company Goals 10
c) Hold People Accountable 8
Q7) Does providing fair treatment to male and female workers support Frequency
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in building positive employee at working area?
a) Yes 20
b) No 10
Q8) As per your point of view, does promoting quality and diversity
help in reducing the sexual harassment?
Frequency
a) Yes 28
b) No 2
Q9) What are the different strategies used by Marks and Spencer to
prevent workplace sexual harassment?
Frequency
a) Train their workers 11
b) Take all complaints seriously 9
c) Monitor workplace regularly 6
d) Adopt sexual harassment policy 4
Theme 1: Acknowledgement about the concept of managing equality and cultural diversity.
Q1) Do you have any acknowledgement about the concept of equality and
managing cultural diversity?
Frequency
a) Yes 28
b) No 2
5

Interpretation: In a dynamic business, diverse workforce are involved for attainment of all the
set goals and objectives in an appropriate way. This is the reason that managing cultural diversity
is crucial responsibility because at a workplace employees are belongs to different culture. It
may create issue at the time of executing their task activities at a same platform. By managing
culture at working area, company can easily improve the positive working environment wherein
employee can effectively perform in a team and give their higher contribution. In this regards, 28
out of 30 people give their views that they are aware about the culture diversity within the
business environment. On the other hand, remaining 2 participants are not much familiar with
this statement.
Theme 2: Equality and managing cultural diversity support in improving performance
level of employees.
Q2) Does equality and managing cultural diversity support in improving
performance level of employees?
Frequency
a) Yes 25
b) No 5
6

Interpretation: Managing diverse culture within the business is one of the significant activity
for manager because workplace diversity refers to the difference between different people at
working area. In this, diversity is not only includes how individuals determine themselves but
also evaluate how others are perceive them. At working area, diversity includes race, gender,
religion, sexual orientation and many more. All these are affect entire working activities of
company and its workers performance as well. According to the view point of 25 respondents,
effective management of diverse culture may help in improving employee performance by
developing positive relation with others. Along with this, remaining 5 participants think that
managing culture diversity is not improve performance as it may create issue between people due
to their different status, culture and many more aspects.
Theme 3: Major significance of managing cultural diversity at workplace.
Q3) According to your perspectives, what are the major significance of
managing cultural diversity at workplace?
Frequency
a) Increased customer satisfaction 14
b) Enhance collaboration among employees 10
c) Creativity and drive innovation 6
7

Interpretation: From the above mentioned graph, it can be analysed that majority of business
organisations are face diversity at working area but at the same time managing diverse culture
and workforce provide various benefits to company. This may assist in improving positive and
famous brand image wherein in diverse workforce are effectively perform their job duties. In
relation to this, 14 out of 30 people give their view point that it may increased customers
satisfaction because diverse employees can easily interact with diverse customers and also
understand their actual needs and wants. Furthermore, 10 participants think that is also increase
collaboration among workers that may contributes in developing positive and healthy relation.
This will aid in creating healthy working environment in which employees give their best efforts
for accomplishing their job roles. On the other hand, 6 people said that effective management of
diverse culture may promote creativity and innovation because employee share their views and
ideas with others that support in determining alternative and innovative ways to execute their
task activities in an effective way.
Theme 4: Sexual harassment creates negative working environment within Marks and
Spencer.
Q4) Does sexual harassment create negative working environment within
Marks and Spencer?
Frequency
a) Yes 20
b) No 10
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Interpretation: As per preceding graphical representation it is evaluated that, 20 respondents
feel that sexual harassment in the workplace is an ongoing risk to the safety of the employees
and for business. The implications of sexual harassment in the workplace have a far-reaching
impact on everything from company’s bottom line to employee morale and reputation. Sexual
harassment impacts employee health and Other ways sexual harassment affects the workplace
are tardiness, absenteeism, project neglect, and employee distraction, also effects of the
harassment undermined employees job performance. Sexual harassment impacts hiring, retention
and discourage potential employees from joining the company. Sexual harassment impacts brand
which actively discourage potential customers from purchasing products or services from their
employer. Overall there is very much chance that sexual harassment can create negative
environment for employees and for the company too.
