Managing Cultural Diversity in Workplace

Research Project

Table of Contents
Topic- Managing cultural diversity in workplace............................................................................4
Introduction to the research.............................................................................................................4
Background.............................................................................................................................4
Research Questions................................................................................................................4
Research Aim and Objectives................................................................................................5
Limitation of the study...........................................................................................................5
Literature Review.............................................................................................................................5
Concept of gender equality in leadership and management...................................................5
Importance of gender equality in leadership and management..............................................6
Challenges faced by company in managing gender equality in management and leadership6
Recommendations which can help company in managing gender equality in leadership and
management............................................................................................................................7
Research Methodology....................................................................................................................7
Research type..........................................................................................................................7
Research approach..................................................................................................................8
Research philosophy...............................................................................................................8
Data collection........................................................................................................................8
Data Sampling........................................................................................................................8
Data analysis...........................................................................................................................9
Ethical Considerations............................................................................................................9
Data Analysis and Findings.............................................................................................................9
Questionnaire..........................................................................................................................9
Findings................................................................................................................................11
Thematic Analysis................................................................................................................13
Conclusion and Recommendations................................................................................................18
Conclusion............................................................................................................................18
RECOMMENDATIONS.....................................................................................................19
References......................................................................................................................................20
Appendixes....................................................................................................................................21

Reflective Statement.............................................................................................................21

Topic- Managing cultural diversity in workplace
Introduction to the research
In today's business environment, gender equality is something that has started playing an
important role for organisations (Cachat‐Rosset, Carillo and Klarsfeld, 2019). Companies that
are performing at both national and international level, it has become mandatory for them to take
into consideration of different rules and regulations that are focusing towards equality. In present
context, Equality Act, 2010 which is developed by parliament of United Kingdom has helped
reducing discrimination at workplace. On the other hand, it can also be said that gender equality
has given staff the different range of equal opportunities without any sort of discrimination (age,
race, colour, and so on) to get promoted on management and leadership position in the
organisation. Marks and Spencer, a multinational retail and fast fashion brand has also started
facing difficulties because of continuously rising conflicts that took place in top, middle and
lower level management and the main reason was discrimination (Gölgeci and et. al., 2019).
Background
Leadership along with administration (management) are the two major components for a
business company, because without these no organisation can work in an appropriate manner. On
the other hand, treating every single employee without any sort of discrimination (treating both
man and woman equally) is said to be something which has become vital for companies (Kang
and Kaplan, 2019). It has been analysed that, the famous multinational brand named as Marks
and Spencer dealing in clothing, food sector and home care based products industry has faced
ample number of problems. In present context, discrimination is considered to be the vital issue
which led women and men to get promoted at leadership and management positions. Mostly, it
has been analysed that number of females are less in Marks and Spencer at management position,
which can be taken as a negative aspect of the company and influenced society in a negative way
(Mackenzie and et. al., 2012).
Research Questions
Based on the objectives, research questions are formulated and these are presented underneath:
 What is the concept of gender equality in leadership and management?
 What is the importance of gender equality in leadership and management?

 What are the challenges faced by company in managing gender equality in management
and leadership?
 What are some recommendations which can help company in managing gender equality
in leadership and management?
Research Aim and Objectives
Aim:
“To investigate the role of gender equality in leadership and management with regards to
equality and diversity at workplace. A study of Marks and Spencer.”
Objectives:
 To understand the concept of gender equality in leadership and management.
 To analyse the importance of gender equality in leadership and management with regards
to Marks and Spencer.
 To identify the challenges faced by Marks and Spencer in promoting gender equality in
leadership and management.
 To recommend some strategies for promotion of gender equality in leadership and
management.
Limitation of the study
The primal limitation that came in front of the study is the time period, which was less in
conducting investigation on the topic which is “Role of gender equality in leadership and
management with regards to equality and diversity at workplace of Marks and Spencer.” as
equality and diversity is a detailed term and needs proper time for better understanding of it.
Another limitation that came in front was that in past, not much investigations done by
researchers which raised problems while conduction research in a rightful manner (Mackey and
Gass, 2015).
Literature Review
Concept of gender equality in leadership and management
According to McCusker and Gunaydin, (2015), gender equality is something that became
much more important for every single organisation to deliver in both leadership and management
positions at workplace. Based on an investigation, it has been analysed that in 2300 organisation,
women were assigned with management position was only around 18%. On the other hand,

approximately 82% is considered to be the leadership and management positions at upper level
are grabbed by males (Miller and et. al ., 2012). However, in order to reduce this gap many
organisations in all over the world has developed different strategies in order to boost the women
empowerment through assigning them jobs at higher position with management and leadership
roles. Also, it has been expected that equalizing this gap at higher positions would take
approximately 50 years from now.
Importance of gender equality in leadership and management
According to Quinlan and et. al., (2019), at workplace, gender equality is considered to
be something which is continuously helping every single individual to get equal opportunities
without any sort of discrimination. It's importance is that women whose numbers are less at
present on leadership and management level positions will become equal. As analysed, women at
management and leadership positions is specifically less and with the help of gender equality, it
can easily be said that in a company like Marks and Spencer these numbers (18% of woman staff
in 2300 organisation) may increase right on time. Also, it can be said that right individual would
grab the vacant position if the discrimination will reduce to minimal in different organisations.
Away with this, another importance that came in front of gender equality is that it would increase
the talent within a company like Marks and Spencer because right individual will be getting the
correct job position based on his or her talent (Riedl, Davis and Hevner, 2014).
Challenges faced by company in managing gender equality in management and leadership
As mentioned by Scotland, (2012), there are ample number of challenges that can be
faced by an organisation like Marks and Spencer in managing gender equality at different
positions within management along with leadership level. Some of these challenges are
presented underneath: Defining Gender Equality in Development: This is considered to be the primal challenge
that can be faced by a business organisation. Basically, there are high numbers of
employees and employers in all over the world who specifically do not have any
information about what exactly gender equality and how it can be developed.
 Resistance to change: Every single policy when it gets developed by an employer, it
consists with both positive and negative effects. In context to Gender Equality, it is may
be possible that male staff members may feel demotivated, which may also enhance the
chances of increasing high employee turnover ratio (Silverman, 2016).