Types of Discrimination and Their Impact on Employee Performance at H&M

This research project aims to study the different types of discrimination that occur in the workplace of H&M and their impact on employee performance. It explores strategies for managing discrimination at H&M and provides recommendations for the company. The research methodology includes a quantitative approach and data collection through a questionnaire. The study is important for enhancing understanding of workplace discrimination and its effects.

RESEARCH
PROJECT
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Executive summary
Main purpose behind doing this research project is to identify the different types of
discrimination and their effect over performance level of employees in the workplace of H&M.
In order to attain this purpose, researcher developed some objectives and questions that helped
them in accomplishment of research aim. Along with this, literature review has been completed
by researcher by using secondary sources for addressing each research questions in effective
manner. Under research methodology, researcher followed number of research methods which
are positivism philosophy, deductive approach, quantitative research etc. All these are effective
in collecting of quantitative information from questionnaire. For the section of results and
findings, researcher made frequency and developed effective graphs that are useful in presenting
of results of findings. Discussion was completed for discussing and interpreting primary data,
and linking this data with secondary data that are gathered for literature review. Conclusion has
been done by summarising entire information of report in briefly. Under recommendation
section, some suggestions were given to the company that are related with the research topic. At
last, reflection was completed by identifying experience of researcher for performing this project.
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Contents
Executive summary..........................................................................................................................2
Introduction/ background to the research area.................................................................................5
Research Question.......................................................................................................................5
Sub-questions of research ...........................................................................................................5
Research aim and objectives .......................................................................................................5
Rationale and importance for choosing the topic .......................................................................6
Literature review..............................................................................................................................7
What types of discrimination that can occur in the workplace? .................................................7
What are the negative effective of discrimination on employee’s performance at workplace of
H&M? .........................................................................................................................................8
What strategies may be use for managing discrimination at workplace of H&M? ....................8
Research Methodology..................................................................................................................10
Research Approach ...................................................................................................................10
Research techniques .................................................................................................................10
Data collection methods ............................................................................................................10
Research Philosophy: ................................................................................................................11
Qualitative and quantitative research ........................................................................................11
Primary and secondary sources of data collection: ...................................................................11
Sampling....................................................................................................................................11
Data analysis approach .............................................................................................................12
Timeline of research activities.......................................................................................................12
Research Instruments ................................................................................................................14
Ethical issues: ............................................................................................................................16
Research reliability and validity ...............................................................................................16
Results/Findings.............................................................................................................................17
........................................................................................................................................................20
Discussion......................................................................................................................................21
Conclusion.....................................................................................................................................26
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Recommendations..........................................................................................................................27
Reflection.......................................................................................................................................28
References......................................................................................................................................29
Appendices.....................................................................................................................................31
Questionnaire ............................................................................................................................31
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Introduction/ background to the research area
Workplace discrimination meaning is treating someone negatively due to their personal
characteristics. These characteristics are race, gender, age, religion, sexuality, disability etc. All
these have negative impact on employees at workplace (Cho and et. al., 2016). There are
different types of discrimination that can happen or occur in the workplace of an organisation
such as age discrimination, disability discrimination, gender discrimination and many others.
These types of discrimination have negative impact over performance of employees. These
impacts are lower productivity, poor confidence, reduced performance etc. This turn to impact on
business performance and productivity in negative manner. H&M is a chosen clothing retailer for
this research. It was founded in 1947 by Erling Persson and headquartered in Stockholm,
Sweden. Company specialise in selling of clothing for women, men, teenagers and children. In
the workplace of H&M large numbers of employees are working with the aim of achieving long
term goals and objectives. Some employees have issues about the discrimination, in order to
reduce such issues, company have to use number of ways for managing discrimination at
workplace.
Research Question
a) What are the types of discrimination and their impact on employee’s performance at
workplace of H&M?
Sub-questions of research
a) What types of discrimination that can occur in the workplace?
 What are the negative effective of discrimination on employee’s performance at
workplace of H&M?
 What strategies may be use for managing discrimination at workplace of H&M?
Research aim and objectives
Research Aim:
Main aim of this research is “To study about the types of discrimination and their impact
on performance of employees at workplace. A study on H&M.
Research Objectives
b) To explore different types of discrimination that can occue in the workplace.
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c) To analysis negative effective of discrimination on employee’s performance at workplace
of H&M.
d) To determine ways for managing discrimination at workplace of H&M.
