Research Project.

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Research Project

Executive Summary
The prevailing research and investigation is based on the topic of Gender Equality in Leadership
and Management and reflects its significance for success and betterment of an organisation.
Thus, Next plc is selected as the company to conduct current investigation which is a clothing,
footwear and other products retailer of UK. This research project consist of a literature review to
evaluate various available secondary data on selected topic along with research methodology
which is leading information about the method used for current investigation. Further, a primary
evaluation is also conducted which is based in both qualitative and quantitative forms of study.

Research Theme: Equality and Diversity in the workplace
Research Topic: Gender Equality in Leadership and Management.
Chapter 1: Introduction
1.1) Background to the study
Gender equality is mainly associated with a workplace where all individuals are treated
fairly and equally irrespective of their sex or genders. Thus, gender equality lead to a more
positive and stress free work environment to lead more productive and efficient workforces for
enhancing success and growth level of a company (Williamson, Carson and Foley, 2019). Thus,
current investigation is conducted in Next plc which is a well known British multinational
clothing, footwear and home product retailers the headquarter of which is situated at England,
United Kingdom. Therefore, current investigation is conducted on Next Plc to evaluate about the
significance of Gender Equality in Leadership and Management for success of a company.
1.2) Research aims & objectives
Aim of the research
The main aim associated with implication of current research project is, “ To study the
significance of Gender Equality in Leadership and Management for success of an organisation”.
A case study on Next plc
Objectives of research
The main objectives and purpose set out for current investigation on Next Plc are listed as
below:
 To study the significance of managing equality for an organisation.
 To determine various issues that an organisation face due to gender inequality.
 To determine various strategies that could be adopt by Next plc to maintain gender
equality in leadership and management.
1.3) Rationale for the research
The adoption of topic for current investigation is rationale and viable as it enureses better
information regarding the significance of Gender Equality in Leadership and Management for
leading better success of an organisation thus, meet the professional implication of researcher.
On the other side, the personal implication of investigator is also meet with this research topic as
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it meet its educational and academic perspective along with leading better skills development
and also ensures rich information for researcher and other scholar.
1.4) Research questions
 What are the possible needs and importance of managing equality for an organization?
 What are the main negative impacts that are lead by Gender inequality in context of an
organisation?
 How Next plc can ensure creation and maintenance of gender equality in its leadership
and management in order to facilitates a more positive and efficient workplace?
Chapter 2:Literature Review
It forms a crucial part of every research project and dissertation as it a section that lead to
effective evaluation and analysis of various available secondary resources and specific literatures
based on current research topic (Flynn, Haynes and Kilgour, 2017). Thus, literature review
provides a more enhanced understanding and better perception regarding the specific topic and
its objective. The current Literature review is based in concept of equality and leading gender
fairness in management and leadership for which a number of authentic articles and online
journals are reviewed and surveyed a description of which is provided below:
To essentials the importance needs for managing the diversity in the organisation.
According to the Angel Sharma, 2016. The word diversity is refers to highlighting the
individual personality in different states of demographic factor of traits such as gender, age,
religion and caste which propounds the human behaviour bin rightful context, as per the
organisation perspective diversity driven to manage in the premises of workplace by regulates
the equality policies and norms in the job roles and responsibilities, about briefing the business
better understanding of people in development context where it will only get leads to the positive
direction when significant people have different opinions and interest. It also helps to making
reaching out to the more contrasting behaviour of people that would helps to targets the wide
range of customers in a much flexible way (Elling, Hovden and Knoppers, 2018). Any company
derives contains the different types of business objectives or roles it would attracts many
manpower as well as the clients who are looking forward to presumes their experience.
It maintain the policies and norms of the specific company through which that supports to
making the positive influence in the workplace in terms of productivity, opportunity facilitates to
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equal workforce, recruitment and hiring process is get to be systematic structured and presumes
in the administrative working aspect within better coordination.
By highlighting the main impact which is lead through Gender Equality in perspective of
organisation.
As per the opinion of the Julie Wilson, 2019. By having every aspect of the new norms
comes with positive and negative impact in the organisation, the implication of the gender
equality is driven at most possibilities of negative influence if the power is getting misuses at the
