Impact of Equality and Diversity in Reducing Age Discrimination at Workplace

This research study aims to identify the impact of equality and diversity practices in reducing age-based discrimination at the workplace. The study focuses on Next plc, a clothing and home goods retailer, and examines the various strategies used by the company to minimize age discrimination.

RESEARCH PROJECT

Table of Contents
CHAPTER 1: INTRODUCTION .......................................................................................................................3
CHAPTER 2: LITERATURE REVIEW................................................................................................................5
CHAPTER 3: RESEARCH METHODOLOGY......................................................................................................8
CHAPTER 4: DATA ANALYSIS AND INTERPRETATIONS ...............................................................................10
CHAPTER 5: RESEARCH OUTCOMES...........................................................................................................15
Covered in PPT.......................................................................................................................................15
CHAPTER 6: CONCLUSION AND RECOMMENDATIONS..............................................................................16
CHAPTER 7: REFLECTION AND RECOMMENDATIONS FOR ALTERNATIVE METHODOLOGY ......................17
REFERENCES..............................................................................................................................................19
APPENDIX..................................................................................................................................................21

Title: To identify impact of equality and diversity practices in reducing age based
discrimination at workplace. A study on Next plc.
CHAPTER 1: INTRODUCTION
Background of Research
At workplace, discrimination is related to the prejudices and it occurs when a worker is to
be treated in an unfavourable manner due to race, pregnancy, religion, gender etc. It impacts
negatively on performance of staff members and also reduces the organisational productivity. In
the age discrimination, company does not treat the older workers as equal to the new workers. In
this context, practices of equality and diversity applied through company to minimizing the age
discrimination from organisation (Assari and Moghani Lankarani, 2018). Next plc is clothing,
home goods and footwear retailer. This has more than 700 stores and founded in year 1864. The
equality and diversity policy of Next plc stated that their staffs is integral to attaining business
objectives and believed in engaging the staff members which are necessary to attaining aim.
Next plc is equal opportunities and will assure to provide the equal career opportunities to all
staff without arising discrimination.
Rationale of Research
The effect of inclusion and inclusive policies in the elimination of age-based
discrimination on the working environment is currently being investigated. Discrimination effect
on efficiency, performance and productivity of workers is detrimental. This research helps to
recognize problems resulting from age discrimination against and practices of equality and
diversity for successfully mitigating the environment (Axelrad and James, 2016). The current
study is primarily personally and professionally carried out. Personal researchers are interested in
improving their understanding of discrimination at work. It can develop key skills and
knowledge. At the other hand, investigator can gain insight into study by conducting whole
research activities in their professional context.
Research Aim
To identify impact of equality and diversity practices in reducing age based
discrimination at workplace. A study on Next plc.

Research Objectives
• To understand workplace discrimination concept.
• To determine impact of equality and diversity practices in reducing age based
discrimination at workplace.
• To examine the various strategies used through company for minimizing the age
discrimination from workplace.
Research Questions
• Discuss about the workplace discrimination in context to organisation?
• How practices related to equality and diversity influence on preventing workplace
from age based discrimination?
• Which strategies company need to be used to reducing age based discrimination?

CHAPTER 2: LITERATURE REVIEW
This includes the real knowledge of substantive findings, methodology and theory on a
certain topic. This is also an overview of a previous study on a subject. Literature review is way
in which information from a range of sources like magazines, books, blogs etc. is collected in
depth. Various authors offer their views on the subject that helps the investigator gather detailed
details.
Workplace discrimination
According to opinion of John Sherman (2020) Workplace discriminations arise when an
individual is treated harshly or unfairly due to his or her ethnicity, religion, and country of origin,
disability, veteran status or other attributes covered by law. Discrimination in the workforce is
biggest issues and needs to be tackled aggressively. Throughout the workplace, there are
different kinds of discrimination. One way to describe discrimination is to deny a job due to race
or gender and to unfairly treat others because of age, race, religion or gender. Discrimination
may lead to job stoppage, which may harm oneself or provoker.
Age discrimination is now more important than ever when firms strive to avoid
retirement and health care benefits by firing old people who might be on the verge of investing in
their pensions or who may need healthcare. Another reason is also that old employees may pay
more than the new employees, which only helps businesses replace older employees by new
ones. Such kinds of adjustments are not just those that are prejudicial to older employees and
take every chance to replace older jobs and generate new blood. Olders (+60) and younger (14-
17) in their early adolescence are mainly discriminated against by age. The several Americans
were fired, forced to retire or forced to leave a job because of their age (Biglio, 2020). Older
employers at workplace have been discriminated against for appearance and are believed to be
slow to accomplish required work. Managers are likely than elderly to employ a person who are
much younger and more attractive. Employers would also like to employ persons who can do the
necessary work. This is another way of discrimination against elderly people even though they
can do the job very well. The 1975 Age Discrimination Act is restricts the discrimination on age
basis at workplace.

