Managing Cultural Diversity in Workplace

This research project focuses on managing cultural diversity in the workplace, specifically in the case of Vodafone Group Plc. It explores the concept of cultural diversity, its positive and negative impacts, and different ways to implement it for enhancing employee's performance. The aim is to determine strategies for adopting and implementing cultural diversity to achieve organizational goals and increase innovation within the business.

Research Project Final

Table of Contents
Table of Contents.............................................................................................................................1
TITLE: Managing Cultural Diversity in Workplace.......................................................................2
INTRODUCTION...........................................................................................................................2
Background of research...............................................................................................................2
Aims and Objectives....................................................................................................................2
Research questions.......................................................................................................................3
Rationale or justification..............................................................................................................3
LITERATURE REVIEW................................................................................................................3
Concept of cultural diversity at workplace..................................................................................3
Positive and negative impact of cultural diversity at workplace of Vodafone............................4
Different ways of implementing cultural diversity at the workplace for enhancing employee’s
performance at workplace............................................................................................................6
RESEARCH METHODOLOGY....................................................................................................7
DATA ANALYSIS.......................................................................................................................10
Conclusion and recommendation..................................................................................................14
Reflection.......................................................................................................................................15
Recommendation...........................................................................................................................15
REFERENCES..............................................................................................................................17
APPENDIX....................................................................................................................................19
1

TITLE: Managing Cultural Diversity in Workplace.
INTRODUCTION
Diversity refers a process or quality of including people from a range of different social as well
as ethnic background of different gender and age group (Nichols, 2017). Providing equal and
fair treatment to people of different cultures, age and gender of people is known as diversity or
equality. It is important for companies to provide equal treatment to people with different
cultures as it has several benefits for both employees and employers. On the other hand, that
company that does not provide equal treatment and does not employ different cultures of people
then it affects their image and productivity as well. Cultural diversity plays a vital role as it helps
companies in accomplishing their goals, increasing staff retention rate, increasing innovation
within business and others.
Background of research
This present study is based on Vodafone that is British multinational telecommunication
companies, whose headquarter is in England, UK. It was founded in the year of 1991 by Erest
Harrrison. It provides broadband, high speed network services to customers. This present study is
going to conduct literature for accomplishing objectives by identifying the main concept of
cultural diversity. It will also discuss critical impacts that cultural diversity can have on overall
performance of company. It will discuss ways by which companies can employ and implement
cultural diversity and can make employees able to improve their performance. Research
methodology and cultural diversity also plays a vital role as it helps scholar in making study
successful by having appropriate information to the topic.
Aims and Objectives
Aim
“To determine different ways by which a company management can adopt and implement
cultural diversity at the workplace for enhancing employee’s performance.” A Study on
Vodafone Group Plc.
Objectives
 To analyse concept of cultural diversity at workplace.
 To determine positive and negative impact of cultural diversity at workplace of
Vodafone.
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 To identify different ways by which a company management can adopt and implement
cultural diversity at the workplace for enhancing employee’s performance at workplace.
Research questions
1. What is the concept of cultural diversity at workplace?
2. What is the positive and negative impact of cultural diversity at workplace of Vodafone?
3. What are the different ways by which a company management can adopt and implement
cultural diversity at the workplace for enhancing employee’s performance at workplace?
Rationale or justification
Diversity is one of the important topics that can help researcher and people at different
academic, professional and personal level. Providing equal and fair treatment to people with
different cultures and respecting values of all cultures is the main key of success of companies.
Helping out companies in improving their image and taking competitive advantages by bringing
innovation within business by employing and respecting values of different culture of people is
the main reasons of selecting this topic (Chaudhury, Hossain and Gordon, 2019). Companies are
facing problems in employing different cultures of people because of resistance of employees
and others so, by conducting research on this topic, researcher can help out to companies in
developing appropriate ways of implementing cultural diversity and increasing employees
performance.
LITERATURE REVIEW
Concept of cultural diversity at workplace
Different authors define cultural diversity in different manners and by different definition.
