Impact of Inclusion, Diversity and Gender Pay Gap on Employee Performance: A Case Study on ASDA

This research project aims to investigate the impact of inclusion, diversity and gender pay gap on employee performance at ASDA. The study includes a literature review, research methodology, data analysis, and research outcomes. The findings will help identify strategies that can be adopted by ASDA to align with inclusion, diversity and gender pay gap practices at the workplace.

Research Project
(Equality and Diversity in the Workplace)

Executive Summary
Main aim of conducting this project is investigate the impact of inclusion, diversity and
gender pay gap on employee’s performance of ASDA. In order to attain this aim, different
number of activities was used by investigator. Literature review is an effective activity that has
been done by researcher by using number of secondary sources like magazines, books, articles
etc. Research methodology is another main activity that was completed by using quantitative and
quantitative research. Both are effective in gathering of reliable information by using
questionnaire and interview. Data analysis has been done by using thematic and content analysis.
Thematic analysis has been done by analysing and interpreting qualitative information, whereas,
content analysis was done by analysing as well as interpreting quantitative type of information
about the topic. These sources helped researcher by providing valid outcomes within limited time
duration. At last, conclusion has been completed by summarising entire data about the report in
briefly.

Table of Contents
Executive Summary.........................................................................................................................2
1). Introduction................................................................................................................................4
2). Literature review.........................................................................................................................6
3). Research methodology...............................................................................................................9
4). Data analysis and interpretations..............................................................................................14
5). Research Outcomes..................................................................................................................24
6). Reflection & recommendation for alternative research methodology......................................27
7). Conclusion................................................................................................................................28
8). Recommendations....................................................................................................................28
Appendix........................................................................................................................................29
Research Proposal......................................................................................................................29
REFERENCES..............................................................................................................................49

1). Introduction
Inclusion introduces as an attainment of a work atmosphere in which each and every
employee are treated respectfully and fairly, have equal access to resources and chances, and can
bring fully to the business's success. Diversity means having a diverse range of people with
different ethnic, racial, cultural background, interests, experience etc. Gender pay gap refers
difference in average gross earnings between men and women (Cachat‐Rosset, Carillo and
Klarsfeld, 2019). These are considering main practices at workplace that have positive and
negative impact over employee's performance of company. For this project ASDA store is a
chosen British supermarket retailer that was founded in 1949 by Peter and Fred Asquith and
headquartered in Leeds, West Yorkshire, England. Along with this, at workplace of ASDA store
all three practices are present that have direct impact on performance of employees in different
manner. Inclusion and Diversity in the workplace cause all workers to feel accepted as well as
more valued.
Research aim
To identify the impact of inclusion, diversity and gender pay gap over performance of
employees: A case on ASDA store.
Research Objectives
 To examine a basic understanding about the concept of inclusion, diversity and gender
pay gap in context of an organisation.
 To determine the influence of inclusion, diversity and gender pay gap for ASDA. To identify strategies that can be adopted by ASDA for aligning with inclusion, diversity
and gender pay gap practices at workplace.
Research Questions:
 What is performance related to pay gap?
 What are the prospects for gender pay equity based on ASDA case?
 Is there a relationship between performance pay scheme and gender gap for ASDA?
Rationale of the research: Main reason behind performing this study is to determine the major
impact of inclusion, diversity and gender pay gap on employee's performance at workplace. This
is a biggest issue that faced by an organisation at their workplace. Along with this, current
research is important for researcher as it helps them by increasing its personal as well as
professional growth. It will also aid them by improving its research skills which are associated

with literature review, data collection, data analysis, management of time and many other. By
following these skills, investigator can easily complete full research systematically (Gölgeci and
et. al., 2019).

2). Literature review
This is a systematic process that helps investigator to gather detailed and secondary data
about the field of research. There are various resources require by researcher for collecting
secondary and detailed information about the study. These are books, articles, journals,
publication research etc. These are considering more useful resources for researcher to use and
gather in-depth data about the study. With the help of literature review, investigator can easily
address each objectives of the investigation.
Understanding about the concept of inclusion, diversity and gender pay gap in context of
an organisation.
As per the opinion of Lombardo 2017, Inclusion introduces as an act of making an
individual or thing part of a collection or group. Diversity means having unlike or distinct
components. Within a workplace, diversity means employing each and every person who may be
not similar from each other and who not come from the similar background. These differences
are mainly related with religion, education, national origin, sexual orientation, gender, age etc.
Gender pay gap is another practice in the organisation and it has direct or negative impact over
employee's performance. Gender pay gap is the difference between the wages of men and
women. These are consider main practices at workplace of an organisation and have positive as
well as negative influence on employee's and an organisational working or performance.
On the other hand, Mondal (2020), Inclusion introduces to the collaborative, supportive,
as well as respectful atmosphere that enhances the contribution and participation of all
employees. Diversity and inclusion refers to the company’s mission, practices and strategies to
protect a diverse workplace as well as leverage the impacts of diversity to accomplish
competitive benefits for an organization. The gender pay gap or gender wage gap refers to the
average difference between the payment for male and female who are working at same
organisation. Women are usually considered to be paid less than male employees.
Influence of inclusion, diversity and gender pay gap for ASDA.
According to the Dishman, 2018, Inclusion, gender pay gap and diversity at workplace
have direct influence on ASDA and their employees. All these practices have positive as well as
negative impact on business. These are explained as below:
Positive Impact: Inclusion and diversity at workplace have different advantages for
business such as lower turnover, higher productivity, higher employee morale, increased