Impact of equality and diversity practices in reducing age based discrimination at workplace
As per opinion of Angel Sharma (2020), there are two separate words for addressing
diversity and equal opportunities. Equal opportunities are connected with equal rights and are
deeply embedded in legal laws aimed at the proportion of minorities and women in top-level
organizational goals. Diversity management, however, is somewhat recent and is based on an
organizational strategy in which organisations focus not just on non-discrimination but also on
equality for all workers in workplace irrespective of their age and gender. HR diversity
management activities will preferably start with the evaluation of diversity practices in
organizations, which may be harmed by the lack of commitment to properly recorded policies
and maintaining records. The organizations will evaluate their demographic profile, the existing
corporate culture and the awareness of the various employee groups in order to find potential age
barriers to equality in the workplace.
The 2010 Equality Act helps in protect from age discrimination at workplace for
individuals of all ages. The legislation prevents not only recruiting but promotion, bonuses,
redundancies, compensation and the insurance of businesses. The legislation extends to all
workers. The company may take concrete action to tackle underrepresentation within the
workforce of similar age groups. Elimination of age requirements in legal and regulatory system
and the enforcement of equal rights laws, while raising recognition of workers ' rights as well as
protection of victims of age discrimination (Cherry, 2019). Equality, diversity and inclusion
policies should cover all the aspects related to work-life and understand various kinds of unfair
discrimination where applicable. Workers should do and reporting procedures, which encourage
people to raise concerns, should have specific explanations. Compensation for discrimination
against people of age and harassment is exempt, so that the amount of money an employment
court can give to a successful claimant is technically not limited. With up to one third of workers
older than 50 years, demographics in the workforce are shifting, with no retirement age and a
declining number of younger, ages are just not a problem.
Various strategies used through company for minimizing the age discrimination from workplace
Natalia Autenrieth (2020) stated that preventing workplace environment from age
discrimination is necessary to sustain old employees for longer time. There are some of the
strategies mentions below to minimize age basis discrimination:

Addressing prejudice and negative stereotypes regarding older workers-Ageism or
awareness sessions that break up stereotypes regarding older workers, enhance the identity of the
workforce; encourage their positive contribution to the workplace and advantages for age
inclusivity. Encouraging intergenerational interaction is through mentorship and workshop
schemes.
Encouraging age-inclusive and age-diverse workplaces- Promote age and age-
diversity at work through financial rewards for employers, capacity building for aging and
collaborations with local stakeholders to promote far further-reaching and positive change
(Dipboye, 2016).
Provide training- Employ a consultant to carry conduct training to increase employee
awareness if company has no in-house experience. Allow all workers to participate. The training
will pursue substantive improvements in understanding and actions and find things like not only
"discrimination" or "harassment," but also the reasons for their harm, causes and their complete
inadmissibility. Make sure staff know what to do if they encounter it or are exposed to it.
Enhance and foster the obligation of individuals.
Embracing Multigenerational Workplace- Multi-generational workplace is only way
to prevent prejudice against ages. Each of your workers should contribute, irrespective of age to
success of the company. However, it involves the development of a culture which welcomes
employees and respects their individual qualities and their age (Jones, 2016).
Theories related to discrimination
The Structuralist Approach to Discrimination- It focus on the behaviors within
workplace that may seem to be uncontrollable because they are mainly imported and formed into
workplace from outside. It may include of undermining the perceived competence of women,
freezing them out of the social interactions or sanctioning the behavior that depart from the
stereotypes regarding the gender orientation.

CHAPTER 3: RESEARCH METHODOLOGY
Methodology of an investigation is relates to procedure of systematically collecting data
on the investigation. It focus on helping researcher collect reliable information. Numerous useful
methods have been included in this section of the project, which are listed:
Research philosophy- Positivism is being used, since it analyzes the data and provides
genuine facts and evidence. This philosophy of research is used as it involves aspects of study
that can be explored effectively. This is largely focused on a hypothesis that is to be checked
during the testing process using current theory.
Research approach- The section for methodology is main part as this consists two
distinct approaches, inductive and also deductive. The Deductive approach is applied because it
facilitates study quantitative and numerical details over a shorter time frame. Other approach that
is not suited because this requires information and associated costs in connection with deductive
approach (King and Bryant, 2017).
Research Choice- This is key components of research methodology, from which
researchers can effectively interpret and interpret data on different topic areas. Two choices of
research are primarily used to gather reliable data, qualitative and quantitative. A researcher can
use a quantitative research choice to provide relevant information on a particular subject. Once
such quantitative choice is selected, a researcher can obtain reliable data which will help in find
valid results.
Research strategy- It also covers many parts including cases, surveys, interviews and
also more. This is a significant part of the study. Questionnaire is right strategy for collecting and
associated with primary data or information from the sample size which is connected with the
research topic described (Nelson, 2016).
Data collection- This is key research phase that contributes mainly to the reliability of
the overall study and its validity. The collection of data defines how data is collected through
various sources. Two different forms of data collection are primary and secondary.