Rationale and importance for choosing the topic
Main reason behind choosing the topic is to explore number of discrimination that can take
place in the organisation. This research is essential at academic as well as practical way.
Academically, this research support students by enhancing their learning and understanding
regarding the types of workplace discrimination and their impact on employee’s performance. At
practical level, this study support in analysing of ways for handing discrimination at workplace.
Along with this, if this study is publish will helps societies, individual and organisation by
enhancing their knowledge about the discrimination that can happen in the workplace (Derous,
Pepermans and Ryan, 2017).
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Literature review
Literature review is an essential part of the research because it help researcher in
gathering of information from secondary sources such as articles, books, magazines etc. All these
sources help researcher in collecting of secondary information about the discrimination that can
happen at workplace and its negative effect on performance of employees. Purpose of literature
review is to recognize gaps or conflict in past research. Literature gap of current study is the
impact of all types of discrimination on employee’s performance at workplace. In order to fulfil
this gap, research questions will be used. This will also support researcher in accomplishment of
research aim and objectives in systematic manner (Dwertmann and Boehm, 2016). Research
questions will be explained as below:
What types of discrimination that can occur in the workplace?
According to the Benstead (2018), Discrimination is known as unjustified treatment with
different categories of people on the basis of race, age, sex, religion, gender etc. This is the
negative activity that exist within an organisation and responsible for bad results only. This
diminishes the working ability of employees within an organisation that creates the negative
perception about policies and practices. This will also reduce the level of motivation that does
not allow to perform with full capacity in direction of accomplishing organisational objectives.
There is different type of discriminations which are defined below:
Disability based: This includes the discrimination with disable people within an
organisation. It includes payment of less money or bulling at workplace due to presence of some
physical disability.
Gender based: This is the most common one where discrimination is done between male
and female within an organisation. This can be done through various ways such as less amount
of salary, unequal opportunities etc.
Age: This includes the discrimination between the personnel of an organisation on the
basis of age. For ex., two persons are working on same position and have same amount of
experience but the one who is elder in age is preferred for promotion. This kind of situations is
covering under age based discrimination.
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What are the negative effective of discrimination on employee’s performance at workplace of
H&M?
As per the opinion of Harness (2019), Discrimination is the negative activity and only has
negative impact over the performance of all employees of an organisation either who suffered or
the one who not. The main impact of discrimination at workplace is creating negative vibes
where no one can work with positive attitude. It promotes bad office politics and creates negative
working culture. The impact of discrimination at employee performance will be ascertained upon
different areas. The chance of its occurrence in multinational organisation like H&M is high due
to presence of employees from different cultures. Any type of discrimination either age based or
gender has impact over all different areas associated with employee performance. Firstly, it
diminishes the level of trust among employees. The level of distrust impacts the performance as
nobody is ready to support each other and wants to complete their own targets. This reduces the
level of creativity in employee’s performance that resulted into deliverance of poor results and
non-attainment of organisational objectives. Secondly, this impacts the engagement level of
employees. The low of level of engagement decreases the level of motivation that resulted into
poor performance not in accordance to the provided standards. In last, this will also impact their
perception towards organisational policies and practices. This simultaneously motivates in the
usage of unethical practices in completion of work where they not able to attain high level of
performance.
What strategies may be use for managing discrimination at workplace of H&M?
According to the view presented by Mazzotta (2019), H&M is multinational organisation
and having the business functions at worldwide level. It is the duty over the management of an
organisation is to manage the level of discrimination so positive culture will be built within an
organisation where employees work properly. The different strategies that will be used to
manage discrimination include:
Adherence of legislation: The management of an organisation must focus over the fulfilling
different legislations prevail at various nations so they can perform the functions as per their
standard. This will provide the opportunity to create an obligation over the management of
different departments so they can adhere the policies in deployment of their functions.
Building separate team: The top management of an organisation is must needed to create
separate team that focuses over the completion of the activities on the basis of standards and
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polices. This ensures that all the employees are treading equally as per the different laws exist in
various nations. This help to improve the performance too.
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Research Methodology
Methodology is significant part of the research because with the help of this, researcher cans
easily collect and analysis information regarding the field of study (Fisher and et. al., 2017).
