Examine Equality and Diversity Practices in LIDL

This research project examines the equality and diversity practices and policies in LIDL, a global supermarket chain. It explores the impact of gender equality on employee performance and the importance of equality and diversity in organizational success. The research also identifies strategies for managing equality and diversity at LIDL.

Research Project

Table of Contents
Research Project: Examine the equality and diversity practices and policies in LIDL. .................1
Chapter 1: Introduction ...................................................................................................................1
Research Topic: “Managing equality and diversity”. A research project on LIDL...............1
1.1. Background of the research ............................................................................................1
1.2. Aim and objectives .........................................................................................................2
1.3. Rationale for selection of research topic ........................................................................2
1.4. Research questions .........................................................................................................3
Chapter 2: Literature Review ..........................................................................................................3
Chapter 3: Research Methodology .................................................................................................7
Chapter 4: Data analysis and Interpretation ..................................................................................11
4.1) Data Analysis ...............................................................................................................11
4.2) Interpretation of data ....................................................................................................12
Chapter 5: Communication of research outcomes.........................................................................21
5.1) Research findings and Conclusion ..............................................................................21
5.2) Communication with stakeholder ................................................................................22
5.3) Recommendation ..........................................................................................................22
Chapter 6: Reflection ....................................................................................................................23
6.1) Reflection on the effectiveness of applied research methods.......................................23
6.2) Reflection on recommended actions for future improvement.......................................23
REFERENCES .............................................................................................................................24
Appendix 1: Research ethical and proposal form ................................................................27
Appendix 2: Questionnaire............................................................................................................38