The primary approach used for conducting the current investigation is the gathering of
facts directly from and out of hand. A questionnaire has been developed to gather data from
primary source, consisting of questions relating to specific fields of research (Reavley, Jorm and
Morgan, 2017).
Sampling- This is an effective tool and way of collecting the appropriate facts and
statistics from the wide population that could be used by the researchers. Researchers can collect
valid data for this purpose when a research report is completed. There are two kinds,
probabilistic and non probabilistic sampling methods here. In this, a researcher uses sample size
in a different way, using probabilistic methods and techniques. The study chooses 40 participants
using random sampling method. It is suitable as this gives equal chance to the selected
participants (Temple and et. al., 2019).
Cost- It is one of the most important factor that helps an investigator to conduct an
investigationi in a better manner and getting the positive outcomes. Researcher should arrange
the sufficient money so that it can able to perform all the research related activities effectively.
The costr involved in conducting an investigation is related to the stationary, internet charges,
printing and others.,
Access- It is necessary to an investigator to have the proper access about collection of
information from using authetic as well as the reliable sources effectively. In order to collect
information from primary method, researcher should have the authoeity to gather information
from chosen respondents.
Ethical consideration- The key acknowledgement of the study is to follow research
ethics in order to perform exploration well organized and raising chances of problem when
performing a research adequately. In this project, researchers must ensure the security and safety
of private information to their respondents, since the individual doesn't really care about the
provision of information as they have problem of lacking their privacy. For approval of the
project, the researchers must submit a consent form for respondents’ results (Wainwright and et.
al., 2019).

CHAPTER 4: DATA ANALYSIS AND INTERPRETATIONS
Data sheet
Q1) Do you know regarding age discrimination in context to
organisation?
Frequency
a) Yes 36
b) No 4
Q2) At workplace, do you feel that discrimination exist on age
basis?
Frequency
a) Yes 15
b) No 25
Q3) Does age discrimination reduces the organisational
productivity?
Frequency
a) Yes 35
b) No 5
Q4) In which way, age discrimination influence on employees
performance?
Frequency
a) Positive manner 25
b) Negative manner 15
Q5) Which kind of complexities faced through company from
arisen the age discrimination?
Frequency
a) Increase employee turnover 15
b) Reduce employees performance 10
c) Minimize organisational productivity 15
Q6) According to your viewpoint does implementing practices
related to equality and diversity in minimizing age
discrimination?
Frequency
a) Yes 25
b) No 15
Q7) Which different practices of equality and diversity,
company needs to be used in preventing age discrimination?
Frequency
a) Identify and prevent unconscious bias 25
b) Put equality policies 10
c) Use objective criteria 5
Q8) Do you feel that old employees gives more contribution in
increasing organisational productivity due to their experience?
Frequency
a) Yes 30
b) No 10
Q9) Which benefits firm get from reducing age discrimination? Frequency
a) Enhancing motivation 10
b) Develop positive working environment 20
c) Increasing organisational profitability 10

THEME 1: Know regarding age discrimination
Q1) Do you know regarding age discrimination in context to
organisation?
Frequency
a) Yes 36
b) No 4
Interpretation- 36 respondents said that they know regarding age discrimination in an
organisation. According to them, this is concerned with differences among new employees and
old staff members at workplace. 4 remaining respondents do not know more understanding
concerned to age discrimination.
THEME 2: Feel that discrimination exist
Q2) At workplace, do you feel that discrimination exist on age
basis?
Frequency
a) Yes 15
b) No 25
36
4
a) Yes
b) No

Interpretation- 15 respondents said that they feel that discrimination is existing at workplace.
As per their opinion that firm provides value to new staff because they have more knowledge
about the Technologies and they work smartly. 25 participants stated that firm gives equal
importance to old employees as they have the experience and also they know about the working
conditions of an organisation.
THEME 3: Age discrimination reduces the organisational productivity
Q3) As per your opinion, age discrimination reduces the
organisational productivity?
Frequency
a) Yes 35
b) No 5
15
25
a) Yes
b) No
35
5
a) Yes
b) No