workplace premises. In Next Plc organisation the impact of gender equality derives when
workforce are facing inequality to not getting equal wages as per the job roles and
responsibilities, the principles and rules are not appropriates it presumes the sort of sexual
harressment and torture aspect to the employees specially with women which brings unethical
and disrespecting the gender norms in the organisation premises, not forming the promotional
activities are in equal basis such as women are getting less wages than men where they are
potential enough that occurs the job dissatisfaction and not performing the engaged work roles
that would not regulates through systematic manner rather to promoting the discrimination factor
presumes in the organisation (Burkinshaw and White, 2019).
To determine various strategies that could be adopt by Next plc to maintain gender equality in
leadership and management.
With regard to the information provided by Arvind Rongala, 2019, leading gender
equality at workplace of an organisation has become an essential factor for better growth and
success of an organisation thus, better steps and ways are needed by organisation to lead and
ensures maintenance through gender equality. An evaluation of some of these strategies and
ways that can be adopted by Next plc to lead gender equality are evaluated below:
Altering hiring practices- The best way that can be adopt by Next plc consist of altering
its hiring practices and making it more flexible and unbiased to enhance diversity through
leading fair opportunity for all individuals irrespective of their culture. Therefore, the
interpretation about the equality in gender basis can be promoted at workplace of Next plc
through leading and creating a fair job description and having a diverse interview panel to ensure
a fair hiring process (Utoft, 2020).
Strict and effective polices against Harassment- The another strategy that can be
adopted by Next plc consist of leading more strict action and effective policies to stop and keep a
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check on cases on Harassment and should taken it as a serious offence. Thus, it can be evaluated
that taking strict action against discrimination and workplace Harassment are viable way to keep
a check and monitor workplace of Next plc to ensure better implication and creation of equality
along with leading gender fairness in management and leadership (Utzeri, 2019).
Chapter 3:Methodology and Data Collection
Research Onion:
Research Philosophy:
 Positivism: This the type of research which derives the quantitative method acquires fo r
conducting survey for getting better reliability and representation of statistical data.
 Interpretivism: It is basically focused towards the qualitative formation of data which
helps to assorted in a informal interviews and respondent view point analysation.
In above research philosophy is assorted the Positivism philosophy is to evaluating the
interpretation information about data to identifying the optimum objectives about research
(Klein, 2016).
Research Approach:
 Deductive: According to this approach it propounded about the information of data
investigation in the right amount of conclusion meets as per the research hypothesis
requirement.
 Inductive: It utilise towards the monitored and controlled for the conclusion supports in
a particular attitude of the research that develop the general conclusion in the research
objectives (Haake, 2018).
As per the research approach the researcher get to opted for the deductive approach that
would provided the data information in quantitative representation in the systematic way for the
accomplish the outcomes of research.
Research Method:
 Qualitative Method: In this research method the data is been formulated and
investigated through the theory based information where the researcher are not shows any
interest for the numeric data representation.
 Quantitative Method: According to this research method, researcher get to identifies the
data information traits in the format of Numeric way such as in Statistical content, where
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in this expertise does not compiled the findings of data into detailed based (Gabaldón,
2016).
Through above analysation the researcher is considering both Qualitative and
Quantitative method where the qualitative supports to investigate about the detailed research
while Quantitative driven arithmetic representation for questionnaire information gathered in
optimum way.
Gantt Chart:
The structure of Gantt Chart is basically bar graph representation in the horizontal format
to shows the correct task performed within the vertical axis and the other time intervals is to be
represents in horizontal axis (Bierema, 2017).
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Sources of data Collection:
 Primary Source: This source of data is been execute to evaluating the data collected
through self efforts or own procedure to finding about the information regarded for the
questionnaires factor such as interviews, survey pools and feedbacks.
 Secondary Source: On the basis of this sources of method is basically investigate the
data information from other existence documentation of research and resources where the
data is been gathered articles, books and journals, internet etc (Walters, 2018).
By utilising the both primary and secondary source of data collection where the primary
source is been collected the data information for Questionnaire objective fulfilled as well as the
Secondary source is been assorted the data information for analysation of facts and finding about
primary data factor.
Sampling method:
To the selection of the individual from the specific subset in the presence of the wider
population as well as their characteristics of sample size.
By opting the simple random sampling is means to selective individual random basis in