Research Project: Examine the equality and diversity practices and policies in
LIDL.
Chapter 1: Introduction
Research Topic: “Managing equality and diversity”. A research project on LIDL.
1.1. Background of the research
In today’s modern world, due to globalisation and enhanced integration at international
level along with enriched expansion of orgnisation the issues associated with management of
equality and diversity is become common for all companies (Syed and Ozbilgin, 2019). The
concept of equality is all about leading and maintaining a fair workplace environment that must
be free from all kind of discrimination and favouritism on the basis of sex, gender, culture,
background, race or any other personal aspect. On the other side, diversity is a phenomena that
aim at maintaining a bonding and inclusion between culturally diversified group or employees
belongs to different backgrounds and having varied physical or other competencies. With
enhanced growth and expansion of an orgnisation at diversified location it become vital and
essential for a company to hire employees who belongs to diversified culture and nature to attract
and cater customers from diversified culture (Knights and Omanović, 2016). Thus, it become
more vital and crucial for a company to come up with effective strategies and policies to
maintain a significant level of equality and diversity at workplace in order to maintain to growth
and performance level of employees and overall company.
The organisation that is selected for current investigation is LIDL that is global
supermarket chain with more than 10000 stores across Europe and parts of US. The main
headquarter of LIDL is situated at Neckarsulm, Germany and offer a range of diversified
products to its customers which consist of fresh fruit & vegetable, meat, fish, bakery, cleaning
and household products, health and beauty products, pet food, baby food, frozen food, baby
health care and many other items (Lidl opens its 700th store in the UK, 2018). LIDL is a
multinational retailer with more than 700 stores in UK and other parts of world thus, issues
related with managing equality and diversity among its employees is commonly seen in LIDL.
Therefore, many vital polices and practises are adopted by LIDL to effectively manage equality
and diversity at its workplace along with leading Gender equality to ensure higher performance
and betterment of organisation (Ravazzani, 2016). Thus, current investigation is conducted to
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examine the equality and diversity practices and policies in LIDL along with evaluating about
the various diversity issues at workplace together with techniques for effective management of
equality.
1.2. Aim and objectives
Research aim
The aim set out for current investigation is, “To evaluate about the various diversity
issues at workplace together with techniques for effective management of equality.” An
investigation made on Lidl Rowan Road situated at 216 Rowan Rd, London SW16 5HX, United
Kingdom.
Research Objectives
The main objectives that are associated with current investigation on LIDL are provided
below:
 To develop better understanding about the issues associated with diversity at workplace.
 To evaluate about the impact of gender equality on the performance of employees of
LIDL.
 To identify the importance of equality and diversity in betterment and success of an
organisation.
 To determine all possible strategies and techniques that can be adopted by LIDL to
manage equality and diversity at its workplace.
1.3. Rationale for selection of research topic
The current investigation is based on topic of managing equality and diversity which is
rationale from professional aspects of researcher as providing enriched information about the
various issues associated with managing diversity along with leading knowledge about policies
and strategies to cope up with these challenge. This investigation is vital to lead and ensure better
management of equality and diversity at workplace along with effectiveness and benefits in
leading enhanced success and better performance of an orgnisation through enhancing its
creativity and innovation level. Apart from these professional reason the current research project
all meet personal aspects of researcher through ensuring development of better managerial,
communication and other interpersonal skills along with meeting academic perspective to have
better future and development.
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1.4. Research questions
The questions and issues that are evaluated and analysed through current investigation on
LIDL are stated as below:
 What is meant by the issues associated with diversity at workplace?
 What impact is lead by gender equality on the performance of employees of LID?
 What importance is lead by equality and diversity in betterment and success of an
organisation?
 What are the possible strategies and techniques that can be adopted by LIDL to manage
equality and diversity at its workplace?
Chapter 2: Literature Review
It forms a vital part of a research project as it the chapter that consists of evaluation and
discussion of various literature that are reviewed and surveyed for leading a base and framework
for current investigation (Özbilgin and Slutskaya, 2017). The various online articles’ and journal
analysed for current investigation on the topic of equality and diversity are evaluated below:
To develop better understanding about the issues associated with diversity at workplace
According to the view point of Angela Hood, 2017. There are some of the most common
issues and challenges associated with managing and creating diversity at workplace are barriers
in communication and language, differences in culture, employees bullying, sexual harrasment
and so on. These are the barriers which are faced by companies while associating diversity at
workplace. When company faces these issues it affects the performance of an employee as it
reduces the efficiency and effectiveness and ultimately this all affect the performance of the
business. These all are the problems which create stress level among the employees and
miscommunication and misinterpretation also increase. When these issues happen employee
turnover increases which is the loss for company as they need to again invest in the process of
hiring employees. Some issues are explained under:
Ethnic and Cultural Differences- It is difficult for mangers and leaders to understand the
needs and expectations of employees who belongs to different ethic and culture. Beside this, a
level of prejudice and discrimination is also seen in employees with the individual’s that belongs
to different ethic and culture. Thus, eliminating those ethic and cultural difference among a
diverse workforce is the main issues encountered or associated with leading diversity at
workplace (Mahlangu, 2019). A challenge is faced by organisation in coordinating and setting a
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mutual road or work style among theses culturally diversified people who are have different
needs and expectations as per their diversified background and culture that lead to conflict of
interest at workplace.
Language and Communication barriers- The another issues associated with diversity is
related with lack of effective communication and bonding among employees that is mainly due
to use of different language. It is difficult for an organisation to direct and guide a diversified
group of people and employees as they all are not habitual and comfortable with use of common
a language that hampers communication and lead to enhanced chances of chaos and clash at
workplace.
Sexual harassment and incidence of Bullying - With enhancing diversity at workplace the
issues associated with gender discrimination is also encountered that is mainly related with
discrimination regarding hiring, salary, opportunities, and promotions among employees on the
basis of the gender which hamper the performance and efficiency level of employees. Beside
this, a increased number of cases associated with sexual harassment and bullying is also seen due
to diversity at workplace that lead to creation of stress and depression among employees and
severely hamper performance and efficiency level of workforce (Dahanayake and et. al., 2018).
To evaluate about the impact of gender equality on the performance of employees of LIDL
As per the information provided by Sharon Hurley Hall, 2020, gender equality lead a
positive impact on performance of employees as it a factor that lead to reduction in cases of
sexual harassment or any other kind of Buying or discrimination on the basis of sex or gender of
an individual. It has been evaluated that gender equality is a vital concept that ensures same
treatment for males and females employees and leading equal considerations for different
behaviours, aspirations and needs of women and men that must be valued and favoured equally
at the workplace of an orgnisation. The other benefits that are lead by creation of gender equality
on the performance of LIDL and overall organisation are stated below:
Improved productivity- It has been evaluated that one of the major benefit of gender
equality is that it lead to improved productivity through leading a more cohesive and efficient
workforces. Creation of gender equality brings more satisfaction level and enhanced mental
peace through eliminating stress and other negative impact thus, lead to improvement in
productivity and efficiency level of employees (Bouten, 2016).
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Better quality of life- The another benefit of gender equality is that it ensures better quality
of life for employees through eliminating all kind of gender discrimination that consist of fair
