Impact of Inclusion, Diversity and Gender Pay Gap on Employee Performance: A Case Study on ASDA Store

This research project aims to identify the impact of inclusion, diversity, and gender pay gap on the performance of employees at ASDA store. The study will examine the concept of inclusion, diversity, and gender pay gap, determine their influence on ASDA, and identify strategies for aligning with these practices. The research will provide insights into the relationship between performance pay scheme and gender gap, and make recommendations for promoting equality and diversity at ASDA.

Research Project

Table of Contents
Title .................................................................................................................................................3
1). Introduction................................................................................................................................3
2). Literature review.........................................................................................................................5
3). Research methodology...............................................................................................................7
4). Data analysis and interpretations..............................................................................................12
5). Research Outcomes..................................................................................................................23
6). Reflection & recommendation for alternative research methodology......................................24
7). Conclusion................................................................................................................................25
8). Recommendations....................................................................................................................25
REFERENCES .............................................................................................................................28

1). Introduction
Inclusion introduces as an attainment of a work atmosphere in which each and every
employees are treated respectfully and fairly, have equal access to resources and chances, and
can bring fully to the business's success. Diversity means having a diverse range of people with
different ethnic, racial, cultural background, interests, experience etc. Gender pay gap is an
effective practice that introduces difference within average gross earnings between men and
women (Cachat‐Rosset, Carillo and Klarsfeld, 2019). These are consider main practices at
workplace that have positive and negative impact over employee's performance of company. For
this project ASDA store is a chosen British supermarket retailer that was founded in 1949 by the
Peter and Fred Asquith. Company was headquartered in Leeds, West Yorkshire, England. Along
with this, at workplace of ASDA store all three practices are present that have impact on
employee's performance in different manner. Inclusion and Diversity in the workplace cause all
workers to feel accepted as well as more valued.
Research aim
To identify the impact of inclusion, diversity and gender pay gap over performance of
employees: A case on ASDA store.
Research Objectives
 To examine a basic understanding about the concept of inclusion, diversity and gender
pay gap in context of an organisation.
 To determine the influence of inclusion, diversity and gender pay gap for ASDA. To identify strategies that can be adopted by ASDA for aligning with inclusion, diversity
and gender pay gap practices at workplace.
Research Questions:
 What is performance related to pay gap?
 What are the prospects for gender pay equity based on ASDA case?
 Is there a relationship between performance pay scheme and gender gap for ASDA?
Rationale of the research: Main reason of doing this investigation is to find out the major
impact of inclusion, diversity and gender pay gap on employee's performance at workplace. This
is a biggest issue that faced by an organisation at their workplace. Along with this, current
research is important for researcher as it helps them by increasing its personal as well as
professional growth. It will also aid them by improving its investigation qualities which are

associated with literature review, data collection, data analysis, management of time and many
other. By following these skills, investigator can easily complete full research systematically
(Gölgeci and et. al., 2019).

2). Literature review
This is a systematic process that helps investigator to gather detailed and secondary data
about the field of research. There are various resources require by investigator for assembling
secondary and detailed data regarding the study. These are books, articles, journals, publication
research etc. These are consider more useful resources for researcher to use and gather in-depth
data about the study. By using literature review, investigator can easily address each objectives
of the investigation.
Understanding regarding the phenomena of inclusion, diversity and gender pay gap at
workplace
As per the opinion of Lombardo 2017, Inclusion introduces as an act of making an
individual or thing part of a collection or group. Diversity means having unlike or distinct
components. Within a workplace, diversity means employing each and every person who may be
not similar from each other and who not come from the similar background. These differences
are mainly related with religion, education, national origin, sexual orientation, gender, age etc.
Gender pay gap is another practice in the organisation and it has direct or negative impact over
employee's performance. Gender pay gap refers at the difference between the salary of men and
women. These are consider main practices at workplace of an organisation and have positive as
well as negative influence on employee's and an organisational working or performance.
Influence of inclusion, diversity and gender pay gap for ASDA.
According to the Dishman, 2018, Inclusion, gender pay gap as well as diversity at
workplace have direct influence on ASDA and their employees. All these practices have positive
as well as negative impact on business. These are explained as below:
Positive Impact: Inclusion and diversity at workplace have different advantages for
business such as lower turnover, higher productivity, higher employee moral, increased
creativity, enhanced innovation, improved problem solving, higher job satisfaction etc. These
are consider positive impact of diversity and inclusion for ASDA. As it helps an enterprise in
improving of its brand image.
Negative impact: As per the opinion of Jarrett, 2018, Gender pay gap have unfavourable
effect on business by reducing morale of employees, increasing turnover rate, effecting branding,
reducing market image of company etc. These are consider major drawbacks of gender pay gap