the similar probability, where the considering of the sampling size is 30 respondent as workforce
from Next Plc company (Burke and Richardsen, 2016).
Instrument used: For this research the optimum tool is been used the Questionnaires.
Questionnaire:
It is the forming of the written structured document where the optimum sets of questions
related with the specific research topic.
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Questionnaire
Q1) Are you having implication and awareness regarding the significance of managing
equality for an organisation?
a) Yes
b) No
c) Neutral awareness
Q2) Which one is the most vital value and need associated with managing equality by an
organization?
a) Enhance morale of employees
b) Better productivity
c) Recruitment of talented employees
Q3) Are you agreed with the fact that improved brand image and enhanced expansion
opportunity are also lead by managing equality for Next Plc?
a) Agreed
b) Disagreed
c) Neutral
Q4) What are the affirmable issues and negative impacts that could be faced by Next Plc
due to gender inequality at its workplace?
a) Enhanced chances of conflicts and chaos
b) Higher stress level
c) Reduction in motivation level of employees
Q5) What could be advantages of leading gender equivalence in the direction and leading
activity of an organisation?
a) Creation of positive work environment
b) Develop morale
c) Leading a more diverse and talented workforces
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Q6) What steps could be taken by Next Plc to lead creation of gender equivalence in its
direction and leading activity to provide a more positive and optimistic workplace
environment?
a) Effective communication
b) implication of Equality act
c) Unbiased HR practises
Q7) What role is lead by democratic and participative form of leadership and
management in leading equality at workplace of Next Plc?
a) Direct Role
b) Indirect Role
c) No role
Q8) As per your Implication what overall impact is lead by gender equivalence in
direction and leading activity for success of Next plc?
a) Positive
b) Negative
c) No impact
Q9) How management of gender equivalence in direction and leading activity of Next plc
is also viable and essential to enhance success level of this organisation?
Q10) What role is lead by managers and leaders of Next plc in promoting gender equality
at workplace?
Q11) Any further recommendation for Next Plc to have better perception of equality
along with leading gender equivalence in direction and leading activity at its workplace?
Ethical Consideration:
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By ensuring all the research data is been assorted and scrutinize to gathered in systematic
approach way as well as the data is been opted are ethical way and all the view points regarding
with respondent are not to be disclosed as all the aspect are to be in confidential mannerism.
Chapter 4:Data analysis and interpretations
4.1) Data Analysis
An analysis of data collected from 30 selected respondents or current investigation from
the employees of Next plc is provided below:
Q1) Are you having implication and awareness regarding the
significance of managing equality for an organisation?
Frequency
a) Yes 26
b) No 1
c) Neutral awareness 3
Q2) Which one is the most vital value and need associated with
managing equality by an organization?
Frequency
a) Enhance morale of employees 9
b) Better productivity 11
c) Recruitment of talented employees 10
Q3) Are you agreed with the fact that improved brand image and
enhanced expansion opportunity are also lead by managing equality
for Next Plc?
Frequency
a) Agreed 20
b) Disagreed 2
c) Neutral 8
Q4) What are the affirmable issues and negative impacts that could
be faced by Next Plc due to gender inequality at its workplace?
Frequency
a) Enhanced chances of conflicts and chaos 8
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b) Higher stress level 10
c) Reduction in motivation level of employees 12
Q5) What could be advantages of leading gender equivalence in the
direction and leading activity of an organisation?
Frequency
a) Creation of positive work environment 7
b) Develop morale 11
c) Leading a more diverse and talented workforces 12
Q6) What steps could be taken by Next Plc to lead creation of
gender equivalence in its direction and leading activity to provide a
more positive and optimistic workplace environment?
Frequency
a) Effective communication 10
b) implication of Equality act 11
c) Unbiased HR practises 9
Q7) What role is lead by democratic and participative form of
leadership and management in leading equality at workplace of
Next Plc?
Frequency
a) Direct Role 22
b) Indirect Role 5
c) No role 3
Q8) As per your Implication what overall impact is lead by gender
equivalence in direction and leading activity for success of Next plc?
Frequency
a) Positive 27
b) Negative 1
c) No impact 2
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4.2) Interpretation of quantitative data
Interpretation of collected data is provide below through making use of frequency table
and pie charts, presentation of which is provided below:
Theme 1: Significance of managing equality for an organisation
Q1) Are you having any implication and awareness regarding the
significance of managing equality for an organisation?
Frequency
a) Yes 26
b) No 1
c) Neutral awareness 3
Interpretation
Above stated pie chart is reflecting that 26 participants from a total of 30 were having a
well implication as well as awareness regarding the importance of leading equality for an
organisation where as only one respondents was there who was unaware from this along with 3
other participants who were having neutral awareness regarding the significance of managing
equality.
Theme 2: Main importance and need associated with managing equality by an organization
Q2) Which one is the most vital value and need associated with
managing equality by an organization?
Frequency
11
26
13
a) Yes
b) No
c) Neutral awareness