creativity, enhanced innovation, improved problem solving, higher job satisfaction etc. These
are considering positive impact of diversity and inclusion for ASDA. As it helps an enterprise in
improving of its brand image.
Negative impact: As per the opinion of Jarrett, 2018, Gender pay gap have negative
impact on business by reducing employee’s morale, increasing turnover rate, effecting branding,
reducing market image of company etc. These are consider major drawbacks of gender pay gap
that have negative impact on business as well as an employee’s growth or performance at
workplace.
On the other hand, Kang and Kaplan, (2019), Inclusion improves
an organization's capability to attain better business outputs by engaging employees from diverse
backgrounds as well as perspectives via participatory decision-making. One negative effect of
diversity at workplace is the maximised tendency of organizational personnel to treat in
interpersonal conflicts. Diverse workers have diverse opinions, beliefs, thoughts, norms,
customs, trends, values, and traditions. The gender pay gap can show the way to changes within
the work environment, considering, decreased satisfaction from women employees and a
prejudiced attitude in other places that could go in front to other types of discrimination claims.
Strategies that can be adopted by ASDA for aligning with inclusion, diversity and gender
pay gap practices at workplace.
According to the Scott, 2019, ASDA has stated that it advertises entire vacancies
internally, as well as plans to seek women talent for interior succession planning, to go faster
through targeted pipeline development programmes. Along with this, it will additionally carry on
with balanced candidate slates as well as balanced interview panels for entire senior hires, a
scheme which was introduced last year. Along with this, ASDA also follow constant
communication for managing and aligning diversity at workplace. For this, company must
provide frequent feedback and coaching on how their employees are doing. As it support an
organisation in retention of workers for longer time period. Inclusion Council is another strategy
that used by ASDA to promoting inclusion at workplace. Form an inclusion council with genuine
helps an organisation to influence employee's towards business work. Company must create an
effective and friendly environment where each employee can feel comfortable. As it turns to
support an enterprise by improving their brand image

Asda charged Global Diversity Practice at first for a progression of Unconscious Bias
workshops to 'up skill' their senior heads on Diversity and Inclusion, concentrating explicitly on
sexual orientation balance and the potential impact that Unconscious Bias can have on dynamic,
with specific reference to enrolment and progression arranging. This at that point prompted the
improvement of the Ethnicity Strategy 2014 and the ensuing course of a Leadership Program
essentially for ladies and ethnic minority pioneers. For also used to provide inclusion and
diversity training to their employees that will be beneficial for them in attraction of skilled and
talented workforce at workplace. this will further helped them in reduction of high employee
turnover.

3). Research methodology
Research methodology refers as an effective and main process of investigation as it
supports researcher in collection of information about the study (McCusker and Gunaydin,
2015). There are some useful methods that are require by researcher for collection information
about the inclusion, diversity and gender pay gap and its impact over employee's performance.
These methods will be determined as below:
Research philosophy: For performing this research, positivism type of philosophy will be
used by researcher. As its beneficial in collection and analysation of quantitative data about the
diversity, gender pay gap and inclusion at workplace. Interpretivism philosophy is not
appropriate because its completed based on qualitative stud (Miller and et. al., 2012).
Research approach: This part of the study is used for collecting and analysing of data
about the field of study. For collecting data regarding the current study mixed approach will be
applied because it helps researcher in collecting of qualitative and quantitative information
easily. For analysing qualitative and quantitative information about the topic, inductive and
deductive approach will be used. (Quinlan and et. al., 2019) .
Qualitative and quantitative study: Qualitative and quantitative are considering two useful type
of research. Qualitative and quantitative research will be used for collecting information about
the topic in easier manner. In order to gather qualitative data interview will be used and for
collecting quantitative information questionnaire will be applied by researcher.
Use of primary and secondary sources: Both sources of data collection will be going to
use by researcher for collecting reliable and in-depth data regarding the inclusion, gender pay
gap and diversity within an organisation. In order to gather primary data, questionnaire is
appropriate and useful method because it helps researcher by providing quantitative data and
saving its time and cost. For collecting secondary information about the study, there is
requirement of some useful sources i.e. magazines, articles, books etc. Therefore, for performing
this research, both sources of data such as primary and secondary will be needed to use by
investigator (Riedl, Davis and Hevner, 2014).
Sampling Techniques: Researcher has two options regarding the sampling techniques
which are probabilistic and non-probabilistic. For performing this investigation, 15 managers of
human resource department will be selected on random basis by using probabilistic sampling
technique. These respondents are used in questionnaire. Main purpose for applying this

