Role of Workplace Discrimination on Employee Turnover in Business Organizations

This research project examines the impact of workplace discrimination on employee turnover in business organizations, with a focus on G4S. The study utilizes both primary and secondary data collection methods and analyzes the data using quantitative methods. The findings suggest that workplace discrimination is a significant issue, but certain initiatives can help address the problem. The recommendations include revising discriminatory policies and implementing stricter penalties. The research methodology includes research onion, research philosophy, research approach, research strategy, research choices, research design, data collection methods, data sampling, research instrument, data analysis, and ethical considerations.

Research Project

Table of Contents
TITLE: Role of workplace discrimination on the increasing employee turnover within business
organisation. A case study on G4S..................................................................................................5
EXECUTIVE SUMMARY.............................................................................................................5
RESEARCH METHODOLOGY.....................................................................................................5
Research onion.......................................................................................................................6
Research philosophy...............................................................................................................6
Research approach..................................................................................................................6
Research strategy....................................................................................................................6
Research choices....................................................................................................................7
Research design......................................................................................................................7
Data collection methods.........................................................................................................7
Data sampling.........................................................................................................................8
Research instrument...............................................................................................................8
Data analysis...........................................................................................................................9
Ethical consideration..............................................................................................................9
DATA ANALYSIS AND FINDINGS............................................................................................9
Frequency Table.....................................................................................................................9
Discussion......................................................................................................................................26
Discussion on Primary method.............................................................................................26
Discussion on secondary method.........................................................................................31
CONCLUSION..............................................................................................................................33
RECOMMENDATIONS...............................................................................................................35
REFLECTION...............................................................................................................................36
REFERENCES..............................................................................................................................39
Books and journals...............................................................................................................39
Appendix........................................................................................................................................41
Questionnaire........................................................................................................................41

TITLE: Role of workplace discrimination on the increasing employee
turnover within business organisation. A case study on G4S
EXECUTIVE SUMMARY
The following research report is based upon the subject matter of workplace discrimination
and its role in the increasing turnover within the company. For carrying out the research G4S
have been taken as the main company. The overall purpose of this investigation is to find out key
reason behind the workplace discrimination within the company and its key ways through which
it can be eliminated from the workplace so that company could retain its existing employees
longer in the company and maximise its business output in rightful manner. Apart from this, the
core methodology used in this research project were usage of both the primary and secondary
method of data, it was later analyzed with the usage of the quantitative methods so that outcome
towards the core research problem can be accomplished in the quicker manner. The findings
drawn with this investigation has stated that workplace discrimination is the major issue in the
present era but few initiatives taken by the superiors of the company could help them out in
addressing the problems related to the same. In addition to this, the core recommendation that
have been provided to business entity for tackling issues related to the workplace discrimination
is revise existing discriminatory policies and developing stringent penalties or fines associated
with the same.
RESEARCH METHODOLOGY
Research methodology is regarded to be an important section of a study that lays down
the methods taken into use by the researcher for the purpose of getting relevant and valid
outcomes in response to the research problems. This consists of the systematic plan according to
which a study is carried out by the investigator to derive relevant results. In relation to the
current study based upon the role of workplace discrimination over increasing staff turnover,
research onion has been used to discuss the different methods used by the researcher in a
comprehensive manner. Thus, all the basic and important elements of research methodology are
explained below in a systematic manner.

Research onion
Research onion can be referred to as an effectual framework that is put to use by
researchers for the purpose of unleashing the different layers that can be seen in terms of the
important elements of research methods. These layers provide assistance to the researcher in
properly carrying out the study in a comprehensive manner in the assigned time frame. In this
relation, the different layers pertaining to the research onion are comprehensibly discussed
beneath, as follows:-
Research philosophy
This can be referred to as the belief which put forth the way in which information is
collected, evaluated and utilized for the purpose of getting valid outcomes for the study. In this
relation, it is identified that research philosophy is mainly of 2 types, namely, positivism and
interpretivism. Here, the former is considered to be a philosophy that is leveraged by the
investigator during collection of data via natural phenomenon. This provides due assistance in
carrying out additional analysis of a topic in accordance with logical reasoning. On the other
hand, interpretivism can be said to be a philosophy that is reliant on human centred qualitative
method. Hereby, researchers mainly presume that reality can be accessed just via social
construction that can be leveraged through shared meaning, instrument, language, etc. With
respect to the current study, interpretivism philosophy is taken into account as this provides
assistance in considering human perceptions over the topic with the help of which meaningful
conclusions can be drawn over the topic.
Research approach
Research approach can be defined as the technique which is utilised for collection of data
pertaining to the subject of study, in accordance with which detailed analysis can be done. There
are mainly 2 kinds of approaches named inductive and deductive. The current study is carried by
making use of deductive approach as it helps in evaluating quantitative data so that outcomes
aligned with research questions can be obtained.
Research strategy
Research strategy can be referred to as the systematic plan according to which research is
conducted by the investigator. This provides assistance to the researcher in planning and
executing the research to derive valid outcomes. In relation to the current study based on