recruitment and section process along with fair pay and promotion strategy that lead to fair
promotion and growth opportunity to both males and females. Thus, creation of gender equality
leads to continuing innovate, grow and be productive that leads to a better quality of life for
employees of all genders. Thus, motivates employees of all gender to work hard and have better
performance (Jozwiak, 2019).
Thus, with respect to above discussion it can be evaluated gender equality lead to
enhanced productivity through leading a fair and harassment free workplace that motivates
employees for better performance along with improving the quality of life employees through
eliminating all king of discrimination on the basis of gender which consists equal hiring
opportunity and fair pay. Thus, it can be evaluated that gender equality at workplace lead to a
positive and optimistic impact on performance of employees.
To identify the importance of equality and diversity in betterment and success of an
organisation
As per the information lead by Louise Petty, 2016, equality and diversity are vital and
important for betterment and success of an orgnisation as it plays a significant role in enhancing
overall creativity and competency level of orgnisation through leading hiring and recruitment of
employees from diversified location that lead to better pool of talent. The other crucial and
important role lead by equality and diversity in betterment and success of an organisation are
discussed and evaluated below:
Increase creativity and innovation level- The foremost importance of leading equality
and diversity at workplace consist of the fact that it improve the overall creativity and innovation
level of an organisation through leading a wider pool of talented candidates from diversified
culture and background (Riccucci, 2018). Further, equality leads to a more motivated workforce
that ensures higher creativity and innovation level in them through directing them for making
better efforts for success of an organisation.
Enhanced Growth opportunity- The another importance of leading equality and diversity
at workplace is associated with enhanced growth opportunity as a diversified workforce ensures
better awareness and understanding about the customers who belongs to different culture and
background (Zhang and et. al., 2016). Further, diversified workforce also overcome the issues of
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communication with diversified customers through ensuring better knowledge about language
and norms of customers belongs to different culture or ethnic through employing candidates
from different nationalities to enhance growth opportunity at global level.
Better brand image and reputation- An organisation that provide equal opportunity to all
candidates and ensure effective management of equality and diversity gain better brand image
and reputation of orgnisation in eyes of customers and society as it is working towards
eliminating discrimination and unethical work practises. Thus, maintaining equality and diversity
also lead to better brand image and goodwill that improves overall performance and success level
of an organisation (De Anca and Vega, 2016).
Beside this it could be evaluated that a direct relationship between cultural diversity and
business performance is there as it has been evaluated that management of cultural diversity lead
to presence of diversified group of people at workplace that enhance the creativity and efficiency
level of an organisation. Beside this, enhanced growth opportunity and better brand image is also
lead by cultural diversity as it lead to a fair and effective recruitment and selection method that
give equal selection opportunity to all employees which enhance brand image of an orgnisation.
Along with this, cultural diversity also leads better awareness about the diversified needs and
expectations of larger number of customers from diversified group through enriching the skills
and competencies of an organisations lead by diverse workforce thus, it could be evaluated that a
positive impact is lead by cultural diversity on business performance of an organisation.
To determine all possible strategies and techniques that can be adopted by LIDL to manage
equality and diversity at its workplace
As per the view point of Angel Sharma, 2016, it has become vital for organisation to
come up with some enhanced and better strategies and techniques to ensure effective
management of equality and diversity at its workplace that ensures higher productivity and
enhanced creativity. Some of these possible strategies and efficient techniques that can be
adopted by LIDL in order to manage equality and diversity at its workplace consist of following
main points that are evaluated as below:
Fair HR practises- The foremost step that could be adopted y LIDL to create and
managed diversity at its workplace consists of leading and adopting an Unbiased and Fair HR
practises and strategies that consists of discrimination free recruitment and selection process that
ensures fair employment opportunity for all individuals belong to any culture or nation. Thus,
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adoption of Fair HR practises ensures hiring of employees from diversified group thus, ensures
better management of diversity at workplace (Özbilgin and Chanlat, 2017).
Effective communication and Formal Complaint Process- The another step or strategy
that could be adopted by LIDL to ensure better management of equality and diversity consists of
ensuring effective communication at workplace that yield a fair chance to share and discuss their
views and opinion so that does not feel neglected or discriminated at any point while working for
the organisation (Thomas, 2019). Furner, leading a formal complaint Box is also an efficient
technique to reduce the chances of discrimination, sexual harassment or any kind of Bullying at
workplace through leading a platform for making compliant and leading solution for their
problem.
Cultural and diversity training- The another strategy and technique that lead to better
management of equality and diversity consist of providing regular training and leading
awareness about equality and diversity in order to motivate employees for the same. Further,
providing regular training and learning programmes by LIDL for its employees ensures better
understanding abut norms and culture of diversified employees that enhance feeling of
acceptance and respect in employees towards each other. Thus, cultural and diversity training is a
vital strategy to manage equality and diversity at the workplace of LIDL (de Freitas, 2017).
Chapter 3: Research Methodology
Research methodology form a vital part of a research work as it is a section that yield all required
information about the types of method and approaches used for conducting an investigation in
order to achieve and accomplish set objectives on time and in an efficient manner (Syed and
Ozbilgin, 2019). The various philosophies, approaches and methods that are used for current
investigation on LIDL are provided below along with leading a justifiable reason and verification
for their adoption:
Research philosophy- This section of research methodology yield information about the set
principles of conducting an investigation that are concerning research stance worldwide.
Research philosophy is mainly bifurcated into four main parts that consists of realism,
Posistivitism, Objectivitism and interpretivism among which implication of positivism research
approach is made for current investigation on LIDL. The verification and justification for
selection of Positivism Philosophy consist of the fact that it comes up with better set of
objectives that are easy to select and also lead better expansion and measuring of collected data
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for effective testing of hypotheses in quantified or numeric manner (Knights and Omanović,
2016).
Research approach- The two main reasoning method or approaches consists of deductive
and inductive approach out of which former one is associated with quantitative data whereas
later one is associated with qualitative facts. Thus, in accordance with current topic based on
managing equality and diversity, adoption of deductive approach is more verified as it meet the
nature of current investigation and ensures better scan of set hypothesises in a scientific and
more practical way to based on numeric and quantitative terms to achieve set objectives in more
effective way (Ravazzani, 2016).
Research method- This section of research methodology mainly consists of three main
method i.e. quantitative, qualitative and mixed methods out of which one or communication of
two is adopted by a researcher on the basis of set objectives. With regard to current investigation
use of quantitative research method is more viable and verified as it a method that emphasis in
collection and analysis of data in numeric form that lead to a measurable results and better
conclusion and testing of set objectives to accomplish set objectives through numeric facts and
evaluation.
Research strategy and technique- There are many types of strategy used for conducting a
research that consists of experiment, Survey, case study, action research etc, out of which
implication of survey strategy or technique of research is adopted for current investigation as it
considered as one of the most cost and time effective strategy and technique that consist of use of
questionnaire for data collection (Özbilgin and Slutskaya, 2017).
Activities and timeline- In order to bring clarity and ensure systematic presentation of all
activities along with their associated timeline, use of following Gantt chart is made. It ensures