On the other side 10 respondents do not think that sexual harassment effect the working
environment of the company.
Theme 5: Actions needs to be taken by Marks and Spencer for eliminating the issue of
sexual harassment at working area.
Q5) As per your view point, what kind of actions needs to be taken by
Marks and Spencer for eliminating the issue of sexual harassment at
working area?
Frequency
a) Raise awareness 9
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b) Update Anti- Discrimination policies 9
c) Incorporate staff welfare into review meetings and appraisals 6
d) Zero tolerance policy 6
Interpretation: As per above mentioned graph, 9 respondents out of 30 think that the most
effective form of prevention is awareness. Those who are aware of behaviours that can be
interpreted as harassment are less likely to behave in that way and more likely to notice any form
of harassment. Furthermore, 9 respondents think that updated anti-discrimination and anti-
harassment policies should be mandate. No one within the company should tolerate any kind of
discrimination that creates a hostile and unpleasant environment for employees. Employees who
harass their colleagues will go through our disciplinary process and can reprimand, demote or
terminate them depending on the severity of their offence. In addition to this, 6 respondents feel
that Incorporate staff welfare into review meetings and appraisals will help to eliminate the issue
of sexual harassment in workplace as this gives a chance to review company's employee’s
performance and achievements. Also this is an opportunity to give staff a voice to report any
staff that have made them or their colleagues feel uncomfortable. On the other side, 6
respondents think that there must be clear zero tolerance policy towards sexual harassment.
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Regardless of an employee’s stature within the organisation, should they be found guilty of
sexually harassing a colleague or staff member there should be immediate consequences.
Theme 6: Alternative ways that can implement by Marks and Spencer in promoting diversity.
Q6) What kind of alternative ways that can implement by Marks and
Spencer in promoting diversity?
Frequency
a) Highlighting Personal Uniqueness 12
b) Develop Policies Adhering to Company Goals 10
c) Hold People Accountable 8
Interpretation: In order to attain success, it is significant for business organisation to promote
equality and diversity because it may help in managing entire activities of company and its
workers as well. As, promoting diversity is not an easy task because it may create issues and
conflicts among team members. Due to this, performance of employees gets affected in negative
way. For this, there are various effective ways that can be used by company with the aim of
promoting diverse workplace so that workers can easily accomplish their set targets in specified
period of time. In this context, 12 out of 30 people think that highlighting personal uniqueness is
referring to the effective way that can support in making employees productive and efficient and
at the same time also tries to develop healthy relation with others, Along with this, 10
participants give their views that develop policies adhering to company goals is also help in
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managing diverse culture at workplace as employees are focus on allotted targets at working area
and also perform in a team for succeed. Furthermore, remaining 8 respondents share their
opinion that hold people accountable is refers to the effective way that may contributes in
improving employee performance and at the same time also manage diversity at working area.
These are directly contributing in enhancing overall performance of the company at market
place.
Theme 7: Providing fair treatment to male and female workers support in building positive
employee at working area.
Q7) Does providing fair treatment to male and female workers support in
building positive employee at working area?
Frequency
a) Yes 20
b) No 10
Interpretation: From the above mentioned graph it is analysed that promoting equality at
working area is important as it help workers in improvising their overall performance at marker
place. In relation to this, providing fair treatment to both male and female workers also assist in
developing positive and healthy relation among workers. With the assistance of this, company
can easily retain their employees for longer period of time and at the same time also make them
more productive at workplace. In this context, 20 out of 30 respondents think that if both male
and female workers get equal and fair treatment from the higher authority then they can give
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their best at working area and at the same time also enhance their efficiency level. On the other
side, 10 participants said that fair treatment at working area is not always effective in managing
positive relation at working area.
Theme 8: Effective management of diverse culture contributes in retaining diverse
workforce within the company.