workplace discrimination, the researcher has made use of questionnaire as the main strategy
which helps in gathering data from respondents rapidly.
Research choices
Research choice can be referred to as the choice undertaken by the researcher from within
the wide array of methods which can be selected for effectively carrying out the study as per the
requirements. As per research onion, there are mainly 3 kinds of research choices, namely,
mono, multi and mixed. Hereby, the mono method put forth the premise that the researcher
should carry out study by making use of only 1 research approach. Further, in the mixed method,
investigator makes use of two methods for obtaining valid outcomes for the study. In context of
multi method, wide array of methods are put to use by the investigator. In relation to the current
study, researcher has made use of mono method which helps in effectively carrying out the study
and deriving valid and true results. The current research is carried out by only using quantitative
method.
Research design
Research design can be defined as the overall strategy that is chosen for integration of
different components of research in a coherent manner, thus making sure that the research
problem is effectively addressed. It comprehensively constitutes the documentation or blueprint
of data collection, measurement and analysis. There are mainly 3 kinds of research designs
which are identified to be experimental, explanatory and descriptive research design. In relation
to the current study conducted upon workplace discrimination, descriptive design is taken into
use by the investigator as this is appropriate while identifying frequencies, characteristic,
categories and trends.
Data collection methods
Data collection can be referred as the way with the help of which a researcher collects
information pertaining to the topic of the study. This provides assistance in getting feasible and
valid outcomes for the proposed research topic. In this relation, it has been identified that there
are mainly two kinds of data collection methods namely primary and secondary. Both of these
methods are explained in a comprehensive manner as follows:-
Primary method – This can be comprehensively defined as the method whereby data is
collected by the investigator first hand. This implies that in this method, the researcher collects

information by themselves. This increases the cost incurred for collecting information via this
method of data collection. This method also consumes extensive time period as the researcher
has to himself gather data from every respondent. However, even when this method is costly and
time consuming, the probability of accuracy and reliability of data collected by making use of
this method is much more than in case of secondary method. Hereby, the results are tailored in
accordance with the research questions. There are various techniques by way of which primary
data collection is carried out by the researcher. Some of the most common techniques are
considered to be survey, observation, questionnaire, telephonic / face to face interview, etc.
Secondary method – It can be deciphered as the method whereby the investigator
leverages the data collected by some other scholar or researcher. Thus, this implies that the data
collected by making use of this method of data collection is second hand. Mainly, the
information is gathered from published sources such as books, journals, companies’ websites,
online articles, etc. The reliability of information collected via this method is relatively lesser
than primary method. This is so because the published material may or may not meet the needs
of the researcher. Although this method is economical, yet the accuracy while making use of this
method is always in question. The different sources from where secondary data is collected
consist of report, public records, government publication, census, etc.
In the present study, primary and secondary methods are used by the investigator.
Primary data is collected by way of questionnaire while the secondary data is gathered from
books, journals, articles, government websites, etc.
Data sampling
Sampling is defined as the method for selection of sample size from the population. In this
relation, there are mainly 2 methods of data sampling named random and non random sampling.
In the current study, 40 respondents who are the employees of G4S have been selected via the
usage of random sampling method. The respondents will provide information by filling the
questionnaires. This method is selected as it has lower chance of biasness involved within it.
Thus, the respondents can be selected in a fair and transparent way.
Research instrument
A research instrument can be defined as the tool which is used for collection,
measurement and analysis of information pertaining to the subject matter of the study. With
respect to the current study based on workplace discrimination, questionnaire has been used as

the instrument. This provides aid in providing information related to the topic in an effective
manner to draw favourable results.
Data analysis
This encompasses techniques for carrying out an in-depth analysis over a particular
subject matter. There are mainly 2 methods of data analysis, namely, qualitative and quantitative.
Now, quantitative method is used while researcher deals with numerical data. Hereby, the
analysis can be done via computable & mathematical techniques. In qualitative method, analysis
is done by way of ideologies and point of views of different scholars and authors. In the current
study, quantitative method is used to carry out the analysis as numerical data has been collected
and is supposed to be analysed.
Ethical consideration
Ethics is an important component of research and needs to be taken into account at every
stage which carrying out the study. Thus, this gives rise to certain ethical consideration that must
be considered by the investigator in order to avoid any kind of issue. In this relation, one of the
primary ethical considerations is that the data collected from the respondents during primary
research should be utilised only for the purpose of study. The data related to the respondents
should be maintained confidential and not be used for any other purpose. It is important to
maintain the privacy of information provided by the respondents. Another ethical consideration
is that the data collected from the respondents should be kept in a secured manner so that no third
party can get access to it in any manner and misuse it.
DATA ANALYSIS AND FINDINGS
Frequency Table
Q 1) Are you aware with the type of discrimination that take place
within an organisation?
Frequency
a) Yes 35
b) No 5
Q2 What are several issues that employees have to face due to
workplace discrimination?
Frequency
a) Lack of growth opportunity 12

b) Low value 10
c) Depression and mental stress 18
Q 3) As per you perception, What impact does workplace
discrimination bring over productivity of the organisation?
Frequency
a) Positive 10
b) Negative 25
c) Neutral 5
Q 4) In what manner, employees react to discrimination which they
face at workplace?
Frequency
a) employee turnover 10
b) Increase in absenteeism 20
c) lower involvement 10
Q 5)What are the main challenges that are faced by G4S due to
workplace discrimination?
Frequency
a) Lower employee productivity 12
b) Increase employee turnover 8
c) Employee dissatisfaction 6
d) low employee participation 14
Q 6) Do you think, workplace discrimination is the reason behind
increasing turnover at G4S?
Frequency
a) Yes 36
b) No 4
Q 7) What are several factors involve within workplace
discrimination that are encouraging employee turnover within G4S?
Frequency
a) Demotivation 21