more clarity in investigation and also reduces chances of overlapping of work and activity in
order to timely accomplish the project (Mahlangu, 2019).
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Sampling Method
It is basically of two types that is probability sampling and non probability method which
mainly indicates the process of selecting and choosing respondents for an investigation from a
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large number of populations (Dahanayake and et. al., 2018). The current investigation is based
on managing equality and diversity that is a mainly associated with the workplace of an
orgnisation thus, the participants selected for current investigation on LIDL consists of 30
respondents who are selected from the employees of LIDL with the help of probability random
sampling method. The reason behind making use of random sampling method is that it
eliminates the chances of biasness and discrimination while making selection of respondents for
current investigation on LIDL to maintain authentic and viability of current investigation.
Data Collection and analysis
There are two main sources from where data could be collected i.e. primary and
secondary. As per the nature of current investigation, use of both primary and secondary sources
of data collection are made as primary sources ensures collection of first hand and most authentic
form of data directly from participants where as secondary form lead to a support and base for
primary findings for better verification and justification of collected data (Bouten, 2016).
Questionnaire is a part of survey that will be developed by close ended questions. This is an
effective research instrument that will help investigator in collecting reliable data.
Instrument used- For collection of primary data the instrument that is used consists of a
questionnaire that is basically a written document that consist of a set of question (Jozwiak,
2019). The questionnaire that is used to collect data from primary source for current
investigation in LIDL from its selected 30 employees is provided below:
Ethical considerations
While conducting an investigation it is vital to keep in consideration with all set research
ethic and principle to maintain the authenticity and viability of research work. For current
investigation on LIDL proper implication of all set resrch principles and ethic are made thus, a
due approval and consent is taken from all individuals before involving them in the research
project. Beside this, it has been also taken care that none of the intellectual right or set principle
should not be violated along with not hurting emotions of personal sentiments of any individuals
thus, implication of data security act is also made to ensure maintain of privacy and safety of
collected data.
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Chapter 4: Data analysis and Interpretation
4.1) Data Analysis
Following table are prepared for effective analysis of data collected with use of above stated
questionnaire from 30 employees of LIDL:
Q1) Are you having awareness and any view point on the crucial
topic of Managing equality and diversity at workplace?
Frequency
a) Yes 26
b) No 1
c) Neutral 3
Q2) As per you opinion, management and implication of equality and
diversity at workplace of a company is basically a HR problem or a
management issue?
Frequency
a) HR problem 12
b) Management issues 14
c) Both “a” and “b” 4
Q3) What perceptive are you having about the effectiveness of
equality and diversity practices and policies in LIDL?
Frequency
a) Effective 16
b) Ineffective 6
c) Neutral 8
Q4) As per your experience, which one is the biggest challenge and
issue associated with managing and creating diversity at workplace
of any organisation?
Frequency
a) Ethnic and Cultural Differences 7
b) Complex needs and higher expectations 8
c) Language and Communication barriers 9
d) Lack of coordination and bonding 6
Q5) What are the main negative impacts which could be lead by lack
of equality and diversity at workplace of LIDL?
Frequency
a) Enhanced chances of stress and chaos 10
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b) Sexual harassment and bullying 12
c) Limited growth opportunity 8
Q6) Which is the most vital and important role of equality and
diversity in success and improved performance of LIDL?
Frequency
a) Enhanced productivity 9
b) Enriched creativity level of workforce 8
c) Enhanced Growth opportunity 6
d) Better brand image and reputation 7
Q7) What impact is lead by creation of gender equality on overall
performance and motivation level of employees?
Frequency
a) Positive 24
b) Negative 2
c) No-impact 4
Q8) What practices and policies can be adopted by LIDL to ensure
Gender equality at its workplace?
Frequency
a) Fair remuneration 10
b) Equal Growth opportunity 8
c) Implication of equality act, 2010. 12
Q9) Which strategy and techniques is most viable that could be
adopted by LIDL to effectively manage equality and diversity at its
workplace?
Frequency
a) Regular cultural and diversity training 6
b) Effective communication 5
c) Diversity based Incentives 7
d) Formal Complaint Process 4
e) Unbiased and effective HR practises 8
Q10) As your view point’s what role could be lead by participative
management style in leading equality and diversity at workplace of
LIDL?
Frequency
a) Positive 25
b) Negative 3
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c) No role 2
4.2) Interpretation of data
Theme 1: Topic of Managing equality and diversity at workplace
Q1) Are you having awareness and any view point on the crucial
topic of Managing equality and diversity at workplace?
Frequency
a) Yes 26
b) No 1
c) Neutral 3
Interpretation
It could be interpreted in the basis of current investigation that 26 participants out of a
total of 30 were having awareness on the crucial topic of Managing equality and diversity at
workplace where as only one respondent was unaware of it along with 3 more participants who
were having a neutral view point on the vital concept of Managing equality and diversity at
workplace.
Theme 2: Management and implication of equality and diversity at workplace
Q2) As per you opinion, management and implication of equality and
diversity at workplace of a company is basically a HR problem or a
management issue?
Frequency
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a) HR problem 12
b) Management issues 14
c) Both “a” and “b” 4
Interpretation
It has been observed during current research project that, management and implication of
equality and diversity at workplace of a company is basically a HR problem as supported by 12
participants where as 14 participants had chosen management issues as valid option where as 4
individuals were also there who supported both “a” and “b” options.
Theme 3: Effectiveness of equality and diversity practices and policies in LIDL
Q3) What perceptive are you having about the effectiveness of
equality and diversity practices and policies in LIDL?
Frequency
a) Effective 16
b) Ineffective 6
c) Neutral 8
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Interpretation
As per above stated pie charts it has been evaluated that 16 participants were having a
perception that the equality and diversity practices and policies in LIDL are effective where as 6
respondents as supported ineffective practises along with 8 other individuals who were in favour
of neutral level of effectiveness of equality and diversity practices and policies in LIDL.
Theme 4: Biggest challenge associated with managing and creating diversity
Q4) As per your experience, which one is the biggest challenge and
issue associated with managing and creating diversity at workplace
of any organisation?
Frequency
a) Ethnic and Cultural Differences 7
b) Complex needs and higher expectations 8
c) Language and Communication barriers 9
d) Lack of coordination and bonding 6
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Interpretation
7 participants believed that Ethnic and Cultural Differences is one of the biggest
challenge and issue associated with managing and creating diversity at workplace of any
organisation where as 8 were in favour of Complex needs and higher expectations. Beside this, 9
respondents had also supported Language and Communication barriers along with 6 more
participants who believed that Lack of coordination and bonding is the biggest challenge
associated with managing diversity.
Theme 5: Main negative impacts lead by lack of equality and diversity
Q5) What are the main negative impacts which could be lead by lack
of equality and diversity at workplace of LIDL?
Frequency
a) Enhanced chances of stress and chaos 10
b) Sexual harassment and bullying 12
c) Limited growth opportunity 8
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Interpretation
Lack of equality and diversity at workplace create many negative impacts that consist of
Enhanced chances of stress and chaos as supported by 10 participants where as 12 were in favour
of Sexual harassment and bullying along with 8 other respondents who favoured Limited growth
opportunity as biggest negative impact of not having equality and diversity at workplace.
Theme 6: Important role of equality and diversity in success and improved performance
Q6) Which is the most vital and important role of equality and
diversity in success and improved performance of LIDL?
Frequency
a) Enhanced productivity 9
b) Enriched creativity level of workforce 8
c) Enhanced Growth opportunity 6
d) Better brand image and reputation 7
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Interpretation
It has been find out through current investigation that enhanced productivity is a vital and
important role of equality and diversity in success and improved performance of LIDL as