that have unfavourable effect on organisation as well as an workers growth or performance at
workplace.
Ways that can be used by ASDA for aligning with three practices i.e. inclusion, diversity
and gender pay gap practices at workplace.
According to the Clarke, 2020, there are different practices that are needed to adopt by
ASDA for aligning with gender pay gap, diversity and inclusion at workplace. These practices
are explain as below:
Constant communication: It is an effective and essential practice that should use by
ASDA for managing and aligning diversity at workplace. For this, company must provide
frequent feedback and coaching on how their employees are doing. As it support an enterprise in
retention of employees for longer period.
Form an Inclusion Council: This is an another strategy that directly support ASDA to
promote inclusion at workplace. Form an inclusion council with genuine helps an organisation to
influence employee's towards business work. Company must create an effective and friendly
environment where each employees can feel comfortable. As it help an enterprise by improving
their brand image (Kang and Kaplan, 2019).
Make mentors available to everyone: This strategy helps ASDA in overcoming the effect
of gender pay gap at working environment of company. The availability of a talented or
experienced mentor support employees by reducing their frustration at workplace. As it support
business in improvement of its performance and productivity level.

3). Research methodology
Research methodology refers useful and main process of investigation as it support
researcher in assemblage of data regarding the investigation (McCusker and Gunaydin, 2015).
There are some useful methods that are require by researcher for collection data regarding such
practices and its impact over employee's performance. These methods will be determine as
below:
Research philosophy: For performing this research, positivism type of philosophy will be
used by researcher. As its beneficial in collection and analysation of quantitative data about the
diversity, gender pay gap and inclusion at workplace. Interpretivisim philosophy is not
appropriate because its completed based on qualitative stud (Miller and et. al., 2012).
Research approach: This part of the study is applied for assembling as well as examining
of information regarding the field of study. For collecting data regarding the current study
quantitative approach will be applied as it assist in saving time of researcher. For analysing
quantitative data, deductive approach is more suitable that has been chosen by researcher. As
quantitative and deductive approach of research are valuable according to the current
investigation (Quinlan and et. al., 2019) .
Evaluation of qualitative and quantitative research: These are consider two useful type
of research. Among them, quantitative form of investigation will be used because it provide
quantitative information about the study. Main reason for applying this method as it not consume
maximum cost and time of investigator. Qualitative is not useful study for this research because
it consume more resources and cost.
Use of primary and secondary sources: Both sources of collecting information that will
be going to used by researcher for collecting reliable and in-depth data regarding the inclusion,
gender pay gap and diversity within an organisation. In order to gather primary data,
questionnaire is appropriate and useful method because it help researcher by providing
quantitative data and saving its time and cost. For collecting secondary information about the
study, there is need of several useful sources which are magazines, articles, books and many
other. Therefore, for performing this research, both sources of data such as primary and
secondary will be needed to use by investigator (Riedl, Davis and Hevner, 2014).
Sampling Techniques: Researcher has two options regarding the sampling techniques
which are probabilistic and non-probabilistic. For performing this investigation, 15 managers of

ASDA are selected on random basis by using probabilistic sampling technique. Main goal for
using this technique as it not consumer more time as compare to non-probability type of
sampling (Scotland, 2012).
Data instrument: There are various instruments that support investigator in gathering of
information regarding the specific area of study. These are interview, questionnaire, observation
etc. According to the current work, questionnaire method will be applied for survey because it
helps researcher in collecting of quantitative as well as valid data regarding three practices such
as inclusion, diversity and gender pay gap (Silverman, 2016).
Questionnaire
Q1) Do you understand about the inclusion, diversity and gender pay gap at workplace?
a) Yes
b) No
Q2) In which way, inclusion, diversity and gender pay gap have influence over growth and
success of ASDA?
a) Positive
b) Negative
c) Neutral
Q3) What are the negative impact of gender pay gap within working environment of ASDA?
a) Low productivity
b) Lack of moral
c) Poor performance
Q4) According to you, what are the advantages of inclusion and diversity at workplace?
a) Employees feel accepted and valued
b) Lower turnover rate
c) Better decision making
Q5) According to you, what is performance related to pay gap in context of ASDA?
a) System of managing pay
b) Measurement of employee’s performance
c) Measurement of staff member activity on sales
Q6) As per your pint of view, what are the several advantages of performance related pay?
a) Improve employee focus

