Benefits of Training Newly Hired Staff for Diversity in Large Organizations

This presentation discusses the benefits of training newly hired staff for diversity in large organizations, with a focus on a case study of Sainsbury's. It explores the challenges faced by HR departments and the positive outcomes of diversity training, such as improved collaboration and effective communication.

RESEARCH PROJECT

Table of Content
• Introduction
• Research aims and objectives
• Rationales of the Research
• Research Methodology
• Ethical Consideration
• Thematic Analysis
• Research Outcomes
• Conclusion
• Recommendation
• References

Introduction
Equality and Diversity at workplace can be defined as the two crucial elememts which are required to be understood
in a detailed manner because this term is something that may make or break an organisation in a short time of span. It
has been analysed that, newly hired staff majorly goes through a range of difficulties in their probation period because
they actually don’t have much information about what type of culture the company is following and how the existing
employees will communicate with them because it is maybe possible that they may belong to a different culture or
belongings. It is much required for organisations to develop training sessions for the diverse inspired workforce and
help them with a range of actions that they can take while working with each other in much effective and efficient
manner.

Research Aim & Objectives
Research Aim
Aim of this investigation is “To analyse the benefits of training the newly hired staff for diversity in a large and
diversified business organisations. A case study on Sainsbury’s.”
Research Objectives
• To analyse how cultural diversity is being implemented by a large organization.
• To identify the challenges faced by HR department of Sainsbury’s while delivering training to newly hired
employees.
• To determine the benefits of training the newly hired staff for diversity in Sainsbury’s.

Rationales of the Research
Fundamental reason for considering the picked theme was the personal interest towards the subject which was to
analyse how new and diversified workforce can effectively get training from HR department in order to perform
different range of tasks with existing staff members. Then again, in the event that it is discussion about the abilities, at
that point research aptitudes, correspondence, critical thinking and a lot increasingly other relational aptitudes will be
improved, which may help the investigator in future while working in an association. Additionally, this subject is
significant in light of the fact that it has affected in both positive and negative way on organization's image picture and
expanded or diminished the high workers turnover ratio.

Research Methodology
o Research philosophy:
• Ontology, interpretivism, positivism, epistemology and realism are the crucial philosophies that are specifically being adapted by
researchers and in present investigation, investigator has utilised interpretivism as this will be belief of researcher to collect
information about the phenomenon which is being taken into consideration.
o Research Methods:
• In present time, researches are specifically performed considering different research methods like qualitative and quantitative and
mixed methodology. In present context, investigator will be considering quantitative research on the topic benefits of training the
newly hired staff members in relation to diversity and equality in large organisations. The reason behind using qualitative investigation
is to pull out numeric information of how training has impacted on behaviour of new staff members of Sainsbury’s in much effective
and efficient manner.
o Research Approach:
• Deductive and inductive are considered to be the two to investigating approaches that are majorly utilised by researchers and in present
investigation, the particular zone of study is based on numbers, the results that researcher is looking forward to gather it is also in
numbers where it can be said that deductive approach will be much more beneficial than any other and it is also directly linking with
quantitative investigation.

Ethical Consideration
Considering the present investigation, it is significant for investigator to consider all the research morals in regard to
actualizing the entire work in right way without confronting any sort of unsafe. Accordingly, investigator would
require for helping the work by means of the reasonable direction of moral practices and give agree to the members in
regard to demonstrating their assent about the undertaking. Additionally, needs give affirmation to their members with
respect to the individual data as it is basic to keeping up classification of their information which is private.

Thematic Analysis
Theme 1:
Q.1 Are you aware of the two crucial subjects cultural
diversity and equality?
Frequen
cy
 Yes 35
 No 5
· Agree · Disagree
0
5
10
15
20
25
30
35
40
Chart Title

Continue…
Theme 2:
Q2. Why it is important for an organisation to deliver
training to newly hired staff members about cultural
diversity and equality?
Frequen
cy
 To enhance knowledge of staff 15
 For better communication 15
 To improve collaboration among new and existing
staff.
10
· Effective
collaboration
· Efficient
communication among
existing and new staff
· Less conflicts
take place
0
5
10
15
20
25
30
35
Chart Title

Continue…
Theme 3:
Q3. Do you think if giving induction program or training
will be helpful to understand the cultural diversity policy
followed by Sainsbury’s to newly staff members?
Frequen
cy
 Yes 25
 No 15
· Agree · Disagree
0
5
10
15
20
25
30
35
40
Chart Title

Research Outcomes
Based on the information which has been presented above it can be said that there are ample number of benefits can
be seen of giving training to newly hired staff members in relation with equality and diversity. With the help of
effective induction program considering all the aspects that has been presented in equality and diversity policy of
Sainsbury’s, HR department can directly get some positive results like improved collaboration among existing and
new staff, effective communication, zero discrimination and minimal conflicts among them.

Conclusion
With the help of above mentioned report, it is concluded that equality and Diversity at workplace can deliver ample
number of benefits to the organisation if proper training is given to newly hired staff members. Also, it is much needed
for the company to keep on making alterations in induction program based on the modification that took place in
policies of equality and diversity for further improvements. Subsequently, it is required for the companies that are
dealing at international level to be concentrated in a particular way since it won't just effect decidedly on information
yet in addition so and has the enactment in connection with separation that can occur in an organization corresponding
to social assorted variety. With the assistance of this, future choices of analyst according to working inside an
association will be considerably more powerful and productive as well.

Recommendations
While focusing on the information which has been presented above, it is recommended that HR department of
Sainsbury’s would required to prepare a clear presentation about how there quality and Diversity policy works and the
should be presented at the time conducting induction program. On the other hand, it is also recommended to
Sainsbury’s that it is needed for the company to you keep on motivating staff members and ask them to communicate
with each other more frequently at the time of conducting a task because this may help them in enhancing
collaboration with each other that may be considered as a point that may lead the company to achieve targets in much
effective and in efficient manner.

REFERENCES
Books and Journals
Al-Jenaibi, B., 2017. The scope and impact of workplace diversity in the United Arab Emirates–A preliminary study. Geografia-
Malaysian Journal of Society and Space. 8(1).
Banerjee, R., Reitz, J. G. and Oreopoulos, P., 2018. Do large employers treat racial minorities more fairly? An analysis of Canadian
field experiment data. Canadian Public Policy. 44(1). pp.1-12.
Bogers, M., Foss, N. J. and Lyngsie, J., 2018. The “human side” of open innovation: The role of employee diversity in firm-level
openness. Research Policy. 47(1). pp.218-231.
de Mol, E. and et. al., 2020. Entrepreneurial passion diversity in new venture teams: An empirical examination of short-and long-
term performance implications. Journal of Business Venturing. 35(4). p.105965.
Friedman, H. H., Friedman, L. W. and Leverton, C., 2016. Increase diversity to boost creativity and enhance problem
solving. Psychosociological Issues in Human Resource Management. 4(2). p.7.
Hoffman, G. D. and Mitchell, T. D., 2016. Making diversity “everyone’s business”: A discourse analysis of institutional responses
to student activism for equity and inclusion. Journal of Diversity in Higher Education. 9(3). p.277.
Kundu, S. C. and Mor, A., 2017. Workforce diversity and organizational performance: a study of IT industry in India. Employee
Relations.

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