The Impact of Skin Colour Discrimination on Employees' Motivation in the Workplace

This research study examines the impact of skin colour discrimination on employees' motivation in the workplace, with a case study on Marks & Spencer. It explores the concept of skin colour discrimination, its influence on motivation, and strategies to eliminate it. The study uses a quantitative research method and includes a literature review and analysis of findings.

Research Project
Executive summary
The current research study is based on the topic of “The impact of skin colour discrimination
on employees' motivation in the workplace” for which an investigation is lead out on Marks &
Spencer. Current investigation comprises of both primary and secondary form of study where

primary research is lead out with the help of questionnaire and secondary study comprises of
analysis of online articles and literature. Further, use of quantitative method of research is made
where data is collected with the help of survey technique through use of questionnaire as
instrument for data collection. Apart from this, effective discussion and analysis of findings is
also provide with the help of frequency table and pie charts.
Table of Contents
Executive summary..........................................................................................................................1
Research topic: “The impact of skin colour discrimination on employees' motivation in the
workplace”. A case study on Marks & Spencer..............................................................................1
INTRODUCTION...........................................................................................................................1
Background for the study.......................................................................................................1
Rationale for selection of topic...............................................................................................1
Research aim and objectives..................................................................................................1
Research questions.................................................................................................................2
LITERATURE REVIEW................................................................................................................2
To understand the concept associated with skin colour discrimination.................................2
To assess the influence of skin colour discrimination on motivation of employees at
workplace...............................................................................................................................3
To determine various strategies to eliminate skin colour discrimination from workplace....3
RESEARCH METHODOLOGY.....................................................................................................4
RESULTS/FINDINGS....................................................................................................................9
DISCUSSION................................................................................................................................15
CONCLUSION..............................................................................................................................17
RECOMMENDATION.................................................................................................................17
REFLECTION...............................................................................................................................18
REFERENCES..............................................................................................................................19
Appendix :......................................................................................................................................20
Research Proposal................................................................................................................20
Ethical Issues........................................................................................................................27

Research topic: “The impact of skin colour discrimination on employees'
motivation in the workplace”. A case study on Marks & Spencer
INTRODUCTION
Background for the study
Skin colour discrimination take place wherever an individual or employee experience
discrimination and feel prejudice on the basis shade of their skin colour which hampers
performance and motivation level of an individual (Fletcher, 2017). Thus, current investigation
is lead out on the Marks and Spencer which is a well known British multinational retailer
providing its products and services at various location of world the main headquarter of which is
located at London, UK. The main purpose of current investigation is to evaluate about the impact
lead by skin colour discrimination on employees' motivation level at the workplace of an
organisation.
Rationale for selection of topic
The selection of current research topic is rationale as it leads to better understanding about
the conception of skin colour discrimination which is not tolerable as per the provisions of
various laws. Thus, the current research work becomes viable and important from the view point
of an organisation as it lead to evaluation of impact of skin colour discrimination on the
performance of employees along with leading determination of strategies and ways to eliminate
this issues of skin colour discrimination from place of work. Further, selection of current
research topic also meets the personal interest and education aspects of researcher along with
leading enhancement in skills and knowledge of scholars and other researchers.
Research aim and objectives
Research aim
The main aim behind leading out current investigation is “To analyse the impact of skin
colour discrimination on motivation of employees in workplace”. A case study on Marks &
Spencer.
Research Objectives
 To understand the concept associated with skin colour discrimination.
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 To assess the influence of skin colour discrimination on motivation of employees at
workplace.
 To determine various strategies to eliminate skin colour discrimination from workplace.
Research questions
 What is the concept of skin colour discrimination?
 What is the influence of skin colour discrimination on motivation of employees at workplace?
 Which strategies can be employ by Marks & Spencer to eliminate skin colour discrimination
from workplace?
