The Impact of Hiring Diverse Employees on Company Performance

This research project aims to analyze the impact of hiring diverse employees on the performance of a company in managing cultural diversity. The study focuses on Sainsbury, a multinational business, and explores how hiring people from diverse areas can benefit businesses in terms of growth and success. The project utilizes qualitative research methods and includes primary and secondary investigations. The findings suggest that hiring diverse employees enhances productivity and brings unique talent to the workplace, leading to higher growth and success.

Research Project
(The impact of hiring diverse employees on the
performance of company with respect to managing
cultural diversity)

Executive Summary
The aim of this present study is to to determine the significance of hiring people from
diverse areas in managing diversity at workplace therefore it is a wide area of investigation
which helps in providing a wider knowledge base to individual about hiring people from diverse
areas and how it will be beneficial for the businesses to attain growth and success. In the present
analysis the study is based over Sainsbury as it is a white multinational business which is mainly
concerned over hiring people from diverse areas in the concern to managing its international
operations and effective manner with the help of improvising the diversity at workplace. For
better execution of the project qualitative research method is being applied as it is the most
effective tool to develop theoretical framework which enhance knowledge about the influence of
diversity and its impact over managing diversity at workplace. in addition to this primary and
secondary investigation are applied to add the work in right manner as primary research is
effective in developing specific investigation that are really over the specified area as in this
information must be gathered through developing questionnaire which covers the aim and
objectives of the project. Secondary investigation is also important in developing value in
enhancing the understanding about the project with the help of implementing suitable theoretical
framework as in this books, journals, articles are applied to generate equivalent outcome.
Although conclusion is encompasses over evaluating the impact of hiring people from
diverse areas and managing the diversity at workplace therefore people from diverse areas are
developing value for the business in the manner of enhancing productivity and implementing
unique talent at workplace which would be effective for the business in enhancing higher growth
and success.

Table of Contents
Executive Summary ........................................................................................................................2
Table of Contents.............................................................................................................................3
Title of the Research .......................................................................................................................1
Introduction .....................................................................................................................................1
Literature Review ............................................................................................................................4
Research Methodology and Data Collection ..................................................................................5
Data Analysis and Interpretation.....................................................................................................8
Findings and Outcomes .................................................................................................................27
Conclusion and Recommendation ................................................................................................28
Conclusion ...........................................................................................................................28
Recommendation .................................................................................................................29
Reflection ......................................................................................................................................30
References .....................................................................................................................................32

Title of the Research
The impact of hiring diverse employees on the performance of company with respect to
managing cultural diversity.
Introduction
Background of the Research
The present study initiates to analyse the influence of hiring diverse employees over the
performance of business with respect to managing cultural diversity. However, the diverse
workforce has become a reality today, thus the influence of diversity varies through the type of
environment and business overall strategy (Cano, 2020). As the number of businesses has
increases from move to domestic, multi-domestic and the multinational strategy to function as a
truly international business, the importance and the influence of cultural diversity has developed
markedly. The assessment of cultural differences has become more significant for developing
benefits and attaining competitive advantage. Diverse workforce defined to be the co-existence
of individual through assorted socio-cultural backgrounds among the businesses. Therefore,
diversity involves cultural aspects likewise race, gender, age, colour, physical ability, ethnicity,
and so on. Diversity mainly includes all groups of individuals at all levels in the businesses.
However, diversity significantly needs a type of business culture in that each worker can pursue
their career aspirations without being inhibited through gender, race, nationality, religion, or
other aspect which are irrelevant to function effectively (Dover, Kaiser and Major, 2020). In the
global business era due to high competition in the market businesses are focuses over hiring
people from diverse areas for the intention to enhancing the performance of the business as
diversity in the workplace is effective in approaching unique talent and the involvement of
innovative ideas which may in turns creating value for the business in attaining higher growth
and success. In this overall analysis has been developed over the study of Sainsbury. Therefore,
it is known as the second widest chain of supermarket in the UK. The company is operated as
public limited company and the headquarter of the firm is in Holborn, London, United Kingdom.
The firm was incorporated by the significant strength and intelligence of John James Sainsbury
in the year of 1869. However, in total, the company is having around 116400 employees in
which male and female workers are involved who are hired through the diverse areas for the
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intention to managing diversity at workplace and its operations (Fine, Sojo and Lawford‐Smith,
2020).