As per the view of Danso, (2018) cultural diversity refers the quality of diverse cultures. When
company has different cultures and they respect values of people with different culture then it is
known as cultural diversity. It can have several advantages and benefits for both company and
employees. Cultural diversity and having people with different cultures at one place leads to
equality and it is important for people because it can improve relation between countries and
different cultures. Mousa and Alas, (2016) said that there is link between cultural diversity and
economy as there are several countries that are not being appreciated and given equal
opportunities as like others. When all countries and cultures are being given equal opportunities
then it can reduce gap between the rich and poor and it can help developing countries in
improving economy and compete with developed countries.
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Ranaivoson, (2020) said that according to them, when people respect differences of each
other’s and respect values of all cultures then they are more likely to learn new things and bring
innovation, different thinking and positive behaviour at workplace. All these can help company
in meeting goals. So, it can be said that appreciating that society is made up of many different
groups with different skills, talent and needs. So, for taking full advantages of cultural diversity
there is requirement of having people with different skills, knowledge and experience and it is
possible only when company employs people with different cultures. Supporting this view Reus-
Smit, 2017) stated that for expanding choices, making employees able to learn from each others,
knowing about different cultures for satisfying needs of different cultures and attracting global
customers cultural diversity plays a vital role. It is known as cultural diversity when company
has global employees of different countries and culture at workplace and provides them equal
and fair opportunities in all processes and tasks.
Ma, (2020) .having a variety of group at workplace of different cultures is known as
cultural diversity and equality at workplace. In regards to Vodafone it is found that it serves
telecommunication services to global customers and for dealing with them, solving their
problems, understanding their need, there is requirement of having employees of different
cultures that can understand languages and needs of global customers. It is also used sometimes
to mean the variety of human cultures of societies in specific place. There are several factors that
can have negative impacts on cultural diversity and among all factors one of the main factors is
globalization. It can be said that globalization can have negative effects on world’s cultural
diversity. Tamunomiebi and Onah, (2019) said that cultural diversity at workplace of Vodafone
Company can make itself able to accomplish goals, taking competitive advantages, bringing
innovation within workplace and satisfy needs of different culture. For identifying appropriate
strategies and ways if implementing cultural diversity there is requirement of understanding
meaning and the main concept, By understanding it and having knowledge about it, evaluating
its both impacts, company can implement it in a better way.
Positive and negative impact of cultural diversity at workplace of Vodafone
Cultural diversity or respecting values of people with different cultures can have several
positive advantages and benefits to employees. According to the Lambert, (2016) when
employers implement policies relevant to diversity and equality then it makes employees feel
valued and motivate them. Motivated and valued employees are more likely to stay with the
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company. This increasing rate of staff retention improves image of the company in the eyes of
stakeholders. It can also help them out in improving overall performance and productivity of the
company. It is also stated ANJORIN and Jansari, (2018) that cultural diversity or when
employers respect values of different culture and when they have employees with different
culture then it Helps Company in taking competitive advantages. Employees with different
culture bring innovation and creativity within business. This innovation and creativity help
employers in providing qualitative products to customers. When customers get qualitative and
innovative products then it satisfies their needs and increases experience. Competition is
increasing in telecommunication industry and it is becoming difficult for companies of having an
effective position in the market and attracts customers. So, by employing people of different
cultures, they can take competitive advantages and can also increase customers’ retention rate.
Lai, Shankar and Khalema, (2017) contradicted and said that there are several negative
impacts of cultural diversity. One of the main negative impacts that it can have is language
barriers. Employees with different cultures face problems in communicating and it can create
miscommunication among them. Due to miscommunication, it leads to conflicts among them.
Conflicts among them can leads to poor working environment and can have negative impacts of
the company in the market. Evans and Suklun, (2017) Supporting these views and aid that due to
language problems, when employees find problems in interacting and when it leads conflicts
then it affects their relationship. Employees do not stay with the company for the long run and it
increases staff turnover rate. Employers find problems in employing skilled workforce due to
negative image in the market. It can also create barriers in accomplishing goals and taking
competitive advantages. Customers also do not prefer to buy products and services from
companies that have negative image in the market. So, overall it can be said that employing
people with different cultures is not an easy task. Languages problems, staff turnover and
employees resistance are some main problems that company can face while promoting diversity
at workplace.