Q8) As per your point of view, does effective management of diverse
culture contributes in retaining diverse workforce within the company?
Frequency
a) Yes 28
b) No 2
Interpretation: From the above mentioned graphical representation it can be analysed that
retaining diverse workforce is crucial in which company is responsible for managing diverse
culture within the company. In case company manage diverse culture then employee get
motivated and influenced towards their job roles. This may contributes in increasing the
possibilities of attaining competitive image of the company at market place. In relation to this, 28
out of 30 participants give their views that one of the main advantage of managing culture
diversity is to retain diverse workforce for longer period of time. Apart from this, 2 people are
not agree with this theme.
Theme 9 Different strategies used by Marks and Spencer to prevent workplace sexual
harassment.
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Q9) What are the different strategies used by Marks and Spencer to
prevent workplace sexual harassment?
Frequency
a) Train their workers 11
b) Take all complaints seriously 9
c) Monitor workplace regularly 6
d) Adopt sexual harassment policy 4
Interpretation: As per preceding graph it is analysed that, it is important for company to use
appropriate strategies to eliminate the issue of sexual harassment. In relation to this, 11 out of 30
respondents think that all staff should understand what is meant by sexual harassment. Mandate
regular and ongoing training for employees and supervisors. Provide refresher training on an
annual or as-needed basis. Along with this, 9 respondents think company must take all the
complaints seriously. Company policy should highlight the importance of confidentiality so
employee can raise their concern without fearing any negative consequences such as docked pay
or being fired. Any instance whereby a fellow staff member or employee shares a concern with
management should be dealt with as soon as possible. Furthermore, 6 respondents think
company must monitor workplace regularly. Incorporate staff welfare types of meetings are
more than just a chance to review your employees’ performance and achievements; rather, this is
an opportunity to give staff a voice to report any staff that have made them or their colleagues
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feel uncomfortable. Apart from this, remaining 4 respondents think organisation should publish a
sexual harassment at work policy and ensure all staff are familiar with it. The policy should
include clear whistle-blowing and reporting procedures.
TASK 3
P5 Research outcomes in an appropriate manner for the intended audience
It has been examined from the mention information in literature review that sexual
harassment is against law and being harassed sexually affect people in various ways. At the
workplace, sexual harassment is regarded as the violation of right to equality of women. this
develops insecure and also hostile work environment that discourage participation of women
within an organization. Diversity basically replays the aspect of culture, sexual orientation, race,
economic position, age of cognitive ability, political or rigid belief. Throughout this regard, both
of them are necessary to control the operations of the company. Equality and fairness are also
two main focus of study that are ultimately taken into account by companies to achieve wealth
and success. Equality and diversity are critical aspects that managers and workers must
acknowledge in order to make sure the growth of company, and thus diversity and equality in the
workplace is not just a trend and, over the decades, it's become less a matter of merely taking
into account in the age, colour, gender or, additionally, of employing a wide variety of
individuals to add value to the organisation. It has been stated that sexual harassment consisting
use of the implicit or explicit sexual overtones. It consists inappropriate or unwelcome promise
of the reward in exchange for the sexual favours. It is necessary that developing the effective
equality and diversity policies are helpful in prevent the workplace environment from sexual
harassment. Cultural diversity is indeed important to the creation of new people's experiences, a
broader pool of talent, more creativity, better staff results, increased profits and on and on, and
are thus recognised as a crucial necessity for an industry to expand and succeed. Diversity at the
workplace has various value in providing encouragement and fostering innovation, enhancing
employee involvement that can result in increased business performance, cultural understanding,
knowledge and local knowledge means higher quality, targeted marketing, growing talent pools,
diverse skills base etc., and thus make employee performance and organizational more successful
in improving the skill level.
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From the literature review, it has been examined that sexual harassment develops the
negative impact on performance level of company. The sexual harassment leads to minimize the
productivity of staff members. Other than this, sexual harassment mainly impact workplace are
absenteeism, employee distraction, tardiness and project neglect. It is necessary for the company
to enhance the employee performance level by removing the sexual harassment from workplace.