Statement of the Research Problem
Workforce diversity has become an obvious issue in the organisational human resource
department, in today’s modern business environment employees has lost its homogenous aspects
or composed of assorted heptagons diverse group over the basis of gender, racial or ethnic
makeup (Byron and Post, 2016). Therefore, the entire project is based on analysing the influence
of hiring diverse employees over the performance of the business.
Rationale of the Research
The project into consideration is based on evaluating the influence of hiring diverse
employees on the performance of the business with regards to assessing cultural diversity.
Therefore, it is a wide area of academic research which is mainly implemented for the sack of
enhancing better understanding in relation to the aspect of diversity and how it benefits to the
business effectively (Post and Byron, 2015). The project is mainly developed because diversity is
a major issue and it directly influences the operations and progression of the business and its
employees. So the suitable idea about the issue will support the businesses to attain growth and
manage diversity effectively. The another intention of developing the project is the individual
interest of the researcher as the researcher wants to increase personal knowledge which would be
valuable in attaining growth in academic as well as professional life. However, the potential
significance of this study is that, it provides suitable idea about the impact over recruiting people
from diverse areas and the suitable ways to managing diversity at workplace (Marinova,
Plantenga and Remery, 2016).
Aims and objectives
Research Aim:
The key aim of this study is “To investigate the impact of hiring diverse employees on
the performance of company with respect to managing cultural diversity”. A study on Sainsbury.
Research Objectives:
The key objectives of this analysis that are specific in aiding the project in right manner are
defined as below:
 To understand the concept of recruiting diverse workforce.
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 To evaluate the relation between hiring of diverse employees and the cultural diversity
within Sainsbury.
 To identify the challenges being faced by Sainsbury in managing the diverse workforce to
improve the performance of the company. To recommend some of the measures with which management of diverse workforce and
cultural diversity can be managed.
Research Questions
The suitable questions that are inter connected with the aim and objectives of the research
are associated as below:
 What is the concept of hiring of different employees?
 What is the relation between the recruiting of different employees and the cultural diversity?
 What are the various challenges being faced by company in managing diverse workforce?
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Literature Review
The concept of recruiting diverse workforce.
According to Moran (2019), diversity hiring is defined as the merit through the specific
care taken to ensure process are free through biases connected to a candidates’ age, gender,
sexual orientation, gender and other individual characteristics which are unconnected through
their job performance (Christy and Fox, 2014). However, diversity hiring mainly seeking out
candidates for job profiles who are belongs through the diverse background, taking steps to
ensure talent acquisitions procedure are more inclusive and removing obstacles which prevent all
the candidates through having equal opportunity during the hiring procedure. Hiring people from
diverse background area are also equal important like the was a business is operating at
international level. Therefore, businesses now days are focus over conducting international
operations and for this recruitment from diverse areas are creating value for the business in
increasing unique talent, innovation and so on. Thus people from diverse areas are imperative in
increasing the efficiency of the business operations and also effective in handling customers
query so well (Gupta, Goktan and Gunay, 2014). Despite from this, diversity recruitment is
underlying the cause that when the diverse employees work together then they learn new and
advance notion from one another and this increases the working efficiency of employees. In the
context to business which are operating at international level are widely concern over
approaching diversity at workplace due to the reason of attaining higher growth and
advancement as diversity is imperative for the businesses to conduct operations with more
liability and also enhance understanding about different culture.
The relation between hiring of diverse employees and the cultural diversity within Sainsbury.
According to Sawyer (2020), Diversity in the context to business defined as a business
which internationally employs a workforce which comprised of people of varying gender, race,
ethnicity, religion, age, education, sexual orientation and many other attributes. Hiring of diverse
employees mainly refers as the aspect to recruit people from the different culture and
background, ethnicity, race, culture, gender and so on. Therefore, diver hiring is effective for the
business in encouraging diversity at workplace to attain higher growth and success. Chua and
Yazdanifard (2014) argues that, there is a positive inter relationship among the diverse hiring and
the cultural diversity, therefore, diverse hiring is effective for the business to enhancing diversity
at workplace. However, Sainsbury is a large multinational corporation which has its operations at
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wider level and the prior motive of the business is to enhancing the operations and progression of
the business and for this, the employer of the business are focuses over increasing the workforce
via hiring people from diverse areas, culture, ethnicity, race, gender and so on (Karimi and et. al.,
2016). However, diversity in the workforce is effective for the business in developing
productivity, improvising talent in workforce, uniqueness in ideas, effective decision,
collaborative working and many more. Thus, diverse hiring and cultural diversity are effectively
interconnected with each other and this helps the business in achieving higher growth and
success.