There are number of useful methods that will be suitable for doing current study. This is an
important part of the research project as it support researcher in collection as well as analysation
of information about the study (Ali, Yamada and Mahmood, 2015). There are different methods
that will be suitable for current investigation is described as below:
Research Approach
Approach of the research are classified into certain parts such as qualitative, quantitative or
mixed. These are main research approaches, but for performing current study over workplace
discrimination, quantitative approach has been applied because it facilitate in collecting of
numerical data without consuming additional time. Qualitative approach is not suitable for doing
this research because it require maximum resources and take more time of investigator
(Gunderson and Lee, 2016). There are mainly two approaches of research which are inductive
and deductive. By doing present study, deductive approach is more suitable because it assist
researcher to gather quantitative information without taking additional time. On the other hand,
inductive approach is not much useful within an investigation because it is completely based
qualitative data and also requires maximum resources. Therefore, deductive approach is more
valuable for doing current study in effective manner (Chavez and et. al., 2015).
Research techniques
Research techniques are the part of collecting primary information or data regarding
specific topic. There are numerous techniques of collecting primary information i.e. modelling,
focus group, observation, questionnaire, interview etc. These techniques are valuable in
gathering of primary information but for collecting data about the workplace discrimination,
questionnaire will be used. This technique of primary data collection helps investigator by
providing consistent and quantitative information without taking additional time and resources
(Heilman and Caleo, 2018).
Data collection methods
Primary and secondary are two types of data collection method that will be used within a
study. Questionnaire is used by researcher for gathering primary information about the
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discrimination that can happen in the workplace. On the other side, magazines, articles, books
etc. sources will be applied by investigator in gathering secondary data for literature review.
Therefore, in the current study, both types of data collection methods will be used for gathering
primary and secondary information (Hernandez and et. al., 2016).
Research Philosophy:
This section of research methodology has two philosophy which named are
interpretivisim and positivism. Within an investigation, positivism philosophy is more suitable
because it facilitate in gathering and analysing of quantitative information easily. Interpretivisim
is another form of philosophy that will be not used for conducting current investigation because
it require qualitative data and also take additional time in process of data collection (Combs and
Milosevic, 2016).
Qualitative and quantitative research
Qualitative and quantitative are two effective types of research that helps researcher in
collecting of data from different sources. For collecting information regarding the types of
discrimination and their employee’s performance at workplace, quantitative research has been
followed because it support researcher to collect reliable information by using questionnaire.
Qualitative is another form of study that is not appropriate according to the present study because
it is not a statistically representative type of data collection (Ferguson, 2015).
Primary and secondary sources of data collection:
Primary and secondary are two main sources of data collection that will be used by
researcher for gathering data about the workplace discrimination. Questionnaire has been used
for collecting primary data, whereas books, magazines etc. sources will be applied for gathering
secondary information. Therefore, according to the current investigation both primary and
secondary sources of data collection have been used. Within a research project, data was
collected through questionnaire because it is effective method in collecting of quantitative
information regarding the types of discrimination and their direct impact over employee’s
performance (Moll and et. al., 2018).
Sampling
Sampling refers to the systematic process by which respondents are selected randomly
from total population. In order to select sample, there are basically two techniques such as
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probability sampling and non-probability sampling. Both techniques are essential but according
to the existing topic or research, probability sampling has been followed. This technique assist
researcher to select large number of sample from total population. By using probability type of
sampling 70 employees of H&M will be selected on random basis. Another reason for selecting
such type of sampling as it support investigator by saving its time and by providing valid
outcomes from the respondent’s side. No-probability is another kind of sampling that will be not
appropriate according to the study because it take maximum time and nor provide valid
outcomes (Munsch, 2016).
Data analysis approach
Data analysis is a systematic process of analysing information by using research approach.
There are two approaches by which researcher can easily analysis information such as deductive
and inductive. Present research is based on quantitative data and for analysing and interpreting
quantitative information, deductive approach has been used. This approach support researcher in
analysing of information within any difficulty i.e. time. Along with this, in order to interpret
quantitative data, content analysis will be used because it facilitate is making of themes over
each close-ended questions. This turn to help researcher in analisation of data within limited time
period (Park and et. al., 2017).
Timeline of research activities
Timeline is significant part of the research because it support researcher in completion of
each activities within a set or allotted time period. For this part of the study, Gantt chart will be
applied because it is an effective graphical presentation tool that support in managing of time of
each activities. There are some benefits of using Gantt chart of research project such as easy to
schedule the activity, easy to understand each task, visual and clear representation of time
frames. Therefore, by understanding advantages of Gantt chart, research will used this in current
study (Rosenblat and et. al., 2017). Along with this, there are two approaches or types of time
horizon which are cross-sectional and longitudinal. Both approaches are effective in measuring
time period of research activities but according to the investigation, cross-sectional approach will
be followed. Main reason behind using cross-sectional approach as it helps researcher in ending
of project writhing specific time duration. Different number of activities according to the project
with their starting as well as ending time period will be shown as below:
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From the above mentioned Gantt chart it has been concluded number of activities that
will be used within an investigation. This chart also showed starting and ending data of each
activity that will be beneficial for investigator in completion of research project in
systematic and effective manner.