Cultural diversity can affect the workplace in both a favourable and a negative manner, and thus
the beneficial effect includes building a larger base of knowledge of in-house talents that could
be beneficial for business in a smoother integration of business into international culture. From
the other hand, the negative effect involves miscommunication, the formation of obstacles and
impaired adaptation behaviours. Adequate management of diversity within the organization,
generating value for business by achieving better efficiency with the use of diverse and
interesting skills, making it successful for people from different cultures to promote unique ideas
that can in turn generate value to the company through creating a competitive advantage.
Cultural diversity is an essential environment that is fundamentally acknowledged by companies
in order to participate in corporate activities and work, and thus there are a number of issues such
as acceptance and appreciation, accommodation, gender equity, ethnic and cultural disparities,
generation gaps, language and communication, and etc, which are considered to be the key
challenges, primarily faced by company due to ineffective management of diverse culture at
working environment. This may reduce the overall performance level of the company at market
place. Therefore, it is significant for business organisation to spread awareness about diverse
culture to each and every employee so that they have enough knowledge about it. It may
beneficial in developing their performance and make them more productive towards their allotted
job responsibilities. This will contribute in developing competitive and positive working
environment and make overall performance more effective.
TASK 4
P6 Reflection
Current investigation is based on the potential significance of managing cultural diversity
in increasing performance of employees at workplace. This topic have wider scope that help
investigator in enhancement of their personal and professional development. As a researcher, I
am glad to take opportunity to undertake this investigation as it helped me in developing my
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skills and knowledge. While investigating this study, I have applied various methods and
techniques to acquire relevant data and information that contributed in taking right decision
within the research. In relation to this, primary method of data collection is used be me in
collecting relevant and authenticate data. For this, I have prepared a structured questionnaire
filled from selected respondents in order to understand their view points. Apart from this, there
are various issues that I have faced at the time of undertaking research activities. These issues are
related with insufficient time and cost that affect the end results of the investigation. In order to
overcome from these issues, I have decided that I developed an appropriate plan and also prepare
a Gantt chart that consist all the necessary activities performed to completing the same in an
specified time duration. It is effective because it was reduced the chances of error and challenges
in drawing a valid conclusion within the investigation.
P7 Alternative research methodologies and lessons learnt in view of the outcome
In undertaking research activities, there are various techniques and methods are used with the
aim of collecting reliable and authentic information on the basis of specified research area. This
is the reason that, investigator is responsible for selecting right and appropriate method in order
to carry out an effective investigation so that valid conclusion can be easily drawn. In current
investigation, questionnaire was used by investigator in which different questions are includes
which asked from selected respondents in order to understand their view points. This can be
beneficial in improving the authenticity of the research and at the same time also make it more
valid. In addition to this, as an alternative methodology interview is considered as an important
technique to acquire primary information that directly contributes in taking right judgement at
the end of investigation. One of the main advantages of using this method is that it is cost
effective and at the same time also provide detailed and authentic information by understanding
respondents’ opinions towards the selected investigation topic. In addition to this, this research
also provides wide information that improve skills and knowledge of researcher towards the
research topic. By this, investigator also understand how to collect authentic information from
different sources of data. In relation to the outcomes, researcher learnt different aspects like how
diversity is important for company and its workforce. With the promoting diverse culture at
workplace, company can motivate or influence their workers to develop or share positive relation
with each other’s and also tries to develop better connection. This will contribute in reducing
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chances of arising conflicts among workers and at the same time also established its competitive
image at market place.