The challenges being faced by Sainsbury in managing the diverse workforce to improve the
performance of the company.
As per the view stated by Dawn (2020), managing diversity is crucial for the businesses
as with more businesses are moving towards a global initiative and diversity performs and
effective role in attaining an immense number of buyers with the firm and improvising the
operations of the business. For managing diversity businesses are facing a lot issues like lack of
employee involvement, Language and Communication Barriers, Gender Inequality, Acceptance
and Respect and so on, thus these influences the operations of a business badly (Ahl and Nelson,
2015). According to Filcher (2015), Sainsbury is a large retail business which has been facing
the issue of legal pay batten through the four female shop floor workers who claim they are
being paid less than their male colleagues to the equivalent job. Therefore, these issues are
affecting the entire performance of the business and also influencing diversity at workplace.
Research Methodology and Data Collection
Type of investigation:
A research is mainly developed for the intention to to resolving the issue in an
appropriate manner with the assistance of accumulating valuable information and for getting
suitable direction the choice of methodology is a fundamental for the investigator. The suitable
selection of methodology is based on the data which are already gathered to end the work in a
right manner (Maiorescu-Murphy, 2020). This section is encompasses over qualitative and
quantitative research aspects. In the context to this present investigation work based on the
aspect of determining the impact of hiring diverse employees on the performance of company
with respect to managing cultural diversity, qualitative research has been applied by the
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researcher as it is the most suitable to conduct the work and right manner as it helps the
investigator and Catherine theoretical analysis which are based on observation.
Research Approach:
This section comprises as the most critical tool of investigation philosophy and the
research approach can be inductive or deductive in nature. The aggregate research exercises
depend on qualitative research so in this area research use inductive research approach in critical
way (Maiorescu-Murphy, 2020). Therefore, the inductive approach is concerned over the age of
assorted new hypothesis which are rising up out of the aggregated information and data. Thus
inductive approach is effective in providing support to the data via emerging theories over the
aspect of diversity and also contents detailed analysis to gather relevant information.
Research Philosophy: An investigation philosophy is defined as a belief in relation to the way in
which information in relation to a phenomenon needs to be accumulated, evaluated and applied
effectively. However, this aspect of methodology is based over positivism and Interpretivism
research philosophy (Meyers and Vallas, 2016). In the context to this existing investigation
work, interpritivism research philosophy has been applied by the investigator as it is the most
effective tool for qualitative research and helps the entire work via developing theatrical
perspective via opinion evaluation of authors and writers.
Data Collection Tools:
In the section of research methodology Data collection is delete most important tool to select
for gathering information from the valuable resources. However the collection of data is mainly
to over two important aspects like primary and secondary source of Data collection. Considering
the present investigation work effectively both tools are applied by the certain as these two are
imported to guide the work in right manner with the help of gathering valuable information.
Research is mainly effective in gathering first and information which are accumulated with the
help of developing questionnaire in which questions are involved that covers the aim and
objectives of the project as then as the secondary to thus also effective in enhancing the
understanding about the subject with the assistance of applying books, journals, published and
non published articles and many more (Norbash and Kadom, 2020).
Data Sampling: Sampling is the imperative aspect of the investigation as it mainly replicates
from the original population, therefore, this section is relay over probabilistic and non-
probabilistic sampling tools. For considering the present investigation work, sample has been
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select at random basis as in this individual are randomly picked among the employees of
Sainsbury. Therefore, 20 employees are selected to gather information over the aspect of
diversity and how it influences the working of the business.
Ethical Consideration: In the beginning of an investigation work it is important for the
researcher to have suitable idea about the ethics of the research in which security measures,
consent, cost management, access of resources and time are involved (Phillips and et. al., 2016).
