Equality and diversity in the workplace

This research project explores the concept of equality and diversity in the workplace, focusing on how Aston Martin responded to issues such as the gender pay gap. It examines the importance of equal opportunities, the problems arising from gender pay gap, and the ways in which HR managers can resolve these issues. The study aims to provide insights into maintaining equality and diversity within organizations.

Research Project

Contents
Title: “Equality and diversity in the workplace.”...................................................................................3
INTRODUCTION.................................................................................................................................3
Background of research.....................................................................................................................3
Research Aims...................................................................................................................................3
Research............................................................................................................................................3
Research............................................................................................................................................3
Purpose..............................................................................................................................................3
Rationale for selection of topic..........................................................................................................4
Research Time Line...........................................................................................................................4
LITERATURE REVIEW......................................................................................................................5
The concept of equality and diversity practices within workplace.....................................................5
Problems develop from gender pay gap within Aston Martin............................................................6
Different ways through which HR manager of Aston Martin resolve issues like gender pay gap......7
RESEARCH METHODOLOGY..........................................................................................................8
Research design.................................................................................................................................8
Data collection...................................................................................................................................8
Research methods..............................................................................................................................9
Research approaches..........................................................................................................................9
Research Philosophy........................................................................................................................10
DATA ANALYSIS AND INTERPRETATION.................................................................................12
RECOMMENDATION AND REFLECTION....................................................................................28
Recommendation.............................................................................................................................28
Reflection........................................................................................................................................29
CONCLUSION...................................................................................................................................30
REFERENCES....................................................................................................................................31

Title: “Equality and diversity in the workplace.”
INTRODUCTION
Background of research
Equality and diversity play important role in organisation as it provide equal
opportunity to each and every individual person working within business firm. In addition to
this, it also results in creating positive working environment as well as equal and fair job
opportunities. This report is based on Aston Martin which is part of Automobile
manufacturing and luxury Goods Company. It was founded in 1913 by Lionel Martin and
Robert Bamford. Headquarter of respective company is located at Gaydon, Warwickshire,
England, United Kingdom as well as serving at worldwide level. This research is based on
topic “To investigate how Aston Martin responded to current issues of equality & diversity
such as Gender pay gap within the workplace”.
Research Aims
“To investigate how Aston Martin responded to current issues of equality & diversity such as
Gender pay gap within the workplace”. A study on Aston Martin.
Research Objectives
 To determine the concept of equality and diversity practices within workplace.
 To identify problems develop from gender pay gap within Aston Martin.
 To analyse different ways through which HR manager of Aston Martin resolve issues
like gender pay gap.
Research Question
 What is the concept of equality and diversity practices within workplace?
 What are the problems develop from gender pay gap within Aston Martin?
 What are the different ways through which HR manager of Aston Martin resolve
issues like gender pay gap?
Purpose and scope of research
The aid of conducting this research is to find out different ways by that equality and
diversity will maintain in organisation as well as problems related to gender gap will resolve.

The scope of the study is that it will help Aston Martin in maintaining equality and diversity
within business firm.
Rationale for selection of topic
Main reason behind selecting this specific topic is to provide vast growth as well as
opportunity to automotive company by which they can grow effectively and efficiently. In
addition to this, it also provides assistance to scholars in enhancing their knowledge on
automobile and luxury goods as well as related to the topic. This will also help these scholars
in getting jobs in the same sector in future after completion of their studies.
Research Time Line
Gantt Chart – It is tool developed by Henry L. Gantt in 1917 by American engineer
and social scientist. Gantt Chart is horizontal bar chart which was developed with motive of
production control. Moreover, this tool frequently utilise in project management as it is
graphical illustration of schedule which assist to plan, coordinate and also for tracking
specific task in project. Gantt Chart is constructed with horizontal axis which represent total
time span of task or project as well as vertical axis shows task which make up the project.
Horizontal bars of varying lengths represent the sequences, timing, and time span for each
task.

Work breakdown Structure – Dividing complex projects within simpler as well as
manageable tasks is the procedure known as Work Breakdown structure. In addition to this,
project manager utilised this method for simplifying project execution. Within Work
breakdown structure larger projector task has been broken down within manageable chunks
of work so that it will easily supervised as well as estimated. Best thing of Work breakdown
structure is that it’s not restricted to specify filed when it comes to application. As it can be
implementing for any type of project management.
LITERATURE REVIEW
The concept of equality and diversity practices within workplace.
As per the view point of Klein, 2016 it has been identified that equality and diversity
play important role in business firm as it assist in providing equal opportunities to the
personnel’s. By implementing such practices of equality and diversity within workplace it
result in enhancing efficiency of staff members within workplace. It has been identified that
there are must be equal opportunities for each and every individual so that they feel
motivated and encouraged while performing their roles and functions. It is necessary for
every organisation to develop equal and diversified culture at the workplace so that they can
easily attain their predefined targets and objectives. Along with this, they feel motivated
when equal opportunities are provided to them and also diversified working environment.