b) Highlights poor performance effectively
c) Development of healthy performance based culture
Q7) What are the prospects for gender pay equality based on ASDA case?
a) Leadership development
b) Unconscious bias awareness
c) Colleague Advocates
Q8) Is there a relationship between performance pay scheme and gender gap for ASDA?
a) Yes
b) No
Q9) What are the main effective ways that can be applied by ASDA for aligning with three
practices i.e. inclusion, diversity and gender pay gap within a working environment?
a) Integration and training
b) Prospective assignment talent pools
c) Selection and assessment
Q10) Provide any recommendations to ASDA in promotion of equality and diversity at
workplace.
Time Horizon: This is an important section of investigation that help investigator in
determination of time scale for starting and closing project. Gantt chart is a best tool that help
researcher in completion of full study in a given and lesser time duration (Tuohy and et. al.,
2013).

Cost, access and ethical issues: This part of research methodology is consider more
useful and effective. Cost is useful factor that is require by researcher for doing primary and
secondary research in appropriate manner. Along with this, investigator is able to gather
information from selected respondents i.e. managers of ASDA because the have access. Apart
from this, there are various values of research including informed consent, autonomy,
beneficence, confidentiality etc. These are consider main principles that will be require to follow
by researcher. As it assist an investigator in completion of full investigation in systematic and
ethical manner (Tuohy and et. al., 2013).

4). Data analysis and interpretations
Analysis of data is consider important part of the investigation as it aid researcher in
finding of information in form of reliable and quantitative. In order to analysis information, there
is needs to following few steps such as making of frequency table, creating of graph and
interpreting quantitative information (Tuohy and et. al., 2013). For this content analysis will be
applied because it aid researcher in systematically analysing and interpreting of information
about the current study.
Frequency table
Q1) Do you understand regarding the phenomena inclusion, diversity and
gender pay gap at working place of company?
Frequency
a) Yes 12
b) No 3
Q2) In which manner, inclusion, diversity and gender pay gap influence on
growth and success of ASDA?
Frequency
a) Positive 7
b) Negative 5
c) Neutral 3
Q3) What are the negative impact of gender pay gap at workplace of ASDA? Frequency
a) Low productivity 5
b) Lack of moral 5
c) Poor performance 5
Q4) According to you, what are the advantages of inclusion and diversity at
workplace?
Frequency
a) Employees feel accepted and valued 6
b) Lower turnover rate 4
c) Better decision making 5

Q5) According to you, what is performance related to pay gap in context of
ASDA?
Frequency
a) System of managing pay 5
b) Measurement of employee’s performance 6
c) Measurement of staff member activity on sales 4
Q6) As per your pint of view, what are the several advantages of performance
related pay?
Frequency
a) Improve employee focus 5
b) Highlights poor performance effectively 4
c) Development of healthy performance based culture 6
Q7) What are the prospects for gender pay equality based on ASDA case? Frequency
a) Leadership development 7
b) Unconscious bias awareness 5
c) Colleague Advocates 3
Q8) Is there a relationship between performance pay scheme and gender gap
for ASDA?
Frequency
a) Yes 8
b) No 7
Q9) What are the effective ways that can be applied by ASDA for aligning
with three main practices such as inclusion, diversity and gender pay gap at
workplace?
Frequency
a) Integration and training 5
b) Prospective assignment talent pools 5
c) Selection and assessment 5

Theme 1: Understanding regarding the inclusion, diversity and gender pay gap
Q1) Do you understand about the inclusion, diversity and gender pay gap at
workplace?
Frequency
a) Yes 12
b) No 3
a) Yes b) No
0
2
4
6
8
10
12
12
3
Frequency
Interpretation: Most of the managers of ASDA have accurate knowledge regarding the
diversity, gender pay gap and inclusion. They have idea as these practices have direct impact on
business performance. Rest of 3 participants not have any knowledge and understanding about
the same.
Theme 2: Impact of inclusion, diversity and gender pay gap
Q2) In which manner, inclusion, diversity and gender pay gap influence over
growth and success of ASDA?
Frequency
a) Positive 7
b) Negative 5
c) Neutral 3