technique as it not consumer more time as compare to non-probability sampling (Scotland,
2012). For interview, 10 employees of the ASDA will be selected on random basis.
Data instrument: There are various instruments that support investigator in gathering of
information regarding the specific area of study. These are interview, questionnaire, observation
etc. According to the current investigation, questionnaire and interview will be used. Main
reason behind using questionnaire as it helps researcher in collecting of quantitative and reliable
information about three practices such as inclusion, diversity and gender pay gap. Interview is
another instrument that will also used within an investigation for gathering qualitative data from
the selected 10 employees. (Silverman, 2016).
Quantitative data collection from questionnaire
Questionnaire
Q1) Do you understand about the inclusion, diversity and gender pay gap in context of an
organisation?
a) Yes
b) No
Q2) What are the negative impact of gender pay gap at workplace of ASDA?
a) Low productivity
b) Lack of moral
c) Poor performance
Q3) According to you, what are the advantages of inclusion and diversity at workplace?
a) Employees feel accepted and valued
b) Lower turnover rate
c) Better decision making
Q4) As per your point of view, what are the several advantages of performance related pay?
a) Improve employee focus
b) Highlights poor performance effectively
c) Development of healthy performance based culture
Q5) What are the prospects for gender pay equality based on ASDA case?
a) Leadership development
b) Unconscious bias awareness
c) Colleague Advocates

Q6) Is there a relationship between performance pay scheme and gender gap for ASDA?
a) Yes
b) No
Q7) What are the effective strategies that can be adopted by ASDA for aligning with inclusion,
diversity and gender pay gap practices at workplace?
a) Integration and training
b) Prospective assignment talent pools
c) Selection and assessment
Qualitative data collection from interview
Q1) Do you have idea regarding the impact of inclusion, diversity and gender pay gap influence
over growth and success of ASDA?
Q2) According to you, what is performance related to pay gap in context of ASDA?
Q3) What are the ways by which ASDA can promote equality and diversity at workplace.
Time Horizon: This is an important section of investigation that support researcher in
identification of time scale for starting and ending project. Gantt chart is a best tool that help
researcher in completion of full study within a given and lesser time period (Tuohy and et. al.,
2013).

4). Data analysis and interpretations
Data analysis is considering significant part of the research as it aid researcher in
analisation of data in form of reliable and quantitative. In order to analysis information, there are
needs to follow few steps such as making of frequency table, creating of graph and interpreting
quantitative information (Tuohy and et. al., 2013). For this content analysis will be applied
because it aid researcher in systematically analysing and interpreting of information about the
current study. For analysis qualitative data, thematic analysis will be used as an analytical
technique for analysing qualitative information about the study.
Frequency table
Q1) Do you understand about the inclusion, diversity and gender pay gap in
context of an organisation?
Frequency
a) Yes 12
b) No 3
Q2) In which manner, inclusion, diversity and gender pay gap influence over
growth and success of ASDA?
Frequency
a) Positive 7
b) Negative 5
c) Neutral 3
Q3) What are the negative impact of gender pay gap at workplace of ASDA? Frequency
a) Low productivity 5
b) Lack of moral 5
c) Poor performance 5
Q4) As per your point of view, what are the several advantages of
performance related pay?
Frequency
a) Improve employee focus 5
b) Highlights poor performance effectively 4
c) Development of healthy performance-based culture 6

Q5) What are the prospects for gender pay equality based on ASDA case? Frequency
a) Leadership development 7
b) Unconscious bias awareness 5
c) Colleague Advocates 3
Q6) Is there a relationship between performance pay scheme and gender gap
for ASDA?
Frequency
a) Yes 8
b) No 7
Q7) What are the effective strategies that can be adopted by ASDA for
aligning with inclusion, diversity and gender pay gap practices at workplace?
Frequency
a) Integration and training 5
b) Prospective assignment talent pools 5
c) Selection and assessment 5

Theme 1: Understanding about the inclusion, diversity and gender pay gap
Q1) Do you understand about the inclusion, diversity and gender pay gap in
context of an organisation?
Frequency
a) Yes 12
b) No 3
Interpretation: Most of the managers of ASDA have accurate knowledge regarding the
diversity, gender pay gap and inclusion. They have idea as these practices have direct impact on
business performance. Rest of 3 participants do not have any knowledge and understanding
about the same.
Theme 2: Negative impact of gender pay gap
Q2) What are the negative impact of gender pay gap at workplace of ASDA? Frequency
a) Low productivity 5
b) Lack of moral 5
c) Poor performance 5

Interpretation: Gender pay gap at workplace have negative impact on business. For this
statement each managers of ASDA have equal view about the gender pay gap issues. They said,
gender pay gap increase low productivity, lack of moral and poor performance. As these are
negative impact that have impact on growth and success of an organisation in negative manner.
Theme 3: Advantages of inclusion and diversity at workplace
Q3) According to you, what are the advantages of inclusion and diversity at
workplace?
Frequency
a) Employees feel accepted and valued 6
b) Lower turnover rate 4
c) Better decision making 5