Thus, in simple term it can be said that everyone in company will have equal opportunities as
well as rights. Whereas if talking about diversity practices, it has been said that it is highly
associated with human rights & opportunities. It has been said that for every business entity it is
quite necessary to provide equal and diversified culture so they can put their full efforts in the
attainment of organizational goals and objectives. It has also been analysed that there are large
number of business entity where male employees get higher priority and extra opportunity and
indulge them in order to take decisions. As a result this might decline or reduce the level of
confidence of female employees and might influence their mind in a negative manner. Any kind of
unequal behaviour arise at workplace creates negative environment at the workplace which as a result
reduces the whole performance of the individuals as well as organisation as a whole. Therefore, by
providing equal opportunities and growth chances it becomes easy for the business entity to attain
their organizational goals and targets within given time period. It has been said that culture plays very
essential role in the growth and development of an organization as norms, customs, values plays very
crucial part in the overall behaviour and attitude of individuals. On the other hand, diversified culture
refers to a system in which managers provide opportunity to different cultural background so they can
attain all the predetermined objectives in an effective manner. These are the factors which needs to be
consider in order to promote equality and diversity practices at workplace so that they will be able to
gain positive outcomes and attain their predefined targets in an effective manner.
Problems develop from gender pay gap within Aston Martin.
On the basis of thought of Cardoso, Guimarães and Portugal, 2016, it is said that there
are different issues create from the unjustifiable sexual orientation pay hole which influence
the entire execution of the organization. In this respects it has likewise been distinguished a
portion of the issues which impact the business usefulness in negative way. It has been said
that there are various problems and issues arise at the workplace due to inequality in the
gender pay which highly affects the overall performance or environment of the company in a
negative manner. Some of the main issues arise at workplace includes demotivation among
staff members, disappointment or satisfaction between the workers, decline in performance
and so on. In case of demotivation arise between the workers it is said that if a person get
high pay on the basis of their performance and the another person did not get enough amount
this might create anger, frustration and demotivation between them. This as a result develop
negative working atmosphere and disputes, conflicts at workplace which then reduce the
overall efficiency and performance of employees. A portion of these issues incorporates
demotivation, decline in general execution of staff individuals, uneasiness, disappointment,
dis fulfillment and some more.

Apart from this, sometimes because of not satisfactory appraisal according to the
performance of employees, dis-satisfactory might arise in the mind of employees. This affects
their efficiency and effectiveness which leads towards the development of low quality
products and services at the marketplace. Every one of these elements emerges inside the
working environment because of inconsistent sexual orientation pay framework. This
accordingly makes negative condition inside the work environment which influences the
entire execution of individual just as association all in all. In this manner, it is basic to
consider every one of the issues in a fitting way with the goal that positive results will be
created. All these issues affect the person mentally as well as physically which at the end
increases dissatisfaction feeling among them. They become angry, feel depressed, burst on
the subordinates which ultimately leads towards conflicts and disputes at the workplace.
These issues and problems arise at the business premises and reduce the performance of staff
members. This affects the goodwill, brand reputation and publicity at the competitive
marketplace and reduces the overall revenue and sales in a negative way. Therefore,
considering all the basis related to equality and diversity are essential for the management
team so they create positive and healthy working environment which motivate them to
perform their work in more effective and efficient manner.
Conceptual framework related to gender pay gap
There are several approaches that are basically considered as the main one in order to
develop understanding on the gender pay gap which is supportive in acknowledging best
possible way through which it can be overcome. Here, it has been analysed that the main
theoretical approach towards the same are labour market discrimination, human capital model
and theory of occupational segregation. The main focus of the framework is used to identify
core reasons that why women are getting less pay as compared to men. The human capital
model usually states even though the women has equivalent job experience, qualification,
skills and knowledge as compared to men then also they will not similar salary like men
because society gives more preference to male staff because they thinks due to additional
responsibilities women might not stay longer in the company. Thus, companies believe to
provide higher salary to men in order to satisfy them and influence them to stay longer with
the company for longer period of time.

