Impacts of Gender Diversity and Equality on Employees’ Performance

This research project focuses on the impacts of gender diversity and equality on employees’ performance. It explores ways to improve productivity and the benefits of promoting equality and diversity. The case study is based on Toyota.

Research Project
1

Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
Producing research proposal supported by literature review.......................................................4
Research question........................................................................................................................4
LITERATURE REVIEW................................................................................................................5
Research methodology.................................................................................................................5
primary and secondary research methods for business research project and their costs, access
and ethical issues.........................................................................................................................7
Application of appropriate analytical tools to analyze research findings and data...................10
conclusion and recommendation...............................................................................................31
Effectiveness of research methods for meeting objectives of business research project...........32
Alternative research methodologies and lessons learnt in outcomes.........................................34
REFERENCES..............................................................................................................................35
2

Topic- Identification of impacts of gender diversity and equality on employees’ performance.
INTRODUCTION
Equality and diversity can be key of the success of an organization. Equality at workplace
means making sure by company that all employees whether they are male, females, older,
younger are getting equal opportunities as well as treated in an equal manner. On the other hand,
diversity means taking account of all differences between workforce or group of people and
giving them positive values as whether they are from different cultures, race and others. Overall
it can be said that giving fair and equal opportunities to all employees is known as equality and
diversity which play an important role (Palacios, 2016). By promoting diversity and equality at
workplace in all manner can allow company in retaining employees, motivate them, make them
able to support company in meeting their goals. On the other hand, if an organization does not
give equal treatment to their employees then it can increase employees’ turnover rate which can
have negative impact on its image and reputation. So, it can be said that all sectors of company
should focus on promoting equality.
Research background
This present study of gender equality and diversity is based on Toyota which is a
Japanese multinational automotive manufacturer. It was founded by Kiichiro Toyoda in the year
of 1937. It has around 364,445 employees and operates worldwide. In this context, it is stated
that this company was filed a lawsuit against racial discrimination and it affected its image in a
negative manner (Racial Discrimination at Toyota, 2016). For regaining image it is important for
this company to promote equality and diversity at workplace and accomplish all goals.
This present study is going to show importance of managing equality at workplace and in
which manner it can make beneficial to employees and employers as well. Further, it will also
show some barriers and problems which company often face while promoting diversity at
workplace along with some ways and theories of removing all those barriers (Thompson, 2017).
Further, it will also show effectiveness of research methodology in conducting research and
making it successful. Data collection and findings also allows researcher in accomplishing the
main aim for which study is being conducted.
3

P1 Producing research proposal supported by literature review
Aim- “To explore impacts of equality and diversity on employees’ productivity along with ways
to improve it. A case study on Toyota”.
Objectives
 To identify factors or cause associated with workplace discrimination.
 To understand impacts or benefits of promoting gender equality and diversity in
improving performance of company.
 To analyze effects of discrimination in workplace.
 To recommend some techniques to resolve problems which occur while implementing
diversity at workplace.
Research question
1. What are some factors associated with discrimination at workplace?
2. How gender equality and diversity can make beneficial to company?
3. Which effects can discrimination have in workplace and performance of employees?
4. Which strategies can help company in reducing challenges while promoting diversity at
workplace?
Rationale
Equality and diversity is one of the main hot topic which cannot only help companies in
knowing its importance and effectiveness but it can also allow students and people to know
reason of promoting it at all stages in life. Promoting equality and diversity can help companies
in accomplishing their goals, becoming the market leader and taking competitive advantages. So,
it is one of the main reasons of conducting this. Other main reason of conducting research on this
topic is to prevent employees against discrimination at workplace because it affects their mental
and physical health to the great extent (Agosti and et.al., 2019). So, the main reason behind
conducting this research is promoting diversity at workplace and motivating employees. Helping
out companies in increasing staff retention rate is other main reason. So, it can be said that by
making companies and people aware about importance of equality, this study is being conducted.
Research problem
Conducting research is not an easy task as there are several problems may occur such as
changes in internal and external business environmental factors. Lack of financial resources, lack
4

of human resources, stationery can affect effectiveness of the project. In addition, changes in
climate, political conditions can delay in the submission of projects. Getting effective sources of
collecting informations relevant to the topic can also be challenging.
LITERATURE REVIEW
Theme 1: Factors or cause associated with equality and diversity
According to the view of Wenzel and et.al., (2019) there are several bases on which
companies discriminate their employees and one of the main factor which is associated with
discrimination is gender. It is stated that females as compare to males get discriminated in some
manner like lower pay than males, lower promotional opportunities, employment opportunities,
sexual harassment etc. There are several bases on which people do not provide equal treatment
such as gender and it is one of the main discrimination for which many companies were filed
lawsuit. To analyze effects of discrimination in workplace.
Wiggins-Romesburg and Githens, (2018) argued and said that resistance of employees is
one of the main cause of discrimination. Local employees of organization resist to manager to
employing people of other cultures and other backgrounds, They have fear of losing promotional
and other opportunities and it creates barriers in successful promoting diversity. Williams,
Brooks and Shmargad, (2018) stated that according to them lack of having policies within
organization is the main cause and factor associated with discrimination. It also creates barriers
in promoting equality and providing equal treatment to all people.
Theme 2-Impacts or benefits of promoting gender equality and diversity in improving
performance
As per the views of Guest, Panayotopoulou and Chytiri, 2017), impacts or benefits of
promoting stronger range of gender equality and diversity can be seen with improving company
performance horizons widely, also to yield stronger goal development within new goals.
Companies by focusing further on equality and diversity within workforce, will be able to yield
higher strength goals imperatively on wider aspects on stronger goal development. Employees
feel motivated within higher range of diversity among work goals profoundly, for technical
evaluated goals widely and also on wider work diversity. Equality and diversity enables business
efficacy to be worked on larger formation of new efficacy aspects, also to promote stronger
development among new efficacy goals widely. The impacts of equality and diversity within
5