believed by 9 participants along with 8 other who supported Enriched creativity level of
workforce. Apart from this, 6 other had supported Enhanced Growth opportunity along with 7
more individuals who are having an opinion that Better brand image and reputation is lead by
equality and diversity at workplace.
Theme 7: Impact is lead by creation of gender equality on overall performance and
motivation level of employees
Q7) What impact is lead by creation of gender equality on overall
performance and motivation level of employees?
Frequency
a) Positive 24
b) Negative 2
c) No-impact 4
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Interpretation
It has been evaluated with respect to collected data for current investigation that 24
respondents were having a thinking that positive impact is lead by creation of gender equality on
overall performance and motivation level of employees where as only 2 favoured the negative
impact along with 4 other who supported no impact of equality and diversity in performance of
employees.
Theme 8: Practices and policies can be adopted by LIDL to ensure Gender equality at its
workplace
Q8) What practices and policies can be adopted by LIDL to ensure
Gender equality at its workplace?
Frequency
a) Fair remuneration 10
b) Equal Growth opportunity 8
c) Implication of equality act, 2010. 12
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Interpretation
Providing fair remuneration is an effective practice and policy that could be adopted by
LIDL to ensure gender equality as supported by 10 individuals where as 8 seemed in favour of
equal growth opportunity along with 12 more participants who supported implication of equality
act for leading Gender equality at workplace.
Theme 9: Strategy to effectively manage equality and diversity
Q9) Which strategy and techniques is most viable that could be
adopted by LIDL to effectively manage equality and diversity at its
workplace?
Frequency
a) Regular cultural and diversity training 6
b) Effective communication 5
c) Diversity based Incentives 7
d) Formal Complaint Process 4
e) Unbiased and effective HR practises 8
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Interpretation
It has been observed from above research work that Regular cultural and diversity
training as supported by 6 individuals along with effective communication which was favoured
by 5 participants are viable strategy to effectively manage equality and diversity at its workplace.
Beside this, 7 respondents had also favoured diversity based incentives along with formal
complaints as supported by 4 respondents together with 8 other participants who favoured
Unbiased and effective HR practises to lead better equality and diversity at workplace of LIDL.
Theme 10: Role leads by participative management style in leading equality and diversity
Q10) As your view point’s what role could be lead by participative
management style in leading equality and diversity at workplace of
LIDL?
Frequency
a) Positive 25
b) Negative 3
c) No role 2
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Interpretation
With respect to above stated pie charts it has been observed that as per the view point of
25 participants positive role is lead by participative management style in leading equality and
diversity at workplace of LIDL where as 3 had favoured negative impact along with 2 remaining
respondents who had supported no role of participative management style in leading equality and
diversity.
Chapter 5: Communication of research outcomes
5.1) Research findings and Conclusion
With respect to current investigation it has been find out that management of equality and
diversity is a vital concept that is basically a HR issue as well as reasonability of management to
provide and creates a more positive and efficient workplace. It has been evaluated during current
investigation that Ethnic and Cultural Differences, Complex needs and higher expectations of
diversified people along with Language and Communication barriers that lead to Lack of
coordination and bonding among employees are the biggest challenge and issues associated with
creation of diversity at workplace. Further, it has been also observed with current research
project that Enhanced chances of stress and chaos, Sexual harassment and bullying and Limited
growth opportunity are some of the main negative impacts which could be lead by lack of
equality and diversity at workplace. But stile management of equality and diversity is important
and vital for an organisation as it lead to Enhanced productivity, Enriched creativity level of
workforce, Enhanced Growth opportunity and Better brand image and reputation.
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Thus, on the basis of current research project it has been summarised that creation of
equality and diversity especially facilitating gender equality creates a positive impact on overall
performance and motivation level of employees through leading a stress free atmosphere and
reducing chances of Sexual harassment and bullying at workplace. Further, it could be concluded
form above investigation that an organisation must adopt some better strategies and policies to
ensure gender equality at its workplace that consist of Fair remuneration and Implication of
equality act, 2010. Further, it has been also find out through current investigation that Regular
cultural and diversity training, Effective communication, Diversity based Incentives, Formal
Complaint Process and Unbiased and effective HR practises are some of the most vital strategy
that could be adopted by a organisation to effectively manage equality and diversity at its
workplace. At last it can be summarised that, a positive role is lead by participative management
style in leading equality at diversity at workplace through ensuring fair involvement of all
employees in decision making process.
5.2) Communication with stakeholder
The current investigation is based on management of equality and diversity thus, it is vital to
communicate above sated findings with all appropriate stakeholders to ensure better implication
of these vital concepts. The stakeholders to whom the findings of current investigation would be
communicated in an appropriate manner consist of board of directors of LIDL as they are the one
who gave the maximum responsibility of decision making thus, ensures better adoption of
equality and diversity along with transferring relevant information to mangers, employees,
customers and other associated parties regarding the findings on management of equality and
diversity. For having an appropriate communication with important stakeholders (managers,
employee and directors) use of online modes of communication is made as it ensures
uninterrupted and easy transfer of data through making use of digital media such as social media
and e-mails.
5.3) Recommendation
With respect to evaluation of findings of current investigation following recommendation
could be made for LIDL to have effective management of equality and diversity at its workplace.
 The first and foremost recommendation for LIDL is to implicate all provision of equality
act 2010, in a more better way as it a vital prcatises that ensures a much strict and rigid
framework for stopping and controlling gender discrimination or any other kind of
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favouritism thus, ensures a more positive and fair workplace for all employees that ensure
better management of equality and diversity.
 Adoption of unbiased HR practises is also an effective way to manage equality and
diversity as fair recruitment and selection process at LIDL ensures selection of employees
from diversified culture that is vital to created diversity where as Fair remunerations and
other HR practises ensures elimination of gender inequality and other sort of
discrimination at workplace to ensures better management of equality and diversity.
 At last, effective communication and formal complaint process is also recommended for
LIDL as it ensures a better bonding and more inclusion among workforces to maintain
equality and diversity at workplace along with setting defined process for having
complaint against discrimination also lead better check and control over favouritism at
workplace to have effective management of equality and diversity.
Chapter 6: Reflection
6.1) Reflection on the effectiveness of applied research methods
The current investigation is quite effective and all the set objectives and desired level of
work is effectively achieved by me on time. To ensures proper accomplishment of current
investigation use of deductive approach and positivism philosophy has made by me that lead to
better testing and scanning of set hypothesis to maintain the effectiveness on collection and
analysis of data. Further, to ensure timely completion of work use of quantitative method of
research was made that made it quite simper and easy to collect and present data in numeric form
where data is collected with the help of a written questionnaire. Beside this, use of frequency
table and pie charts had enriched the analysis and interpretation of collected information to lead a
more quantifiable and measurable conclusion. Thus, it can be reflected that the set of methods
and approaches used for current investigation are effective in meeting objectives and maintain
the effectiveness of overall work.
6.2) Reflection on recommended actions for future improvement
Overall the current research project is useful and informative for me that enhanced my
research skills, managerial competencies and overall knowledge regarding various aspects of
investigation. It has been find out by me that use o qualitative research method is viable way to
conduct an investigation in an effective way but the main pitfall and drawback faced during use
24