Alexandra, Ehrhart and Randel, (2020) argued and said that promoting cultural diversity
cannot give negative impacts for the long run and if it’s managed in an effective and right
manner then company can make it beneficial to the great extent. In regards to positive impacts of
cultural diversity, it is found that diverse culture can lead to creativity and innovation within
business. It can make companies more profitable and competitive. It leads to better employees’
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performance. When company has cultural diversity and employees of different cultures then it
finds easier in communicating with global customers and customers of different countries and
culture. By doing so, it can attract global customers and can increase sales as well as profit.
Employees can also learn different ways of performing and it can reduce errors that lead to
improved performance. It can boost their confidence and can provide those advantages of
external factors or opportunities.
Different ways of implementing cultural diversity at the workplace for enhancing employee’s
performance at workplace
According to the Rios and Wynn, (2016) there are several effective ways by which employers
and companies can implement cultural diversity and can have several positive advantages.
Implementation of policies related to discrimination is one of the best strategies. By
implementing, employers can protect themselves and others against lawsuit and penalty. By
implementing policies of anti discrimination, employers can allow all employees to follow all
rules and regulations and respect values of cultures of all employees and makes them feel valued.
Mensi-Klarbach and Risberg, 2019) also said that implementation of policies related to
discrimination and promoting diversity can help companies in accomplishing goals and can
makes them feel safe. It binds employees to follow all rules and do not bully anyone in any
manner.
Civitillo and et.al., (2019) argued and said that according to them training is one of the other
main strategies that can help both employers and employee in successful implementation of
cultural diversity at workplace. It is stated local employees resist employers for implementing
diversity at workplace and it creates barriers in employing people with different cultures. So, by
providing training to employees, employers of Vodafone and other companies can make their
employees aware about importance and reasons of promoting cultural diversity at workplace.
Training makes employees able in understanding the different between the right and wrong and
this ability makes them able to understand and respect values of others. It improves their relation
with each other’s and they are more likely to help company in accomplishing goals. Radović-
Marković, (2019) stated that along with training, employers can promote team working because
it can improves relation of employees of different cultures. When employees of different cultures
work in a team on the same project for accomplishing common goals then they are more likely to
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interact with each others. It improves their relation and they learn different new things like
different ways of performing and the most important respecting values of different cultures.
On the other hand, Adserias, Charleston and Jackson, (2017) said that leadership and
management styles play a vital role in promoting diversity at workplace because they are the one
that can influence and change behaviour of employees, Leaders have an ability to lead positive
changes in employees. So, by making use of appropriate leadership style, leader can make
employees able to adapt changes and do not resist employers in employing people with different
cultures. Manager on the other side can also makes employees able about importance of adapting
this change as it can bring innovation; increase their knowledge about different cultures and
others. There is several leadership style that can help employees in making them feel valued and
motivated towards accomplishing goals of the company. According to the Gotsis and Grimani,
(2016) democratic and transformational leadership are main effective styles. As per the
democratic leadership, employees are being provided chances in decision making process. When
managers and leaders consider their needs and suggestions of employees with different culture
and guide them then it increases loyalty and they are more likely to help company and do not
resist them in implementing such policies.
RESEARCH METHODOLOGY
Research philosophy- research philosophy e refers to a belief about way in which data should
be gathered and analysed and used in a research. There are different types of research
philosophies that are positivism and interpretivism. For the purpose of this research
interpretivism research philosophy will be adopted (Cazeaux, 2017). Interpretivism research
philosophy includes Collection of data through small samples and includes in-depth Research
and qualitative analysis of data collected. Selection of this research philosophy is aimed at
gaining in-depth knowledge of subject and topic about which research is being conducted.
Research approach- Research approach is a plan that includes steps for Research and broad
assumptions of method of Data Collection analysis and interpretation in detail. There are mainly
Three Types of research approaches to consider while carrying out research. This approach is
deductive, Inductive and Abductive. For the purpose of this research deductive latest approach
will be considered and deductive research approach considered that when premises are true
occlusion of research must also be true. In this research approach Data Collection is used for the
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purpose of evaluating the position or hypothesis related to existing theory (Tuffour, 2017). This
is mainly based on falsification of verification of the theory that already has been developed.
Research design- research design refused to overall strategy that is utilised for the purpose of
integrating different component and parts of research. Research Design gives basis for collection
measurement and analysis of data related to research. There are different types of Research
Design and for the purpose of this research descriptive Research Design will be considered.