Research Instruments
There are list of research instruments i.e. questionnaire, interview, focus group,
observation etc. These are main instruments of data collection but for gathering data about the
workplace discrimination, questionnaire will be applied because it not consume more time and
provide quantitative information as compare to other techniques (Rosenblat and et. al., 2017).
Therefore, there are some questions of research according to the current study which will be
presented as below:
Questionnaire
Q1) Are you have knowledge about the discrimination that have impact in the workplace of
H&M?
a) Yes
b) No
Q2) What types of discrimination that can occur at workplace of H&M?
a) Disability based discrimination
b) Gender based discrimination
c) Age based discrimination
Q3) How gender discrimination negatively effect on motivation and performance of
employees?
a) Increased workplace conflict
b) Individual mental health issues
c) Damaged moral
Q4) According to you, in which manner age discrimination effect over your performance and
productivity at H&M?
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a) Develop aggressive and negative attitudes
b) Damage to productivity
c) Increased physical and mental health condition
Q5) What are the negative impact of workplace discrimination on your performance?
a) Development of negative vibes
b) Diminishes the trust level of employees
c) Lack of motivation
d) Reduced creativity in employee’s performance
Q6) According to you, discrimination at workplace of H&M increase employee turnover?
b) Yes
c) No
Q7) What are the impact of discrimination at workplace of H&M?
a) Effect on business’s reputation
b) Increased employee turnover rate
c) Decreased productivity
Q8) What types of strategies would be requiring by H&M for managing workplace
discrimination?
a) Adherence of Legislation
b) Building separate team
c) Hiring a diverse group of employees
d) Provide volunteer initiatives
Q9) What are the ways that would be require for eliminating the issue of discrimination at
workplace of H&M?
a) Encourage open communication
b) Re-checking of training and policies
c) Provide inclusion and diversity training to employees
d) Stay Pro-active
Q10) provide any suggestions to H&M about how to prevent discrimination in the workplace.
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Ethical issues:
There are various principles of research ethics that must be applied by researcher, if they
not follow each principle of research ethics; it has negative impact on them while completion of
project successfully. These principles are reducing the risk of harm, protecting confidentiality,
giving right to withdraw etc. These are key principles that must be following within an
investigation (Stypinska and Turek, 2017).
Research reliability and validity
This is another form of research methodology that is useful and valuable for researcher in
testing of validity as well as reliability of data. For this, questionnaire as an effective tool of
testing the validity and reliability of information will be used by researcher. Questionnaire is an
important method for collecting quantitative information or data in reliable and accurate manner
(Trau, 2015).
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Results/Findings
This is another part of the research project that will be essential in analysing of data
effectively. Present study is based on quantitative information and for analysing such type of
data; there is need of following some steps such as making of frequency table, developing graphs
and interpreting data. Along with this content analysis will be used by researcher for analysing
quantitative data (Triana, Jayasinghe and Pieper, 2015). in this method, researcher makes various
themes that support them in easily analysation of quantitative information about the
discrimination.
Q1) Do you have knowledge about the discrimination that have impact in the
workplace of H&M?
Frequency
a) Yes 50
b) No 20
Q2) What types of discrimination that can occur at workplace of H&M? Frequency
a) Disability based discrimination 15
b) Gender based discrimination 25
c) Age based discrimination 30
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Q3) How gender discrimination effect on motivation and performance of
employees in negative manner?
Frequency
a) Increased workplace conflict 20
b) Individual mental health issues 30
c) Damaged moral 20
Q4) According to you, in which manner age discrimination effect over your
performance and productivity at H&M?
Frequency
a) Develop aggressive and negative attitudes 25
b) Damage to productivity 27
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c) Increased physical and mental health condition 18
Q5) What are the negative impact of workplace discrimination on your
performance?
Frequency
e) Development of negative vibes 20
f) Diminishes the trust level of employees 18
g) Lack of motivation 16
h) Reduced creativity in employee’s performance 16
Q6) According to you, discrimination at workplace of H&M increase employee
turnover?