LITERATURE REVIEW
This section of research comprises of analysis and review of various online articles and
authentic journals to have better understanding about the selected topic and its objectives, an
analysis and evaluation of which is provided below:
To understand the concept associated with skin colour discrimination
As per the view point of Angela R. Dixon and Edward E. Telles, 2017, the conception of
skin colour discrimination is mainly associated with a biasness or discrimination based on the
shade and colour of skin which consist of prejudice or unfair treatment with individuals having
darker skin complexion. Apart from this, skin colour discrimination also comprises of chances of
facing harassment or criticism only because of colour of their skin comprises of derogatory
remarks and unethical behaviour towards a candidate or employee. In many orgnisation and
companies it has been seen that candidates with lighter and whiter complexion are treated as
more valuable and given more preference as compared with candidate with dark skin tone. This,
unfairness and discrimination seen at all workplace polices of organisation which comprise of
preference to white skin people during selection and recruitment process and even during the
providing of growth opportunities and promotions (Ford, 2014). This treatment and biasness on
the basis of skin complexion is considered as skin colour discrimination or Colorism which is not
tolerable before law and many strict laws and provisions are made to control and eliminate skin
colour discrimination at workplace.
Thus, an evaluation can be made that skin colour discrimination is mainly associated with
the prejudice treatment and unethical behaviour with people having darker skin complexion
along with leading unfair recruitment and promotion policies which are more inclined and
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favourable for whiter complexion people. Further, it has been also evaluated that this
discriminated behaviour is against law and many acts are made to protect interest of people and
eliminate the issues of skin colour discrimination (Lee, 2020).
To assess the influence of skin colour discrimination on motivation of employees at workplace
As per the information provided by the Itisha Nagar, 2018 , it has been evaluate that a
drastic influence and negative impact is lead by colour discrimination in the motivation level o
employees at the workplace. The main reason behind this negative influence comprises of fact
that presence of skin colour discrimination promotes higher chances of harassment and criticism
for employees with dark skin complexion along with regular derogatory remarks and unethical
behaviour which hampers and affects the morale and confidence level of employees. apart from
this a negative effect and pessimistic impact is lead by feeling of discrimination and prejudice on
the mental and psychological health of a candidate which comprises of higher level of stress and
feeling of anxiety which makes them more prone to diseases and also directs them towards drug
addiction and consumption of alcohol and smoke which leads a drastic and negative influence on
morale and efficiency level of an individual.
Further, it has been also analysed that unfairness and biasness in selection and promotion
process on the basis of skin complexion also leads a negative impact on morale of employees and
they feel exhausted if their talents and skills are not treated equally just because of colour of their
skin which leads to reduction in their strength and performance (Lewis, Glambek and Hoel,
2020). Thus, an analysis can be made that skin colour discrimination pissed off talent and
confidence level of an employee along with leading more physiological issues and stress which
lead a negative influence on the motivation of employees at place of work.
To determine various strategies to eliminate skin colour discrimination from workplace
With respect to the information provided by Glover, N.A., 2018, it has been evaluated that
many various strategies are there which can be adopted by an organisation to eliminate skin
colour discrimination from the workplace. The main strategies which can be adopted and lead
out by Marks and Spenser to eliminate issues of skin colour discrimination from its workplace
are discussed and evaluated below:
Adoption of Anti-discriminatory policy- It is the most effective way to ensure a
discrimination free workplace through leading and adopting policies which are based on anti
discrimination and are more ethical and lawful. Implication of Anti-discrimination policy by
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Marks and Spencer ensures and leads for a check on its selection and promotion policies to
eliminate biasness and unfair treatment in order to offer a fair opportunity and chance to all
employees at its place of work without leading importance to complexion of their skin.
Regular training and education- The another step that could be adopted by Marks and
Spencer to eliminate skin colour discrimination through leading a sense of respect for all people
and candidates irrespective of their physical characteristics. Further, regular training and
education also builds a better connection and interaction among employees to set a positive
behaviour and bonding among employees in order to eliminate chances of harassment and skin
colour discrimination at place of work (Perkins, 2017).
RESEARCH METHODOLOGY
This section of research project comprises of information about the types of methods and
approach used by researcher for leading out a researcher. To ensure selection and adoption of
suitable research method for current instigation on Marks and Spencer implication of research
onion is made which is providing justification and valid reason for adoption of current research
method and approach.
Figure 1: Research Onion, 2020.