Collection, measurement and analysis of data will be based on quantitative research. There are
two ways through which research is conducted and these are qualitative and qualitative methods
of research (Schoonenboom and Johnson, 2017). Qualitative research method is based on
collecting and analyzing no numerical data in order to understand concept perception and
experiences. Quantitative research on the other hand involves collecting and analyzing numerical
data and utilizes statistical methods for Analysis of data.
Data collection- Data Collection refers to Collection of data and information from different
sources on the basis of which conclusion of research are developed. Data Collection is done in
two ways that are primary data collection and secondary data collection. In this sources from
where primary data is collected are those sources from which data has never been collected. This
involves collecting data from its original source on the other hand secondary data involves
Collection of data for research from published and unpublished journals and research paper.
Secondary data collection involves collecting data from sources who has previously worked on
collecting data regarding similar topic (Clark and Vealé, 2018). For the purpose of this research
data will be collected from both primary as well as secondary sources. Secondary data collection
is being done to facilitate and create basis for effective data collection from primary sources.
Data Collection method- It is very important to adopt right method of data collection and this is
why it is important to select right method for data collection. Data Collection method is strategy
and way through which researcher collect data and information for research. Data for the purpose
of this research is collected through both primary as well as secondary sources methods different
method for data collection will be considered for this research. For the purpose of primary data
collection method considered in this research is questionnaire and in order to collect secondary
data online sources such as website and books and other journal and book about research topic
will be used (Regmi and et.al., 2016). Questionnaire method of data collection is very effective
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because efforts involved in this are less and it is also simple and feasible to collect data through
questionnaire.
Sampling method- Sample is a group of people object and items that are taken from a larger
population for the purpose of measurement in research. Sample is representative of a larger
group and selection of this sample is known as sampling. There are different methods for
sampling that can be considered in research and these methods are mainly divided on the basis of
probability Sampling and non probability sampling (Van Berkel, Ferreira and Kostakos, 2017).
Probability sampling is one in which every person or element of a larger population has equal
chances in sampling. Non probability sampling in which there is no certain probability and
sample size and representatives of a larger population are selected deliberately. For the purpose
of this research sampling will be done using simple random sampling in which everyone has
equal probability for participating in sample.
Cost- it is not possible to carry out research without including any e cost and financial expenses.
They are important to facilitate Research and data collection and this research also incurs
financial expenses. Cost involves different types of cost that is incurred during different activities
in research (ElSabry, 2017). Cost is likely to incur in purchase of different material required for
undertaking research. Material includes books and other reading material for the purpose of
research. Other than this, cost is likely to incur in internet and in purchasing and cost for
travelling for the purpose of research.
Access- This element of research is concerned with how researcher will access to research
samples. This is very important it because not accessing research samples can have significant
impact on overall success of research. In order to access to research samples, company will be
directly contacted. This means that in order to access to sample company will be contacted
through email and public contact number (Prigatano and Pliskin, 2020). This is to access samples
for primary data collection and in order to collect secondary data and information it will be
accessed through internet and books that are available on different websites and available offline.
Ethical Issues- ethical issues or ethical consideration involve that the research being carried out
is ethical and no one has been harmed in any possible way. Ethical consideration ensures that
sample for the research is safe for participants. Ethical issues considered in this research includes
informed consent this means before collecting data in information from samples their consent
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will be taken with help of consent form. In order to ensure privacy of respondents question year
will not require any kind of personal and identity related information of respondents. Further
security of data has also been considered as an ethical issue for this research (Yip, Han and Sng,
2016). This involved ensuring safety of offline data through different measures and also ensuring
safety of online data through technical measures like password and other technical measures.
Another ethical consideration for this research is true interpretation which refers to interpreting
data as it has collected from respondents.
Timeline
Task Duration Start Finish
Developing introduction 20 days Mon 04-03-19 Fri 29-03-19
Aims and objectives 16 days Sat 30-03-19 Fri 19-04-19
Literature Review 21 days Sat 20-04-19 Fri 17-05-19
Research methodology 10 days Sat 18-05-19 Thu 30-05-19
Data collection 12 days Fri 31-05-19 Sat 15-06-19
Data Analysis 33 days Mon 17-06-19 Wed 31-07-19
Conclusion and
Recommendation
3 days Thu 01-08-19 Sat 03-08-19
Submission of report 2 days Sun 04-08-19 Mon 05-08-19
DATA ANALYSIS
Theme 1. Company employ people with different cultures?