of qualitative method is that it does not provide any assess or evaluation of in-depth or deep
theoretical data to better perspective of respondents behaviour and attitude. Thus, the
recommendation that could be made for betterment and improvement in actions consists of use
of qualitative method that is a complex method but lead to detailed and in-depth information
regarding behaviours and other aspects of participants. Thus, use of qualitative research method
could be made to lead better implication and conduction of investigation where data is collected
through interview process to get deep in-sight into view point of participates which is a time
consuming and complex process and also difficult to present the findings but ensures more
detailed information and perceptive to reach more valid conclusion.
REFERENCES
Books and journal
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Bamel, U.K., Paul, H. and Bamel, N., 2018. Managing workplace diversity through
organizational climate. In Flexibility in Resource Management (pp. 87-97). Springer,
Singapore.
Bouten-Pinto, C., 2016. Reflexivity in managing diversity: a pracademic perspective. Equality,
Diversity and Inclusion: An International Journal.
Dahanayake, P. and et. al., 2018. Justice and fairness in the workplace: a trajectory for managing
diversity. Equality, Diversity and Inclusion: An International Journal.
De Anca, C. and Vega, A.V., 2016. Managing diversity in the global organization: Creating new
Business values. Springer.
de Freitas, M. E., 2017. Managing Diversity in Brazil', Management and Diversity (International
Perspectives on Equality, Diversity and Inclusion, Volume 3).
Jozwiak, G., 2019. managing equality and diversity, part 5: race and ethnicity On identity.
Nursery World, 2019(10), pp.34-35.
Jozwiak, G., 2019. managing equality and diversity, part 6: language and culture: Culture club.
Nursery World, 2019(12), pp.30-31.
Jozwiak, G., 2019. managing equality and diversity, part 6: religion and belief: Have faith.
Nursery World, 2019(14), pp.34-35.
Jozwiak, G., 2019. managing equality and diversity, part 8: gender: In the balance. Nursery
World, 2019(16), pp.30-31.
Klein, U., 2016, January. Gender equality and diversity politics in higher education: Conflicts,
challenges and requirements for collaboration. In Women's Studies International Forum
(Vol. 54, pp. 147-156). Pergamon.
Knights, D. and Omanović, V., 2016. (Mis) managing diversity: exploring the dangers of
diversity management orthodoxy. Equality, Diversity and Inclusion: An International
Journal. 35(1). pp.5-16.
Lim, T., Leong, C. H. and Suliman, F., 2019. Managing Singapore’s residential diversity through
Ethnic Integration Policy. Equality, Diversity and Inclusion: An International Journal.
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Lozano, J.F. and Escrich, T., 2017. Cultural diversity in business: A critical reflection on the
ideology of tolerance. Journal of Business Ethics. 142(4). pp.679-696.
Mahlangu, V. P., 2019. Equality and Diversity of Students in Higher Education', Diversity within
Diversity Management (Advanced Series in Management, Volume 22).
Nachmias, S., Aravopoulou, E. and Caven, V., 2019. Diversity and Equality Issues in Modern
Organisations. In Inequality and Organizational Practice (pp. 17-43). Palgrave
Macmillan, Cham.
Nachmias, S., Ridgway, M. and Caven, V., 2019. The Legal Framework on Diversity and
Equality. In Inequality and Organizational Practice (pp. 15-36). Palgrave Macmillan,
Cham.
Özbilgin, M. and Chanlat, J.F. eds., 2017. Management and diversity: Perspectives from
different national contexts. Emerald Group Publishing.
Özbilgin, M. and Slutskaya, N., 2017. Consequences of Neo-Liberal politics on equality and
diversity at work in Britain: Is resistance futile. Management and diversity: Thematic
approaches. 4. pp.319-334.
Phipps, C., 2020. “We Already Do Enough Around Equality and Diversity”: Action Taken by
Student Union Officers to Promote LGBT+ Inclusion in University Sport. Sociology of
Sport Journal, 1(aop), pp.1-9.
Ravazzani, S., 2016. Understanding approaches to managing diversity in the workplace.
Equality, Diversity and Inclusion: An International Journal.
Riccucci, N., 2018. Managing diversity in public sector workforces: Essentials of public policy
and administration series. Routledge.
Syed, J. and Ozbilgin, M., 2019. Managing diversity and inclusion: An international perspective.
SAGE Publications Limited.
Thomas, J., 2019. Equality and Diversity at Warwickshire County Council.
Zhang, M. M. and et. al., 2016. Managing student diversity in business education: Incorporating
campus diversity into the curriculum to foster inclusion and academic success of
international students. Academy of Management Learning & Education. 15(2). pp.366-
380.
Frémeaux, S., 2020. A Common Good Perspective on Diversity. Business Ethics Quarterly.
30(2).
Skaggs, S., Kmec, J. A. and Bae, K. B., 2020. Managing racial diversity: the context of state
legal and political cultures. Social science research, p.102412.
Romani, L. and Holgersson, C., 2020. Cross-Cultural and Diversity Management Intersecting in
Global Diversity Management: Tensions and Opportunities. The SAGE Handbook of
Contemporary Cross-Cultural Management, p.255.
Kirton, G., 2020. Diversity and inclusion in a changing world of work. In The Future of Work
and Employment. Edward Elgar Publishing.
Kargiglioğlu, Ş. and Bayram, G.E., 2020. Equal Opportunities and Managing Diversity in
Tourism Management. In Industrial and Managerial Solutions for Tourism Enterprises
(pp. 39-54). IGI Global.
Syed, J., 2020. Diversity management and missing voices. In Handbook of research on employee
voice. Edward Elgar Publishing.
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Online:
Lidl opens its 700th store in the UK. 2018. [Online] Available Through:<
https://www.bbc.com/news/business-43069631>.
Angela Hood. 2017. 7 Biggest Diversity Issues in The Workplace. [Online] Available Through:<
https://thiswayglobal.com/blog/2017/07/14/top-diversity-issues-in-the-workplace/ >.
Sharon Hurley Hall. 2020. 10 Benefits of Gender Equality in the Workplace. [Online] Available
Through:< https://business.tutsplus.com/articles/gender-equality-international-womens-
day--cms-34678>.
Louise Petty. 2016. How Equality & Diversity Improves Your Workplace: Examining the
Benefits. [Online] Available Through:<
https://www.highspeedtraining.co.uk/hub/equality-diversity-benefits-workplace/ >.
Angel Sharma. 2016. Managing diversity and equality in the workplace. [Online] Available
Through:< https://www.cogentoa.com/article/10.1080/23311975.2016.1212682 >.
27