Frequency
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a) Yes 60
b) No 10
Q7) What are the impact of discrimination at workplace of H&M? Frequency
a) Effect on business’s reputation 25
b) Increased employee turnover rate 30
c) Decreased productivity 15
Q8) What types of strategies would be requiring by H&M for managing
workplace discrimination?
Frequency
a) Adherence of Legislation 16
20

b) Building separate team 20
c) Hiring a diverse group of employees 14
d) Provide volunteer initiatives 20
Q9) What are the ways that would be require for eliminating the issue of
discrimination at workplace of H&M?
Frequency
a) Encourage open communication 16
b) Re-checking of training and policies 14
c) Provide inclusion and diversity training to employees 18
d) Stay Pro-active 22
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Discussion
This is another important part of research project that helps researcher in presenting an
interpretation and evaluating of the results. Discussion is based on primary data and also the
information collected from secondary source for literature review (Webster and et. al., 2018).
There are mainly three questions in literature review and that are matched with the information
collected from primary source i.e. questionnaire. Therefore, discussion with the help of primary
and secondary data will be discussed as below in systematic manner.
Question 1: Knowledge about the discrimination
Interpretation: 50 out of 70 employees of H&M have knowledge regarding the concept
of discrimination that can occur at workplace of an organisation. They have knowledge as
workplace discrimination is a pressing problem that is faced by employees in every day. They
also have idea as discrimination at workplace means is treating an individual employee wrongly
and illustrating prejudices. Remaining 20 employees not have any kind of knowledge and idea
about the discrimination.
Question 2: Types of discrimination that can take place in the working environment
Interpretation: Discrimination at workplace has different types such as disability, sex,
racial, age, gender etc. These are main types of discrimination that impact on employees as well
as performance in negative manner. 15 out of 70 employees said as disability based
discrimination is main type that can take place within working environment of an organisation.
25 respondents said as gender based discrimination is major form of discrimination that can
happen in the workplace. Remaining 30 employees have idea as age based discrimination is main
because today most of the organisation faced such type of discrimination at their workplace.
This information is related with the secondary information that was collected from
different sources i.e. journals, magazines, books, articles etc. for literature review. In this, author
have opinion as age based discrimination is main type that have at workplace. They said as two
persons are working on similar post and have equal amount of knowledge but the one who is
elder in age is preferred for promotion (Webster and et. al., 2018).
Question 3: Effect on gender discrimination on employees
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Interpretation: Gender discrimination is a type of discrimination that has bad effects on
motivational and performance level of employees at workplace. 20 out of 70 respondents said as
gender discrimination has direct impact in increasing conflict at workplace. This turn to impact
on employee’s performance towards completion of full activity in allotted time period. 30
participants have idea as it effective on mental health of employees by increasing depression.
Remaining 20 respondents have opinion as gender discrimination damaged moral towards
business. Therefore, all these are major problems that were faced by employees due to
discriminated on the basis of gender.
Question 4: Impact of age discrimination on employees
Interpretation: Age discrimination is another form of discrimination that also has
negative impact on employees by decreasing productivity and performance level. 25 out of 70
respondents said as such type of discrimination develop negative and aggressive attitude towards
the work. 27 respondents have opinion as ageism at workplace damage productivity level when
employees want to complete each activities within given time period. 18 respondents have
opinion as age based discrimination increased mental and physical health conditions among
employees who have to face such type of issue at workplace.
Question 5: Negative impact of workplace discrimination on employee’s performance
Interpretation: Workplace discrimination has negative effect on employee’s
performance. For these 20 out of 70 respondents have idea as it develop negative feelings where
no one can perform with optimistic attitude. 18 respondents have knowledge as discrimination in
the workplace diminishes the trust level of employees. The stage of distrust have effect on
performance as no one is prepared to help each other and needs to full their own targets. 16
respondents have knowledge as workplace discrimination increase lack of motivation that
outputted into lack of performance not in accordance to the given standards. Remaining 16
respondents said as it reduced creativity in employee’s performance that outputted into no
accomplishment of organisational goals and objectives.
This data is also related with the information gathered for literature review from
secondary sources. Some authors have opinion as discrimination in the working place is a
negative activity and only has unfavourable impact over employee’s performance of H&M either
who suffered or the one who not (Ferguson, 2015).