Participants Answers
22 Yes
8 No
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Interpretation: It can be said that on the basis of above graph that majority of participants or 22
employees among 30 of Vodafone Company believes that their company employ and provide
equal opportunities to employees of different culture. On the other hand, 8 employees believe
that their company does not focus on employing people of different cultures and lack in cultural
diversity.
Theme 2. company have any policy in place that can foster inclusion in workplace?
Answers Participants
Yes 20
No 10
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Interpretation: From the above data it can be said that policies related to cultural diversity plays
a vital role and in this regard, 20 employees said that their company has effective and relevant
policies at workplace. 10 employees said that there is no effective policy relevant to the
discrimination and promoting diversity.
Theme 3. Benefits and advantages your company can take by implementing cultural diversity at
workplace?
Participants Answers
12 Improves image in the eyes of stakeholders
8 Increase productivity of company
10 Increase staff retention rate
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Interpretation: In regards to advantages of cultural diversity, 1 2 employees said that cultural
diversity can improve image of the company and 8 employee said that according to them,
cultural diversity can increase overall productivity of the company. Whereas, 10 employees said
that it can increase staff retention rate of the company.
Theme 4. Problems faced by company while implement employing people with different
cultures?
Participants Answers
18 Resistance of employees.
12 Language barriers
13

Interpretation: On the basis of above graph it can be said that implementing or promoting
cultural diversity is not an easy task. 18 employees believe that resistance of employees for
promoting cultural diversity is the main problem that their company face. Whereas, 12
employees believe that language barrier is the main problem.
Theme 5. Recruitment strategy is being followed by your company
Participants Answers
14 Internal
6 External
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Interpretation: It can be said that on the basis of above data that Vodafone mainly focuses on
internal recruitment. 20 employees said that it recruits employees within organization. It limits
innovation and creativity. 10 employees said that their company recruits employees from outside
of the organization.
Theme 6: Negative impact of diversified workforce
Participants Answers
14 Yes
16 No
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This is concerned with negative impact of diversified workforce in organisation. This is aimed at
identifying whether employees find any negative impact of diversification within organisation.
On the basis of opinion expressed by employees it can be stated that around half of the
employees in samples consider that there is negative impact of diversified workforce. And
around half of the employees consider that there is no negative impact of diversified workforce.
This means that Vodafone requires identifying what are the reasons because of which employees
consider that there are negative impacts of diversity. In addition to this company also require to
undertake practices through which they can reduce and eliminate negative impacts of diversity.
Theme 7: Is everyone treated equally and fairly in your organisation
Participants Answers
15 Yes
15 No
This is concerned with treating everyone equally and fairly in diversified workforce. In this from
30 employees 15 employees considered that everyone is being treated equally and fairly in
organisation. 15 employees consider that employees are not treated equally and fairly in
diversified workforce. This means that there are policies and practices in workplace for equality
and fair treatment but they are not practiced well and this is why half of the employees consider
that everyone is not treated equally and fairly. It is important that every employee within
16

organisation feel and believe in being included, because not doing so can affect performance of
employees, which is not good for organisation and its performance.
Theme 8: Ability to work effectively within diversified workforce in your organisation
Participants Answers
18 Yes
12 No
This is concerned with ability of employees in organization to work within diversified for work
force and how they can manage their performance in diverse workforce. Responses of employee
suggest that 18 employees are capable to work effectively within a diversifying workforce which
is majority of responses. However employees from simple also considered that they cannot work
effectively within a diversified force and this suggests that Vodafone requires to take measures to
improvethis.
Theme 9: Inclusion in your organisation
Participants Answers
12 Everyone is included
13 It is not effective
5 There is nothing like inclusion
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This question is based on inclusion within Vodafone and on the basis of given options around 12
employees believe that everyone is included regardless of their characteristics within
organisation. This means that they are satisfied with diversified the workforce and their inclusion
in it. In addition to this 13 employees responded that inclusion within Vodafone is not effective
and they suggest that they are not satisfied with inclusion practices of Vodafone. And around
five responded that there is nothing like inclusion within organisation that means they are highly
unsatisfied with inclusion practices of organisation.