Interpretation- As further stated graph, there are 35 respondents said that age discrimination
minimise the productivity of company. If company treated the old employees less favourable
than it arisen the negative impact on their mind set and they leave the organisation. From this,
the employee turnover rate of company will be enhanced. 5 respondents are not satisfied with the
statement.
THEME 4: Influence on performance of staff
Q4) In which way, age discrimination influence on employees
performance?
Frequency
a) Positive manner 25
b) Negative manner 15
Interpretation- 25 participants stated that age discrimination creates a positive influence on the
employee’s performance. As per their opinion that from this company gives the opportunities to
the new employees to show their talent and ability to perform the job activities. The new
employees have the more Technology experience and they can learn earlier regarding any new
activities. 15 respondents stated that age discrimination develop negative influence on workers
performance as old employees have the more experience and they can train the new employees
regarding performing the work activities in an effective manner.
THEME 5: Complexities faced through company from arisen the age discrimination
Q5) What kind of complexities faced through company from Frequency
25
15
a) Positive manner
b) Negative manner

arisen the age discrimination?
a) Increase employee turnover 15
b) Reduce employees performance 10
c) Minimize organisational productivity 15
Interpretation- 15 participants said that issue company face from age discrimination is
enhancing the employee turnover rate. From the, discrimination arise at workplace employees
leave company and firm will hire staff and give training and also promote them. These all are
activities included cost to firm and in this way it increases the employee turnover rate of an
organisation. 10 participants stated that age discrimination reduce staff performance at workplace
because from the discrimination employees not perform effectively and they demotivated. There
are 15 remaining respondents and as per their opinion that is discrimination reduce the
productivity of company because if employees will not perform efficiently then they are not
attend the set objectives.
THEME 6: Implementing equality and diversity practices in reducing age discrimination
Q6) According to your viewpoint does implementing practices
related to equality and diversity in minimizing age
discrimination?
Frequency
a) Yes 25
b) No 15
15
10
15 a) Increase employee turnover
b) Reduce employees
performance
c) Minimize organisational
productivity

Interpretation- 25 participants stated the implementation of equal opportunity and policies to
reduce the problem of age discrimination from the workforce is beneficial. Equality and
inclusive policies help ensure that both workers and the workforce have equal opportunities. 15
respondents do not support the argument in question.
THEME 7: Practices of equality and diversity
Q7) Which different practices of equality and diversity,
company needs to be used in preventing age discrimination?
Frequency
a) Identify and prevent unconscious bias 25
b) Put equality policies 10
c) Use objective criteria 5
25
15
a) Yes
b) No

Interpretation- There are 25 respondents which said about determine as well as reduce
unconscious bias is equality and Diversity practices which company requires to used for
minimising the age discrimination. 10 respondents stated that from implementing the equality
policies at workplace in which company should treat the old employees and new employee’s
equality and also provide them training so that their skills and working abilities can be enhanced.
There are 5 remaining respondents which said that firm needs to use the objective criteria. In this
when hiring, training and also promoting to employees it is necessary to ensure that company
have the clear objective criteria so that the decisions are always based on the merit and biasness
can be reduced.
THEME 8: Old employees give more contribution in increasing organisational productivity
Q8) Do you feel that old employees give more contribution in
increasing organisational productivity due to their experience?
Frequency
a) Yes 30
b) No 10
25
10
5
a) Identify and prevent
unconscious bias
b) Put equality policies
c) Use objective criteria

Interpretation- Based upon 10 respondents, prejudice would primarily benefit the company
from the workplace to an increased degree of motivation. 20 respondents said that the removal of
age discrimination helps to create a healthy working climate. 10 people stated that help the
enhancement of an organization's productivity.
THEME 9: Advantages Company gets from preventing workplace
Q9) Which benefits firm get from reducing age discrimination? Frequency
a) Enhancing motivation 10
b) Develop positive working environment 20
c) Increasing organisational profitability 10
30
10
a) Yes
b) No