a) Positive b) Negative c) Neutral
0
1
2
3
4
5
6
7
7
5
3 Frequency
Interpretation: Inclusion, diversity and gender pay gap are consider main practices that
have effect on business growth and development of ASDA. 7 out of 15 mangers of company said
as it have favourable effect on business by increasing innovation and reducing high employee
turnover. 5 respondents have idea as these practices have negative impact on an organisation by
decreasing their productivity and increasing turnover rate. Remaining 3 respondents are neutral
about the same concept.
Theme 3: Negative impact of gender pay gap
Q3) What are the negative impact of gender pay gap at workplace of ASDA? Frequency
a) Low productivity 5
b) Lack of moral 5
c) Poor performance 5

a) Low productivity b) Lack of moral c) Poor performance
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
5 5 5
Frequency
Interpretation: At workplace gender pay gap have unfavourable impact on business. For
this statement each managers of ASDA have equal view regarding the gender pay gap issues.
They said, gender pay gap increase low productivity, lack of moral and poor performance. As
these are negative impact that have effect on development and growth of company in negative
manner.
Theme 4: Advantages of inclusion and diversity at workplace
Q4) According to you, what are the advantages of inclusion and diversity at
workplace?
Frequency
a) Employees feel accepted and valued 6
b) Lower turnover rate 4
c) Better decision making 5

a) Employees feel accepted and valued
c) Better decision making
0
1
2
3
4
5
6
6
4
5
Frequency
Interpretation: There are certain advantages of diversity and inclusion at workplace of
ASDA. 6 out of 15 managers have idea as with the help of inclusive working environment,
employee feel more valued and accepted. 4 participants have knowledge as these practices aid
company by decreasing turnover rate. Rest of the 5 participants have idea as it help an enterprise
in making of better and effective decision.
Theme 5: Performance related to pay gap
Q5) According to you, what is performance related to pay gap in context of
ASDA?
Frequency
a) System of managing pay 5
b) Measurement of employee’s performance 6
c) Measurement of staff member activity on sales 4

a) System of managing pay
c) Measurement of staff member activity on sales
0
1
2
3
4
5
6
5
6
4
Frequency
Interpretation: Performance related pay gap within an organisation means effective
system of managing pay. 6 respondents have idea as it is a measurement tool that used by ASDA
for measuring performance of their employees. Remaining 4 managers of company have idea as
it support an organisation to measure staff member activity on output or sales.
Theme 6: Several advantages of performance related pay
Q6) As per your pint of view, what are the several advantages of performance
related pay?
Frequency
a) Improve employee focus 5
b) Highlights poor performance effectively 4
c) Development of healthy performance based culture 6

a) Improve employee focus
c) Development of healthy performance based culture
0
1
2
3
4
5
6
5
4
6
Frequency
Interpretation: There are various benefits of performance related pay that are beneficial
for success and progress of company at marketplace. 5 respondents said as it helps an enterprise
in improvement of employee's focus towards job. 4 participants have knowledge as performance
related pay highlights poor performance of employees in effective way. Rest of 6 managers of
company have knowledge as it support an enterprise to develop healthy performance based
culture. These are consider main advantages of performance related pay that turn to help
company in reduction of turnover rate and improvement of their growth.
Theme 7: Prospects for gender pay equality
Q7) What are the prospects for gender pay equality based on ASDA case? Frequency
a) Leadership development 7
b) Unconscious bias awareness 5
c) Colleague Advocates 3

a) Leadership development
b) Unconscious bias awareness
c) Colleague Advocates
0
1
2
3
4
5
6
7
7
5
3 Frequency
Interpretation: There are certain possibilities for gender pay equality based on ASDA
case. 7 managers of company said as leadership development is main prospect because it support
company to promote equality at workplace. 5 participants have knowledge as unconscious bias
awareness is effective prospects that support business to increase awareness of the equality
policies among employees. Remaining 3 participants have opinion as colleague advocates is
essential as it support in promotion of equality at workplace of ASDA.
Theme 8: Relationship among performance pay scheme and gender gap for ASDA
Q8) Is there a relationship between performance pay scheme and gender gap
for ASDA?
Frequency
a) Yes 8
b) No 7

a) Yes b) No
6.4
6.6
6.8
7
7.2
7.4
7.6
7.8
8
8
7 Frequency
Interpretation: There is effective relation between the performance pay scheme and
gender gap for ASDA. 8 out of 15 managers said yes as effective performance pay scheme helps
business in diminution of gender pay gap at workplace. Remaining 7 participants said no, there is
no relationship between them. As gender pay gap is major issue that does not reduce by using
performance pay scheme.
Theme 9: Effective strategies for aligning with inclusion, diversity and gender pay gap
practices
Q9) What are the several ways that can be followed by ASDA for aligning
with main practices i.e. inclusion, diversity and gender pay gap practices
within an organisation?
Frequency
a) Integration and training 5
b) Prospective assignment talent pools 5
c) Selection and assessment 5