b) Lower employee morale 9
c) Lower professional growth 10
Q 8) What are several ways through which G4S can eliminate
workplace discrimination?
Frequency
a) Provide equal opportunity 10
b) Implement anti discriminatory policies 15
c) enhancing awareness among employees 15
Q 9) As per your perception, what benefit does G4S get with
promoting equality among employees at workplace?
Frequency
a) Employee retention 16
b) Positive working culture 14
c) Enhancing employee performance 10
Q 10) What are several legislative practices that can be adopted by
G4S in order to implement equality within organisational setting?
Frequency
a) Equality Act 2010 14
b) Equal Pay Act 1970 16
c) Sex Discrimination Act 1975 10
Q 11) Do you think that elimination of workplace discrimination
help G4S in enhancing its brand image at marketplace?
Frequency
a) Yes 29
b) No 11
Q 12) According to you, which kind of relationship have been
observed in between workplace discrimination as well as increasing
employee turnover with G4S?
Frequency
a) Directly proportional 36

b) Inversely proportional 4
Q 13) What are several challenges that G4S may face while
managing equality among employees at workplace?
Frequency
a) Lack of employee support 10
b) Stereotype thoughts 20
c) Lack of leader involvement 10
Q 14) Among the following which one is more suitable strategy for
managing equality at workplace?
Frequency
a) Providing training to employees 15
b) Providing equal opportunity 15
c) Revising existing discriminatory policies 10

Theme 1: Type of discrimination that take place within an organisation
Q 1) Are you aware with the type of discrimination that take place
within an organisation?
Frequency
a) Yes 35
b) No 5

Theme 2: Several issues that employees have to face due to workplace discrimination
Q2 What are several issues that employees have to face due to
workplace discrimination?
Frequency
a) Lack of growth opportunity 12
b) Low value 10
c) Depression and mental stress 18

Theme 3: Workplace discrimination bring over productivity of the organisation
Q 3) As per you perception, What impact does workplace
discrimination bring over productivity of the organisation?
Frequency
a) Positive 10
b) Negative 25
c) Neutral 5

Theme 4: Employees react to discrimination which they face at workplace
Q 4) In what manner, employees react to discrimination which they
face at workplace?
Frequency
a) employee turnover 10
b) Increase in absenteeism 20
c) lower involvement 10

Theme 5: The main challenges that are faced by G4S due to workplace discrimination
Q 5)What are the main challenges that are faced by G4S due to
workplace discrimination?
Frequency
a) Lower employee productivity 12
b) Increase employee turnover 8
c) Employee dissatisfaction 6
d) low employee participation 14

Theme 6: Workplace discrimination is the reason behind increasing turnover at G4S
Q 6) Do you think, workplace discrimination is the reason behind
increasing turnover at G4S?
Frequency
a) Yes 36
b) No 4

Theme 7: Several factors involve within workplace discrimination that are encouraging
employee turnover within G4S
Q 7) What are several factors involve within workplace
discrimination that are encouraging employee turnover within G4S?
Frequency
a) Demotivation 21
b) Lower employee morale 9
c) Lower professional growth 10

Theme 8: Ways through which G4S can eliminate workplace discrimination
Q 8) What are several ways through which G4S can eliminate
workplace discrimination?
Frequency
a) Provide equal opportunity 10
b) Implement anti discriminatory policies 15
c) enhancing awareness among employees 15
Theme 9: Benefit does G4S get with promoting equality among employees at workplace
Q 9) As per your perception, what benefit does G4S get with
promoting equality among employees at workplace?
Frequency
a) Employee retention 16
b) Positive working culture 14
c) Enhancing employee performance 10

Theme 10: Several legislative practices that can be adopted by G4S in order to implement
equality within organisational setting
Q 10) What are several legislative practices that can be adopted by
G4S in order to implement equality within organisational setting?
Frequency
a) Equality Act 2010 14
b) Equal Pay Act 1970 16
c) Sex Discrimination Act 1975 10

Theme 11: Elimination of workplace discrimination help G4S in enhancing its brand
image at marketplace
Q 11) Do you think that elimination of workplace discrimination
help G4S in enhancing its brand image at marketplace?
Frequency
a) Yes 29
b) No 11

Theme 12: Kind of relationship have been observed in between workplace discrimination
as well as increasing employee turnover with G4S
Q 12) According to you, which kind of relationship have been
observed in between workplace discrimination as well as increasing
employee turnover with G4S?
Frequency
a) Directly proportional 36
b) Inversely proportional 4
Theme 13: several challenges that G4S may face while managing equality among
employees at workplace
Q 13) What are several challenges that G4S may face while
managing equality among employees at workplace?
Frequency
a) Lack of employee support 10
b) Stereotype thoughts 20
c) Lack of leader involvement 10

Theme 14: More suitable strategy for managing equality at workplace
Q 14) Among the following which one is more suitable strategy for
managing equality at workplace?
Frequency
a) Providing training to employees 15
b) Providing equal opportunity 15
c) Revising existing discriminatory policies 10