In the context to this present exploration, primary and secondary research are conducted to
gather valuable information, therefore, for approaching primary investigation investigator needs
to receive consent from the participants in respect to assuring them about the area of study and
also provide assurance about taking their consent back from the project. In the primary research
the investigator also needs to provide assurance to their participants about the safety and security
of their private information. In addition to this, for better implementation of secondary research
the investigator needs to have a suitable access for the sources to gather authentic data. Research
also needs to manage cost as few activities of investigation consume cost like transportation,
stationary, access to online sources, approval of participants and so on. For such reasons suitable
amount of cost is required in the project. despite from this, the researcher needs to manage time
for execution of the project, however, researcher needs to develop a time frame in which
activities are involved with its time duration and priority (Richardson, 2014).
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Data Analysis and Interpretation
In this manner,. The key motivation behind this area of the examination is to extricate proper
information through data and taking the reasonable choice that are in-comprise over information
investigation. Also, information examination is solid in giving an appropriate course to the
researcher to help the entire examination in the way of coming to at the key outcomes. In the
context to this present investigation work analysis has been conducted via the support of
applying thematic analysis as in this themes are developed over the questions that covers aim and
objectives of the research (Sangrà, Vlachopoulos and Cabrera, 2012). The presentation of the
data is based on frequency table, bar charts, graphs and diagrams, therefore, these are
implemented via the support of Microsoft excel.
Questionnaire
Name:
Age:
Gender:
Email:
Q1) Are you aware about the conceptual framework of equality and diversity?
Yes
No
Q2) Do you have an appropriate understanding in relation to the aspect of cultural diversity in
the context to business?
Yes
No
Q3) How long you have been working with Sainsbury?
1 to 2 Years
2 to 5 Years
6 to 8 Years
More than 9 years
Q4) What do you think, cultural diversity is a major issue of equality and diversity management
within a business?
Yes
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No
Q5) Have you ever experiencing the issue of cultural diversity within Sainsbury?
Yes
No
Q6) How it is important for Sainsbury to manage diversity at workplace?
Very Important
Less Important
Moderate
Q7) As per your perspective, what issues are arises due to lacking with equality and diversity
management at workplace?
Acceptance and Respect
Gender Inequality
Ethnic and Cultural Difference
Lack of flexible work practices
Q8) What do you think are the major factors that create diversity at workplace?
Ethnic and Cultural Differences
Non appropriate assessment of policy
Professional Qualification
Geographical and Historic Factor
Q9) Among the following which type of diversity influences the operations of Sainsbury?
Cultural diversity
Sex and Gender Diversity
Disability Diversity
Age Diversity
Religious Diversity
Q10) According to your view, what challenges are faced by Sainsbury in managing the diverse
workforce to improve the performance of the company?
Acceptance and Respect
Language and Communication Barriers
Gender Inequality
Lack of employee involvement
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Q11) As per your perspective, which kind of interrelationship does have among diverse hiring
and the cultural diversity within Sainsbury?
Positive
Negative
Neutral
Q12) According to your view, what are the effective measures that can be implementing by
Sainsbury to manage cultural diversity at workplace?
Developing inclusive and diversity policy
Render diversity training
Manage diverse hiring
Facilitate effective communication
Q13) What do you think, it is advantageous for Sainsbury to managing hiring from diverse areas
and promote diversity at workplace?
Yes
No
Q14) From your perspective, what benefits are attained by Sainsbury via managing diversity at
workplace?
Enhancing overall performance
Increase in Talent pool
Developing creativity and uniqueness
Improvising entire business performance
Competitive Advantage
Q15) As per your view, what convenience is attained by the employees of business with
managing equality and diversity in the workforce?
Increasing motivation
Developing individual performance
Access to effective opportunities
Equality at workplace
Q16) Provide suggestions to Sainsbury for attaining competitive edge via managing diversity at
workplace?
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Frequency Table:
Q1) Are you aware about the conceptual framework of equality and diversity? Frequency
Yes 95%
No 5%
Q2) Do you have an appropriate understanding in relation to the aspect of cultural
diversity in the context to business?
Frequency
Yes 90%
No 10%
Q3) How long you have been working with Sainsbury? Frequency
1 to 2 Years 15%
2 to 5 Years 35%
6 to 8 Years 25%
More than 9 years 25%
Q4) What do you think, cultural diversity is a major issue of equality and
diversity management within a business?
Frequency
Yes 85%
No 2%
Q5) Have you ever experiencing the issue of cultural diversity within Sainsbury? Frequency
Yes 90%
No 10%
Q6) How it is important for Sainsbury to manage diversity at workplace? Frequency
Very Important 75%
Less Important 10%
Moderate 15%
Q7) As per your perspective, what issues are arises due to lacking with equality
and diversity management at workplace?