Different ways through which HR manager of Aston Martin resolve issues like gender pay
gap.
As per the thought of Van der Vleuten, 2016, it has been said that there are different
techniques with the assistance of which issues, for example, sex pay hole. Human resource
manager plays very essential role in the formulation and development of practices and
strategies. These methods provide assistance to the employees in order to perform their task
in an effective manner. There are different systems utilized by Human asset chief which help
in settling issues emerge inside the working environment. Methods and tools used by human
resource manager assist in implementing equality and diversified culture at the company so
all the individuals must feel safe and secure as well as satisfied and motivated. Supervisory
group embrace techniques, for example, customary premise coaching program, advancement
and profession movement, reasonable contracting rehearses and a lot more which impact the
exhibition of staff individuals in a viable way. All these strategies help in creating positive
working environment and reduce issues and problems arise at the workplace due to unequal
gender pay gap. Every one of these techniques help in settling issues emerge inside the
association because of sex pay hole with the goal that positive result will be created in a
powerful way.
It becomes essential for the higher authorities to implement some legislation related to
employment protection and security so they can feel motivated and encouraged. This as a
result might assist workers to perform their task in more efficient and effective manner and
fulfil all the requirements within given time period. Also these human resource methods
which are related with gender pay gap are implemented in an effective manner at the
organizational premises so there might be less disputes and conflicts arise. Each and every
person gets equivalent opportunities on the basis of their performance within the business
entity which assist them in order to attain growth and development at the competitive
marketplace.
RESEARCH METHODOLOGY
Research methodology is important part of entire research project as it help in
collecting information as well as data for purpose of making business decision. It may
involve publication research, surveys, interviews as well as several other research techniques
and also involve both current and historical information.

Research design
Research Design is a particular method which utilised by researcher for gathering and
collecting commerce exam in as well as interpreter information in relation to selected issue or
problem. In case of research design, there are various approaches which includes descriptive,
exploratory and experimental (Kumar, 2019). In the present research, investigators use
descriptive design so that they will be able to conduct the whole research in an effective
manner and get authentic information. With the assistant of this type of research design,
investigator enhance it’s knowledge along with reader. There are three methods with the help
of which researcher can accomplish it’s task these are case study, survey and observation. In
the present research, investigator adopts survey method for gathering information in order to
accomplish the research. For this, researchers collect data through questionnaire. It is an tool
which utilise by researcher for gathering information and data from individuals. In addition
to this, it involve set of questions which are answered by respondents so that authentic data
will be gathered in effective manner. It is one of the easiest method through which researcher
can gather primary data and produce positive outcome.
Data collection
There are two type of data collection method i.e., primary and secondary methods.
Both utilise for gathering authentic information or data. Explanation of these are as follows :-
 Primary data - Primary data is conducted by researcher in order to gather authentic
information. It is type of first hand data which has been never utilised or published in
any books, journals etc.. There are several sources of collecting or gathering primary
data such as questionnaires, interviews, online survey and many more (Alvesson and
Sköldberg, 2017). Through this data collection tool researcher will be able to
gathering authentic
 Secondary data - Another method of data collection is secondary, it involve
information and data which has been published before. There are several sources of
gathering secondary data such as television, newspaper, articles, journals, books and
many more.
In the present research, both primary as well as secondary method is used for collecting
data. For this, questionnaires, articles and journals are used by researcher. As these both

methods will provide assistance to researcher in completing research within effective manner
as well as help in coming out with better outcomes.
Research methods
- It refers to a research which develop a method for conducting research. Methodology
aid in identifying different ways for gathering data with the help of which they can
accomplish their goals and objectives effectively (Silverman, 2016). It refers to a systematic
procedure used by researcher while conducting research. In order to gather and collect data
researchers use two methods i.e. quantitative and qualitative research.
 Qualitative Research – In qualitative research, investigator use open ended questions
for collecting information. It is the kind of research which is based on observations of
individuals. Main focus of this research is to examine various factors, beliefs and
experience of individuals. In this, research collect data other than quantitative
research.
 Quantitative Research – It refers to a type of research which is used by researcher in
order to describe the characteristics of the population. In this, questions are close
ended and data which is gathered are in numerical manner (Flick, 2015).
While conducting this research, investigator use qualitative method as it will aid in
gaining knowledge related to a particular topic.
Research approaches
Research approach is commonly acknowledged as the range of steps which are
followed by the researcher for conducting the study in such a manner with the intention of
ultimately helping in attaining research outcome in rightful manner. Research approaches are
of mainly of two types such as inductive and deductive kind of research approach. Adoption
of right approach simply helps investigator in attaining proposed research outcome in best
possible manner (Silverman, 2016). Inductive research approach is mainly adopted by the
investigator for evaluating qualitative data gathered from different sources. In this, theories
and observations are effectively tested by the investigator so that they can easily identify that
whether it is true or not. Whereas, deductive type of research approach is mainly acquired by
the researcher for the evaluating quantitative data that is consist of numerical data. In this
testing of data, simply specifies that whether the analysed data supports the generalised
theory or not. For conducting present investigation in best possible manner, the respective
investigator have given main preference to use inductive form of research approach as in