Research philosophy- This represent the first layer of research onion which is divided
into two main types i.e. positivism and interpretivism out of which one is selected with respect to
nature of study. Adoption of interpretivism philosophy is seemed appropriate for current
investigation as it emphasis on unique and specific information along with systematic
investigation to meet set objective in better way (Vera Cruz, 2018).
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Research approach- It represent the second layer that is two main parts comprises of
inductive and deductive form of approach. As per the nature of current study, utilisation of
inductive approach is justifiable as it supports collection of in-depth information along with
leading effective support and testing of set objectives in order to draw a more viable and
appropriate conclusion.
Research strategy and design- This layer represent the information about the methods
and techniques that are used to design a research and provides a base and framework for
investigation and data collection (Walker and Zuberi, 2020). The main types of research strategy
comprises of action research, survey, observation, experiments, etc among which adoption of
survey strategy of research is made for current study as it ensures more efficient and simplest
way of data collection with the help of use of questionnaire as research instrument.
Choices of method- Out of two main forms of research method i.e. quantitative and
qualitative method, adoption and utilisation of quantitative nature of research method are made
for current investigation (Lee, 2020). The qualitative method of research is more complex and
requires more time for analysis and interpretation of theoretical information thus, adoption of
quantitative nature of research method is more appropriate and justifiable as it lead to gathering
of numeric information that is easy to analysis and provided more measurable and authentic
results through making use of statistical graphs and tables.
Time Horizons- Use of following Gantt chart is made to represent time horizons and duration
of current investigation:
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Documenti
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Submissio
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Data collection and analysis- Data has been collected from two main sources of
information which consists of primary and secondary sources of information. Primary data has
been collected with the help of questionnaire and which is analysed through making use of pie
charts and frequency tables. On contrary secondary data has been collected from past records and
articles which has been analysed under the head of literature review (Lewis, Glambek and Hoel,
2020). The justification for selection of primary data is that it provides most reliable and
authentic form of data where as secondary information is justifiable to support current findings
and set a base for investigation.
Sampling method- A sample size of 25 participants had been selected from the
employees of Marks and Spencer for current investigation with the help of Random sampling
method.
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Questionnaire
Q1) Do you having any consideration and implication about the concept of shadeism or
skin colour discrimination?
a) Yes
b) Neutral implication
c) No
Q2) As per your opinion what could be main forms and type of discrimination that are
commonly seen in a business orgnisation?
a) Cultural discrimination
b) Age discrimination
c) Gender discrimination
d) Shadeism or skin colour discrimination
Q3) What overall influence or impact of skin colour discrimination is seen on motivation
level of employees at workplace?
a) Positive impact
b) Negative influence
c) No impact
Q4) As per your view point what could be the main adverse impact of Shadeism or skin
colour discrimination on the performance and motivation level of employees of Marks and
Spencer?
a) Enhancement in workplace harassment and conflicts
b) High stress and anxiety level
c) Psychological distress and other mental problems
d) Lack of workplace coordination
Q5) Are you agreed with the fact that high employee turnover and lack of job satisfaction
are also the main consequences and negative implication of discrimination at workplace?
a) Strongly agreed
b) Agreed
c) Disagreed
d) Strongly disagreed
e) Neither agreed nor disagreed
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Q6) Is proper management and creation of equality and diversity is the most viable and
effective way for Marks and Spencer to eliminate the issue of shadeism or skin colour
discrimination at its workplace?
a) Yes
b) No
c) Lack of perception
Q7) What are the main advantages and benefits that can be availed by Marks and Spencer
through lading and managing equality and diversity at its place of work?
a) Improved motivation level in employees
b) Enhanced productivity and creativity
c) Better expansion opportunity
d) Positive workplace environment
e) Improved employee engagement
Q8) What kind of role is lead by managers and leaders of Marks and Spencer in reducing
workplace discrimination and issue of shadeism at its place of work?
a) Direct role
b) Indirect role
c) No role
Q9) What are the possible set of ways and strategies that could be employed by Marks and
Spencer to overcome the issue of skin colour discrimination in order to create equality at
its workplace?
a) Adoption of anti –discriminatory polices
b) Fair HR practises
c) Regular diversity training and education
d) Implication of participative leadership
Q10) Any further recommendations for Marks and Spencer to overcome and eliminate
skin colour discrimination from its workplace?