Frequency
Acceptance and Respect 25%
Gender Inequality 30%
Ethnic and Cultural Difference 20%
Lack of flexible work practices 25%
Q8) What do you think are the major factors that create diversity at workplace? Frequency
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Ethnic and Cultural Differences 20%
Non appropriate assessment of policy 40%
Professional Qualification 25%
Geographical and Historic Factor 15%
Q9) Among the following which type of diversity influences the operations of
Sainsbury?
Frequency
Cultural diversity 30%
Sex and Gender Diversity 40%
Disability Diversity 10%
Age Diversity 10%
Religious Diversity 10%
Q10) According to your view, what challenges are faced by Sainsbury in
managing the diverse workforce to improve the performance of the company?
Frequency
Acceptance and Respect 30%
Language and Communication Barriers 25%
Gender Inequality 25%
Lack of employee involvement 20%
Q11) As per your perspective, which kind of interrelationship does have among
diverse hiring and the cultural diversity within Sainsbury?
Frequency
Positive 70%
Negative 10%
Neutral 20%
Q12) According to your view, what are the effective measures that can be
implementing by Sainsbury to manage cultural diversity at workplace?
Frequency
Developing inclusive and diversity policy 35%
Render diversity training 15%
Manage diverse hiring 35%
Facilitate effective communication 15%
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Q13) What do you think, it is advantageous for Sainsbury to managing hiring
from diverse areas and promote diversity at workplace?
Frequency
Yes 80%
No 20%
Q14) From your perspective, what benefits are attained by Sainsbury via
managing diversity at workplace?
Frequency
Enhancing overall performance 20%
Increase in Talent pool 25%
Developing creativity and uniqueness 15%
Improvising entire business performance 20%
Competitive Advantage 20%
Q15) As per your view, what convenience is attained by the employees of
business with managing equality and diversity in the workforce?
Frequency
Increasing motivation 25%
Developing individual performance 25%
Access to effective opportunities 25%
Equality at workplace 25%
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Thematic Analysis
Theme 1) Individual’s awareness about the conceptual framework of equality and diversity.
Q1) Are you aware about the conceptual framework of equality and diversity? Frequency
Yes 95%
No 5%
Interpretation:
In this present analysis the study has been developed for analyzing the concept of
equality and diversity among the 20 employees of Sainsbury. for 95% of participants are set that
they are having suitable idea about the concept of equality and diversity as they are very much
aware about this and remaining five percent participants are not and concerned with the same.
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Theme 2) Individual has an appropriate understanding in relation to the aspect of cultural
diversity in the context to business.
Q2) Do you have an appropriate understanding in relation to the aspect of cultural
diversity in the context to business?
Frequency
Yes 90%
No 10%
Interpretation:
According to the detailed analysis of the project has been an integrated that 90% of
participants from that 20 employees are said that they are aware about the aspect of cultural
diversity and remaining people are not in favour with the equivalent.
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Theme 3) The working of people with Sainsbury.
Q3) How long you have been working with Sainsbury? Frequency
1 to 2 Years 15%
2 to 5 Years 35%
6 to 8 Years 25%
More than 9 years 25%
Interpretation:
The question is asked to determine the working of people within Sainsbury. However in
this execution has been done among 20 respondents and out of that 15% are being working with
Sainsbury from 1 to 2 years, another 35% participants are working with two to five years, 25%
people are working with six to eight years and remaining are working with more than 9 years.
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Theme 4) cultural diversity is a major issue of equality and diversity management within a
business.
Q4) What do you think, cultural diversity is a major issue of equality and
diversity management within a business?
Frequency
Yes 85%
No 15%
Interpretation:
From the description and analysis of the given chart it has been evaluated that 85% of of
employees from the 20 selected participants are in concerned with the aspect that cultural
diversity is a major issue of equality and diversity management within a business and left over
individuals are not and concern with the same.
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Theme 5) The experience of people regarding the issue of cultural diversity within Sainsbury.
Q5) Have you ever experiencing the issue of cultural diversity within Sainsbury? Frequency
Yes 55%
No 45%
Interpretation:
The another question is being asked from the participants regarding their experience
facing any kind of issues related to cultural diversity within Sainsbury. How ever out of 20
responsive 55% of employees are facing the issue of cultural diversity and another 45% people
are never being exploited due to the issue of cultural diversity and have not been facing any
issues related to diversity.