qualitative research has been taken into consideration which simply contributes in
investigating how Aston Martin responded to current issues of equality & diversity such as
Gender pay gap within the workplace.
Research Philosophy
There are two type of research philosophy i.e., positivism and interpretivism. Within
this, positivism research philosophy utilise by researcher who re concerned about observing
as well as predicting outcomes. On the other hand, interpretivism utilise by researcher who is
concerned with collecting rich insights into subjective meanings than providing law-likes
generalisations.
Sample Size – It is the total number of respondents used by researcher for gathering
and examining required data. There are various methods which includes while collecting
information which is random sampling techniques and non random sampling techniques
(Young, 2016). In the present research, random sampling method is adopted by researcher.
On the other hand, respondents are 30 which aid in gathering authentic data.
Questionnaire – It is an tool which utilise by researcher for gathering information
and data from individuals. In addition to this, it involve set of questions which are answered
by respondents so that authentic data will be gathered in effective manner. It is one of the
easiest method through which researcher can gather primary data and produce positive
outcome.
Questionnaire
Q1) Are you aware with the concept of equality & diversity practices within workplace?
a) Yes
b) No
Q2) What are the major issues which developed within Aston Martin by gender pay gap?
a) Demotivation
b) Reduce overall performance
c) Anxiety
Q3) What are the several ways by that HR manager of Aston Martin solve problem of
gender pay gap?
a) Promotion and career progression

b) Mentoring program
c) Fair hiring practices
Q4) Are you in that favour with argument that implementation of equality and diversity
related practices within Aston Martin enhance efficiency of employees?
a) Agree
b) Disagree
Q5) As per your view point, Aston Martin gain advantages with the assistance of
implementing equality & diversity practices?
a) Yes
b) No
Q6) What are the advantages that HR manager of Aston Martin will gain by implementing
equality and diversity practices within their working?
a) Enhance brand image
b) Raise profit ratio
c) Increase efficiency of staff members
Q7) Do you think, management team of Aston Martin gain positive benefits at the
competitive marketplace?
a) Yes
b) No
Q 8) Do you think, presence of gender pay gap at Aston Martin would enhance in
employee turnover rate?
a) Agree
b) Disagree
Q 9) According to your viewpoint, gender pay gap at Aston Martin influences its brand
image in negative manner and also influences their sales performance?
a) Yes
b) No
Q 10) In what manner gender pay gap affects business performance of the Aston Martin?
a) Positive manner
b) Negative manner
Q 11) Do you think equality and diversity practices could helps company in developing its
positive image among employees and customers?
a) Agree
b) Disagree

Q 12) According to your perception, what are several ways through which equality and
diversity and practices can help in attracting customers and enhancing their satisfaction
level?
a) By providing equivalent opportunities to employees
b) Creates soft image at marketplace
c) Generates opportunities for candidates
Q 13) In your viewpoint, does an equality and diversity practice helps businesses like Aston
Martin in attaining their respective goals and objectives?
a) Agree
b) Disagree
Q 14) Do you think, incorporation of new but strict policies towards equality and diversity
helps company in reducing problems like gender pay gap?
a) Yes
b) No
Q15) Provide applicable recommendation for Aston Martin to understand the influence of
equality and diversity in accomplish organisational goals?
DATA ANALYSIS AND INTERPRETATION
Frequency table
Q1) Are you aware with the concept of equality & diversity practices within
workplace?
Frequency
a) Yes 20
b) No 10
Q2) What are the major issues which developed within Aston Martin by
gender pay gap?
Frequency
a) Demotivation 15
b) Reduce overall performance 10
c) Anxiety 5
Q3) What are the several ways by that HR manager of Aston Martin solve
problem of gender pay gap?
Frequency
a) Promotion and career progression 10

b) Mentoring program 10
c) Fair hiring practices 10
Q4) Are you in that favour with argument that implementation of equality
and diversity related practices within Aston Martin enhance efficiency of
employees?
Frequency
a) Agree 20
b) Disagree 10
Q5) As per your view point, Aston Martin gain advantages with the assistance
of implementing equality & diversity practices?
Frequency
a) Yes 15
b) No 15
Q6) What are the advantages that HR manager of Aston Martin will gain by
implementing equality and diversity practices within their working?
Frequency
a) Enhance brand image 10
b) Raise profit ratio 10
c) Increase efficiency of staff members 10
Q7) Do you think, management team of Aston Martin gain positive benefits at
the competitive marketplace?
Frequency
a) Yes 20
b) No 10
Q 8) Do you think, presence of gender pay gap at Aston Martin would
enhance in employee turnover rate?
Frequency
a) Agree 25
b) Disagree 5
Q 9) According to your viewpoint, gender pay gap at Aston Martin influences
its brand image in negative manner and also influences their sales
performance?
Frequency
a) Yes 27
b) No 3
Q 10) In what manner gender pay gap affects business performance of the
Aston Martin?
Frequency
a) Positive manner 22
b) Negative manner 8