Interpretation- On the basis of 10 respondents that main benefits company can get from
workplace from discrimination is to increasing motivational level. There are 20 respondents
which said that removing the age discrimination is helpful in developing the positive work
environment. There are 10 remaining respondents which are agreeing with enhancing the
profitability of an organisation.
FINDINGS
This part of the research is based on the literature review in which information has been
gathered by using the secondary sources such as books, articles, internet sources and journals.
These are helpful in meeting with the research objectives significantly.
To understand workplace discrimination concept
It has been examined that workplace discrimination is illegal at workplace or not to
treating the employees infavourably. This develops the negative impact on employees
performance as well as organizational productivity. The discrimination is mainly on the basis of
age, gender, race, religion etc. There has been discussed about the age discrimination in which
the old employees are treated lesser than the new employees. Company gives the less importance
to the old employees as they do not have the more understanding about technology but they have
10
20
10
a) Enhancing motivation
b) Develop positive working
environment
c) Increasing organisational
profitability

the more experience than the new staff members. It impact negatively on the performance of
employees and also organizational profitability.
To determine impact of equality and diversity practices in reducing age based discrimination at
workplace
From the above mention discussion, this has been examined that equality and diversity
practices are helpful in minimizing the age discrimination at workplace. Company focus on
providing the better opportunities to old employees as they have the more working experience
and they can train the new employees regarding their work role. There has been discussed about
the EQUALITY ACT 2010 and according to this every person at workplace should get the equal
respect and better job roles as per their capabilities. Implementing the equality and diversity
practices related to age discrimination at workplace helps in protecting the old employees and
enhancing the organizational productivity.
To examine the various strategies used through company for minimizing the age discrimination
from workplace
It has been analysed from the above mention discussion that there are different strategies
used by an organisation for reducing age discrimination at workplace. Neglecting the age
discrimination develops the positive impact at workplace. In the literature review part, there has
been discussed different strategies for minimizing age discrimination such as Addressing
prejudice and negative stereotypes regarding older workers, Encouraging age-inclusive and age,
diverse workplaces, Provide training and embracing Multigenerational Workplace.
CHAPTER 5: RESEARCH OUTCOMES
Covered in PPT

CHAPTER 6: CONCLUSION AND RECOMMENDATIONS
Conclusion
This has been examined from mention research information that age discrimination
creates negative influence on organisational growth as company does not read the old employees
favourably or equal to the new employees. Old employees have the more experience as
comparison to newer employees but the new employees have more technological knowledge.
Equality and Diversity policies are helpful in preventing the workplace environment from
discrimination and also develop the equal policies to all the staff members which are working in
an organisation. There has been discussed about the different practices of equality and Diversity
which are assisting in minimising age discrimination such as identify as well as prevent the
unconscious bias, put the equality policy and also use objective criteria. Treating all the staff
members equally and remove biasness or discrimination is helpful in increasing the
organisational product productivity and improve employee performance.
Recommendations
It has been recommended from the above mentioned information that company should
treat all the staff members equally and does not discriminate among them. It is essential for the
firm to create the policies of equality also provide equal opportunities to all staff and also
provide them training. Firm should provide the retirement rights to old employees so that they
can take the retirement as per their convenience after completing their job period. This is
essential to give the training to old staff so they get the information and enhance skill about
technology use and also enhancing their abilities to conducting work.

CHAPTER 7: REFLECTION AND RECOMMENDATIONS FOR
ALTERNATIVE METHODOLOGY
Reflection
When i starteded this investigation, i felt little nervous. From the support of my teacher
and collegue, i was able to conduct the investigation effectively and able to overcome from the
arisen obstacles in present investigation. When specific topic has been addressed, I was excited
at first stage of the study, as I was assured that I was able to achieve most effective information
on this subject through this thesis. With this, I can progress on an ongoing basis that substantially
has had a positive effect on my performance level. I evaluated that certain types of issues were
faced through me in the means of implementing whole investigations. The positivism research
philosophy, deductive research approach, cost, access and ethical considerations has been used in
this research. Quantitative research methodology has been used as it provides authentic as well
as analytical information. There has been positivism philosophy and deductive approach used.
For collection of information, there has been questionnaire used for collection of information.
Reason to use this data collection method is that this assists in collect data within less time
period. In order to choose the sampling, there has been random sampling method used as it is
more effective and provide the equal chance to the selected respondents.
Alternative methodology
The questionnaire method in present study is being used to evaluate the opinions of
different respondents. This method is necessary to compare and to interpret using analytical
methods such as charts and graphs, as the reason for choosing this method. The main benefit of
using the questionnare is that it is time saving an able to collect the information from large
sample size. It is less costly method than the interview. Interview method could also be used as
alternative method. The justification is that it makes it easier to provide the respondents with
detailed opinions. By using this method, different respondents can obtain factual information and
viewpoints about research topic. It is primary method for collecting data where few open or

closed questions are formed by chosen respondents. In present investigation, this method is not
use because it is more costly and takes more time in completion.