Discussion
Discussion on Primary method
Theme 1: Type of discrimination that take place within an organisation
Interpretation: Discrimination is the common thing which can be seen at workplace in
many manners. While asking the question about the several discrimination which take place at
workplace, 35 respondents from the total of 40 have said that yes they are having appropriate
knowledge regarding the same. On the other hand, the leftover 5 respondents have declined to
the same as they have not seen any sort of discriminatory activity within their entity. These
people have stated that they do not have knowledge regarding the same.
Theme 2: Several issues that employees have to face due to workplace discrimination
Interpretation: Workplace discrimination can be acknowledged as one of the most
important reason that leads to the creation of several issues for the employees. Some of the
common issues associated with the same are lack of growth opportunity, low value, depression
and mental issues and many others. According viewpoint expressed by 12 people, lack of growth
opportunity is main issue that is being faced by the employees while working in the entity. Other
10 employees think that mostly people thinks that they are lower valued in the company just
because of the discrimination done against them. The leftover 18 respondents have expressed
that according to their knowledge discrimination is directly placing effect over the individuals’
mental stress which ultimately leads to the enhancement of depression among the employees.
Theme 3: Workplace discrimination bring over productivity of the organisation

Interpretation: Discrimination at workplace plays essential role in the performance of the
employees at workplace. It can be said that if the employees are getting appropriate environment
at workplace then it wouldn’t be possible for them to execute their work in the same manner. The
impact of workplace discrimination over the productivity of the entity is often acknowledged as
the negative as the employees’ morale goes down due to the discriminatory activity. This has
been acknowledged after analyzing the views expressed by the employees. Here, 10 people have
said that impact of workplace discrimination over employees productivity is positive whereas
maximum number of respondents that is 25 have said that it is negative on the other hand, the
leftover 5 employees have expressed that its impact is neither positive or negative that is neutral
because employees are habitual of this kind of environment now.
Theme 4: Employees react to discrimination which they face at workplace
Interpretation: People especially employees react differently due to discrimination which
is being faced by them at day to day life. Reaction of employers’ discrimination is very
unpredictable as everyone reacts in different manner. As per views expressed by the respondents,
it can be said that 10 people believes that employees start exiting the company which leads to
increase in employee turnover. Whereas other 20 have said that it results in the increase in
absenteeism as due to discriminatory behaviour there are probable chances that the employees
will start taking leaves at constant basis. Also, other 10 people have also expressed that the
another reaction of employees due to existence of the discriminatory activity at workplace is that
there is very low involvement of the employees in the organisational work which would directly
influence productivity of the entity and also results in the decline of organisational performance.
Theme 5: The main challenges that are faced by G4S due to workplace discrimination
Interpretation: Different issues as well as challenges which are faced by the G4S due to
workplace discrimination are lower employee productivity, employee dissatisfaction, increase
employee turnover and low employee participation. As per the information expressed by the 12
respondents it can be said that main challenge associated with the same are lower employee
productivity, other 8 expressed that its major issue is the increase in the employee turnover.
Whereas, other 6 employees have said that its core challenge is seen in the form of employees’
dissatisfaction. The leftover 14 respondents from the total of 40 have mentioned that it core
challenge associated with the same it the lower employee participation in the organisational work
which directly delays in the accomplishment of organisational goals and objectives.

Theme 6: Workplace discrimination is the reason behind increasing turnover at G4S
Interpretation: With the passing period of time most of the organisations are going
through the common problem of the increasing employee turnover. It can be said that due to
increasing turnover within the entity directly waste majority of the tome of the management team
in the recruitment, orientation and then providing training to the employees so that they can work
effectively within the entity. While determining the core reason behind increasing turnover
within the entity it can be said that 36 people from the total of the 40 have expressed that
workplace discrimination is the core influential reason. These people have expressed that if the
employees does not get free and fair working environment then there are probable chances that
the employees might leave the company quicker and would surely start working in the entity
where they will get better working opportunity. On the other hand, the very less proportion from
the total has expressed that negative viewpoint towards the same as according to them it is not at
all true.
Theme 7: Several factors involve within workplace discrimination that are encouraging
employee turnover within G4S
Interpretation: There are several factors included within workplace discrimination that are
encouraging employee turnover within G4S. As per the information gathered from the
respondents, it can be said that total 21 respondents have expressed that the demotivation comes
from the workplace discrimination which leads to influencing behaviour of employees to leave
the entity that is also seen as the rising employee turnover within the company. Whereas, other 9
employees have expressed that its reduces morale of the employees as they feel unease at
workplace thus they makes decision of leaving the company in the quicker manner. The leftover
10 people have expressed that workplace discrimination directly lowers down the professional
growth of the company as well as employees.
Theme 8: Ways through which G4S can eliminate workplace discrimination
Interpretation: Elimination of workplace discrimination is highly important for the
business enterprise as it is affecting overall growth of the entity a lot. Here, it has been
acknowledged that management team determines several methods as well as ways by which they
can easily eliminate workplace discrimination and create effective organisational culture. The
main methods among them are providing equal opportunity, enhancing awareness among
employees and implement anti discriminatory policies. From the total of 40, 10 respondents have