Q 11) Do you think equality and diversity practices could helps company in
developing its positive image among employees and customers?
Frequency
a) Agree 21
b) Disagree 9
Q 12) According to your perception, what are several ways through which
equality and diversity and practices can help in attracting customers and
enhancing their satisfaction level?
Frequency
a) By providing equivalent opportunities to employees 8
b) Creates soft image at marketplace 12
c) Generates opportunities for candidates 10
Q 13) In your viewpoint, does an equality and diversity practice helps
businesses like Aston Martin in attaining their respective goals and
objectives?
Frequency
a) Agree 23
b) Disagree 7
Q 14) Do you think, incorporation of new but strict policies towards equality
and diversity helps company in reducing problems like gender pay gap?
Frequency
a) Yes 24
b) No 6
Q15) Provide applicable recommendation for Aston Martin to understand the
influence of equality and diversity in accomplish organisational goals?
Theme 1: Are you aware with the concept of equality & diversity practices within
workplace.
Q1) Are you aware with the concept of equality & diversity practices within
workplace?
Frequency
a) Yes 20
b) No 10

20
10
a) Yes
b) No
Interpretation - It is important for conducting survey to identify that respondent are aware
about the selected topic or not. After going through a bomb mention graphical presentation it
has been analysed that most of the people are aware with the concept of equality and
Diversity practices within workplace. Out of 30 respondents 20 are saying yes that they are
aware about entire concept whereas remaining 10 I don't have any idea about equality and
diversity in workplace.
Theme 2: Major issues which developed within Aston Martin by gender pay gap
Q2) What are the major issues which developed within Aston Martin by
gender pay gap?
Frequency
a) Demotivation 15
b) Reduce overall performance 10
c) Anxiety 5

15
10
5
a) Demotivation
b) Reduce overall
performance
c) Anxiety
Interpretation - There are several major issues develop within organisation by gender gap
pay such as the demotivation, reducing overall performance and anxiety. Out of these three,
one of the major issue which Aston Martin facing is demotivation as out of 30 respondents 15
are in favour of this. After this second issue is reduce overall performance within this 10
respondents are agree. Whereas, remaining 5 are taking about anxiety. Thus, Aston Martin
Lagonda have to take care of all this issues because they have negative impact of working on
it.
Theme 3: Several ways by that HR manager of Aston Martin solve problem of gender pay
gap
Q3) What are the several ways by that HR manager of Aston Martin solve
problem of gender pay gap?
Frequency
a) Promotion and career progression 10
b) Mentoring program 10
c) Fair hiring practices 10

10
10
10
a) Promotion and career
progression
b) Mentoring program
c) Fair hiring practices
Interpretation – There are several ways by that HR manager of Aston Martin solve problem
of gender pay gap such as promotion and career progression, mentoring program and fair
hiring practices. There were 30 respondents they are saying that all these are way through that
Aston Martin can resolve their problem of gender pay gap. 10 are in favour of Promotion and
career progression and remaining 20 was taking about mentoring program as well as fair
hiring practices.
Theme 4: Are you in the favour with argument that implementation of equality and
diversity related practices within Aston Martin enhance efficiency of employees.
Q4) Are you in the favour with argument that implementation of equality and
diversity related practices within Aston Martin enhance efficiency of
employees?
Frequency
a) Agree 20
b) Disagree 10

20
10
a) Agree
b) Disagree
Interpretation – After going through above mention graphical presentation it has been
identified that implementation of equality and diversity related practices within Aston Martin
enhance efficiency of employees. As out of 30 respondents 20 are agree with this whereas,
remaining 10 are disagree. They mean that implementation of equality and diversity related
practices within Aston Martin will not enhance efficiency of staff members.
Theme 5: As per your view point, Aston Martin gain advantages with the assistance of
implementing equality & diversity practices.
Q5) As per your view point, Aston Martin gain advantages with the assistance
of implementing equality & diversity practices?
Frequency
a) Yes 25
b) No 5

25
5
a) Yes
b) No
Interpretation – Through respective graphical presentation it has been identified that yes
Aston Martin gains advantages with the assistance of implementing equality and diversity
practices. As out of 30 respondents 25 are in favour of yes whereas, remaining 5 are saying
that no respective organisation will not gain advantages by implementing equality and
diversity practices. Thus, Aston Martin have to implement equality and diversity practices
within their working as it is advantageous for them.
Theme 6: The advantages that HR manager of Aston Martin will gain by implementing
equality and diversity practices within their working
Q6) What are the advantages that HR manager of Aston Martin will gain by
implementing equality and diversity practices within their working?
Frequency
a) Enhance brand image 15
b) Raise profit ratio 6
c) Increase efficiency of staff members 9