Question 6: Discrimination at workplace of H&M increase employee turnover
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Interpretation: Discrimination in the workplace has different number of negative effect in
which employee turnover is main impact that faced by H&M. For this, 60 out of 70 respondents
are agreed as one of the main issues of discrimination at workplace is high employee turnover.
Remaining 10 respondents not have any knowledge and opinion about the same concept.
Question 7: Impact of discrimination at workplace of H&M
Interpretation: At workplace of H&M, discrimination has negative impact in different
ways. 25 out of 70 employees said as it effects on business reputation by decreasing market
image. 30 respondents have opinion as discrimination in the workplace increase rate of employee
turnover that turn to impact over sales and profitability of company. Remaining 15 respondents
have view as it decreased productivity level by increasing conflict among employees. Therefore,
all these are major impact of discrimination that is happen in the working place of H&M.
Question 8: Types of strategies for managing workplace discrimination
Interpretation: Management of workplace discrimination is important and essential for
the growth and success of H&M. There are different ways suggests to the company to use and
mange discrimination at workplace easily. 16 out of 70 respondents suggest as Adherence of
Legislation is best way because with the help of this, they can easily perform their functions as
per the standards. 20 respondents have knowledge as building separate team is more effective
and essential way for managing discrimination. This will ensure that the entire workforces are
treading fairly as per the various laws present in different countries. 14 respondents have view as
hiring a diverse group of employees is useful way for management of discrimination at
workplace. This will help an organisation by increasing creativity and innovation at workplace
that protect employees to work freely and happily. Remaining 20 respondents have idea as
developing or participating in a volunteer initiative at workplace might support an organisation
to create a space for workers by providing volunteer initiatives. This will further help in
managing workplace discrimination easily.
This information is linked with the data founded for literature review from secondary
sources. In this, authors have opinion as it is the duty and role of management of H&M is to
manage the discrimination so optimistic culture will be developing in an organisation where
workers work properly and happily (Combs and Milosevic, 2016).
Question 9: Ways for eliminating the issue of discrimination at workplace of H&M
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Interpretation: At workplace of H&M, there is requirement for eliminating the issue of
discrimination among employees at workplace. There are many numbers of ways that will be
used by company for eliminating the discrimination in the working place. 16 out of 70
respondents have opinion as company must encourage open communication and provide rights to
their all employees to communicate their issues freely. 14 participants have opinion as review of
policies and training will be essential because it reduce errors and increase number of happily
employees. 18 respondents have view as H&M must provide inclusion and diversity training to
their employees because it will help them in retention of top talent at workplace. 22 out of 70
employees are agreed as stay pro-active is best way for preventing discrimination in workplace.
Stay pro-active helps an organisation in establishment of an approachable workplace
environment that support employees by preventing them from discrimination.
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Conclusion
From the above mentioned findings and discussion, it has been concluded that most of the
employees have knowledge about the meaning of discrimination and its impact at workplace. At
workplace of an organisation, there are different types of discrimination taken place which are
gender, age and disability. Majority are agreed as age based discrimination is main that is faced
by company. All these discrimination has negative effect over employee’s performance by
increasing negative vibes, decreasing motivation level, diminishing the trust etc. Along with this,
discrimination has also impacted over performance and productivity level of workers by
increasing mental health issues, reducing confidence, decreasing job satisfaction and so on.
Therefore, workplace discrimination has negative effect on an organisational as well as business
performance. Discrimination at workplace also impacted on business reputation by increasing
higher employee turnover rate and decreasing productivity level. Therefore, there is need for
managing discrimination, for this different ways have been used by company i.e. adherence of
legislation, building of separate team, hiring of diverse group of employees and providing
volunteer initiatives. These are effective ways because these helped company by management of
workplace discrimination. Different strategies were also used by company for eliminating and
reducing the issue of discrimination in the workplace. These ways are encouragement of open
communication, review of policies and training, giving of diversity and inclusion training and be
pro-active. These are considering effective ways because with the help of this, company has been
eliminate the issue of workplace discrimination.
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Recommendations
From the above mentioned information it has been recommended that workplace
discrimination is main issue that have negative impact on business and employees performance.
There are various ways and laws that will be suggested to the H&M to follow and eliminate the
discrimination in the workplace. Some effective and useful ways will be recommended as below:
Implementation of equality act 2010: The Act gives a legal framework for an organisation
to protect the rights of employees and advance equality of opportunity for all. With the help of
this act, H&M can easily protect their employees from any kind of discrimination such as rave,
gender, age, disability, religion, sex, pregnancy and maternity, and marriage and civil
partnership. Therefore, development of equality act 2010 at workplace is more effective and
beneficial for H&M to protect their workers and retain them for longer time.