RECOMMENDATION
From the above discussed research, it has been recommended that promoting diversified
working environment is crucial for business organisation as it help employee in improving their
performance at workplace. In relation to this, company needs to provide proper awareness about
the diverse culture in workforce so that they can easily connect with each other’s and also share
values at workplace. It has been recommended that it is necessary that company should develop
the equality and diversity to reduce the issues regarding the sexual harassment within an
organisation. Firm should focus on provide the training on the harassment and also
discriminatory treatment at workplace. Have the clear harassment regarding reporting procedure
in the workplace. It is necessary to incorporate the staff welfare into the appraisal and also
review meetings. This can be beneficial in building positive and healthy working environment
wherein employees perform their best and attain their set targets in an allotted period of time.
Along with this, organization needs to provide proper training and development activities to
workers in order to enhance their skills and knowledge towards the job roles and responsibilities.
In order to enhance the productivity level of the workers, manager of the company should
implement Affirmative Action, Culture of Acceptance approaches at working area that
contributes in promoting diversity at working environment. In addition to this, company is also
responsible for using appropriate ways including Highlighting Personal Uniqueness and develop
Policies Adhering to Company Goals. This can be effective in improving employee performance
and at the same time also make employee more productive towards their goals. Apart from this,
managing diverse culture within the working environment may put its positive impact in
reduction of employee turnover.
CONCLUSION
As per preceding analysis of research it can be summarised that every business organization
wants to manage proper diverse workplace wherein different people are effectively performing
their duties along with higher efficiency level. One of the main advantages of promoting equality
and diversity at working area may effective in improving employee performance and also
develop a healthy working environment. If company focus on their diverse workforce and
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provide them fair benefits than the can easily boost their morale and also make them motivated
towards their working activities. From the information mentioned, there has been discuss about
the impact of the sexual harassment on the performance level and also productivity of an
organisation. There has been studied the negative impact about the sexual harassment. It reduces
the motivation level of the employees and also reduce their performance level. Therefore,
implementing appropriate diversify training and development programs also may beneficial in
making employee more productive. This will contribute in improving positive and competitive
image at market place. Apart from this, there are various challenges that may face by company at
the time of managing diversity such as lack of employee involvement, Ethnic and Cultural
Differences, Differences in Language and Communication and Respecting and Accepting the
Differences of Others. All these issues create negative working environment and make employee
less efficient towards their job roles and responsibilities. In order to overcome from all these
issues, manager of company is responsible for implementing policies of diversity, strategies to
promote equality at working area and so on in order to develop healthy working environment in
which different workers are perform in a team and also share their values with each other. This
will assist in maximizing the profitability level of company at market place.
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REFERENCES
Books and Journals
Quick, J.C. and McFadyen, M., 2017. Sexual harassment: Have we made any progress?. Journal
of occupational health psychology, 22(3), p.286.
Fox, J. and Tang, W.Y., 2017. Women’s experiences with general and sexual harassment in
online video games: Rumination, organizational responsiveness, withdrawal, and coping
strategies. New Media & Society, 19(8), pp.1290-1307.
Powell, G.N., 2018. Women and men in management. Sage Publications.
Harnois, C.E. and Bastos, J.L., 2018. Discrimination, harassment, and gendered health
inequalities: do perceptions of workplace mistreatment contribute to the gender gap in self-
reported health?. Journal of Health and Social Behavior, 59(2), pp.283-299.
Roehling, M.V. and Huang, J., 2018. Sexual harassment training effectiveness: An
interdisciplinary review and call for research. Journal of Organizational Behavior, 39(2), pp.134-
150.
Lyu, Y. and et. Al., 2016. The impact of abusive supervision on service employees’ proactive
customer service performance in the hotel industry. International Journal of Contemporary
Hospitality Management.
Connolly, J. and et. Al., 2015. Evaluation of a youth-led program for preventing bullying, sexual
harassment, and dating aggression in middle schools. The Journal of Early Adolescence, 35(3),
pp.403-434.
McDonald, P. and Charlesworth, S., 2016. Workplace sexual harassment at the margins. Work,
employment and society, 30(1), pp.118-134.
Roof, R.A., 2015. The association of individual spirituality on employee engagement: The spirit
at work. Journal of Business Ethics, 130(3), pp.585-599.
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