Interpretation: There are certain advantages of diversity and inclusion at workplace of
ASDA. 6 out of 15 managers have idea as with the help of inclusive working environment,
employee feel more valued and accepted. 4 participants have knowledge as these practices
support an organisation by decreasing turnover rate. Remaining 5 respondents have idea as it
helps an enterprise in making of better and effective decision.
Theme 4: Several advantages of performance related pay
Q5) As per your point of view, what are the several advantages of
performance related pay?
Frequency
a) Improve employee focus 5
b) Highlights poor performance effectively 4
c) Development of healthy performance-based culture 6

Interpretation: There are various benefits of performance related pay that are beneficial
for success and progress of company at marketplace. 5 respondents said as it helps an enterprise
in improvement of employee's focus towards job. 4 participants have knowledge as performance
related pay highlights poor performance of employees in effective way. Rest of 6 managers of
company have knowledge as it support an enterprise to develop healthy performance-based
culture. These are consider main advantages of performance related pay that turn to help
company in reduction of turnover rate and improvement of their growth.
Theme 6: Prospects for gender pay equality
Q6) What are the prospects for gender pay equality based on ASDA case? Frequency
a) Leadership development 7
b) Unconscious bias awareness 5
c) Colleague Advocates 3

Interpretation: There are certain possibilities for gender pay equality based on ASDA
case. 7 managers of company said as leadership development is main prospect because it support
company to promote equality at workplace. 5 participants have knowledge as unconscious bias
awareness is effective prospects that support business to increase awareness of the equality
policies among employees. Remaining 3 participants have opinion as colleague advocates is
essential as it support in promotion of equality at workplace of ASDA.
Theme 7: Relationship between performance pay scheme and gender gap for ASDA
Q7) Is there a relationship between performance pay scheme and gender gap
for ASDA?
Frequency
a) Yes 8
b) No 7

Interpretation: There is relationship between the performance pay scheme and gender
gap for ASDA. 8 out of 15 managers said yes as effective performance pay scheme helps an
organisation in reduction of gender pay gap at workplace. Remaining 7 participants said no, there
is no relationship between them. As gender pay gap is major issue that does not reduce by using
performance pay scheme.
Theme 8: Effective strategies for aligning with inclusion, diversity and gender pay gap
practices
Q8) What are the effective strategies that can be adopted by ASDA for
aligning with inclusion, diversity and gender pay gap practices at workplace?
Frequency
a) Integration and training 5
b) Prospective assignment talent pools 5
c) Selection and assessment 5

Interpretation: There are certain strategies for aligning with inclusion, diversity and
gender pay gap practices. For this each managers of ASDA have equal opinion about the
strategies. Integration and training, selection and assessment, and prospective assignment talent
pool are main strategies that support an organisation in promotion of quality and diversity at
workplace and also reduction of gender pay within organisation.

Qualitative data analysis
Q1) Do you have idea regarding the impact of inclusion, diversity and gender pay gap influence
over growth and success of ASDA?
Interpretation: Inclusion, diversity and gender pay gap are considering main practices
that have influence on business growth and success of ASDA. Majority of employees of
company said as it has positive impact on business by increasing innovation and reducing high
employee turnover. Some respondents have idea as these practices have negative impact on an
organisation by decreasing their productivity and increasing turnover rate. Remaining
respondents are neutral about the same concept.
Q2) According to you, what is performance related to pay gap in context of ASDA?
Interpretation: Performance related pay gap within an organisation means effective system of
managing pay. Most of the employees respondents have idea as it is a measurement tool that
used by ASDA for measuring performance of their employees. Remaining employees of
company have idea as it supports an organisation to measure staff member activity on output or
sales.
Q3) What are the ways by which ASDA can promote equality and diversity at workplace?
Interpretation: There are different ways by which ASDA can easily promote diversity at equality at workplace.
These ways are start with hiring practices, recruit in new areas, and find other organisation that can help, be
inclusive and many others. All these are effective in promoting diversity as well as equality at workplace.