a) Enhance morale of employees 9
b) Better productivity 11
c) Recruitment of talented employees 10
Interpretation
It has been interpreted with respect to current research project that 9 participants were
having a thinking that enhance morale of employees is the main importance and need associated
with managing equality by an organization where as 11 had favoured better productivity while
the either 10 left out participants were in support of recruitment of talented employees as main
need of managing equality.
Theme 3: Improved brand image and enhanced expansion opportunity are also lead by
managing equality for Next Plc
Q3) Are you agreed with the fact that improved brand image and
enhanced expansion opportunity are also lead by managing equality
for Next Plc?
Frequency
a) Agreed 20
b) Disagreed 2
c) Neutral 8
12
9
11
10
a) Enhance morale of
employees
b) Better productivity
c) Recruitment of talented
employees

Interpretation
It has been observed from above pie chart that 20 participants from a total of 30 are
agreed with the fact that improved brand image and enhanced expansion opportunity are also
lead by managing equality for Next Plc where as only 2 respondents were there who were
disagreed while the 8 more contestant who seemed neutral with respect to above written fact.
Theme 4: Affirmable issues and negative impacts that could be faced due to gender
inequality at its workplace
Q4) What are the affirmable issues and negative impacts that could
be faced by Next Plc due to gender inequality at its workplace?
Frequency
a) Enhanced chances of conflicts and chaos 8
b) Higher stress level 10
c) Reduction in motivation level of employees 12
13
20
2
8
a) Agreed
b) Disagreed
c) Neutral

Interpretation
It has been interpreted during course of current investigation that many affirmable issues
and negative impacts are there that could be faced by Next Plc due to gender inequality at its
workplace which consists of enhanced chances of conflicts and chaos as supported by 8
participants where as 10 respondents were in favour of high stress level together with 12 other
individuals who were having an opinion that Reduction in motivation level of employees is the
main negative impact of edger inequality at workplace.
Theme 5: Advantages of leading gender equivalence in direction and leading activity
Q5) What could be advantages of leading gender equivalence in the
direction and leading activity of an organisation?
Frequency
a) Creation of positive work environment 7
b) Develop morale 11
c) Leading a more diverse and talented workforces 12
14
8
10
12
a) Enhanced chances of
conflicts and chaos
b) Higher stress level
c) Reduction in motivation
level of employees

Interpretation
The above chart is reflecting that creation of positive environment is a advantage that
could be lead by gender equivalence in direction and leading activity of an organisation as
supported by 7 participants. Further, 11 has also favoured develop morale where as 12
individuals supported leading a more diverse and talented workforces as benefit of leading
gender equality in the management and leadership of an organisation.
Theme 6: Steps to ensure creation and maintenance of gender equivalence in leadership and
management
Q6) What steps could be taken by Next Plc to lead creation of
gender equivalence in its direction and leading activity to provide a
more positive and optimistic workplace environment?
Frequency
a) Effective communication 10
b) Implication of Equality act 11
c) Unbiased HR practises 9
15
7
11
12
a) Creation of positive work
environment
b) Develop morale
c) Leading a more diverse and
talented workforces

Interpretation
The ways and steps that could be taken by Next Plc to ensure creation and maintenance
of gender equivalence in direction and leading activityconsists of effective communication as
supported by 10 participants to provide a more positive and optimistic workplace environment
where as 11 had favoured implication of Equality act for the same. Beside this, 9 more
participates were also there who believes that unbiased HR practises is also a viable way to lead
gender equality at workplace of Next Plc.
Theme 7: Role lead by democratic and participative form of leadership and management in
leading equality
Q7) What role is lead by democratic and participative form of
leadership and management in leading equality at workplace of
Next Plc?
Frequency
a) Direct Role 22
b) Indirect Role 5
c) No role 3
16
10
11
9
a) Effective communication
b) Implication of Equality act
c) Unbiased HR practises

Interpretation
It could be made out from current investigation that a direct role is played by democratic
and participative form of leadership and management in leading equality at workplace of Next
Plc as 22 respondents from a total of 30 had supported this fact where as 5 were seemed in
favour of its indirect role. Beside this 3 other respondents were having a thinking that no role is
lead by democratic and participative form of leadership and management in leading equality at
workplace of Next Plc.
Theme 8: Impact lead by Gender Equality in Leadership and Management on success
Q8) As per your Implication what overall impact is lead by gender
equivalence in direction and leading activity for success of Next plc?
Frequency
a) Positive 27
b) Negative 1
c) No impact 2
17
22
5
3
a) Direct Role
b) Indirect Role
c) No role