REFERENCES
Books & Journals
Assari, S. and Moghani Lankarani, M., 2018. Workplace racial composition explains high
perceived discrimination of high socioeconomic status African American men. Brain
sciences. 8(8). p.139.
Axelrad, H. and James, J. B., 2016. Employers’ attitudes toward older-worker job seekers: a
comprehensive review with recommendations for action. The Aging Workforce
Handbook: Individual, Organizational, and Societal Challenges, pp.489-512.
Biglio, M. L., 2019 Perceived Age Discrimination in the Labor Market: Age Group Differences
(Doctoral dissertation).
Cherry, M. A., 2019. Age Discrimination in the on-Demand Economy and Crowdwork. Berkeley
J. Emp. & Lab. L.. 40. p.29.
Dipboye, R. L., 2016. Discrimination as high-risk behavior in the workplace. Risky business:
Psychological, physical and financial costs of high-risk behavior in organizations,
pp.199-226.
Egdell, V. and et. al., 2020. Age management in the workplace: manager and older worker
accounts of policy and practice. Ageing & Society. 40(4). pp.784-804.
Jones, A. L., 2016. Implicit bias as social framework evidence in employment discrimination. U.
Pa. L. Rev.. 165. p.1221.
King, S. P. and Bryant, F. B., 2017. The Workplace Intergenerational Climate Scale (WICS): A
self‐report instrument measuring ageism in the workplace. Journal of Organizational
behavior. 38(1). pp.124-151.
Nelson, T. D., 2016. The age of ageism. Journal of social issues. 72(1). pp.191-198.
Reavley, N. J., Jorm, A. F. and Morgan, A. J., 2017. Discrimination and positive treatment
toward people with mental health problems in workplace and education settings: Findings
from an Australian National Survey. Stigma and Health. 2(4). p.254.
Temple, J. B. and et. al., 2019. Discrimination and disability: Types of discrimination and
association with trust, self‐efficacy and life satisfaction among older Australians.
Australasian Journal on Ageing.
Wainwright, D. and et. al., 2019. Extending working life and the management of change. Is the
workplace ready for the ageing worker?. Ageing & Society. 39(11). pp.2397-2419.

Online
Autenrieth, N., 2020. 6 Signs of Ageism in the Workplace — and How to Best Handle It.
[Online]. Available through: < https://in.topresume.com/career-advice/signs-of-ageism-
in-the-workplace>.
Sharma, A., 2020. Managing diversity and equality in the workplace. [Online]. Available
through: < https://www.tandfonline.com/doi/full/10.1080/23311975.2016.1212682>.
Sherman, M., 2020. What is Age Discrimination in the Workplace?. [Online]. Available through:
< https://www.johnshermanlaw.com/signs-of-age-discrimination-in-the-workplace/>.

APPENDIX

Questionnaire
Q1) Do you know regarding age discrimination in context to organisation?
a) Yes
b) No
Q2) At workplace, do you feel that discrimination exist on age basis?
a) Yes
b) No
Q3) As per your opinion, age discrimination reduces the organisational productivity?
a) Yes
b) No
Q4) In which way, age discrimination influence on employees performance?
a) Positive manner
b) Negative manner
Q5) What kind of complexities faced through company from arisen the age
discrimination?
a) Increase employee turnover
b) Reduce employees performance
c) Minimize organisational productivity
Q6) According to your viewpoint does implementing practices related to equality and
diversity in minimizing age discrimination?
a) Yes
b) No
Q7) Which different practices of equality and diversity, company needs to be used in
preventing age discrimination?
a) Identify and prevent unconscious bias
b) Put equality policies
c) Use objective criteria
Q8) Do you feel that old employees gives more contribution in increasing organisational
productivity due to their experience?
a) Yes
b) No
Q9) What benefits company get from reducing age discrimination?
a) Enhancing motivation
b) Positive working environment
c) Increasing organisational profitability
Q10) Suggest ways through which company can sustain old staff for longer tine period.