workforce is strong as retaining synergy is strong on overall goals profoundly for higher
profound innovation and upscale targets.
Egan, (2018) contradicted and said that as per their views, they think that by promoting
diversity at workplace, company can increase staff retention rate. When employees of different
backgrounds are being provided fair treatment then it makes them feel valued and motivated.
Motivated and valued employees are more likely to stay with the company that improves image.
Hunt and et.al., (2018) Interpreted and said that they believe that by providing fair and equal
treatment to all employees company can increase sales and productivity. When employees feel
that their company is concerned with them and treat them equally then it creates effective
working environment. By working in this environment they can improve performance as it
increases their concentration power. Improved performance leads to better quality of products
and by providing better quality of products company can increase sales.
Theme- 3 Effects of discrimination in workplace
As per the View of (Sila, Gonzalez. and Hagendorff, 2016) Discrimination at the
workplace has huge impact on the employees' motivation, working efficiency of the employees
and also affect the workplace environment. When employees face discrimination at the
workplace they can't concentrate and it can affect them emotionally and physically both.
Employees who are victim of the workplace discrimination might also have the trouble
interacting with their co- workers, even who are not causing the discrimination. This concludes
not being able to take proper participation in the activities, and they can feel depressed at
working for the company. Their stress and anxiety levels could become so high that they can also
have serious issues and maledictions from the doctors. Getting with the problems like
discrimination at the workplace is often the number one goal of many employees. Even those
who aren’t directly discriminated against might find themselves sticking up for their co-workers.
Discrimination affects more than just the victim so be sure to report it immediately. It is
necessary for the leaders and managers of the company to be aware of people who are
discriminating other because other employees are demotivating and people who are doing should
be punished as soon as possible.
Khosravi and et.al., (2018) said that discrimination can affect image of the company
because discriminated employees do not stay with the company. When they leave organization
due to discrimination and unfair treatment then they talk about their company with their friends
6

and family members and it affects image in a negative manner. So, it can be said that it can
increase staff turnover rate.
Theme 4- Strategies to reduce challenges while promoting Diversity at the workplace
As per the views of Köllen, (2020) HR professionals and management within companies
hold wide role for bringing on new scale strategies such as new productive diversity strategies
and also to improve new diversity range of operational enhanced functional avenues. Companies
shall bring on new scale external recruitment for improving new scale improved performance
benchmarks where new ideas are promoted and also raise up informative scale growth to evolve
on new horizons. There shall be encouragement of various new ideas competently where
brainstorming sessions and group discussions shall be encouraged widely for functional scale
growth imperatively among employees working scenarios. Competitive benchmarks shall be
build on for new scale growth widely for harnessing cultural growth with diversity and also up
grade talent management.
As noted by Konin (2018),effects of discrimination at workplace can be seen by analyzing varied
goals actively on wider revenue goals and also to keep up informative goals productively reached
on new domains. There has been varied examples seen within global industry domains where
employees feel committed on goals imperatively, and also scale up functional targets widely and
also to raise innovation. The author has also analyzed in research papers that companies need to
focus widely on organizing new domains of ethical working performance efficacy
profoundly,and also to build new functional horizons imperatively. It can be also analyzed that
companies shall be further focusing on innovative business targets with keen strength, higher
scale efficacy profoundly and also to yield on new quest goals for higher profits and goodwill
among consumer’s scenarios. Organizations HR departments have been also competitively
focusing to bring on new goals widely for new scale efficacy fundamentals and also to reach on
quest targets.
Research methodology
Research type: There are two research types qualitative and quantitative which enable to get data
from variant sources in research projects while working to get data and the facts onto various
projects development which further adds to bring on structured efficiency. There is qualitative
research and quantitative research which enables to develop strong working paradigms.
7