Interpretation
the main implication and finding of current investigation is shown by above stated pie
chart that is reflecting that 27 participants believed that overall a positive impact is lead by
gender equivalence in direction and leading activity on success of Next plc while only one
individuals had favoured its negative impact where as the 2 left out participants were having a
believe that no overall impact is lead by gender equivalence in direction and leading activity
on success of Next plc.
4.3) Interpretation of qualitative data
For interpretation of qualitative data use of thematic approach is made an evaluation of
which is provided below:
Theme 9: Management of gender equivalence in direction and leading activity of Next plc
is also viable and essential to enhance success level of this organisation
Interpretation
On the basis of view point of maximum number of respondents it has been interpreted that
management of gender equality also viable and essential to enhance success of Next plc as it is
viable tool and effective way of leading a stress free and positive workplace environment that
boosts efficiency and performance level of employees along with leading enhanced morale of
employees which are the main factors that lead to success of an organisation.
Theme 10: Managers and leaders of Next plc in promoting gender equality at workplace
Interpretation
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27
1
2
a) Positive
b) Negative
c) No impact

With respect to opinion of larger section of respondents it has analysed that managers and
leaders of Next plc plays a vital role in promoting gender equality at workplace as they keeps a
check on cases of harassment and other miss-dead to keep a control in theses cases along with
leading effective communication and bonding at workplace to lead equity. Apart from this,
regular training and guidance is also provided by managers and leaders of Next plc to promote
gender equality at workplace.
Chapter 5:Research Outcomes
Covered in PPT
Chapter 6:Conclusion and Recommendations
6.1) Conclusion
With respect to current investigation it has been concluded that a significant role is lead
by managing equality for an organisation through leading an enhance morale of employees,
Better productivity for organisation and Recruitment of talented employees. It could also be
summarised that improved brand image and enhanced expansion opportunity are also lead by
managing equality in order to enhance success level of a company. Many affirmable challenges
like Enhanced chances of conflicts and chaos, Higher stress level and Reduction in motivation
level of employees is also lead due to lack of equality at workplace. Thus, it can be concluded
that a direct and positive role is lead by gender equivalence in direction and leading activity
on success of an organisation. At last, a conclusion can be made that Effective communication,
implication of Equality act along with leading Unbind HR practises are viable ways to ensure
gender equivalence in direction and leading activity to workplace in order to provide a
optimistic and efficient workplace environment.
6.2) Recommendation
On the basis of evaluation of findings of current investigation following below stated
recommendation could be made for Next Plc for having better perception of equality along with
leading gender equivalence in direction and leading activity at its workplace:
 First of all, implication of effective communication are recommended for Next pls as it a
tool that ensures and lead to a better bonding and enhanced integration among all
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employees and also ensures and lead to better relationship with managers and leaders.
Thus, ensuring effective communication at workplace is a vital way to have better
perception of equality along with creation of Gender Equality in management of Next
plc.
 Beside this, implication of equality act, 2010 is also recommended for Next plc as it lead
to a more stricter control and check over discrimination at workplace to lead and ensures
a more positive and fair workplace. Furthers, various legal provisions and strict action are
also lead by equality act, 2010 to ensure fairness in recruitment, promotion and other
growth opportunity at an organisation thus, lead to more better perception of equality
along with ensuring gender equivalence in direction and leading activity to Next plc.
Chapter 7:Reflection & Recommendation of alternative research methodology
7.1) Reflection on efficiency of current methods
The current investigation is based on above theme related with equality and diversity that
has lead to enhance knowledge and information regarding the concept and significance of
gender equivalence in direction and leading activity for an organisation thus, plays a vital role
in improving my skills and competencies. Further, the use of positivism philosophy and
deductive approach were also viable in supporting my current investigation as lead to a better
and systematic way of investigation. Beside this, use of qualitative as well quantitative method of
research was made by me to ensure better presentation of findings along with collecting a more
in-depth and theoretical information. Thus, it could be reflected by me that use of current
research methodology that consists of survey strategy and questionnaire are effective and viable
to meet the objectives of current investigation. Some pitfalls and drawbacks are also encountered
that were mainly associated with time management and resources allocation thus use of Gantt
chart and other statistical tool were also made by me to accomplish all set objectives in a most
efficient and effective way.
7.2)Recommendation of alternative research methodology
The use of positivism philosophy has made for current investigation that is effective in
testing current objectives but as an alternative use of interpretivism philosophy could also be
made which ensures setting of new theories and hypothesises for investigation. Apart from this
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implication of inductive approach in place of deductive could also be made as an alternative to
yield better evaluation of qualitative data.
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