Research Proposal Form
Student Name: ______________________ Student ID:
______________________
Centre Name: _____________________
Tutor: ________________ Date:
___________________
Unit: ____________________
Proposed Title: ___To identify impact of equality and diversity
practices in reducing age based discrimination at workplace. A study
on Next plc._________________________________
Section One: Title, objective,
responsibilities
Title or working title of the research
project (in the form of a question,
objective or hypothesis)
Title: To identify impact of equality and
diversity practices in reducing age based
discrimination at workplace. A study on
Next plc.
Question
 Discuss about the workplace
discrimination in context to
organization?
 How practices related to equality and
diversity influence on preventing
workplace from age based
discrimination?
 Which strategies company need to be
used to reducing age based
discrimination?
Research objectives (e.g what is the
question you want to answer? What do
you want to learn how to do? What do
you want to find out?):
 To understand workplace
discrimination concept.
 To determine impact of equality and

diversity practices in reducing age
based discrimination at workplace.
 To examine the various strategies
used through company for minimizing
the age discrimination from
workplace.
Section Two: Reasons for choosing this
research project
Reasons for choosing the project (e.g
links to other subjects you are studying,
personal interest, future plans,
knowledge/skills you want to improve,
why the topic is important):
Present report is based on impact of equality
and diversity practices in reducing age based
discrimination at workplace. The
Discrimination has a detrimental effect on
efficiency and employee performance and
productivity. This research helps in find out
the issues which arise from the age
discrimination and the effective strategies to
prevent workplace environment from it in an
effective manner.
The current investigation is carried out
mainly in personal and professional aspects.
In context to personal researchers want to
increase its understanding of discrimination
in the workplace. It can enhance core
capabilities and expertise. On the other hand,
in professional context, researchers can gain
understanding of research by carrying out all
the research activities. This can help to
improve an investigator's professional
knowledge as well as research skills. From
this, it can able to conduct the similar kind of
investigation in future.
Section Three: Literature sources
searched
Use of key literature sources to
support your research question,
objective or hypothesis:
Workplace discrimination
According to ALISON DOYLE (2019)
Discrimination at work is induced
when a worker or employee receives
an unfair treatment due to their
ethnicity, nationality, skin colour,
age , sex and some other features.
Discrimination in the area of work is
prohibited, meaning that

discrimination on the job extends
beyond the recruitment and firing of
workers through discrimination.
Unlawful discrimination can also
occur when discrimination against
any person has unproportionate effect
on a specific community because of
its specific requirements, in working
conditions such as denial of
membership or fair treatment within
a trade union or in an organization
(O'Loughlin, K. and et. al., 2017).
On the basis of Eric Dyson (2020) Age
discrimination on the job occurs when
a person’s age is unfairly employed as
a factor. A person's age is a practice
when deciding that the promotion is
received and that other job
advantages are received. Decisions on
termination can not entirely be based
on age. The older workers who
complain that they are discriminated
against in order to support younger
employees are typically discriminated
against on the basis of age, but
younger workers are replaced
through older workers.
Theories related to discrimination
Social identity perspective- The team members
are encouraged to maintain their autonomy and
to establish a positive social identity. This push
towards positive social identity can be
detrimental either as direct harm to external
community or a beneficial influence for the
individual, a more commonly and randomly
known as group choice (Marcus and Fritzsche,
2016).
Disparate treatment theory- If a worker claims
discrimination due to an inconsistent principle
of treatment, employee primarily claims that any
other employee who is other than a protected
class, is treated more favourably than him / her
by a race , colour , sex, religion and age
(Sargeant, 2016).
Impact of equality and diversity
practices in reducing age based

discrimination at workplace
On the basis of Lynne Callister
(2020), to protect equality of
opportunity, some characteristics like
age, religion, gender disability and
others are protected through law
against the unfair discrimination at
workplace. If staff members have the
different requirements then it might
require various supports too like
workplace adjustments. By using
practices that promote and promote
equality, inclusion and diversity,
company can reduce the probability
of discrimination on the job, whether
directly or indirectly. Some of the
practices that promote equality and
inclusion are person-centred work. Be
non-judgmental and also make no
assumptions regarding others. Under
Equality Act, 2010, Employers have
responsibility to protect their
employees from abuse, prejudice and
misconduct at workplace (Marchiondo,
Gonzale and Ran, 2016).
Various strategies used through
company for minimizing the age
discrimination from workplace
On the basis of opinion of Debra
Wheatman (2020) Discrimination in
the workplace has major concerns
and negative effects on the
performance of staff members. The
age discrimination issue has been
posed and old and seasoned workers
have been abandoned at work. In this
regard, management needs to take
effective steps to handle prejudice
against the age at work. All workers
of all ages need to be shielded
primarily from prejudice against their
age. The different strategies which
company can be used for reducing
age discrimination at workplace are
Redundancy procedures, Develop
policy, Retirement rights and others.