5). Research Outcomes
From the above mentioned findings it has been concluded that research aim and
objectives are achieved with the help of primary and secondary sources. From the above
collected secondary data for literature review it has determined concept of inclusion, diversity
and gender pay gap in context of an organisation.
To examine a basic understanding about the concept of inclusion, diversity and gender pay
gap in context of an organisation.
From the above mentioned secondary sources it has been shown as diversity, inclusion
and gender pay gap are main practices that have impact on employees. With the help of some
articles, researcher can easily identify concept of inclusion, diversity and gender pay gap in
context of an organisation. Along with this, data collected from primary sources, it has been
determined that majority of respondents have knowledge about the concept of gender pay gap,
inclusion and diversity.
To determine the influence of inclusion, diversity and gender pay gap for ASDA.
From the above given information from secondary sources, it has been concluded impact
of diversity, gender pay gap and inclusion on ASDA. Some authors have idea as it as positive
impact and some have knowledge as it has negative impact. This information is match with the
primary data which is collected from questionnaire. Respondents have idea as performance
related pay help ASDA in different ways such as improve employee focus, highlights poor
performance effectively, development of healthy performance-based culture. Along with this,
few respondents have as diversity at workplace had negative impact on employees by reducing
their confidence and moral towards the job.
To identify strategies that can be adopted by ASDA for aligning with inclusion, diversity and
gender pay gap practices at workplace.
From the above mentioned secondary information, it has been concluded that ASDA has
put in area some of projects to work to reduce the gap over the long run and help greater women
into senior roles. These encompass delivering subconscious bias cognizance training for all of its
managers and introducing balanced candidate slates and interview panels for all senior hires.
ASDA has additionally set up a committed Gender Colleague Resource Group with
representatives from specific business formats to guide the development of recent initiatives to
enhance gender variety. This information is different from the primary data. In this respondents

knowledge as ASDA use integration and training, prospective assignment talent pools and
selection and assessment.

6). Reflection & recommendation for alternative research methodology
Reflection:
I am happy that I got an effective chance for doing this investigation over a topic i.e. “To
identify the impact of inclusion, diversity and gender pay gap over performance of employees: A
case on ASDA store. In order to conduct research I used number of activities such as
development of aim and objectives, literature review, research methodology, data analysis etc.
All these are effective activities for me in completion of full project effectively. This topic
supports me in enhancing my knowledge criteria about the research. This is a main of purpose of
research that helped in completion of full project in effective and systematic manner. In order to
achieve this purpose, I used questionnaire and interview as it help me by providing quantitative
and qualitative data regarding the current investigation.
Along with this I also followed different types of methodology including deductive
approach, quantitative study etc. These are effective methods during collection and analisation of
valid information regarding the current topic. Apart from this, by performing this investigation I
faced certain problems which are mainly associated with time, resources, cost, unethical
behaviour of participants etc. These are major challenges that have impact over my performance
and also reduce my confidence level while gathering of information from selected respondents.
In order to deal with these challenges, I followed certain practices such as ethical consideration,
Gantt chart, questionnaire etc.
Alternative research methodology: Within an investigation, questionnaire and interview
has been followed by researcher for collecting reliable information and saving time. In this
method, researcher have to prepare some close-ended and open-ended questions that turn to
researcher by saving its time and also providing valid outcomes easily (Mackey and Gass, 2015).
Along with this, if researcher gets another chance for doing this investigator, they could use
observation as an alternative method.

7). Conclusion
From the above-mentioned information, it has been concluded that diversity, gender pay
gap and inclusion at workplace have direct impact on employees as well as an organisation
performance. For this statement most of the respondents are agreed and they said as it has
positive impact over business growth. Several respondents have knowledge as gender pay gap
have negative impact on business by increasing lack of moral, poor performance and low
productivity. Some respondents have idea as diversity and inclusion at workplace have positive
impact on business by lowering turnover rate, increasing motivation etc. Along with this,
company also followed performance related pay that helped them by improving employees
focus, developing a healthy performance-based culture and highlighting poor performance
effectively. There are number of prospects for gender pay equality such as leadership
development, colleague advocates and unconscious bias awareness. These are effective for
company because it helped them in promotion of diversity and equality at their own place. In
order to overcome negative impact of gender pay gap some recommendations will be required to
given to an organisation.
8). Recommendations
From the above-mentioned report, it has been recommended that diversity and inclusion
is important but gender pay gap is major issues within an organisation. In order to overcome
impact of gender pay gap some recommendations will be required to provide to ASDA. These
are described as below:
 ASDA must provide training to their employees as it will support workers to increasing
their understanding regarding business practices. It turns to help company in reduction of
high employee turnover.
 Company should also develop inclusive working environment that will support them in
retention of employees for longer period. As it will further support an organisation in
attainment of its long-term goals and objectives within given time period.

Appendix
Research Proposal
Proposed Title: To identify the impact of inclusion, diversity and
gender pay gap over performance of employees: A case on ASDA
store.