 Qualitative method: These are based on detailed written data and hypothetical data where
the information is whole theatrical and structured to be easily understood by public. The
method is easy and can be understood by anyone and it doesn’t need expertise and there
is large usage of charts, graphs which increases the viability of information and gain
larger interest effectively.
 Quantitative method: These are based on numerical data where very less theatrical
presentation of data under reports and projects are based onto numerical figures to get
access to all detailed functional parameters. The methods used in this approach type is
little complicated and also impacts on understanding among people as it do not interests
their working parameters largely (Leavy, 2016).
For this research project we will be using qualitative research method as it will enable to get
accurate access to all data where Toyata workforce structure can be analysed effectively.
Research approach
 Inductive approach: This approach is qualitative basis and is connected with generation
of new theory emerging from data where the aim is focused to bring on new theory based
on data. The inductive approach is focused to positively build new determinants which
will further aid to gain on stronger creativity and practical working paradigms onto
bigger levels. Inductive approach is qualitative approach which is functionally developed
and targeted to reach onto new outcomes which will further add to outputs.
 Deductive approach: This approach is aimed and testing theory where data approach is
highly deductive and aimed to bring on stronger working factors. This approach is
deductive as it eliminates further progression and is focused to bring on one best
fundamental method of research which eliminates any new working impact. Deductive
approach is focused onto using one method and data for gaining the results which will
eliminate any sort of un reliability within information (Quinlan, Carr and Griffin, 2019).
Inductive approach will be used for research to obtain informations widely based on accurate
data aspects.
Research philosophy:
 Interpretimism: It can be understood as one form of qualitative methodology which is
focused to rely upon trained researcher and human object as the instruments to measure
8

various phenomenons typically involves observations and interviews. Elements of data
are focused to bring on large working paradigms of qualitative data where all functional
elements which are used by professors shall be conducted.
 Positivism: This is philosophical theory stating knowledge which is based on natural
phenomenon and various properties and relations where information is derived from
sensory experience. The interpretation is analysed by logic and functional reasoning from
all knowledge paradigms where data is focused to get onto best relative sources,
technically be effective.
The interpretivism philosophy shall be used for this research to obtain data widely for
gaining accurate informations.
Data collection
 Primary data: This is the data which is primarily sourced from primarily sources and
there is no other connectivity among other people where the data is accurately sourced
and functionally developed to be used in further projects actively with systematic
presentation at work. Primary data enables to get to the authentic source and also
resourcefully develop strong data sources, where there is a high technical working
standard among people. Primary data will be more relatively progressed and used as
research is done with the people who are directly close to research
(Rosenfeld, Imai and Shapiro, 2016).
 Secondary data: The secondary data is collected from secondary options but also
developed and functionally structured to be largely active and are sourced from various
websites. The secondary data is developed from larger working fundamentals and is
sourced from all internet sources. Secondary data is sourced from various sources and is
not directly functionally sourced from any particular source which also impacts on
various performance metrics as there is no direct reliability of data sourcing.
In this research project primary data will be used as all data will be collected from all original
sources, questioners by people and interviews among employees working within company to
gain data on larger working ethics. Primary data will make sure that data will be collected from
9

sources which are authentic and directly developed to be best forwardly used among projects and
in further business progression.
Sampling: The sampling will be done under 30 group of people which are working within
Toyota company and they will be asked questions to be more productive and for further
analysing results of various parameters. Sampling will be focused to be more productive on all
working actions which will enable to get accurate Data from all gained working horizons (Sila,
Gonzalez. and Hagendorff, 2016). The sampling method will also enable to get results form
data where there will be results analysed from employees primarily.
Data analysis: Themes, charts, figures and statistics will be used to analyse all data developed
and fragmented in project which will also develop stronger working strength and get best
information structured into various paradigms for larger working productivity. Data analysis is
one of the most important decisions which will be focused to bring on more structured decision
of formation within data and functionally develop new frameworks to determine higher strength
and relativity. It will also enable new scale innovative avenues to be formed on for operational
scale connective horizons .
Ethical considerations: Only relevant data will be used and from all reliable sources which will
make sure only accurate methods are taken place for all productive working outputs. There will
be no case of any misconduct or bias which will develop the best data form and also impact
output decisions form variant sources. The ethical considerations will also be focused to use only
technical information and conduct straight functional working paradigms for higher developed
working strength (Werhane, 2019).
primary and secondary research methods for business research project and their costs, access and
ethical issues
There are two methods for the data collection which can be used to research project. This
method helps in collecting the data, resources and the all other necessary information which is
needed to the researchers to collect the useful data for their project. Here are two methods of data
research -
Primary data collection method
10

This one of the best way to collect the new information for the research project there are
different ways to collect the data and the most common technique are the interview, field
observation and experiments. Depending on the researcher's research plan and design, there are
several ways data can be collected. The most commonly used methods are: published literature
sources, surveys (email and mail), interviews (telephone, face-to-face or focus group),
observations, documents and records, and experiments (Prada-Ramallal, Takkouche and
Figueiras., 2017). This can be termed as the primary data sources which refers to the specifically
to the finest collection of the data for the particular. In this method researcher collect the new
data by taking the particular group or run the surveys. As per the result for from the methods
they collect the data for their business project. They take the observation from the data which is
useful to make their project successful for them and they can create useful information for their
business which can helpful to achieve their research project goals and their objectives.
Secondary data collection method
Secondary data refers to data that is collected by someone other than the user. Common
sources of secondary data for social science include censuses, information collected by
government departments, organizational records and data that was originally collected for other
research purposes.
This is one of the easy method of the data collection for the researcher of the project
because they do not need research on high revel, and they collect the information which are
already collected by the other researchers who have found the information which is related to
the project topic of the researcher (Johnson and et.al., 2019). The researcher gets the information
easily, and they can use ti make their research project successful. There are some secondary
methods which can be used to Collect the information about the data or the collection of data is
the new articles which can be best way to collect the data, internet where every kind of data is
available (Sardina, Olkhovskii and Lowell., Walmart Apollo LLC, 2018). Surveys by the other
companies which is also available on the internet, researcher can use the information by paying
some money to them, and they can easily get the all surveys which are done by the other
companies on the same project or the same research topic.
For this research project researchers will use the primary method of the data collection,
so they can create the new information which is useful for the better outcomes and the data will
11