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Theme 6) It is important for Sainsbury to manage diversity at workplace.
Q6) How it is important for Sainsbury to manage diversity at workplace? Frequency
Very Important 75%
Less Important 10%
Moderate 15%
Interpretation:
In the analysis of the survey report it has been analysed that out of 20 participants 75% of
people are set that it is very much important for sensitivity to manage diversity at workplace as a
provides benefit to the business in encouraging effective working with unique talent. 10%
people are not and concern with the same as they does not think that it is that important for
Sanskrit to manage diversity and remaining people are select the option of moderate as their
preferred to not providing any discussion.
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Theme 7) There are different issues are arises due to lacking with equality and diversity
management at workplace.
Q7) As per your perspective, what issues are arises due to lacking with equality
and diversity management at workplace?
Frequency
Acceptance and Respect 25%
Gender Inequality 30%
Ethnic and Cultural Difference 20%
Lack of flexible work practices 25%
Interpretation:
As per the detailed analysis of the project it has been analyse that there are different
issues that arises due to checking with equality and diversity management practices. Therefore,
out of 20 respondents 25% people are in concern with acceptance and respect, 80% individuals
are go with gender inequality, left over 20 people are in concerned to ethnic and cultural
differences and remaining people are cope with lack of flexible work practices.
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Theme 8) The major factors that create diversity at workplace.
Q8) What do you think are the major factors that create diversity at workplace? Frequency
Ethnic and Cultural Differences 20%
Non appropriate assessment of policy 40%
Professional Qualification 25%
Geographical and Historic Factor 15%
Interpretation:
Evaluation of the study report has stated that there are multiple factors like ethnic and
cultural differences, non appropriate assessment of policies, professional qualification,
geographical and historical factor. therefore these are the major factors that create diversity at
workplace and termed as the major cause that an arising diversity within working environment.
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Theme 9) There are different type of diversity that influences the operations of Sainsbury.
Q9) Among the following which type of diversity influences the operations of
Sainsbury?
Frequency
Cultural diversity 30%
Sex and Gender Diversity 40%
Disability Diversity 10%
Age Diversity 10%
Religious Diversity 10%
Interpretation:
The question is being asked the to the participants about which type of diversity
influences the operations of Sainsbury and out of 20 participants 30% people are go with cultural
diversity as per their view it is the major type which influences it operations. 40% individuals are
in favour of section gender diversity, another 10% are in concern to disability diversity, 10% are
in concern to age diversity and left over are in favour of religious diversity.
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Theme 10) Different challenges are faced by Sainsbury in managing the diverse workforce to
improve the performance of the company.
Q10) According to your view, what challenges are faced by Sainsbury in
managing the diverse workforce to improve the performance of the company?
Frequency
Acceptance and Respect 30%
Language and Communication Barriers 25%
Gender Inequality 25%
Lack of employee involvement 20%
Interpretation:
According to the detailed analysis of the project it has been identified that there are a sorted
challenges that our faces by business in managing the diverse workforce to improve the
performance of company therefore question is what among the 20 employees and out of that
30% are go with acceptance and respect, 25% Argo with language and communication barriers.
Another 25 are in concern to gender inequality and remaining ago with lack of employee
involvement.
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11) There is a positive interrelationship does have among diverse hiring and the cultural diversity
within Sainsbury.
Q11) As per your perspective, which kind of interrelationship does have among
diverse hiring and the cultural diversity within Sainsbury?
Frequency
Positive 70%
Negative 10%
Neutral 20%
Interpretation:
Present study based on equality and diversity aspect has stated that out of 20 participants 70% of
people are said that there is a positive interrelationship among diverse hiring and cultural
diversity within Sainsbury, another ten percent people are negative aspect and remaining are
prefer to be quite as they are not providing any discussion.
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Theme 12) The effective measures that can be implementing by Sainsbury to manage cultural
diversity at workplace.
Q12) According to your view, what are the effective measures that can be
implementing by Sainsbury to manage cultural diversity at workplace?
Frequency
Developing inclusive and diversity policy 35%
Render diversity training 15%
Manage diverse hiring 35%
Facilitate effective communication 15%
Interpretation:
The study is considering to determine the measures that are effective in favour of
Sainsbury to manage cultural diversity and the survey among 28 perecnt respondents has stated
that 35% people are in favour of developing inclusive and diversity policies, 15% responsive are
go with render diversity training, another 35% of individuals and concert to manage diverse
hiring and left over people are in concern to facilitate effective communication.