Section One: Title, objective, responsibilities
Title or working title of the research project
Title: To identify the impact of inclusion, diversity and gender pay gap over performance of
employees: A case on ASDA store.
Research Objectives
 To develop basic understanding about the concept of inclusion, diversity and gender
pay gap in context of an organisation.
 To determine the influence of inclusion, diversity and gender pay gap for ASDA. To identify strategies that can be adopted by ASDA for aligning with inclusion,
diversity and gender pay gap practices at workplace.
Research Questions:
 Explain about the concept of inclusion, diversity and gender pay gap in context of an
organisation.
 What are the influence of inclusion, diversity and gender pay gap for ASDA? What are the strategies that can be adopted by ASDA for aligning with inclusion,
diversity and gender pay gap practices at workplace?
Section Two: Reasons for choosing this research project
Reasons
 One of the main reasons for doing this investigation is to analysis the impact of
inclusion, diversity and gender pay gap over performance of employees.
 Another reason for conducting each activity of this research is to increase knowledge
about the management of cultural diversity among organisations and public.
Section Three: Literature sources searched
Concept of inclusion, diversity and gender pay gap in context of an organisation.
According to the Cachat‐Rosset and et. al., (2019) Inclusion within the workplace is
crucial to sustaining and growing business in effective way. Within a workplace, inclusion
produces happier workplace. Cultural diversity introduces as a type of appreciating the
difference in individual. This difference mainly related with the gender, social status, age etc.
Along with this, there are certain ways through which company can easily manage cultural

diversity within a workplace such as communication, Team building, time and schedules.
Management of cultural diversity at workplace is important for an organisation. As it will
support them in reduction of any kind of issues that are developed due to cultural diversity.
According to the Lombardo (2017),Gender pay gap is the difference between the wages
for women ans men who are working in the same organisation. By managing cultural diversity
at workplace, number of benefits can easily get by company including increment in
productivity, improvement in employee engagement, reduction in employee turnover,
increment in profit etc.
The influence of inclusion, diversity and gender pay gap for ASDA?
As per the view presented by Kang and Kaplan, (2019), there are different advantages
of developing a more inclusive workplace for company. These are lower turnover, higher
productivity, increased creativity and innovation, decreased vulnerability to legal challenges
etc. These are have positive influencer over the brand image and performance of company.
Along with this, cultural diversity within the workplace also have positive influence on ASDA
by increasing productivity, improving creativity, increasing profit, improving employee
engagement, reducing employee turnover etc.
According to the Dishman (2018), The gender pay gap is a complex and nuanced issue
within an organisation. There are certain causes of the gender pay gap in ASDA such as direct
discrimination based on sexual orientation, undervaluation of skills while doing comparable
jobs, assumptions that commitment suffers etc. These are main causes that have direct or
negative effects employee’s performance, morale, retention, branding, non-inclusive
workforce etc. These are major consequences that have negative impact on employees as well
as an organisational performance.
Strategies that can be adopted by ASDA for aligning with inclusion, diversity and gender
pay gap practices at workplace.
According to the Gölgeci and et. al., (2019) in order to align diversity and inclusion
practices at the workplace company must change up environment and provide inclusive
working environment to the diverse range of people. Along with this, for developing diversity
practices at workplace, ASDA must establish diverse mentorship.
As per the viewpoint of Clarke (2020), there are different number of issues that are
arisen due to gender pay gap such as lack of employee performance, moral, high retention of

worker, non-inclusive workforce etc. In order to overcome these issues, cultural diversity
management plays an important role in increasing productivity, improving creativity,
increasing profit, reducing employee turnover, improving cultural insights etc. These are main
advantages of managing cultural diversity which turn to support an organisation in
development of its growth and reduction of high employee turnover.
REFERENCES
Cachat‐Rosset, G., Carillo, K. and Klarsfeld, A., 2019. Reconstructing the concept of diversity
climate–a critical review of its definition, dimensions, and
operationalization. European Management Review. 16(4). pp.863-885.
Gölgeci, I. and et. al., 2019. A relational view of environmental performance: What role do
environmental collaboration and cross-functional alignment play?. Journal of
Business Research. 96. pp.35-46.
Kang, S. K. and Kaplan, S., 2019. Working toward gender diversity and inclusion in
medicine: myths and solutions. The Lancet. 393(10171). pp.579-586.
Online
Lombardo. J., 2017. Cultural Diversity in the Workplace. [Online]. Available Through:
<https://study.com/academy/lesson/cultural-diversity-in-the-workplace-definition-
trends-examples.html>
Dishman. L., 2018. This Is the Impact Of Gender Wage Gap. [Online]. Available Through:
<https://www.fastcompany.com/40556360/this-is-the-impact-of-gender-wage-gap
Jarrett. V., 2018. How Gender Pay Gap Affects Your Business. [Online]. Available Through:
<https://blog.vantagecircle.com/gender-pay-gap/>
Clarke. L., 2020. Amazing Benefits of Cultural Diversity in the Workplace. [Online].
Available Through: <https://inside.6q.io/benefits-of-cultural-diversity-in-the-
workplace/>

Section Four: Activities and timescales
Activities to be carried out during the research
project :
Introduction
Aims and Objectives
Literature Review
Methodology
Submission of research proposal
Feedback from Supervisor
Data Collection
Data Analysis
Conclusion and Recommendation
Reflection
Submission of final report
11 Days
7 Days
22 Days
22 Days
1 Days
1 Days
18 Days
15 Days
13 Days
7 Days
1 Days
Milestone one: ____Literature review __________
Target date (set by tutor): _____ _22 days______________
Milestone two: __Methodology ________________
Target date (set by tutor): ______22 Days ______________
Gantt Chart: This is a time management tool that will be used by
researcher for completing each activity of research in given time
duration. By using Gantt chart, researcher become more able to identify
starting and ending time of project.