be new (King, Li, and Hser., 2017). Researchers will make the questionnaires and run the survey
on the 30 employees from the company.
Cost
Costing and pricing of the research project are the parts of the proposal development
process for the researcher which most often strikes fear into the hearts of principal investigators,
with some justification. However, all those who have been awarded research funding will have
gone through this process, so there is plenty of experience and advice to draw on and for most
researchers there will be support from the central research or finance office. There is a specific
cost will be need to make the research project successful for the researchers. They need finance
to run the activities like the data collect, methods, researcher for the project and other
requirement for the project researches. Without the proper budget researchers cannot collect the
information which is needed to make their project successful.
Assess
As a wrap-around human services' agency that serves a diverse community, ACCESS is
frequently invited to participate in research projects with university faculty, graduate students,
and other research institutions (Johnston., 2017). The types of research project that ACCESS
participates in includes needs assessments, survey assistance, program evaluation, population
studies, and focus groups, among other types. They collect the useful data for the research
project to make their project successful and better.
Ethical issues
There are many ethical issues which can be faced by the researchers in the business
project. One of them is lack of information. Sometimes researchers do not get the proper
information from their data collection methods because the information can be wrong which they
collect through interviews and m people who are giving the interview or taking t6he survey can
fill the wrong information to save their times (Scholten and et.al., 2017). This can make the
research project of the researcher fail and the cost to make the project is also high which create
difficulty for the researchers to invest in the projects, and they also have to give their most of the
times in the research project to make their research project successful.
Application of appropriate analytical tools to analyze research findings and data
Questionnaire
12

5. Do you think equality and diversity aids to workforce to enhance productivity within
Toyota?
 Yes
 No
 May be
6. Does wider pool of talent avail to enterprise that embrace the diversity?
 Yes
 No
 May be
7. Is valuing diversity can aid to improves brand reputation?
 Yes
 No
 May be
8. Do you think diversity management aids to opens up new talent within enterprise?
 Yes
 No
 May be
9. Is equality and diversity in the workplace assist to promotes innovation?
 Yes
 No
 May be
10. Do you think diversity within the enterprise breakdown the language barriers?
 Yes
 No
 May be
11. Is promoting equality and diversity can assist to enhance employee satisfaction?
 Yes
 No
 May be
12. What are the beneficial aspect of equality and diversity in the workplace?
 Creation of positive working relationship
13

 Enhanced employee performance
 Improve brand reputation
 Attract and retain best talent within the organisation
13. Does equal opportunity to ensures the company to create fair employment practices?
 Yes
 No
 May be
14. What kind of steps are needed to be taken by Toyota to promote equality and diversity?
 By treating all staff fairly
 By creation if inclusive work culture for all staff
 Ensure equal access to opportunities
 Enable staff to develop full potential
15. What are the negative effects of diversity in the workplace?
 Miscommunication
 Creation of barriers
 Dysfunctional adaption behaviours
16. Are good diversity programmes can be built in organisation with help of inclusive
training?
 Yes
 No
 May be
17. Does equality and diversity lead to gain knowledge from different areas of community
and aids to enhance better understanding of consumer behaviour?
 Yes
 No
 May be
18. Is equality and diversity aids to enhance creativity and innovation practices?
 Yes
 No
 May be
14

Theme 1: Equality and diversity helps to enhance productivity within enterprise.
Do you think equality and
diversity aids to workforce to
enhance productivity within
Toyota? Frequency %
Yes 23 76.67%
No 4 13.33%
May be 3 10.00%
Total 30 100.00%
Interpretation
Do you think equality and diversity aids to workforce in enhancing productivity. This
question was asked to 30 people in Toyota on its various managerial levels. Answers of the
question involves that 23% people among them feel and said that they think equality and
15
Yes No May be
0
5
10
15
20
25 23
4 3
Frequecy

diversity aids in increasing productivity. 4% of the people in Toyota were not agreed with the
thought that equality and diversity aids in increasing productivity many of them were also
unaware with the concepts. Lastly as the table and figure shows 3% of people said that maybe
and this is because they were not definite about the result of the diversity and equality and how it
affects productivity.
Theme 2: Diversity attracts the wider pool of talent.
Does wider pool of talent avail
to enterprise that embrace the
diversity? Frequency %
Yes 26 86.67%
No 3 10.00%
May be 1 3.33%
Total 30 100.00%
16

Interpretation
This table and figure involves that when it was asked to 30 people whether diversity
avails wider pool of talent for organization. Among 30 answers 26 answers were yes. This means
that around 86% people think that diversity increase the talent pool for the organization. 3
answers were No of those who think that diversity does not have any relation with wider pool of
talent. 1 answer was maybe, this means that answerer is not confident whether diversity has any
impact on wider availability of talent for organization though majority of the answers shows
relationship between diversity and wider talent pool for the organization.
Theme 3: Diversity assist to improve brand image of the enterprise.
Is valuing diversity can aid to
improves brand reputation? Frequency %
Yes 24 80.00%
No 3 10.00%
May be 3 10.00%
Total 30 100.00%
17
Yes
No
May be
0 5 10 15 20 25 30
26
3
1
Frequecy