expressed that workplace discrimination can be effectively eliminated by providing equal
opportunity to the employees. Also, 15 other people have expressed that elimination can be
effectively done by implement anti discriminatory policies Whereas, employees with the same
proportion that is other 15 said that it can be tackled and rectified by simply enhancing
awareness of the employees regarding the same so that they can take required initiative for
managing it at the initial level only.
Theme 9: Benefit does G4S get with promoting equality among employees at workplace
Interpretation: Promotion of equality and diversity is highly important for every
business entity as it brings range of benefits to them. These benefits simply include employee
retention, enhancing employee performance and positive working culture. As per the information
expressed by 16 people it can be said that employee retention is the main benefit among them all
which can be attained by the organisation with the employee retention. Whereas, if it is talked
about other 14 respondents it can be said that it develops highly positive culture for the
employees where they can work freely and can also place additional organizational efforts in the
work. The remaining 10 people from the total of 40 said that incorporation of equality among
employees simply helps entity in enhancing employees’ performance in rightful manner. This is
so because, employees are having complete liberty to perform their work according to their own
manner which results in the enhancement of their performance.
Theme 10: Several legislative practices that can be adopted by G4S in order to implement
equality within organisational setting
Interpretation: There are several legislative practices that can be adopted by G4S in order
to implement equality within organisational setting. The main acts among them all are equality
act 2010, sex discrimination act 1975 and equal pay act 1970. Adoption of these practices simply
helps company developing their positive image among the employees as well as marketplace
because it provides equivalent opportunity to its workforce. Among the 40 employees, 14 stated
that equality act 2010 is best legislative practice with which G4S could implement equality. On
the other hand, other 16 thinks that equal pay act is most helpful as it ensures that equal salary is
being processed to employees according to their working potential. Whereas, if it is talked about
10 respondents then it can be said that these people have expressed that implementation of sex
discrimination act 1975 is most useful among the all.

Theme 11: Elimination of workplace discrimination help G4S in enhancing its brand
image at marketplace
Interpretation: Elimination of workplace discrimination is most important for every
organisation especially G4S as it helps in developing positive brand image at marketplace. Here,
around 29 respondents have expressed that this statement is true as it creates positive working
environment that improves organisational performance. Also, it helps company in satisfying
needs and requirement of the customers which ultimately develops its positive image among the
customers. Whereas, the leftover 11 employees have said that no it is not at all true because
brand image can only be developed with high quality services as well as better marketing
practices. Therefore, there is no relation in between elimination of workplace discrimination as
well as enhancement of organizational its brand image at marketplace
Theme 12: kind of relationship have been observed in between workplace discrimination
as well as increasing employee turnover with G4S
Interpretation: On the basis of evaluating overall information attained from the
respondents stated for this questions, it can be said that 36 respondents have expressed that they
believes there is the directly proportional relationship between workplace discrimination and
increasing employee turnover within G4S. On the other hand, if it talked about other remaining
respondents that is 4 people, it can be said that there is inversely proportional relationship in
between the terms specified workplace discrimination and increasing employee turnover within
G4S. This is so because, if discrimination at workplace increases then employees get dissatisfied
and they starts searching another job where they would be valued equally. This would definitely
raise employees’ turnover within G4S. As a result, it shows directly proportional relationship in
between workplace discrimination and increasing employee turnover within G4S.
Theme 13: several challenges that G4S may face while managing equality among
employees at workplace
Interpretation: Managing equality at workplace is not at all the easy part. It has often been
analysed that managerial team faces range of issues in managing equality within G4S. Some of
the main challenges among them are lack of employee support, lack of leader involvement and
stereotype thoughts. On the basis vision shared by 10 people main problem that is being noticed
in the effective management of the equality at workplace is related limited employee support.
Whereas, other 20 thinks that the main challenge is associated with the stereotype thoughts

which simply means people do not accept the changes due to their old thinking pattern. The
remaining 10 respondents believes that if the leader does not involves in the process of equality
management within the entity then it could be seen as most challenging thing for G4S while
managing equality within the entity.
Theme 14: More suitable strategy for managing equality at workplace
Interpretation: Business association often take several initiatives in order to implement
equality practices at workplace so that things could get managed effectively and employees
could have discrimination free working environment. Some of the common and most influential
strategies that could be adopted by the business entities are revising existing discriminatory
policies, providing training to employees and providing equal opportunity. From the total of 40
respondents, 15 have mentioned in the questionnaire that training to employees is best strategy
whereas equivalent proportion of the respondents that is other 15 have said that by giving
equivalent opportunity to the employees businesses can easily manage equality at workplace.
Apart from the remaining 10 employees have expressed that it is highly important for the
management team of the entity to focus on revising existing discriminatory policies as it allows
the superiors to understand the lack area so that modifications can be made accordingly.
Discussion on secondary method
On the basis of the above discussion done in the literature review section, it can be said
that workplace discrimination is a corporate evil which dampens the image of an organisation in
market place. It can be comprehensively said to be the phenomenon whereby biased or distinct
behaviour is tolerated by a specific person or group belonging to the company. The biased or
differential behaviour may be received by the victims as they may belong to different caste,
creed, gender, nation of origin, sexual orientation, disability, and so on. As has been seen from
the primary investigation via questionnaire also, majority of the respondents have knowledge of
the concept of workplace discrimination as they have learnt about it while studying. The statute
defines the notion of discrimination at workplace to be totally unethical and unlawful. This kind
of unethical conduct tends to have a negative influence over the mindsets of employees,
decreasing their overall productivity levels in the long run. Workplace discrimination is
witnessed within the domains of a business in a number of forms. The most prominent form is
regarded to be the diversity in pay received by both the genders in the company. The other
common forms of discrimination found prevailing within an organisation are job refusal, being