Section Four: Research approach and methodologies
Research methodology is a systematic process that will be used for collecting and analysing
of reliable data about the study. Under this section of research, research onion framework
would be used for completing this section in systematic manner. This framework includes
umber of methods that have been explained as below:
Research Philosophy: Positivism and interpretivisim are consider two sort of research
philosophy. Within a research, positivism type of philosophy would be applied because it is
completely based on quantitative research and give appropriate information about the study.
Research Approach: A research is basically performed by using either deductive as well as
inductive. Within a research, deductive approach of research would be applied as it support
in collecting and evaluating the information in form of numbers.
Research Strategy: There are certain strategy of data collection such as case study, market
survey, observation etc. These are consider main strategies but for collecting information
about the impact of inclusion, diversity and gender pay gap over performance of employees,
questionnaire would be used. As it support in gathering of reliable and valid information and
not take more cost of company.
Research Choice: There are two kind of research which is qualitative and quantitative. Both
types of study will be applied because it helps in collection of quantitative and qualitative
data about the importance of managing cultural diversity..
Time Horizon: This section of research methodology in categorised into two different parts
such as cross-sectional approach and longitudinal approach. For this cross-sectional
Data Collection: For gathering information, there are two forms of sources which are
primary and secondary. For primary form of data collection, questionnaire is used whereas
for secondary type of data collection, books, and magazines etc. sources will be needed.
Therefore, according to the current investigation, researcher needs both types of data
collection.
Sampling: Probability and non-probability are considered two form of sampling. Among
these, probability type of sampling will be applied because it supports researcher in selection
of sample size on random basis. By using this method 15 managers of ASDA will be

required on random basis.
Comments and agreement from tutor
Comments (optional):
I confirm that the project is not work which has been or will be
submitted for another qualification and is appropriate.
Agreed: ________________ (name)_______________ Date ______________
Comments and agreement form project proposal checker( IV
sampling)
Comments (Optional):
I confirm that the project is appropriate.
Agreed /Disagree: (Name of the IV)
Date
Research Ethics approval form
All students conducting research activity that involves human participants
or the use of data collected form human participants are required to gain
ethical approval before commencing their research. Please answer all
relevant questions and note that your form may be returned if incomplete.
For further support and guidance please see your respective Unit Tutor:
Before completing this form, we advise that you discuss your proposed
research fully with your unit tutor. Please complete this form in good time
before your research project is due to commence.
Section 1: Basic details:
Project title:
To identify the impact of inclusion, diversity and gender pay gap
over performance of employees: A case on ASDA store.

Student name:
Student ID number:
Programme:
College Name:
Intended research start date: 26/11/19
Intended research end date: 07/05/20
Section 2 Project summary
Please select all research methods that you plan to use as a part of your
project:
 Interviews Yes No
 Questionnaires Yes No
 Observations Yes No
 Use of personal records Yes No
 Data Analysis Yes No
 Action Research Yes No
 Focus Groups Yes No
 Others (Please specify) :
Section 3: Participants
Please answer the following questions, giving full details where necessary.
Will your research involve human participants?
Who are the participants? Tick all that apply:
Ages 12-16: Young people aged: 17-18 Adults
How will participants be recruited (identified an approached)?
With the help of random sampling method 7 managers(interview)
and 25-30 employees (questionnaire) of ASDA will be recruited.
Describe the processes you will use to inform participants about what you
are doing:

By using E-mail, I will inform data about the research objectives to each participants of
research.
How will you obtain consent from participants? Will this be written? How
will it be made clear to participants that they may withdraw consent to
participate at any time?
I will obtain consent from participants by using open and written communication. Yes, it
will be the written in form. It will be made clear to the participants by using ethical
consideration.
Studies involving questionnaires: will participants be given the option of
omitting questions that do not wish to answer?
Yes No
If not please explain why below and ensure that you cover any ethical issues
arising from this
Studies involving observation: Confirm whether participants will be
asked for their informed consent to be observed.
Yes No
Will you debrief participants at the end of their participation (i.e give them
a brief explanation of the study)?
Yes No
Will participants be given information about the findings of your study?(This
could be a brief summary of your findings in general)
Yes No
Section 4: Data Storage and Security

Confirm that all personal data will be stored and processed in compliance
with the Data Protection Act (1998)
Yes No
Who will have access to the data and personal information?
Researcher
During the research:
Researcher
Where will the data be stored?
Researcher’s personal laptop
Will mobile devices such as USB storage and laptops be used
Yes No
If Yes, please provide further details:
After the research:
Where will the data be stored? Researcher’s personal laptop
How long will the data and records be kept for and in what format? 3
months in Word file
Will data be kept for use by other researchers? Yes No
Section 5 : Ethical Issues
Are there any features of your proposed work, which may raise ethical
concerns? If so, please outline how you will deal with these:
It is important that you demonstrate your awareness of potential risks that
may arise because of your research. Please consider/address all issues that
may apply. Ethical concerns may include, but are not limited to the
following :