Interpretation
Among 30 answers about whether diversity can aid in improving brand values, 24
answers and around 80% answers were yes that it aids in improving brand value. 3 among them
answered No that they do not agree that diversity aids in increasing value for the organization. 3
answers means 10% are not sure whether diversity aid in increasing reputation of the
organization. Majority of answers states that majority of people think that diversity aids in
increasing value of the organization and this reflect that they are in favor of diversity in the
organization because this will aid in organizational reputation.
Theme 4: Diversity leads to open up the new talent within enterprise.
Do you think diversity
management aids to opens up
new talent within enterprise? Frequency %
Yes 28 93.33%
No 1 3.33%
18
24
3
3
Yes
No
May be

May be 1 3.33%
Total 30 100.00%
19

Interpretation
28 people that mean more than 90% answers are Yes that Diversity management aids to
open up new talent with enterprise. This means majority of people agree that diversity
management is helpful for organization and opening up talent within organization. The table and
figure also states that 1 answer was No and 1 was maybe that refers that answerer is not definite
whether diversity management has any relation with opening up talent in the organization.
Majority of people though agree on diversity management and its utility in talent open up. This
means that people believe that through diversity organization will be able to encourage and
motivate people to increase their talent and show their existing talent.
Theme 5: Equality and diversity aids to promotes innovation.
Is equality and diversity in the
workplace assist to promotes
innovation? Frequency %
Yes 25 83.33%
No 3 10.00%
20
Yes No May be
0
5
10
15
20
25
30 28
1 1
Frequecy

May be 2 6.67%
Total 30 100.00%
21

Interpretation
Around 83% people that mean 25 answers about whether equality and diversity in the
workplace assist to promote innovation were Yes. This states that majority of people believe that
for innovation equality and diversity is important in workplace. 2 answers state maybe that
means people are not sure about the effect of equality and diversity on innovation in the
organization. 3 answers around 10% were No that means those people does not believe that
equality and diversity in the workplace will assist in promotion of innovation in organization.
Theme 6: Diversity in entity helps to breakdown the language barrier.
Do you think diversity within
the enterprise breakdown the
language barriers? Frequency %
Yes 27 90.00%
No 2 6.67%
May be 1 3.33%
Total 30 100.00%
22
25
3
2
Yes
No
May be

Interpretation
27 answers states that they agree and believe that diversity within organization
breakdown language barriers. 2 answers were No that means they do not agree and believe that
diversity in organization breakdown barriers of language. 1 answer was in maybe means
answerer was not sure whether diversity breakdown barriers of language or not. Majority of
people believe that language barriers are break because of diversity in the organization.
Language barriers are significant barriers in diversity and this answers show that people are
looking at positive side of this.
Theme 7: Promoting equality and diversity aids to enhance employee satisfaction.
Is promoting equality and
diversity can assist to enhance
employee satisfaction? Frequency %
Yes 22 73.33%
No 6 20.00%
23
27
2
1
Yes
No
May be

May be 2 6.67%
Total 30 100.00%
Interpretation
In relation with employee satisfaction and promotion of equality and diversity 22 answers
were Yes that means around 73% people believes that this has positive impact on employee
satisfaction. 2 answers were not sure as they answered maybe, this shows that they are not
confident about the relationship of employee satisfaction and promotion of equality and diversity
in the organization. 6 answers around 20% answers were No that means this much people believe
that promotion of equality and diversity does not impact employee satisfaction in the
organization. This number is not good as employee satisfaction is important in organization and
requires that all people are convinced with single idea nut here idea of 8 from 30 people is
different.
Theme 8: Diversity aids to create positive surroundings.
What are the beneficial aspect
of equality and diversity in the
workplace? Frequency %
Creation of positive working 8 26.67%
24
Yes
No
May be
0 5 10 15 20 25
22
6
2
Frequecy

relationship
Enhanced employee
performance 7 23.33%
Improve brand reputation 8 26.67%
Attract and retain best talent
within the organization 7 23.33%
Total 30 100.00%
Interpretation
Table and figure shows that 8 answers about best aspect of equality and diversity were
that improve brand reputation, 8 answers were related to creation of positive work relationship in
the organization. 7 answers were about attraction and retention of best talent in the organization
and 7 answers were enhanced performance of employee. Though there is no major difference but
majority of people in the organization believes that improved brand reputation and creation of
positive working relationship is best aspect of diversity in the organization and rest people
25
Creation of positive working relationship
Enhanced employee performance
Improve brand reputation
Attract and retain best talent within the organisation
6.4 6.6 6.8 7 7.2 7.4 7.67.8 8 8.2
8
7
8
7
Frequecy

believes that enhanced performance and attraction and retention of talent are best aspect of
diversity in the organization.
Theme 9: Diversity helps to ensure company to creation of fair employment practices.
Does equal opportunity to
ensures the company to create
fair employment practices? Frequency %
Yes 26 86.67%
No 3 10.00%
May be 1 3.33%
Total 30 100.00%
Interpretation
The table states that 26 answers regarding relationship of equal employment opportunity
ensuring company to create fair employment practices are Yes. This means that 26 people and
answerer believes that through equal opportunity company can create fair employment practices.
26
26
3
1
Yes
No
May be