dismissed because of belonging to a particular stratum of society, exclusion encountered by some
workers, being given extremely difficult tasks distinct from co workers, being subject to taunt /
abuse / harassment, etc. With the passage of time, this issue has been considered as an ethical
evil which leads to generation of a negative kind of atmosphere within the organisation. It is
often seen that candidates seek to only join companies that can guarantee discrimination free
workplace, so even one negative publicity of the organisation owing to discrimination can devoid
the entity of the chance of recruiting deserving candidates.
It has also been determined that workplace discrimination leads to generation of a
number of issues within the confines of an organisation. Out of these one of the most prominent
ones is regarded to be depression and mental stress within the employees. This point of view is
even backed up by the ideology put forth by the respondents whereby a large proportion of them
have presented the same viewpoint. Other issues that are caused because of this corporate evil
are ascertained to be significant increment within staff turnover, decline in staff morale and
productivity levels, delay in accomplishment of corporate goal, decrease in overall organisational
productivity, and many more. The goodwill of the brand also gets dampened with a negative
publicity related to an instance of discrimination at the workplace. All of these issues portray one
thing that workplace discrimination is a corporate evil which should be avoided or prevented by
organisations so that it does not have to face negative consequences in the long run.
It is further inferred that there is a strong link between workplace discrimination and
employee turnover within an organisation. It is widely known that with an increase in the
instances of discrimination at workplace, a simultaneous rise in employee turnover is witnessed.
Discriminatory practices may take place within any domain of business but they have a negative
impact over the mindset as well as stress levels of individuals. When the stress within employees
exceeds an acceptable limit, they prefer to leave the organisation than to work within the same
mindset for a long period of time. As has been said by a significant proportion of respondents,
increment in labour turnover is one of the major consequences of discriminatory practices
prevailing in the bounds of the company. It is important that organisation undertakes effectual
measures with the help of which it can counter the ethical evil and develop a positive atmosphere
for the workforce. This is important to keep the motivational levels of employees maintained and
make them work to their full potential for the accomplishment of organisational goals.

Workplace discrimination is an ethical and moral evil that breaches business ethics and
dampens the goodwill of the brand for a considerably longer period of time. Almost every big
and small company is currently facing the challenge of workplace discrimination. The ratio is
higher in large scale companies as they operate in an international landscape which automatically
generates cultural and national differences among the employees increasing the probability of
discriminatory practises. There are still however some measures or ways through which this
corporate evil can be duly controlled or eliminated from the premises of the corporation. One of
the most common and effective ways is acknowledged to be making stringent anti discrimination
policy which lays down the punishment or penalty for employees who are found guilty of the
offence. Another way is creation of awareness among the workforce in relation to the need to
exhibit cultural sensitivity by educating them on a regular basis. Provision of inclusion and
diversity training to the employees pertinent to company is another prominently used way to
avoid the occurrence of discriminatory practices at workplace. The primary investigation carried
out by way of questionnaires also shows that the respondents believe these two to be the most
effective ways to eliminate the instances of discrimination in organisational premises. Some of
the other ways can be considered to be provision of equal opportunity to all the staff members.
Another way is to develop an atmosphere whereby discriminatory practices are not at all
tolerated. This will develop a sense of fear within all the employees and empower the individuals
who are a victim to this evil to report against it to the concerned authority within the company.
The HR department needs to proactively make sure that diversity is at the heart of the corporate
culture so that no employee thinks of being involved in conduction of discriminatory practices
against a particular individual or group.
CONCLUSION
From the overall information expressed in the project, it has been analysed that workplace
discrimination is the one of the major issue which is being faced by the employees across the
world. This kind of discrimination is generally performed by the top management team of the
company that ultimately affects their working pattern as well as the performance of the company
too. Some of the core issues which are being developed due to workplace discrimination within
the business entity are lack of growth opportunity, depression and mental stress, lower employee
productivity, increase employee turnover, employee dissatisfaction and low employee
participation. The main among all issues as well as its influence over the organisational

performance is the increasing employees’ turnover. It can be further said that the employee
turnover means that increasing number of the employees who are leaving the entity within very
few period of time. Also, the main reason behind the increasing turnover is that employees do
not feel safe and secure within their entity in terms of job security as well as the getting
equivalent opportunity that leads to the success of the same person. Apart from this elimination
of the workplace discrimination within the entity can be effectively performed with the usage of
the several ways such as provide equal opportunity, enhancing awareness among employees and
implement anti discriminatory policies. Here, it can be said that the usage of these ways simply
allows business entity in rectifying discrimination from the company effectively which
ultimately leads to the development of the positive brand image of the company in front of the
employees which leads to the attainment of the overall organisational goals and objectives that
leads to the success of the company. Apart from this, lack of employee support, lack of leader
involvement and stereotype thoughts are some of the main challenges which are being faced by
the large scale company while managing equality among employees at workplace.
Along with this, it has been analysed that research onion is an effective framework
consisting of a number of layers that depicts the different elements pertaining to research
methodology. Additionally, it has been determined that both primary and secondary methods of
data collection were employed for the investigation based on workplace discrimination.
Questionnaire method was used in relation to primary investigation whereas books, journals and
articles were used for secondary investigation. Besides this, interpretivism philosophy has been
used as this is concerned with human perceptions. In addition to this, mono method has been
used in context of research choice whereby the study has made use of only quantitative
investigation. Furthermore, deductive approach has been used for the study as this is helpful in
evaluation of quantitative data in an effective manner. Lastly, random sampling method has been
chosen for the selection of sample size from the population because this method eliminates the
inclusion of bias in choosing the sample.