Ethical consideration
Implication of BERA code of ethics is made for meeting ethical consideration along with
adoption of data protection act to maintain the authenticity and privacy of collected data. A prior
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consent and approval is also taken from participants to maintain the ethical consideration in
current study.
RESULTS/FINDINGS
Theme 1: Implication about the concept of shadeism or skin colour discrimination
Q1) Do you having any consideration and implication about the
concept of shadeism or skin colour discrimination?
Frequency
a) Yes 22
b) Neutral implication 2
c) No 1
Theme 2: Main forms and type of discrimination that are commonly seen in a business
orgnisation
Q2) As per your opinion what could be main forms and type of
discrimination that are commonly seen in a business orgnisation?
Frequency
a) Cultural discrimination 5
b) Age discrimination 3
c) Gender discrimination 5
d) Shadeism or skin colour discrimination 12
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Theme 3: Influence or impact of skin colour discrimination is seen on motivation level of
employees at workplace
Q3) What overall influence or impact of skin colour discrimination is
seen on motivation level of employees at workplace?
Frequency
a) Positive impact 2
b) Negative influence 20
c) No impact 3
Theme 4: Main adverse impact of Shadeism or skin colour discrimination on the
performance and motivation level of employees
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Q4) As per your view point what could be the main adverse impact of
Shadeism or skin colour discrimination on the performance and
motivation level of employees of Marks and Spencer?
Frequency
a) Enhancement in workplace harassment and conflicts 5
b) High stress and anxiety level 6
c) Psychological distress and other mental problems 8
d) Lack of workplace coordination 6
Theme 5: High employee turnover and lack of job satisfaction are also the main
consequences and negative implication of discrimination at workplace
Q5) Are you agreed with the fact that high employee turnover and lack
of job satisfaction are also the main consequences and negative
implication of discrimination at workplace?
Frequency
a) Strongly agreed 5
b) Agreed 7
c) Disagreed 6
d) Strongly disagreed 3
e) Neither agreed nor disagreed 4
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Theme 6: Proper management of equality and diversity is effective way to eliminate the
issue of shadeism or skin colour discrimination
Q6) Is proper management and creation of equality and diversity is
the most viable and effective way for Marks and Spencer to eliminate
the issue of shadeism or skin colour discrimination at its workplace?
Frequency
a) Yes 21
b) No 1
c) Lack of perception 3
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Theme 7: Main advantages and benefits availed by managing equality and diversity at its
place of work
Q7) What are the main advantages and benefits that can be availed by
Marks and Spencer through lading and managing equality and
diversity at its place of work?
Frequency
a) Improved motivation level in employees 5
b) Enhanced productivity and creativity 6
c) Better expansion opportunity 4
d) Positive workplace environment 7
e) Improved employee engagement 3
Theme 8: Kind of role lead by managers and leaders of Marks and Spencer in reducing
workplace discrimination
Q8) What kind of role is lead by managers and leaders of Marks and
Spencer in reducing workplace discrimination and issue of shadeism at
its place of work?
Frequency
a) Direct role 15
b) Indirect role 6
c) No role 4
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Theme 9: Possible set of ways and strategies to overcome the issue of skin colour
discrimination in order to create equality
Q9) What are the possible set of ways and strategies that could be
employed by Marks and Spencer to overcome the issue of skin colour
discrimination in order to create equality at its workplace?
Frequency
a) Adoption of anti –discriminatory polices 6
b) Fair HR practises 5
c) Regular diversity training and education 8
d) Implication of participative leadership 6
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DISCUSSION
Theme 1: Implication about the concept of shadeism or skin colour discrimination
Interpretation: It has been evaluated in the basis of current research work that the concept of
shadeism or skin colour discrimination is associated with biasness and unfair treatment among
employees and individuals on the basis of their skin colour. Further, it has been interpreted
during course of current investigation that from a total of 25 participants 22 were there who have
consideration and implication about the concept of shadeism or skin colour discrimination where
as 2 were neutral along with 1 one who lack any implication on above concept.