Communicate with employees: Another good ways for H&M to prevent discrimination in
the workplace is to communicate with their employee’s time-to-time. It is beneficial to collect
feedback on employee’s experience on the job role and if they have experienced workplace
discrimination firsthand or witnessed it on the job. Development of on-going communication
will support their workers feel more comfortable and focus on their concerns. Therefore
communication is also important for H&M in reducing of discrimination problem in the
workplace.
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Reflection
I am happy for getting an effective chance for doing research project over the impact of
types of discrimination on employee performance at workplace. Main objective of this project is
to determine the influence of workplace discrimination over performance level of employee. In
order to accomplish this aim, I used number of research methods such as quantitative research,
positivism research philosophy, deductive approach, questionnaire etc. These are effective
methods for me in gathering of reliable data. Along with this, I prepared questionnaire for
collecting information from the respondents. Questionnaire is an effective instrument of data
collection that facilitated me by providing valid information.
This research was successful by addressing each activity by systematic manner. I used to
follow all activities systematically that was supported me in accomplishment of research aim and
objectives within set time duration. I become able for collecting data from the number of
secondary and primary sources. For collecting secondary data, I followed books, articles etc. for
literature review. In order to gathered data, I used to make questionnaire that supported in
gathering of numerical information without consuming additional time. By doing this research, I
learned about the types of discrimination and their effect in the workplace for both employees
and companies. I also increased my research skills such as time management, data collection,
data analysis etc. These skills supported me when I required gathering information from the
respondents by using questionnaire. By using questionnaire I not gather qualitative data which is
main issue for me. If I get another chance for performing this investigation I would use
Interview. This is an effective instrument of qualitative data collection that would be helpful for
me in identifying of opinion and perception of respondents about the topic. Overall, I have to
gain good experience by doing this investigation because it will support me in development of
my future growth and progress.
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References
Books and Journals
Ali, S. R., Yamada, T. and Mahmood, A., 2015. Relationships of the practice of hijab, workplace
discrimination, social class, job stress, and job satisfaction among Muslim American
women. Journal of employment counselling. 52(4). pp.146-157.
Chavez, L. J., Ornelas, I. J., Lyles, C. R. and Williams, E. C., 2015. Racial/ethnic workplace
discrimination: Association with tobacco and alcohol use. American journal of
preventive medicine. 48(1). pp.42-49.
Cho, M., Bonn, M. A., Han, S. J. and Lee, K. H., 2016. Workplace incivility and its effect upon
restaurant frontline service employee emotions and service
performance. International Journal of Contemporary Hospitality Management.
Combs, G. M. and Milosevic, I., 2016. Workplace discrimination and the wellbeing of minority
women: Overview, prospects, and implications. In Handbook on well-being of
working women (pp. 17-31). Springer, Dordrecht.
Derous, E., Pepermans, R. and Ryan, A.M., 2017. Ethnic discrimination during résumé
screening: Interactive effects of applicants’ ethnic salience with job context. Human
Relations. 70(7). pp.860-882.
Dwertmann, D. J. and Boehm, S. A., 2016. Status matters: The asymmetric effects of supervisor–
subordinate disability incongruence and climate for inclusion. Academy of
Management Journal. 59(1). pp.44-64.
Ferguson, J. P., 2015. The control of managerial discretion: Evidence from unionization’s impact
on employment segregation. American Journal of Sociology. 121(3). pp.675-721.
Fisher, G. G., Truxillo, D. M., Finkelstein, L. M. and Wallace, L. E., 2017. Age discrimination:
Potential for adverse impact and differential prediction related to age. Human
Resource Management Review. 27(2). pp.316-327.
Gunderson, M. and Lee, B.Y., 2016. Pay discrimination against persons with disabilities:
Canadian evidence from PALS. The International Journal of Human Resource
Management. 27(14). pp.1531-1549.
Heilman, M. E. and Caleo, S., 2018. Combatting gender discrimination: A lack of fit
framework. Group Processes & Intergroup Relations. 21(5). pp.725-744.
Hernandez, M. and et. al., 2016. The role of proximal social contexts: Assessing stigma-by-
association effects on leader appraisals. Journal of Applied Psychology. 101(1). p.68.