a) Integration and training
b) Prospective assignment talent pools
c) Selection and assessment
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
5 5 5
Frequency
Interpretation: There are certain strategies for orienting with inclusion, diversity and
gender pay gap practices. For this each managers of ASDA have equal opinion about the
strategies. Integration and training, selection and assessment, and prospective assignment talent
pool are main way that assist company in promotion of quality and diversity at workplace and
also reduction of gender pay within organisation.

5). Research Outcomes
Stakeholders: These are an individual who are stake and have interest in functioning of
company. There are number of stakeholders that are associated with an enterprise are employees,
managers, government and so on. Initially, they have essential role in providence of entire useful
data. Along with this, managers are main stakeholder within an investigation. As they have
appropriate knowledge about the inclusion, diversity and gender pay gap and its impact on
performance and success of employees.
Communication of outcomes related to investigation: This is an essential to
communicate the outputs of entire stakeholders. There are several methods that will be used by
researcher for communicating research outcomes to the stakeholders including online report,
spoken, written, presentation and so on.
Convincing arguments: This research is based on inclusion, diversity and gender pay
gap and its effect over employee's performance. It is a main topic that support researcher in
identification of accurate data about the study. This further help in determine of correct outcomes
that will be communicated to main and entire stakeholders of research. In last, this will support
the investigator to complete each and every exercises related to investigation in appropriate and
systematic manner.

6). Reflection & recommendation for alternative research methodology
Reflection:
I am happy that I got an effective chance for doing this investigation over a topic i.e. To
identify the impact of inclusion, diversity and gender pay gap over performance of employees: A
case on ASDA store. This topic support me in enhancing my knowledge criteria about the
research. This is a main of purpose of research that helped in completion of full project in
effective and systematic manner. In order to achieve this purpose, I used questionnaire as it help
me by providing quantitative and reliable data regarding the current investigation. Along with
this I also followed different types of methodology including deductive approach, quantitative
study etc. These are effective methods during collection and analysation of valid information
regarding the current topic. Apart from this, by performing this investigation I faced certain
problems which are mainly associated with time, resources, cost, unethical behaviour of
participants etc. These are major challenges that have impact over my performance and also
reduce my confidence level while gathering of information from selected respondents. In order to
deal with these challenges I followed certain practices such as ethical consideration, Gantt chart,
questionnaire etc.
Alternative research methodology: Within an investigation, questionnaire have been
followed by researcher for collecting reliable information and saving time. In this method,
researcher have to prepared some close-ended questions that turn to researcher by saving its time
and also providing valid outcomes easily (Mackey and Gass, 2015). Along with this, if
researcher get another chance for doing this investigator, they could use interview as an
alternative or secondary source. Under this source of data collection, investigator require to
prepare some open-ended questions and collect accurate data from the respondents. Therefore,
interview is a best part of alternative methodology in this investigation.

7). Conclusion
It has been concluded that diversity, gender pay gap and inclusion at workplace have
direct impact on employees as well as company's performance. For this statement most of the
respondents are in favour and they said as it has positive impact over business growth. Several
respondents have knowledge as gender pay gap have unfavourable effect on company by
increasing lack of moral, poor performance and low productivity. Some respondents have idea as
diversity and inclusion at workplace have positive impact on business by lowering turnover rate,
increasing motivation etc. Along with this, company also followed performance related pay that
helped them by improving employees focus, developing a healthy performance based culture and
highlighting poor performance effectively. There are number of prospects for gender pay
equality such as leadership development, colleague advocates and unconscious bias awareness.
These are effective for company because it helped them in promotion of diversity and equality at
their own place. In order to overcome negative impact of gender pay gap some recommendations
will be require to given to an organisation.
8). Recommendations
This has been recommended that diversity and inclusion is important but gender pay gap
is major issues within an organisation. In order to reduce the impact of gender pay gap some
recommendations will be require to provided to ASDA. These are described as below:
 ASDA must give training session to their workers as it will support workers to increasing
their understanding regarding business practices. It turn to assist business in reduction of
high employee turnover.
 Company should also develop inclusive working environment that will help them in
retention of employees for longer period. As it will further aid company in attainment of
its long term goals and objectives in lesser time.

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