Theme 2: Main forms and type of discrimination that are commonly seen in a business
orgnisation
Interpretation: It has been evaluated that there are many forms and types of
discrimination which prevails at workplace of an business orgnisation that consists of cultural
discrimination has favoured by 5 participants while 3 supported age discrimination. Apart from
this, around 5 more participants were also seemed in favour of gender discrimination along with
12 respondents who were having an opinion that Shadeism or skin colour discrimination is main
type of discrimination that are commonly seen in a business orgnisation.
Theme 3: Influence or impact of skin colour discrimination is seen on motivation level of
employees at workplace
Interpretation: As per the view point of authors it has been find out that a negative
influence is lead by skin colour discrimination on motivation level of employees. Further,
evaluation of primary findings also supported this fact as only 2 participants were there who
supported for positive impact while 20 respondents were there who favoured negative influence
of skin colour discrimination on motivation level of employees at workplace while 3 also opted
for its no impact.
Theme 4: Main adverse impact of Shadeism or skin colour discrimination on the
performance and motivation level of employees
Interpretation: It has been observed from current investigation that many adverse impact
are lead by skin colour discrimination which consists of Enhancement in workplace harassment
and conflicts as supported by 5 participants where as 6 were seemed in favour of High stress and
anxiety level. Apart from this, 8 were having a view point that Psychological distress and other
mental problems are main adverse impact of Shadeism or skin colour discrimination on the
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performance and motivation level of employees of Marks and Spencer while 6 other opted for
lack of workplace coordination.
Theme 5: High employee turnover and lack of job satisfaction are also the main
consequences and negative implication of discrimination at workplace
Interpretation: An evaluation can be made from current study that high employee
turnover and lack of job satisfaction are also the main consequences and negative implication of
discrimination at workplace as 5 participants were agreed with this fact and 7 were agreed while
6 respondents seemed out to be disagreed. Apart from this, 3 participants were also there who
were strongly disagreed along with 4 more left out participants who seemed neither agreed nor
disagreed.
Theme 6: Proper management of equality and diversity is effective way to eliminate the
issue of shadeism or skin colour discrimination
Interpretation: It has been find out from current investigation that proper management
and creation of equality and diversity is the most viable and effective way for Marks and Spencer
to eliminate the issue of shadeism or skin colour discrimination at its workplace as supported by
21 participants where as only 1 participants was against this fact along with the 3 other
participants who seemed to lack perception about the elimination of issues of discrimination by
creation of equality and diversity at workplace of Marks and Spencer.
Theme 7: Main advantages and benefits availed by managing equality and diversity at its
place of work
Interpretation: A discussion can be made on the basis of current study that improved
motivation level in employees a main benefit associated with managing equality and diversity as
favoured by 5 respondents where as 6 opted for enhanced productivity and creativity along with
4 other who opted for better expansion opportunity. Apart from this, 7 other participants had also
favoured for positive workplace environment where as 3 selected improved employees
engagement as the main advantage availed by Marks and Spencer through lading and managing
equality and diversity at its place of work.
Theme 8: Kind of role lead by managers and leaders of Marks and Spencer in reducing
workplace discrimination
Interpretation: It has been find out from analysis of current study that a direct role is
played by y managers and leaders of Marks and Spencer in reducing workplace discrimination
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and issue of shadeism at its place of work as opted by 15 participants from a total of 25 while
only 6 opted for its indirect role. Further, 4 respondents were also there who were having a
thinking that no role is lead by managers and leaders of Marks and Spencer in reducing
workplace discrimination and issue of shadeism at its place of work.
Theme 9: Possible set of ways and strategies to overcome the issue of skin colour
discrimination in order to create equality
Interpretation: On the basis of analysis of information provided by authors like Glover,
N.A., 2018 along with the primary research undertaken it has been evaluated that Adoption of
anti –discriminatory polices is suitable strategy to overcome the issue of skin colour
discrimination in order to create equality at its workplace while 5 supported fair HR practises.
Further, it has been also analysed that 8 participates were having a thinking that regular diversity
training and educating also ensures elimination of discrimination where 6 opted for implication
of participative leadership style for Marks and Spencer to overcome the issue of skin colour
discrimination in order to create equality at its workplace.