RECOMMENDATIONS
On the basis of the overall information expressed in the project report, it has been analysed
that workplace discrimination is commonly seen in every sort of organization which ultimately
places influence over the organizational performance and also affects the morale of employees. It
has been further realized that workplace discrimination not only creates conflicts and other issues
at workplace but at the same time it directly increases employee turnover. It can be said that rise
in the employee turnover not only affects the organizational performance but it also creates
negative image of the entity among the customers. This could also influence the sustainability of
the businesses within the industry. With reference to G4S, it has been acknowledged that the
respective business entity is currently facing problem associated to the increase in employee
turnover. The main reason behind this has been determined as the workplace discrimination
within the company. In order to tackle the situation, few recommendation have been provided to
the management team of the G4S so that they can tackle workplace discrimination related issue
within the company develop their positive relation with the employees. Some of the main
recommendations associated with the same are specified as below:
 At first, it is recommended to the management team of G4S to conduct few training
session for its employees where they will be opportunity to develop knowledge regarding
the several kind of workplace discrimination that can be seen at workplace and proposed
solution related to the same. Also, the training session will also help out employees in
developing their understanding regarding several action that can be taken by the
employees when they faces problems related to the workplace discrimination within the
entity. This would directly help them out in reducing workplace discrimination within the
entity with each other’s support.
 At next, it is advised to the superiors of the G4S to emphasize on revising discrimination
polices and imposition of punishment or fine. This can be seen as the best way through
which workplace discrimination could be managed within the company as with the fear
of the breaching discriminatory policies managerial staff would not indulge into the
discriminatory activity. This would directly result in the decline in the frequency of
workplace discrimination at G4S. Also, it creation of this kind of policy would definitely
develop the positive working environment where employees could work freely without
any sort of mental trauma.

 Furthermore, it is suggested to the entity to emphasize on conducting few open session
for employee for where they are completely free to have clear and open discussion with
their respective regarding the issues which is being faced by them at workplace due to
workplace discrimination. In these sessions each and every employee is compulsory to
show their participation in the session. This would effectively contribute in managing as
well as controlling the discriminatory activity within the company because employees are
aware about the actions. Also, these employees are getting opportunity to express their
viewpoint regarding the same openly without their problem. Thus, they can resolution
towards the same from their superiors effectively in the timely manner.
 Last but not the least advise provided to the management of the G4S is associated with
workplace discrimination is that to develop stringent complaint system within the entity.
Here, it can be said that development of the this system would develop an effective
process at workplace through which issues associated with the workplace discrimination
could be addressed in the systematic manner without hampering working practices of the
other department within the company.
By implementing all of these issues at workplace employees cold effectively address the
problem related to the workplace discrimination and maximize satisfaction level among
employees’ towards the entity. This ultimately results in the enhancement of employee
retention within company which directly results in the decline in employees’ turnover as
employees live longer within the entity.
REFLECTION
As per my own experience associated with the present investigation, it can be said that the
overall journey associated with this includes both positive as well as negative experience related
to the same. The current investigations have been conducted on the topic “To examine the role of
workplace discrimination on the increasing employee turnover within business organisation.” It
was mainly conducted for G4S a security provider company. The main purpose of conducting
investigation on this topic is to find out actual cause of workplace discrimination within the
entity which results in the increase of employee turnover. The indulgence of the research activity
associated with the project, I have realised that the learning associate with the overall
experienced has made me mentally prepared of so many things that would contribute in
conducting more effective research in the near future. The core positive experience related to the

study was that my strong communication skill has contributed a lot in influencing work related to
the project and also provided me support in completing investigation in the available period of
time. Also, my strong research skills and experience associated with the conduction of the
research have helped me a lot in gathering relevant data related to the project. This past
experience of mine related to the same have supported me a lot in reaching to the research
outcome along with the validity. On the other hand, if it is talked about the negative experience
related to the research it can be said that the respondents have not shown their complete interest
towards the project as according to them it is time wasting activity which not at all worthy for
them as well as the other readers. This has affected my self confidence a lot in the very initial
time. But with the passing period of time, I have used by strong communication skills to
convince these respondents in order to realise that the investigation is useful for them as well as
the other readers too. Also, I made the respondents realised that the information which is being
shared to the researcher plays essential role in the contribution of the project outcome. My
positive communication have placed positive impact over the respondents and convinced them to
share the information effectively.
Apart from this, while talking about the methods used in this investigation, it can be said
that I have used both the primary and secondary methods of data collection for maximum
information related to the study. Furthermore, the information have been analysed with the usage
of the quantitative method as primary information was gathered with the usage of questionnaire
tool. Overall the methods used in the investigation were highly good but still the outcome
attained with this still has the scope of improvement as it only includes close ended questions
that does not allows respondents to express their actual viewpoint towards the same. In order to
conduct more effective research in the near future, I would surely go for the interview method
which would only include open ended questions that will allow respondents to express their
viewpoint regarding the same topic freely without any barrier or restriction. Apart from this, the
information would be gathered by me from interview method would later analysed by me
through qualitative method which would ensure that the outcome is highly valuable as it includes
true information. Also, the outcome would be drawn by including views and perception of the
several other person in rightful manner.