15
6
9
a) Enhance brand image
b) Raise profit ratio
c) Increase efficiency of
staff members
Interpretation – There are several advantages that HR manager of Aston Martin will gain by
implementing equality and diversity practices within their working such as enhance brand
image, raise profit ratio and increasing efficiency of staff members. After taking views of
respondents it has been identified that major advantage which HR manager of respective
organisation will gain is Enhanced brand image by implementing equality and diversity
practices as out of 30 respondents 15 are in favour of this. Apart from this second major
advantage is increasing efficiency of staff members as 9 respondents are in favour of this.
Whereas, remaining 6 was taking about raising profit ratio.
Theme 7: Management team of Aston Martin gain positive benefits at the competitive
marketplace
Q7) Do you think, management team of Aston Martin gain positive benefits at
the competitive marketplace?
Frequency
a) Yes 20
b) No 10

20
10
a) Yes
b) No
Interpretation – Through above mention graphical presentation it has been identified that
advantages that HR manager of Aston Martin will gain by implementing equality and
diversity practices within their working. As out of 30 respondents 20 are in the favour of this.
Whereas, remaining 10 respondents are taking about that respective organisation
management team will not gain positive advantages of competitive market place.

Theme 8: Presence of gender pay gap at Aston Martin would enhance in employee
turnover rate
Q 8) Do you think, presence of gender pay gap at Aston Martin would
enhance in employee turnover rate?
Frequency
a) Agree 25
b) Disagree 5
25
5
a) Agree
b) Disagree
Interpretation: Employee turnover basically increases within the company due to
lower customer satisfaction level. The above shown graph clearly depicts that 25 people
agrees to the statement that presence of gender pay gap at Aston Martin would enhance in
employee turnover rate. This is so because, these people believe that gender pay raises
dissatisfaction among employees which ultimately raises employee turnover rate within
Aston Martin. On the other hand, the left over 5 people have disagreed to the same as they
believes that gender pay gap is very common issue which is not affecting people at all as they
are habitual to it in every manner.

Theme 9: Gender pay gap at Aston Martin influences its brand image in negative manner
and also influences their sales performance
Q 9) According to your viewpoint, gender pay gap at Aston Martin
influences its brand image in negative manner and also influences their
sales performance?
Frequency
a) Yes 27
b) No 3
27
3
a) Yes
b) No
Interpretation: The above stated graph clearly shows that influence of gender pay gap at
Aston Martin and its brand image in negative manner and also influences their sales
performance. From the information stated in the pie chart, it can be said that 27 people have
agreed to the same they believes it develops positive brand name of the company at
marketplace. On the other hand, the leftover 3 people have said that it is not at all true
because this does not justify anything. This is so because gender gap is the common thing
that is the part of working pattern thus it is not at all placing any sort of influence over the
sales performance of the company in any manner.

Theme 10: Gender pay gap affects business performance of the Aston Martin
Q 10) In what manner gender pay gap affects business performance of the
Aston Martin?
Frequency
a) Positive manner 8
b) Negative manner 22
Interpretation: Gender pay gap is acknowledged as one of the most important thing that is
placing higher level of influence over the business entities performance. The above expressed
graph provides clear knowledge over the influence of gender pay gap on the business
performance of Aston Martin. This simply includes information on both the positive as well
as negative impact. This graph also shows that 22 people think that the influence is negative
as it hampers the organisational performance in the negative manner. This is so because
employees feels demotivate within the company which ultimately reduces their productivity
as well as performance In addition to this, the other 8 people thinks that the respective
influence in positive as it provoking people to execute their work responsibilities in more
effective manner which ultimately influencing their business performance in negative
manner.

Theme 11: Equality and diversity practices could Helps Company in developing its positive
image among employees and customers
Q 11) Do you think equality and diversity practices could help company in
developing its positive image among employees and customers?
Frequency
a) Agree 21
b) Disagree 9
21
9
a) Agree
b) Disagree
Interpretation: Equality and diversity practices help company in developing its
positive image among employees and customers. While asking this question to the
respondents 21 people have said that they agreed to the same thing whereas the leftover 9
have denied towards the same as according to them it is not true. Here, it can be said that
reason behind the agreed people is that it promotes equality within the company. Whereas the
other people think that it is not developing positive image at all. Rather than this if provides
good quality services to the customers then it will contribute in developing positive image in
rightful manner.

