Research Project

P5 and P6

Theme:1 Discrimination of gender which is affecting the promotion of employees
Q 1) Ways in which your gender has
affected the probability of getting you
a promotion at Marks & Spencer?
Respondents
A) Very Negatively 8
B) Negatively 7
C) None 5
D) Positive 13
E) Very Positive 7
Total 40

Theme- 2 Discrimination on the basis of gender at the workplace
Q 2) Have you been in a situation of
gender discrimination at the
workplace?
Respondents
A) Yes 15
B) No 25
Total 40

Theme- 3 Measure to stop discrimination
Q 3) Do you think that the company
is taking enough measures to stop
practices related to this aspect?
Respondents
A) Yes 32
B) No 8
Total 40

Theme-4 Variation in salary of employees
Q 4) Is there a variation in pay check
of employees on the basis of gender?
Respondents
A) Yes 13
B) No 27
Total 40

Theme-5 Judgement of the company on the basis of gender or performance
Q 5) Do the company judge the
employee on the basis of their
performance or on the basis of their
gender?
Respondents
A) Performance 22
B) Gender 18
Total 40

Theme-6 Treatment to employees by the company
Q 6) Do the employees of the
company are treated equally or not?
Respondents
A) Yes 34
B) No 6
Total 40

CONCLUSION
 From the above studies it has been concluded that to make the research more
effective researcher used all the effective alternatives so that in future any other researcher
can rely on the data without having any doubts. The research was conducted with the help
of primary method with the help of questionnaire so that all the information collected is
updated and according to the current issues of the topic. It has been analysed that Marks
& Spencer do not have the issue of gender discrimination in their company which is
maintaining their image in the market and helping them to increase the level of employee
retention.

REFERENCES
 Kyriakidou, O., and et.al., 2016. Equality, diversity and inclusion in accounting. Critical
perspectives on accounting, 35, pp.1-12.
 Doldor, E., Sealy, R. and Vinnicombe, S., 2016. Accidental activists: Headhunters as
marginal diversity actors in institutional change towards more women on boards. Human
Resource Management Journal, 26(3), pp.285-303.

THANK YOU