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

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.