REFERENCES
Books and journals
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between discrimination at work and employee organisation commitment and turn-over
intention. Journal of psychology in Africa, 29(1), pp.13-21.
Abolade, D.A., 2018. Impact of employees’ job insecurity and employee turnover on
organisational performance in private and public sector organisations. Studies in Business
and Economics, 13(2), pp.5-19.
Chalim, A.S., 2018. Effect of Job-Insecurity, Organizational Commitment, Job Satisfaction on
Turnover Intention: A Case Study of Newcomer Lecturers at Private Islamic Universities
in East Java Province, Indonesia. Jurnal Ilmiah Peuradeun, 6(2), pp.199-214.
Lindsay, S., Cagliostro, E., Albarico, M., Mortaji, N. and Karon, L., 2018. A systematic review
of the benefits of hiring people with disabilities. Journal of occupational
rehabilitation, 28(4), pp.634-655.
Jeffrey, I. and Prasetya, A.B., 2019. The employee performance assessment and employee
training, on employee intension. Jurnal Aplikasi Manajemen, 17(1), pp.56-65.
Rawwas, M.Y., Javed, B. and Iqbal, M.N., 2018. Perception of politics and job outcomes:
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Hsiao, A., Ma, E., Lloyd, K. and Reid, S., 2020. Organizational ethnic diversity’s influence on
hotel employees’ satisfaction, commitment, and turnover intention: Gender’s moderating
role. Journal of Hospitality & Tourism Research, 44(1), pp.76-108.
Brimhall, K.C. and Mor Barak, M.E., 2018. The critical role of workplace inclusion in fostering
innovation, job satisfaction, and quality of care in a diverse human service
organization. Human Service Organizations: Management, Leadership &
Governance, 42(5), pp.474-492.
Al-Omari, Z., Alomari, K. and Aljawarneh, N., 2020. The role of empowerment in improving
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Letters, 10(4), pp.841-848.
Powell, G.N., 2018. Women and men in ssmanagement. Sage Publications.
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and employee turnover. Journal of Leadership & Organizational Studies, 26(4), pp.413-
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HPWS and affective commitment. Employee Relations: The International Journal.
Pérez-Campdesuñer, R., De-Miguel-Guzmán, M., Sánchez-Rodríguez, A., García-Vidal, G. and
Martínez-Vivar, R., 2018. Exploring neural networks in the analysis of variables that
affect the employee turnover in the organization. International Journal of Engineering
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Stoermer, S., Hitotsuyanagi-Hansel, A. and Froese, F.J., 2019. Racial harassment and job
satisfaction in South Africa: The moderating effects of career orientations and managerial
rank. The International Journal of Human Resource Management, 30(3), pp.385-404.
Aburumman, O., Salleh, A., Omar, K. and Abadi, M., 2020. The impact of human resource
management practices and career satisfaction on employee’s turnover
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Menezes, I.G., Ruggeri, K., Menezes, A.C., Sandbrand, D., Moraes, E.R., Lozado, J.A. and
Muszynski, P., 2020. Development and validation of the multidimensional turnover
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workplace discrimination, pp.339-355.
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Appendix
Questionnaire
Q 1) Are you aware with the type of discrimination that take place within an organisation?
a) Yes
b) No
Q2 What are several issues that employees have to face due to workplace discrimination?
a) Lack of growth opportunity
b) Low value
c) Depression and mental stress
Q 3) As per you perception, What impact does workplace discrimination bring over
productivity of the organisation?
a) Positive
b)Negative
c) Neutral
Q 4) In what manner, employees react to discrimination which they face at workplace?
a) employee turnover
b) Increase in absenteeism
c) lower involvement
Q 5)What are the main challenges that are faced by G4S due to workplace discrimination?
a) Lower employee productivity
b) Increase employee turnover
c) Employee dissatisfaction
d) low employee participation
Q 6) Do you think, workplace discrimination is the reason behind increasing turnover at G4S?

a) Yes
b) No
Q 7) What are several factors involve within workplace discrimination that are encouraging
employee turnover within G4S?
a) Demotivation
b) Lower employee morale
c) Lower professional growth
Q 8) What are several ways through which G4S can eliminate workplace discrimination?
a) Provide equal opportunity
b) Implement anti discriminatory policies
c) enhancing awareness among employees
Q 9) As per your perception, what benefit does G4S get with promoting equality among
employees at workplace?
a) Employee retention
b) Positive working culture
c) Enhancing employee performance
Q 10) What are several legislative practices that can be adopted by G4S in order to implement
equality within organisational setting?
a) Equality Act 2010
b) Equal Pay Act 1970
c) Sex Discrimination Act 1975
Q 11) Do you think that elimination of workplace discrimination help G4S in enhancing its
brand image at marketplace?
a) Yes

b) No
Q 12) According to you, which kind of relationship have been observed in between workplace
discrimination as well as increasing employee turnover with G4S?
a) Directly proportional
b) Inversely proportional
Q 13) What are several challenges that G4S may face while managing equality among
employees at workplace?
a) Lack of employee support
b) Stereotype thoughts
c) Lack of leader involvement
Q 14) Among the following which one is more suitable strategy for managing equality at
workplace?
a) Providing training to employees
b) Providing equal opportunity
c) Revising existing discriminatory policies