Theme 12: Several ways through which equality and diversity and practices can help in
attracting customers and enhancing their satisfaction level
Q 12) According to your perception, what are several ways through which
equality and diversity and practices can help in attracting customers and
enhancing their satisfaction level?
Frequency
a) By providing equivalent opportunities to employees 8
b) Creates soft image at marketplace 12
c) Generates opportunities for candidates 10
8
12
10
a) By providing equivalent
opportunities to
employees
b) Creates soft image at
marketplace
c) Generates opportunities
for candidates
Interpretation: Several ways through which equality and diversity and practices can help in
attracting customers and enhancing their satisfaction level. Some of them are by providing
equivalent opportunities to employees, creates soft image at marketplace, and generates
opportunities for candidates and many other. The above specified graph clearly states that 8
people think that the best way of through which equality and diversity and practices can help
in attracting customers and enhancing their satisfaction level is providing equivalent
opportunities to employees. Whereas other 12 thinks that it creates soft image at marketplace
that ultimately raises satisfaction level of the customers. On the other hand according the 10
people the best way to satisfy customers is that it increases higher job opportunities for the
candidates.

Theme 13: Equality and diversity practice helps businesses like Aston Martin in attaining
their respective goals and objectives
Q 13) In your viewpoint, does equality and diversity practice helps businesses
like Aston Martin in attaining their respective goals and objectives?
Frequency
a) Agree 23
b) Disagree 7
23
7
a) Agree
b) Disagree
Interpretation: Equality and diversity practices bring range of benefits for the companies
among them the main is attainment of goals and objectives in rightful manner. According to
the information stated in the pie graph, it is interpreted that 23 people thinks that Equality and
diversity practices helps company in attaining goals and objectives. On the other hand,
remaining 7 respondents have specified that this is not at all true as it is time consuming
process which diverts mind set of employees and delays their working capabilities.

Theme 14: Incorporation of new but strict policies towards equality and diversity helps
company in reducing problems like gender pay gap
Q 14) Do you think, incorporation of new but strict policies towards equality
and diversity helps company in reducing problems like gender pay gap?
Frequency
a) Yes 24
b) No 6
24
6
a) Yes
b) No
Interpretation: On the basis of above specified graph, it is interpreted that 24 people
specified that incorporation of new but strict policies towards equality and diversity helps
company in reducing problems like gender pay gap. This is so because, these people have
seen that strict polices creates fear among employer which directly influences them to remain
strict with the practices and check out that whether they are doing it in right manner or not.
On the other hand, the leftover 6 have denied to the same thing because they believes that no
matter how strict policies are but if the top management team indulges into inequality
practices then they directly moulds the actual policy in any manner.
RECOMMENDATION AND REFLECTION
Recommendation
After doing research in an impressive way several suggestions are given to the
management team of Aston Martin. Below mention suggestions help managers of respective
organisation in getting positive outcomes why their effective implementations. Some of them
are as follows :-

 First commendation is that management team of company e need to follow code of
conduct in proper manner because it results in creating positive working environment
within workplace. In addition to this it will help in motivating staff member by giving
them equal rights as a right as well as a opportunity.
 Along with this manager required to implement all the practices related to equality
and diversity in ethical and effective way. So that, every staff member will feel safe as
well as motivated while conducting their day to day activities. Along with this
manager have to develop Strategies and policies as per the equality and Diversity
practices so that positive outcome will be gained.
 Furthermore, it has been suggested to the manager that they have to provide training
and development session on continuous basis to their staff members for
enhancing efficiency as well as for getting various possibilities at both personal and
professional level. This will provide assistance in retaining potential staff members
for long duration within workplace.
 At next, it is recommended to the respective company to hire new skilled staff from
different locations by simply providing opportunity to all including migrants. This
simply promotes diversity within the company. Along with this, inclusion diversified
workforce within the company supports the overall staff in learning new things which
ultimately improves their profitability in the effective manner.
Reflection
While conducting entire search it has been observed by me that there are several issues
which arise as well as affect entire investigation. For conducting whole research in proper
manner I have developed aims and objective that assist me in conducting whole research
effectively. Apart from this it has been observed by me that my communication skill is not
effective which identified while collecting data and information from respondents. But
through conducting this research I gain deep knowledge about quality and diversity through
this in future I can conduct for the more discussion. I have to work on my communication
skill because it will provide me various opportunities in future.
Alternative research methodology
In order to conduct investigation, researcher have made use of questionnaire method
in order to gather primary information over the same topic. Even though the method was
highly effective but still it included close ended questions which does not provides