Theme 10: Environment for free expression of ideas and opinions and beliefs
Participants Answers
17 Everyone can freely express their ideas
7 Only employees on high position can express
6 No one can freely express their ideas
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On the basis of responses of employees regarding environment of organisation that allows for
free expression of Idea and opinion of members of organisation it can be concluded that
Vodafone has and environment in which employees can express their idea and opinion. This is
because around 17 employees responded that can freely express their idea and opinion and
around 6 responses but that no one can express their Idea and opinion. Other than these, 7
participants also responded that only people with authority and high position can express their
ideas and opinions.
Conclusion and recommendation
On the basis of above discussion and Research undertaken it can be concluded that
research was effective and help to researcher in achieving objectives and aim of research. As
research was based on quantitative research it was very important that researcher made write
interpretation of the data collected in order to ensure that research is is rightly based on
information collected from employees of organisation. Interpretation suggest that cultural
diversity within organisation has different impact on employees which is both good as well as
bad. This means that certain employees are happy with organisational practices of diversity and
some of the employees are not happy diversity. Importance of diversity in organisation suggest
that Organisation in order to maintain success and improve its market position and competitive
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strength requires to employ diversify workforce. On the basis of this Vodafone requires that not
just few but all employees in an organisation are satisfied with practices of organisation and
perform and participate effectively. Organisation for the purpose of improving participation
required to ensure that all employees working in diversity and workforce are aware of what
benefit can organisation as well as employees can have throw diversify workforce. This will help
organisation in getting most benefits of diversity and employee satisfaction within organisation.
Steps and practices that organisation can take to improve overall diversity condition are-
 Effective communication
 Giving training of teamwork
 Creating environment in which informal relations are also valued and employees are
encouraged to communicate with each other in informal settings within and outside
organisation with their colleagues
Reflection
On the basis of research and experience that I have had about research it can be stated
that research was a very important experience and learning opportunity that I have had. This this
research helped me in several skills and these skills are research skills and planning skills. As I
planned for the search I was not confident that I will be able to perform according to planning
but as research started and during process I realise that I have developed effective planning for
research. This is because I was able to work on the basis of planning that I created before starting
research. Addition to this knowledge I developed about diversity and its impact on organisation
was also very effective and has made a significant contribution in my existing knowledge.
However there are certain elements that I believe to improve in next research that I undertake.
Recommendation
This research was helpful in identifying and understanding different aspects of research
including research methodology. This is considered questionnaire for the purpose of Data
Collection. But interview would have been a better method of collecting data. This is because
even though question he was an easy and time saving method for collecting data but information
collected through this was Limited.
Alternative research methodology could have included interview as a method for Data Collection
because interview allows the searcher to gain in depth knowledge of topic and can collect more
20

information from respondents (Roberts, 2020). This means that question you helped in in
knowing what employees think but interview would have helped the in knowing why they think
so. This information and data help in gaining in depth knowledge about perception and opinion
of people from whom data is being collected. During questionnaire possibility of giving wrong
responses is also high which is no when data is collected through interview method.
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APPENDIX
1. Does your company employ people with different cultures?
 Yes
 No
2. Does your company have any policy in place that can foster inclusion in workplace?
 Yes
 No
3. According to you, who types of benefits and advantages your company can take by
implementing cultural diversity at workplace?
 Improves image in the eyes of stakeholders.
 Increase productivity of company.
 Increase staff retention rate.
4. Which types of problems does your company face while implement employing people with
different cultures?
 Resistance of employees.
 Language barriers
5. Which recruitment strategy is being followed by your company?
 Internal recruitment
 External recruitment
6. Do you find any negative impact of diversified workforce?
 Yes
 No
7. Do you think everyone is treated equally and fairly in your organisation
 Yes
 No
8. Are you able to work effectively within diversified workforce in your organisation?
 Yes
 No
9. What do you consider about inclusion in your organisation?
 Everyone is included
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 It is not effective
 There is nothing like inclusion
10. Do you firm provide environment for free expression of ideas and opinions and beliefs?
 Everyone can freely express their ideas
 Only employees on high position can express
 No one can freely express their ideas
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