Appendix 1: Research ethical and proposal form
28

29

Research Proposal Form
Student Name: _ Student ID: ____________
Centre Name:
Tutor: ________________ Date:
Unit: 11 Research Proposal
Proposed Title: EXAMINE THE EQUALITY AND DIVERSITY PRACTICES AND
POLICIES IN LIDL
30

Section One: Title, objective, responsibilities
Title or working title of the research project (in the form of a question, objective or
hypothesis)
The selected topic for current research project is, “Managing equality and diversity”. A
research project on LIDL.
Research Aim
The aim of this research work is, “To evaluate about the various diversity issues at
workplace together with techniques for effective management of equality.”
Research objectives (e.g what is the question you want to answer? What do you want
to learn how to do? What do you want to find out?):
The main research objectives set for current research work on LIDL are stated as follows:
 To develop better understanding about the issues associated with diversity at
workplace.
 To identify the importance of equality and diversity in betterment and success of
an organisation.
 To determine all possible strategies and techniques that can be adopted by LIDL to
manage equality and diversity at its workplace.
Question Tag
 What is meant by the issues associated with diversity at workplace?
 What importance is lead by equality and diversity in betterment and success of an
organisation?
 What are the possible strategies and techniques that can be adopted by LIDL to
manage equality and diversity at its workplace?
Section Two: Reasons for choosing this research project
Reasons for choosing the project (e.g links to other subjects you are studying, personal interest, future
plans, knowledge/skills you want to improve, why the topic is important):
The reason behind choosing research topic on equality and diversity is that it lead to a
better information about this crucial concept that is becoming essential and vital for
organisation to achieve betterment and success. Thus, selection of above research topic is
rationale from professional perspective of researcher and at the same time also meet
31

personal implication of investigator through leading development of skills and
knowledge.
Section Three: Literature sources searched
To develop better understanding about the issues associated with diversity at workplace
According to the view point of Angela Hood, 2020, the main issues associated with
diversity at workplace consists of acceptance the differences between each other
otherwise it could lead to serious challenges like chaos and conflicts at workplace. Beside
this, Language and communication barriers are ever-present in companies with a diverse
workforce that is one of the biggest issues associated with diversity at workplace
(Ashurst, 2019).
To identify the importance of equality and diversity in betterment and success of an
organisation.
As per the view point of Louise Petty, 2016, it is important to manage equality and
diversity for betterment and success of an organisation as diversity improves skills and
competencies of workplace through brining talented employees from diversified cultures.
Beside this, equality is a useful tool and concept that brings fairness at workplace that
lead to better motivation and enhanced productivity to ensure success of an orgnisation
(Klein, 2016).
To determine all possible strategies and techniques that can be adopted by LIDL to
manage equality and diversity at its workplace
As per the view point of Marc Altimiras, 2017, the strategies and techniques that can be
adopted by LIDL to manage equality and diversity at its workplace consist of Opt for a
gender-diverse workforce through ensuring fair and equal growth opportunity for all,
Equality between your workers is essential that can be achieved through effective
communication and participative management. At last, adoption of Unbiased HR
activities and transparent requirement and selection of employees are also the effective
way to manage equality and diversity at its workplace (Nkomo and et. al., 2019).
32

Section Four: Activities and timescales
Activities to be carried out during the research project (e.g research,
development and analysis of ideas, writing, data collection, numerical
analysis, tutor meetings, production of final outcome, evaluation, writing
the report):
Aims and objective
Research methodology
Literature review
Data collection
Data analysis
Conclusion and recommendations
Final submission
How long this will take:
2 days
5 days
7 days
10 days
13 days
8 days
3 days
Gantt Chart
33

Section Five: Research approach and methodologies
What type of research approach and methodologies are you likely to use and why? What your areas of
research will cover:
This section of research proposal mainly indicates the research approach and
methodologies that are likely used by investigator during the research work to meet its
objective in an effective manner with proper justification for selection of a research
method:
Research philosophy- Positivism and Interpretivism are two main types of research
philosophy that could be used by an investigator. In context of current research work on
LIDL use of Positivism research philosophy seems more justifiable as it lead to a
systematic and more practical way of investigation along with better association with
quantitative research method (Syed and Ozbilgin, 2019).
Research method- it is the most vital part of research methodology on which the
whole evaluation and data collection is based and is basically of two main types i.e.
quantitative and qualitative. Out of these two commonly used research method application
of quantitative research method is more suitable and justifiable in context of current
research work as it lead to collection of data in numeric form thus, facilitates a more easy,
cost and time effective way for collection and interpretation of information for a research
work.
34

Research approach- deductive and inductive are two most vital and common type of
research approach out of which deductive approach is used for current investigation on
LIDL as it is a one that facilitates better analysis and generalisation of quantitative facts
and data.
Source of data- to maintain the reliability and authenticity of current research work
use of both primary and secondary sources of data has been made for current research
work on LIDL as primary ensures collection of first hand data while secondary provide a
framework and base for investigation (Thompson, 2016).
Instrument used- to collect quantitative data from respondents use of questionnaire
seems more suitable and viable as instrument for data collection.
Sample method- for collection of primary data a sample size of 30 respondents has
been selected from the workforces of LIDL with the help of random sampling for current
research work.
Comments and agreement from tutor
Comments (optional):
I confirm that the project is not work which has been or will be submitted for another qualification and
is appropriate.
Agreed: ________________ (name)_______________ Date ______________
Comments and agreement form project proposal checker( IV sampling)
Comments (Optional):
I confirm that the project is appropriate.
Agreed /Disagree: (Name of the IV) Date
35