One answers in this is maybe as answerer is unaware of exact consequences of equal opportunity
in the organization and 3 answers means 10% answers are No of those who do not think and
believe that equal opportunity will ensure company to create fair employment practices. This
answer is an expected answer because equality is important in fair employment and people also
believe that equality will ensure fair employment. The question raises about those who said No
this also means that people do not believe that only equality will ensure fair employment
practices.
Theme 10: Diversity can be established by offering training to all individuals.
What kind of steps are needed
to be taken by Toyota to
promote equality and diversity? Frequency %
By treating all staff fairly 8 26.67%
By creation if inclusive work
culture for all staff 8 26.67%
Ensure equal access to
opportunities 7 23.33%
Enable staff to develop full
potential 7 23.33%
Total 30 100.00%
27

Interpretation
Table states that 8 answers are related that by treating staff fairly will play important role
in promoting equality and diversity in the Toyota. This step can be taken by the company. 8
other answers regarding steps that Toyota can take to promote equality and diversity are that by
creation if inclusive work culture for all staff Toyota can do that. 7 answers says that step that
Toyota can take is to ensure equal access to opportunities for all staff and other 7 answers
suggests that Toyota should Toyota should allow employees to develop their full potential. This
means that all the steps are valid and there is no much difference in what people think is right
because 2 options has been selected by 8 people each and other 2 options has been selected by 7
people each.
Theme 11: Miss-communication is one of common negative affects in the workplace.
What are the negative effects of
diversity in the workplace? Frequency %
28
By treating all staff fairly
By creation if inclusive work culture for all staff
Ensure equal access to opportunities
Enable staff to develop full potential
6.4
6.8
7.2
7.6
8 8 8
7 7
Frequecy

Miscommunication 10 33.33%
Creation of barriers 10 33.33%
Dysfunctional adaption
behaviors 10 33.33%
Total 30 100.00%
Interpretation
Diversity has its own negative effects and above table mentions that 3 options available
has been selected by 10 people each. This means that negative impact of diversity is
dysfunctional adaptation behavior, other 10 people believe that creation of barriers is the
important negative effect of diversity in the organization and other 10 people believes that
miscommunication is the negative effect that diversity make in the organization. This means that
all these three are negative impact that diversity makes in the organization and equal answers
regarding each of them suggests that all these three are significant to be considered regarding
diversity in the organization. The suggestion from this answer is that company needs to focus
seriously so that all these effects can be removed from the organization of diversity.
29
Miscommunication
Creation of barriers
Dysfunctional adaption behaviours
0 2 4 6 8 10 12
10
10
10
Frequecy

Theme 12: Diversity program can aids to enterprise in building inclusive training.
Are good diversity programs
can be built in organization
with help of inclusive training? Frequency %
Yes 25 83.33%
No 4 13.33%
May be 1 3.33%
Total 30 100.00%
Interpretation
One of the questions in the questionnaire is regarding diversity program and contribution
of inclusive training in making it good. Regarding this 25 answers were Yes of people who
believes that organization can implement good diversity program with help of inclusive training
which can be given to employees who are part of diversity. 4 people said No to this, which
means 4 among 30 people do not think and believe that inclusive training will help in
implementing good diversity program in the organization and 1 among 30 answers was unsure of
the inclusive training and its support and contribution in good diversity program in organization.
30
25
4
1
Yes
No
May be

Answer of this questions reflect that though all the people are not convinced with the idea of
training for diversity program majority think that this will be helpful and possibilities of people
who are in dilemma also has that they might get convinced with training idea.
Theme 13: Equality and diversity helps to enhance knowledge from varied areas of
community to enhance better understanding of customer behavior.
Does equality and diversity lead
to gain knowledge from
different areas of community
and aids to enhance better
understanding of consumer
behavior? Frequency %
Yes 26 86.67%
No 2 6.67%
May be 2 6.67%
Total 30 100.00%
31

Interpretation
This question was linked with relation of diversity and its relation with understanding
consumer behavior. To answer this question 26 among 30 people believe that equality and
diversity will help in gaining knowledge from different community perspective which will lead
to better understanding of consumer behavior. 26 people in 30 means that majority of the people
believe this is a benefit of equality and diversity in the organization. 2 people were not sure
whether this is a benefit or not and 2 among 30 people believe that equality and diversity does
not have any such effect about knowledge of customer behavior through knowledge of different
communities. This means majority of people are convinced with the benefit on their knowledge
regarding consumers from the knowledge they get from diversified group of people in the
organization.
Theme 14: Diversity leads to improve creation and innovation.
Is equality and diversity aids to
enhance creativity and
innovation practices? Frequency %
Yes 25 83.33%
No 3 10.00%
32
Yes
No
May be
0 5 10 15 20 25 30
26
2
2
Frequecy

May be 2 6.67%
Total 30 100.00%
33

Interpretation
The question is regarding contribution of equality and diversity in innovation and
creativity which it contribute in organization and 25 among 30 people believe that equality and
diversity aids in increasing and enhancing organizational creativity and innovation. Though
majority of people believe in this yet 3 among 30 people believes that equality and diversity does
not contribute in enhancing and increasing creativity and innovation in the organization and
along with that 2 people answered maybe which means that they do not know about equality and
diversity and its impact on increasing and enhancing creativity and innovation in the
organization.
34
Yes
No
May be
0 5 10 15 20 25 30
25
3
2
Frequecy