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Theme 13) It is advantageous for Sainsbury to managing hiring from diverse areas and promote
diversity at workplace.
Q13) What do you think, it is advantageous for Sainsbury to managing hiring
from diverse areas and promote diversity at workplace?
Frequency
Yes 80%
No 20%
Interpretation:
Survey report conducted among 20 participants has stated that majority of participants are
said that it is very much advantages for Sainsbury to managing hiring from diverse areas and
promote diversity at workplace as it develops better results for the business and the remaining
20% people are not in favor with the same as per their view the management of diversity is not
that effective for the business.
Theme 14) The different benefits that are attained by Sainsbury via managing diversity at
workplace.
Q14) From your perspective, what benefits are attained by Sainsbury via
managing diversity at workplace?
Frequency
Enhancing overall performance 20%
Increase in Talent pool 25%
Developing creativity and uniqueness 15%
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Improvising entire business performance 20%
Competitive Advantage 20%
Interpretation:
As per the analysis of the project has been stated that there are multiple benefits that are
obtained by 6 per YouTube to managing diversity at workplace involving enhancing overall
performance, increase in talent pool, developing creativity and uniqueness, improving entire
business performance and competitive.
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Theme 15) Different convenience are attained by the employees of business with managing
equality and diversity in the workforce.
Q15) As per your view, what convenience is attained by the employees of
business with managing equality and diversity in the workforce?
Frequency
Increasing motivation 25%
Developing individual performance 25%
Access to effective opportunities 25%
Equality at workplace 25%
Interpretation:
The detailed analysis of the study has also stated that there are multiple benefits that are
attained by employees like increasing motivation, develop individual performance, access to
effective opportunity and equality at workplace with the help of managing equality and diversity
in the working environment.
Findings and Outcomes
Theme 1: The concept of recruiting diverse workforce.
From the detailed analysis of the project it has been discussed that, diverse recruitment is an
imperative aspect for the business, therefore, it is an imperative aspect for the business to
managing diversity at workplace. Therefore, the objective is said to be achieved as in this
opinion analysis of the participants are also providing the similar discussion as per the views of
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the authors as per their view, diverse hiring is effective for the business to emerging the
employees from the diverse culture and increasing the performance of the business via increasing
the talent and unique ideas at workplace to gain higher growth and success.
Theme 2: The relation between hiring of diverse employees and the cultural diversity within
Sainsbury.
According to the opinion analysis of the authors it has been said that, there is a positive
interrelationship among the diverse hiring and managing cultural diversity at workplace.
Therefore, in the modern business era the key motive of each size of business is to attaining
higher growth and exploration of business at wider level. However, diverse hiring is the major
focus of the business to achieving advancement via developing the operations and the
progression of the business. The objective based on the interrelationship among diverse
workforce and the cultural diversity is achieved as in this the argument among the participants
and the authors are equitant. Hence, the relationship relay over the aspect of enhancing the
operations and morale of employees at workplace and also promote equality within organisation.
Theme 3: The challenges being faced by Sainsbury in managing the diverse workforce to
improve the performance of the company.
As per the indepth analysis of the project it has been analyzed that the objective based on the
challenges being faced by Sainsbury in managing the diverse workforce to improve the
performance of the business is said to be achieved as there is an effective interconnection among
the primary and secondary data analysis. However, therefore are assorted issues faces by the
businesses like Acceptance and Respect, Language and Communication Barriers, Gender
Inequality, Lack of employee involvement. Hence, Sainsbury is a large business organization
which is being facing the issue of gender pay gap and this mainly causes the issue among the
performance enhancement of the business within wider level.