opportunity to the respondents to express themselves in descriptive manner. On the other
hand, if it is emphasised on the future investigation. It can be said that whenever I will get
opportunity to conduct similar sort of investigation I would definitely go for interview
method for gathering maximum information so that they can easily acquire maximum
information. In addition to this, it would also include information open ended questions that
will allow respondents to express all of their thought their own manner without any
boundation.
CONCLUSION
After going through above discussion it has been summarised that equality and
Diversity play essential role in working of an organisation. As it help in retaining staff
member for long duration within organisation. But there are several issues which company
face while implementing equality and Diversity practices so it is necessary for company to
focus on this. In addition to this, it can be later said that business entities can easily gain
higher opportunity by simply promoting equality and diversity practices which ultimately
maximises performance as well as profitability. Along with this, it can be further said that
there are range of benefits such as enhance brand image, raise profit ratio and increase
efficiency of staff members. On the other hand, the main issues associated with gender pay
gap are demotivation among staff members, disappointment or satisfaction between the
workers, decline in performance and so on. This as a result develop negative working
atmosphere and disputes, conflicts at workplace which then reduce the overall efficiency and
performance of employees. The overall findings have revealed that promotion and career
progression, mentoring program and fair hiring practices are the common ways by which HR
manager of large scale corporations can easily solve problem of gender pay gap. By adopting
these businesses can easily acquire the proposed outcomes in rightful manner and attain
success towards the same in appropriate manner.

REFERENCES
Books and Journals
Alvesson, M. and Sköldberg, K., 2017. Reflexive methodology: New vistas for qualitative
research. Sage.
Bendl, R., and et. al., 2015. The Oxford handbook of diversity in organizations. Oxford
University Press.
Bresler, L. and Stake, R. E., 2017. Qualitative research methodology in music education.
In Critical Essays in Music Education (pp. 113-128). Routledge.
Eskerod, P. and Jepsen, A. L., 2016. Project stakeholder management. Routledge.
Fewings, P. and Henjewele, C., 2019. Construction project management: an integrated
approach. Routledge.
Glesne, C., 2016. Becoming qualitative researchers: An introduction. Pearson. One Lake
Street, Upper Saddle River, New Jersey 07458.
Klein, U., 2016, January. Gender equality and diversity politics in higher education:
Conflicts, challenges and requirements for collaboration. In Women's Studies
International Forum (Vol. 54, pp. 147-156).
Klein, U., 2016, January. Gender equality and diversity politics in higher education:
Conflicts, challenges and requirements for collaboration. In Women's Studies
International Forum (Vol. 54, pp. 147-156). Pergamon.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage
Publications Limited.
Ong, H. Y., Wang, C. and Zainon, N., 2016. Integrated earned value Gantt chart (EV-
Gantt) tool for project portfolio planning and monitoring
optimization. Engineering Management Journal, 28(1), pp.39-53.
Pergamon. Cardoso, A. R., Guimarães, P. and Portugal, P., 2016. What drives the gender
wage gap? A look at the role of firm and job-title heterogeneity. Oxford
Economic Papers, 68(2), pp.506-524.
Pringle, J. K. and Ryan, I., 2015. Understanding context in diversity management: a multi-
level analysis. Equality, Diversity and Inclusion: An International Journal, 34(6),
pp.470-482.
Silverman, D. ed., 2016. Qualitative research. Sage.
Van der Vleuten, A., 2016. The price of gender equality: Member states and governance
in the European Union. Routledge.
Wrench, J., 2015. Diversity management. Routledge International Handbook of Diversity
Studies. New York, 254, p.262.
Young, T. L., 2016. Successful project management. Kogan Page Publishers.

Zecheru, V. and Olaru, B.G., 2016. Work Breakdown Structure (WBS) in Project
Management. Review of International Comparative Management/Revista de
Management Comparat International, 17(1).
Bowl, M., 2018. Differentiation, distinction and equality–or diversity? The language of the
marketised university: an England, New Zealand comparison. Studies in Higher
Education, 43(4), pp.671-688.
Altman, J., 2018. Beyond closing the gap: Valuing diversity in Indigenous Australia.
Canberra, ACT: Centre for Aboriginal Economic Policy Research (CAEPR), The
Australian National University.
Dennissen, M., Benschop, Y. and van den Brink, M., 2018. Diversity networks: networking
for equality?. British Journal of Management.
Janssens, M. and Steyaert, C., 2019. A practice-based theory of diversity: Respecifying (in)
equality in organizations. Academy of Management Review, 44(3), pp.518-537.
Iganski, P. and Mason, D., 2018. Ethnicity, equality of opportunity and the British National
Health Service. Routledge.
Syed, J. and Ozbilgin, M., 2019. Managing diversity and inclusion: An international
perspective. SAGE Publications Limited.
Cullen, P. and Murphy, M.P., 2018. Leading the debate for the business case for gender
equality, perilous for whom?. Gender, Work & Organization, 25(2), pp.110-126.
Moleiro, C., Freire, J., Pinto, N. and Roberto, S., 2018. Integrating diversity into therapy
processes: The role of individual and cultural diversity competences in promoting
equality of care. Counselling and Psychotherapy Research, 18(2), pp.190-198.
Kang, S.K. and Kaplan, S., 2019. Working toward gender diversity and inclusion in
medicine: myths and solutions. The Lancet, 393(10171), pp.579-586.