Conclusion and Recommendation
Conclusion
As per the research project has been provided the essential information and the
importance of the equality and diversity in the workplace of the company.
In the starting of the report has been make the research project and it has been discussed the
research methods like primary and secondary researches.
It also has been concluded the research approaches and conduct the methods of the data
collection. This research project has been applying the appropriate analytical tool to analyze the
finding.
it has also been analyzing the Communicate research outcomes in an appropriate manner for the
intended audience. This report has been provided reflation on the effectiveness of the research
project.
In the need of this report Consider alternative research methodologies and lessons learn in view
of the outcomes. Which helps to make the research project successful and provide the better
information to the researcher of this project.
Recommendation
Equality and diversity are two important aspect of success of modern organizations and
this is why it is very important to understand and identify what people in the organization
believes and think about that (Palacios, 2016). Regarding this the research method which
involved questionnaire was very appropriate as this allowed to know the views of people who are
part of diversity in the organization. Though the research was appropriate some of the
recommendations are;
Many people in questionnaire answered in maybe form this is possibility that those people were
not able to understand what was asked to them or they do not want to answer right because of
they might be judged. These two possibilities are there and to ensure success of questionnaire in
best possible way it is important that all the people answer accurately and are able to understand
what is being asked to them. Recommendation here is that before starting answering
questionnaire one small session is taken in which all the questions and what is the intention
35

behind asking the questions should be communicated to those who are being asked to fill the
questionnaire.
Questionnaire was designed and used to identify and understand perception of people regarding
equality and diversity in the organisation. Related to this it is really appreciated that people gave
right answers but many times right answers were not expected and good. This is because people
are not able to see positive and favourable aspects of equality and diversity in the organisation
(Dennissen, Benschop and van den Brink, 2020). This is why people should be motivated to be
part of the diversity and organisation should ensure that it manages diversity effectively so that
all people of the organisation can see and experience positive aspect of the diversity.
One of the questions was regarding diversity and employee satisfaction and in this question 22
people answered Yes that diversity contributes to employee satisfaction but other in 30 people do
not answered this and this was the only question in which 22 which is least among all the
answers said Yes. This is good that majority of the people believe that diversity contributes in
employee satisfaction but organisation should ensure that the number of people saying yes in this
is highest. This is because other questions are mostly based on the perception of people but this
one is based on what people experience regarding diversity in the organisation and how it affects
their satisfaction as an employee.
Inclusive training is an important element through which organisation can develop and
implement good and effective diversity program and effectiveness and success of this depends
on the willingness and positive perception of employees regarding training (Knights and
Omanović, 2016). This is why it is important that all the employees feel the same that this will be
helpful in developing and implementing good and effective diversity program.
Finally it can be said that most of the answers given by employees through the
questionnaire are favourable for diversity in the organisation so organisation should ensure that it
keeps its goof practices and look for the areas of development.
Effectiveness of research methods for meeting objectives of business research project
I while working towards the report used primary research method of gaining accurate
data which will structurally meet the objectives of business research project where all data of
36

how equality and diversity is present within the workplace at Toyota is authentic and highly
structured. The research methods are highly focused onto analysing strong working fundamentals
present within Toyota Company whose paradigms are highly authentic to bring on ethical
working productivity. Business research project objectives are to analyse equality and diversity
at workplace in Toyota where the projects data collection formats helped me to get accurate
information. Equality and diversity enables to bring on high ethical standards at workplace
among employees who are largely connected onto various business objectives connectivity and
enables to bring on strong synergy of work paradigms at work. The research methods for
meeting objectives of higher accurate business research projects are connected to bring on
accurate working methods and HR policies within the company. Qualitative research type has
helped me to bring before exact information on all grounds on how working opportunities and
HR policies are focused to bring on exact data at Toyota (Conyon and He, 2017). The reflective
analysis has been also progressively enabled me to be competent functionally, also I will be
more confidently working towards new research methodologies imperatively and raise
competencies widely. Ib was able to gain information from various online sources which were
reliable data and also enabled me to be competent fundamentally towards new performance
horizons.
Later i have used Interpretivism method of qualitative research philosophy which enabled
me to typically involve observations and interview methods to get accurate information on all
data where the qualitative methods have enabled me to bring on new working fundamentals for
longer effective results. Interpretivism relies on best phenomenon of qualitative analysis where
the results are highly coordinated and have enabled me to get high accurate working paradigms
onto my business projects. There is use of inductive research approach where i was able to get
strong accurate qualitative methods to get strong collection and accurate working fundamentals
on whole data through which business project was effectively completed. Data used is primary
data which has enabled me to get correct reliable data from all direct sources of working
standards by company employees working fundamentals. Data analysis is one of the most
important parameter where all used questions and analysis has enabled me to get relevant details
of how actions and policies are worked onto by Toyota. I have taken full control of all ethical
considerations also which enabled me to bring on most effective work parameters and how
Toyota workforce has been successfully working at company with strong commitment and high
37