Conclusion and Recommendation
Conclusion
As per the detailed analysis of the project it has been concluded that, diversity is
recognized as the most imperative aspect of equality and diversity maintenance, therefore, in the
context to business management are mainly concern over managing diversity and equality at
w0rkplace on the basis of different culture, norms, gender, age, religion, background, race, color
29

and so on. In the increasingly developing business world, organizations are widely concern over
becoming the international business and for this the need of hiring diverse employees are
increasing, thus businesses in the modern and competitive era are concern over hiring people
from diverse areas for the intention to increasing the operations of the business. The analysis of
the project has also stated that, hiring people from diversified areas are creating value for the
business in increasing the strength of the workforce, developing unique talent at workplace,
enhancing the performance ability of the employees at workplace. The analysis of the opinion of
participants has also states that, hiring diverse workforce is creating value for the business in
increasing the operations and progression of the business. In addition to this, the study has also
states that, there is an effective interconnection between the diverse hiring and the performance
of the employees at workplace, therefore, the diversity at workplace is imperative in encouraging
the unique talent and this also helps the business and employees to work with more collaboration
and generate more growth for the business. As per the evaluation of the project it ha also been
evaluated that, there are multiple issues like lack of employee involvement, Language and
Communication Barriers, Gender Inequality, Acceptance and Respect and so on, thus these are
mainly faces by the businesses in the implementation of diverse hiring. Therefore, these issues
are needs to be resolved for the intention to increasing the operations of the business.
Recommendation
As per the detailed analysis of the project it has been recommended to the businesses to
manage equality and diversity at workplace, thus it is imperative in enhancing the operations of
the business and also renders equal opportunity to the people from diverse culture, area, region,
background, age, gender, sex and so on. Sainsbury is operating at wider level and has its
effective brand recognition within the market, thus as per the evaluation over the study of
Sainsbury it has also been suggested to the business to implement inclusive and diversity policy,
therefore, the effective development of policies are imperative for the businesses to suitability
managing the diversity and equality within the workforce. As per the evaluation of the project it
has also been recommended to the business to Manage diverse hiring, thus, it is creating value
for the business in enhancing the talent pool and also provide strength to the operations via the
enhancement of unique ideas an thoughts within the operations process. According to the
descriptive evaluation of the study, it has also been suggested to the business to provide suitable
diversity training to the employees at workplace, thus, it helps the employees in enahncing the
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working ability and also develops the collaboration among the team working. However, it will be
beneficial for the business and its employs to enhance the operations at wider level. The business
should also facilitates effective communication, thus the suitable communication will results in
resolving the issues of language and ethics barriers and also aid individual to work with more
collaboration and coordination.
Reflection
It is a great opportunity for me to got an effective chance to execute an analysis over the
aspect of determining the impact of hiring diverse employees on the performance of company
with respect to managing cultural diversity, therefore, this study is effective in terms of rendering
me the academic and business ability to conduct the project effectively. With the analysis of the
project I have been recognising the benefit of implementing the right use of methodologies.
Therefore, in the context to this present research project, qualitative research is being considered
by the researcher. The major pros of this aspect are that it saves time and this process uses a
smaller sample size than other research methods. The key demerit of this application is that it can
miss lead in making effective results as in this multiple views are involved. As per the evaluation
of the project I have also been recognising that, in this project inductive research approach is
been select by the investigator as this approach helps in gathering qualitative data with the
assistance of theories suitable to the specific area. Inductive approach is flexible as the
investigator does not have to follow any programmed data. However, the demerit of this
approach is that if the observations are not correct, the investigator would end up in incorrect
conclusions. In addition to this, i have also been seen that, primary and secondary both the tools
are applied by the researcher as these two are more effective in gathering appropriate
information. However, primary research is being developed to gather valuable information which
is specific to the specific idea. In this questionnaire is developed to support the work for
gathering relevant information. The key advantage of this approach is that it helps in gather up to
date information which are specific to the objective and the disadvantage of this application is
that it is quite expensive and also consuming a lot time to gather information. Despite from this,
secondary investigation has also been applied as it is supportive in gathering theoretical
information to reaching at the key outcome. The key merit of this approach is that it can conduct
so quickly and lesser in cost consuming. The key disadvantage of this approach is that in this the
investigator may have difficulty in obtaining data which are specific to their needs.
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In this specific study I have been seen that, questionnaire is being applied to this study as the
key source of primary research and there are assorted tools to conduct primary research like
interview, observation, focus group, case study and so on. However, in this existing analysis
interview can recognise as the best alternative approach to conduct primary research. The
potential reason for conducting questionnaire is that it is more quick than interview and helps in
generating valuable outcome within less time duration and in this outcome has also gathered via
views analysis of people. Despite from this, in the case of failure of questionnaire interview can
be applicable as it also provide relevant data via conducting a personal session with the
participants over a specific area.
32

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