 Informed consent.
 Potentially vulnerable participants.
 Sensitive topics
 Risk to participants and /or researchers
 Confidentiality/anonymity
 Disclosures/ limits to confidentiality
 Data storage and security, both during and after the research
(including transfer, sharing, encryption, protection).
 Reporting
 Dissemination and use of your findings.
Section 6: Declaration
I have read, understood and will abide by the institution’s Research
and Ethics Policy: Yes No
I have discussed the ethical issues relating to my research with my
Unit Tutor:
Yes No
I confirm that to the best of my knowledge:
The above information is correct, and this is a full description of the
ethical issues that may arise in the course of my research
Name: Date:
Please submit your completed form to your supervisor and also
attach to the Research Proposal when submitting to Turnitin.

Interpretation: Most of the managers of ASDA have accurate knowledge regarding the diversity,
gender pay gap and inclusion. They have idea as these practices have direct impact on business
performance. Rest of 3 participants not have any knowledge and understanding about the same.

Interpretation: There are certain advantages of diversity and inclusion at workplace of ASDA. 6
out of 15 managers have idea as with the help of inclusive working environment, employee feel
more valued and accepted. 4 participants have knowledge as these practices support an
organisation by decreasing turnover rate. Remaining 5 respondents have idea as it help an
enterprise in making of better and effective decision.

Interpretation: Performance related pay gap within an organisation means effective system of
managing pay. 6 respondents have idea as it is a measurement tool that used by ASDA for
measuring performance of their employees. Remaining 4 managers of company have idea as it
support an organisation to measure staff member activity on output or sales.

REFERENCES
Books and Journals
Cachat‐Rosset, G., Carillo, K. and Klarsfeld, A., 2019. Reconstructing the concept of diversity
climate–a critical review of its definition, dimensions, and operationalization. European
Management Review. 16(4). pp.863-885.
Gölgeci, I. and et. al., 2019. A relational view of environmental performance: What role do
environmental collaboration and cross-functional alignment play?. Journal of Business
Research. 96. pp.35-46.
Kang, S. K. and Kaplan, S., 2019. Working toward gender diversity and inclusion in medicine:
myths and solutions. The Lancet. 393(10171). pp.579-586.
Mackenzie, J., Tan, P. L., Hoverman, S. and Baldwin, C., 2012. The value and limitations of
participatory action research methodology. Journal of hydrology. 474. pp.11-21.
Mackey, A. and Gass, S. M., 2015. Second language research: Methodology and design.
Routledge.
McCusker, K. and Gunaydin, S., 2015. Research using qualitative, quantitative or mixed
methods and choice based on the research. Perfusion. 30(7). pp.537-542.
Miller, T.,and et. al ., 2012. Ethics in qualitative research. Sage.
Quinlan, C. and et.al ., 2019. Business research methods. South Western Cengage.
Riedl, R., Davis, F .D. and Hevner, A. R., 2014. Towards a NeuroIS research methodology:
intensifying the discussion on methods, tools, and measurement. Journal of the
Association for Information Systems. 15(10). p.4.
Scotland, J., 2012. Exploring the philosophical underpinnings of research: Relating ontology and
epistemology to the methodology and methods of the scientific, interpretive, and critical
research paradigms. English language teaching. 5(9). pp.9-16.
Silverman, D. ed., 2016. Qualitative research. Sage.
Tuohy, D. and et.al., 2013. An overview of interpretive phenomenology as a research
methodology. Nurse researcher. 20(6).
Online
Lombardo. J., 2017. Cultural Diversity in the Workplace. [Online]. Available Through:
<https://study.com/academy/lesson/cultural-diversity-in-the-workplace-definition-
trends-examples.html>
Dishman. L., 2018. This Is the Impact Of Gender Wage Gap. [Online]. Available Through:
<https://www.fastcompany.com/40556360/this-is-the-impact-of-gender-wage-gap
Jarrett. V., 2018. How Gender Pay Gap Affects Your Business. [Online]. Available Through:
<https://blog.vantagecircle.com/gender-pay-gap/>
Clarke. L., 2020. Amazing Benefits of Cultural Diversity in the Workplace. [Online]. Available
Through: https://inside.6q.io/benefits-of-cultural-diversity-in-the-workplace/
Scoot. K., 2018. Asda reports a 12.4% mean gender pay gap for 2018. [Online]. Available
Through: <https://inside.6q.io/benefits-of-cultural-diversity-in-the-workplace/>
Mondal. S., 2020. Diversity And Inclusion: A Beginner’s Guide For HR Professionals. [Online].
Available Through: < https://ideal.com/diversity-and-inclusion/>

Global diversity practices used within ASDA. 2020. [Online]. Available Through: <
https://globaldiversitypractice.com/project/asda/>