loyalty. There has been strong use of all relative data which are sources from primary sources
and functionally programmed onto working avenues for higher efficiency and successful
completion of business project into business framework (Henry and Leone, 2016). The company
HR policies of workforce strength and how various diversity and working ethics are programmed
into actions for larger working functionality. Data which are used primary and authentically
worked for larger accurate work completion and higher relative working usage of all work
connected with project completion. The research also enhanced my vision confidently and also
to potentially bring on new scale innovation widely, which functionally made me competent
towards new performance aspects avenues smartly.
Alternative research methodologies and lessons learnt in outcomes
The research methodologies which i plan to use for my further business projects and
researches shall be more focused onto to get detailed data and factors which will be based onto
focus groups, one on one interview and also case study research parameters. Record keeping
methods of all process of observation and factors of working with stronger working paradigms to
bring on collective working strength results which are research based and will also be more
advanced and functionally structured. I analysed these various sources of qualitative data
methods which i plan to use further in my new projects and also will focus to gain high relative
data from also quantitative data. With coming innovation and demand for higher accurate
functional efficiency there is also high professional methods to bring on new rational data
accurate methods which will enable to get strong access onto all rational paradigms for stronger
functional paradigms. I have learnt lesson in my outcomes at project completion that the content
and data which are sourced from all sources through qualitative methods or quantitative methods
shall be used from all relevant sources and structurally programmed (Hubert, J., Nuzillard and
Renault, 2017).
I learnt various theories and also practical actions to work in research projects which are
also highly in need to bring on more structured working paradigms and data which will be
directly put under project development. I also learnt within the business project about various
practical working paradigms and also to yield onto best data sources and factors which will
develop my professional working at projects. I also further resourced my data and gained
various experiences while data analysis and in resourcing data from all employees and people
38

working within workforce. The project also developed my knowledge and ethical working
factors to technically bring larger efficiency and to develop more relative information which will
develop larger synergy at work and technically bring larger advancement into my projects
(Srinidhi, Gul and Tsui, 2017).
Köllen, T., 2020. Worshipping equality as organisational idolatry? A Nietzschean view of the
normative foundations of the diversity management paradigm. Scandinavian Journal of
Management. 36(2). p.101108.
39

REFERENCES
Books and journals
Agosti, M.T. and et.al., 2019. “The importance of awareness, support and inner strength to
balance everyday life”-a qualitative study about women’s experiences of a workplace
health promotion program in human service organizations in Sweden. BMC women's
health. 19(1). p.7.
Conyon, M.J. and He, L., 2017. Firm performance and boardroom gender diversity: A quantile
regression approach. Journal of Business Research. 79. pp.198-211.
Dennissen, M., Benschop, Y. and van den Brink, M., 2020. Rethinking diversity management: an
intersectional analysis of diversity networks. Organization Studies. 41(2). pp.219-240.
Gray, D. E., 2019. Doing research in the business world. Sage Publications Limited.
Guest, D., Panayotopoulou, L. and Chytiri, A. P., 2017. Human Resource Management and
Performance-The causal relationship revisited with a longitudinal study.
Henry, E. and Leone, A. J., 2016. Measuring qualitative information in capital markets research:
Comparison of alternative methodologies to measure disclosure tone. The Accounting
Review. 91(1). pp.153-178.
Hubert, J., Nuzillard, J. M. and Renault, J. H., 2017. Dereplication strategies in natural product
research: How many tools and methodologies behind the same
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.
Konin, J., 2018. Management Strategies in Athletic Training, 5E. Human Kinetics.
Leavy, P., 2016. Essentials of transdisciplinary research: Using problem-centered
methodologies. Routledge.
Palacios, J.M., 2016. Equality and diversity in democracy: how can we democratize
inclusively?. Equality, Diversity and Inclusion: An International Journal.
Palacios, J.M., 2016. Equality and diversity in democracy: how can we democratize
inclusively?. Equality, Diversity and Inclusion: An International Journal.
Quinlan, C., Carr, J. and Griffin, M., 2019. Business research methods. South Western Cengage.
Rosenfeld, B., Imai, K. and Shapiro, J. N., 2016. An empirical validation study of popular survey
methodologies for sensitive questions. American Journal of Political Science, 60(3),
pp.783-802.
Sila, V., Gonzalez, A. and Hagendorff, J., 2016. Women on board: Does boardroom gender
diversity affect firm risk?. Journal of Corporate Finance. 36. pp.26-53.
Srinidhi, B., Gul, F. A. and Tsui, J. S., 2017. Board gender diversity, auditor fees, and auditor
choice. Contemporary Accounting Research. 34(3). pp.1681-1714.
Thompson, N., 2017. Promoting equality: Challenging discrimination and oppression. Macmillan
International Higher Education.
Wenzel, S.L. and et.al., 2019. Everyday discrimination among formerly homeless persons in
permanent supportive housing. Journal of Social Distress and the Homeless. 28(2).
pp.169-175.
Werhane, P. H., 2019. The normative/descriptive distinction in methodologies of business ethics.
In Systems Thinking and Moral Imagination (pp. 21-25). Springer, Cham.
40

Online
Racial Discrimination at Toyota. 2016. [Online]. Available through
http://www.dnapeople.co.uk/brew-dogs-disruptive-innovation-strategy/
41