REFERENCES
Books & Journals
O'Loughlin, K. and et. al.,2017. Age
discrimination in the workplace: The more
things change…. Australasian Journal on
Ageing, 36(2), pp.98-101.
Marcus, J. and Fritzsche, B.A., 2016. The
cultural anchors of age discrimination in the
workplace: A multilevel framework. Work,
Aging and Retirement, 2(2), pp.217-229.
Sargeant, M., 2016. Age discrimination in
employment. CRC Press.
Marchiondo, L.A., Gonzales, E. and Ran, S.,
2016. Development and validation of the
workplace age discrimination scale. Journal of
Business and Psychology, 31(4), pp.493-513.
Online
Callister, L., 2020. 7 Tips to Promote Equality
& End Workplace Discrimination. [Online].
Available through: <
https://www.skillcast.com/blog/7-tips-promote-
equality-end-workplace-discrimination>
Dolye, A., 2020. Types of Workplace
Discrimination. [Online]. Available through:
<https://www.thebalancecareers.com/types-of-
employment-discrimination-with-examples-
2060914
Wheatman, D., 2020. 11 Tips to Prevent Age
Discrimination in the Workplace. . [Online].
Available through:
https://www.livecareer.com/resources/careers/pl
anning/15-age-discrimination-tips
Dyson, E., 2020. Age Discrimination in the
Workplace: What Employers Need to Know.
[Online]. Available through: <[Online].
Available through: >.
Section Four: Activities and timescales
Activities to be carried out during the research project (e.g
research, development and analysis of ideas, writing, data
collection, numerical analysis, tutor meetings, production of final
outcome, evaluation, writing the report):
Gantt chart
How long
this will
take:

Milestone one: _________________
Target date (set by tutor):
____________________
Milestone two: _______________________
Target date (set by tutor):
______________________
Section Five: Research approach and
methodologies
What type of research approach and
methodologies are you likely to use and
why?What your areas of research will
cover:
Research Philosophy- There will be

positivism research philosophy used because
it analyse the data deeply and gives the
authentic information and data. This
research philosophy is used because it
includes research issues that can be
effectively analyzed. The primary reason
behind this philosophy is that current theory
is used to establish hypothesis, which must
be tested during the research process.
Research Approach- This approach section
is part of the research methodology and
includes two separate methods, inductive and
deductive approach.
The deductive research approach will be used
because this facilitates the study in a shorter
time span of quantitative and numerical
details. Another method which is not suitable
for the subject in question is inductive, so
quantitative details and the actual time and
costs in relation to a deductive approach are
required.
Research Choice- The research choice is an
important and critical phase in an
investigation as the researchers may use
various approaches, methods or techniques
to collect and analyze data. There are
qualitative and quantitative are two different
research methods.
Quantitative choice is suitable in this
research because it gives the specific as well
as in- depth information or understanding
about the specific research area. This
provides a summary of the data supporting
the generalizations of the study phenomena.
The main reason for this research is that it is
more focused, appropriate and objective
Research Strategy- Survey strategy would
be used as it is related to the less costly and
able to collect large sample size. Researchers
can gather the reliable data through this
process. Data collection from surveys is less
expensive and takes less time. This is helpful
to explain features of large populations and
to ensure that a correct sample is available to
gather targeted outcomes that can lead to
positive results.
Data collection- The primary method of data
collection is used as the unique and original
data is obtained. Questionnaire is used for
this purpose. The primary reason for using
primary data is that target sample will
provide authentic information. The method of
collection of data is less costly as well as time
saving.
Sampling Method- There are probabilistic

and non- probabilistic sampling method. In
choosing sample size, there will be random
sampling method used as this is main part of
probabilistic sampling. The main reason
behind using this method is that it gives the
equal chance to the selected respondents.
Sampling size- 40 sample sizes will be
chosen by using the random sampling
method.
Data analysis- There will be content analysis
technique used because it provides the
proper analysis of collected data and
information from primary sources. In this
technique, MS excel will be used for
developing graphs, develop themes and
interpretation.
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 impact of equality and diversity practices in reducing age
based discrimination at workplace. A study on Next plc.
Student name:
Student ID number:
Programme:
College Name:
Intended research start date:
Intended research end date:
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?
Yes
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)?
The participants will be recruiting through using random sampling method.
Describe the processes you will use to inform participants about what you are doing:
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?
The consent from participants will be obtained by using email. It will be in written form.
Studies involving questionnaires: will participants be given the option of omitting questions that do not wish to
answer?
Yes No
If no 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 and organisation both will have to access data and personal information.
During the research:
Where will the data be stored?
It will be stored in personal computer.
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?
It will be stored in personal computer.
How long will the data and records be kept for and in what format?
It will be kept for 2 years and in word format.
Will data be kept for use by other researchers? Yes No
Section 5 : Ethical Issues
Are there any particular 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.