Research Ethics approval form
All students conducting research activity that involves human participants or the use of data
collected form human participants are required to gain ethical approval before commencing their
research. Please answer all relevant questions and note that your form may be returned if
incomplete.
For further support and guidance please see your respective Unit Tutor:
Before completing this form, we advise that you discuss your proposed research fully with your
unit tutor. Please complete this form in good time before your research project is due to
commence.
Section 1: Basic details:
Project title:
The selected topic for current research project is, “To evaluate about the various diversity
issues at workplace together with techniques for effective management of equality.” A
research project on LIDL.
Student name:
Student ID number:
Programme:
College Name:
Intended research start date:
Intended research end date:
Section 2 Project summary
Please select all research methods that you plan to use as a part of your project:
 Interviews No
 Questionnaires Yes
 Observations Yes
 Use of personal records No
 Data Analysis Yes
 Action Research No
 Focus Groups No
 Others (Please specify) : n/a
Section 3: Participants
Please answer the following questions, giving full details where necessary.
Will your research involve human participants? Yes
Who are the participants? Tick all that apply:
Ages 12-16: No Young people aged: 17-18 No Adults: Yes
How will participants be recruited (identified an approached)?
From Employees of LIDL the participants would be selected.
36

Describe the processes you will use to inform participants about what you are doing:
Use of notice boards, e-mails and other online channels will be made
How will you obtain consent from participants? Will this be written? How will it be made clear to participants
that they may withdraw consent to participate at any time?
Consent will be obtain through signing written consent form.
Studies involving questionnaires: will participants be given the option of omitting questions that do not wish
to answer?
Yes
If no please explain why below and ensure that you cover any ethical issues arising from this
Studies involving observation: Confirm whether participants will be asked for their informed consent to be
observed.
Yes
Will you debrief participants at the end of their participation (i.e give them a brief explanation of the study)?
Yes
Will participants be given information about the findings of your study?(This could be a brief summary of
your findings in general)
Yes
Section 4: Data Storage and Security
Confirm that all personal data will be stored and processed in compliance with the Data Protection Act
(1998)
Yes
Who will have access to the data and personal information?
Only Researcher and tutors
During the research:
Reseacher/Supervisor
Where will the data be stored?
Stored in DOC document with the use of USB and Laptop
Will mobile devices such as USB storage and laptops be used
Yes
If Yes, please provide further details:
After the research: the data will be safely disposed
Where will the data be stored?: USB/Laptop
How long will the data and records be kept for and in what format?
Three to five months
Will data be kept for use by other researchers? No
Section 5 : Ethical Issues
Are there any particular features of your proposed work, which may raise ethical concerns? If so, please
outline how you will deal with these: N/A
It is important that you demonstrate your awareness of potential risks that may arise because of your
research. Please consider/address all issues that may apply. Ethical concerns may include, but are not
limited to the following :
 Informed consent. Yes
37

 Potentially vulnerable participants. n/a
 Sensitive topics n/a
 Risk to participants and /or researchers: n/a
 Confidentiality/anonymity: Yes
 Disclosures/ limits to confidentiality: Yes
 Data storage and security, both during and after the research (including transfer, sharing,
encryption, protection). Yes
 Reporting: Yes
 Dissemination and use of your findings: Yes
Section 6: Declaration
I have read, understood and will abide by the institution’s Research and Ethics Policy: Yes
I have discussed the ethical issues relating to my research with my Unit Tutor:
Yes
I confirm that to the best of my knowledge:
The above information is correct, and this is a full description of the ethical issues that may arise in the
course of my research
Name: Date:
Please submit your completed form to ……………..
38

Appendix 2: Questionnaire
Questionnaire
Q1) Are you having awareness and any view point on the crucial topic of Managing
equality and diversity at workplace?
a) Yes
b) No
c) Neutral
Q2) As per you opinion, management and implication of equality and diversity at
workplace of a company is basically a HR problem or a management issue?
a) HR problem
b) Management issues
c) Both “a” and “b”
Q3) What perceptive are you having about the effectiveness of equality and diversity
practices and policies in LIDL?
a) Effective
b) Ineffective
c) Neutral
Q4) As per your experience, which one is the biggest challenge and issue associated with
managing and creating diversity at workplace of any organisation?
a) Ethnic and Cultural Differences
b) Complex needs and higher expectations
c) Language and Communication barriers
d) Lack of coordination and bonding
Q5) What are the main negative impacts which could be lead by lack of equality and
diversity at workplace of LIDL?
a) Enhanced chances of stress and chaos
b) Sexual harassment and bullying
c) Limited growth opportunity
Q6) Which is the most vital and important role of equality and diversity in success and
39

improved performance of LIDL?
a) Enhanced productivity
b) Enriched creativity level of workforce
c) Enhanced Growth opportunity
d) Better brand image and reputation
Q7) What impact is lead by creation of gender equality on overall performance and
motivation level of employees?
a) Positive
b) Negative
c) No-impact
Q8) What practices and policies can be adopted by LIDL to ensure Gender equality at its
workplace?
a) Fair remuneration
b) Equal Growth opportunity
c) Implication of equality act, 2010.
Q9) Which strategy and techniques is moat viable that could be adopted by LIDL to
effectively manage equality and diversity at its workplace?
a) Regular cultural and diversity training
b) Effective communication
c) Diversity based Incentives
d) Formal Complaint Process
e) Unbiased and effective HR practises
Q10) As your view points what role could be lead by participative management style in
leading equality at diversity at workplace of LIDL?
a) Positive
b) Negative
c) No role
Q11) Any further recommendations for LIDL to ensures better management of equality
and diversity at its workplace?
40