Moll, S. E. and et. al., 2018. Beyond silence: a randomized, parallel-group trial exploring the
impact of workplace mental health literacy training with healthcare employees. The
Canadian Journal of Psychiatry. 63(12). pp.826-833.
Munsch, C. L., 2016. Flexible work, flexible penalties: The effect of gender, childcare, and type
of request on the flexibility bias. Social Forces. 94(4). pp.1567-1591.
O'Loughlin, K., Kendig, H., Hussain, R. and Cannon, L., 2017. Age discrimination in the
workplace: The more things change…. Australasian Journal on Ageing. 36(2). pp.98-
101.
Park, S. G., Kang, H. J., Lee, H. R. and Kim, S. J., 2017. The effects of LMX on gender
discrimination and subjective career success. Asia Pacific Journal of Human
Resources. 55(1). pp.127-148.
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Rosenblat, A., Levy, K. E., Barocas, S. and Hwang, T., 2017. Discriminating tastes: Uber's
customer ratings as vehicles for workplace discrimination. Policy & Internet. 9(3),
pp.256-279.
Rosenblat, A., Levy, K. E., Barocas, S. and Hwang, T., 2017. Discriminating tastes: Uber's
customer ratings as vehicles for workplace discrimination. Policy & Internet. 9(3).
pp.256-279.
Stypinska, J. and Turek, K., 2017. Hard and soft age discrimination: the dual nature of workplace
discrimination. European journal of ageing. 14(1). pp.49-61.
Trau, R. N., 2015. The impact of discriminatory climate perceptions on the composition of
intraorganizational developmental networks, psychosocial support, and job and career
attitudes of employees with an invisible stigma. Human Resource
Management. 54(2). pp.345-366.
Triana, M. D. C., Jayasinghe, M. and Pieper, J. R., 2015. Perceived workplace racial
discrimination and its correlates: A meta‐analysis. Journal of Organizational
Behavior. 36(4). pp.491-513.
Webster, J. R. and et. al., 2018. Workplace contextual supports for LGBT employees: A review,
meta‐analysis, and agenda for future research. Human Resource Management. 57(1).
pp.193-210.
Online
Benstead. S., 2018. What Types of discrimination in the workplace? [Online]. Available
through:< https://www.breathehr.com/blog/what-is-discrimination-in-the-workplace>
Harness. J., 2019. Effect of discrimination in the workplace. [Online]. Available through:<
https://bizfluent.com/about-5035338-effects-discrimination-workplace.html>
Mazzotta. A. R., 2019. Ways to avoid discrimination in the workplace. [Online]. Available
through:< https://www.armazzotta.com/blog/2017/03/21/5-ways-avoid-discrimination-
at-work/>
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Appendices
Questionnaire
Q1) Do you have knowledge about the discrimination that have impact in the
workplace of H&M?
Frequency
a) Yes 50
b) No 20
Q2) What types of discrimination that can occur at workplace of H&M? Frequency
a) Disability based discrimination 15
b) Gender based discrimination 25
c) Age based discrimination 30
Q3) How gender discrimination effect on motivation and performance of
employees in negative manner?
Frequency
a) Increased workplace conflict 20
b) Individual mental health issues 30
c) Damaged moral 20
Q4) According to you, in which manner age discrimination effect over your
performance and productivity at H&M?
Frequency
a) Develop aggressive and negative attitudes 25
b) Damage to productivity 27
c) Increased physical and mental health condition 18
Q5) What are the negative impact of workplace discrimination on your
performance?
Frequency
a) Development of negative vibes 20
b) Diminishes the trust level of employees 18
c) Lack of motivation 16
d) Reduced creativity in employee’s performance 16
Q6) According to you, discrimination at workplace of H&M increase employee
turnover?
Frequency
a) Yes 60
b) No 10
31

Q7) What are the impact of discrimination at workplace of H&M? Frequency
a) Effect on business’s reputation 25
b) Increased employee turnover rate 30
c) Decreased productivity 15
Q8) What types of strategies would be requiring by H&M for managing
workplace discrimination?
Frequency
a) Adherence of Legislation 16
b) Building separate team 20
c) Hiring a diverse group of employees 14
d) Provide volunteer initiatives 20
Q9) What are the ways that would be require for eliminating the issue of
discrimination at workplace of H&M?
Frequency
a) Encourage open communication 16
b) Re-checking of training and policies 14
c) Provide inclusion and diversity training to employees 18
d) Stay Pro-active 22
32