CONCLUSION
On the basis of current study, a conclusion can be drawn that Shadeism or skin colour
discrimination is mainly associated with prejudice behaviour and biasness at workplace on the
basis of skin complexion of an employee. It has been find out that many negative implication
like Enhancement in workplace harassment and conflicts, High stress and anxiety level,
Psychological distress and other mental problems along with Lack of workplace coordination is
lead by skin colour discrimination which reflects its negative influence on motivation level of
employees. Further, it has been also summarised that management of equality and diversity is a
viable way to eliminate skin discrimination and it also ensures Improved motivation level in
employees, Enhanced productivity and creativity, Better expansion opportunity, Positive
workplace environment and Improved employee engagement.
RECOMMENDATION
It has been evaluated from current investigation that skin colour discrimination leads to
negative impact on motivation and performance level of employees. Thus, implication of
equality and elimination of skin colour discrimination become vital for all organisation.
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Following below stated recommendation that could be made for Marks and Spencer to overcome
the issue of skin colour discrimination in order to create equality at its workplace:
 Adoption of anti-discriminatory policies is recommended for Marks and Spencer as it
keeps a check on practises and policies of an orgnisation to eliminate and control
chances of any kind of unfair treatment and biasness in recruitment or promotion
process.
 Regular training and education for employees is also suggested for Marks and Spencer
as it lead to a feeling of respect among employees and leads to reduction in chances of
workplace harassment and criticism through effective training and learning about ethical
values.
REFLECTION
The current study is very informative and knowledge for me which had enhanced by
understanding on the topic of skin colour discrimination and other associated aspects. The
current research work was successful as it meet all the set objectives in desired time frames with
the efficient use and implication of suitable research method. Utilisation of interpretivism
philosophy and inductive research approach was made by me that supported in-depth research to
draw a valid conclusion. Further, adoption of quantitative method of research leads to efficient
data collection with the help of questionnaire along with viable analysis and presentation through
pie charts and frequency table to meet set objectives.
The main challenge and pitfall faced by me during current investigation was associated with
the lack of sufficient time and resources which was overcame with the help of statistical tool and
formation of Gantt chart that helps in maintaining efficiency in work through eliminating
chances of chaos and confusion. Further, lack of theoretical information for study was also a
pitfall that would be overcame by me in future researcher through making use of qualitative form
of research method along with interview to collected theoretical and in-depth information from
participants.
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Appendix :
Research Proposal
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Project Title
The topic of this research project is “The impact of skin colour discrimination on employees'
motivation in the workplace”.
Aims and Objectives
Discrimination is referred as the prejudicial treatment of distinct people on the basis of different
aspects including age, race, sex, gender etc. Treating an individual unfairly at workplace
because of his/ her colour is not tolerable. Discrimination based on colourism is a type of
prejudice usually from people of similar race in which they are treated differently on the basis
of social implications from the cultural meanings which are attached to colour of skin (Adams,
Kurtz-Costes and Hoffman, 2016). This research report is based on Marks and Spencer which is
a British multinational retailer of United Kingdom who specialise in selling home products,
clothing and food products. The company was founded in year 1884 and its headquarters is
situated in London. This report is based on the topic “The impact of skin colour discrimination
on employees' motivation in the workplace”. The aim and objectives of study are as follows:
Aim of Research:
“To analyse the impact of skin colour discrimination on motivation of employees in workplace.
A case study on Marks & Spencer.”
Research Objectives:
 To understand the concept associated with skin colour discrimination.
 To assess the influence of skin colour discrimination on motivation of employees at
workplace.
 To determine various strategies to eliminate skin colour discrimination from workplace.
Research Questions:
 What is the concept of skin colour discrimination?
 What is the influence of skin colour discrimination on motivation of employees at
workplace?
 Which strategies can be employ by Marks & Spencer to eliminate skin colour discrimination
from workplace.
Significance of Research:
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The research on the title “To analyse the impact of skin colour discrimination on motivation of
employees in workplace. A case study on Marks & Spencer.” is significant as this supports
investigator in understanding the concept of skin colour discrimination as well as its impact on
employee motivation at workplace (Baert, and Verhaest, 2019). It also assists investigator in
determining strategies through which an organisation can reduce discrimination from workplace
based on skin colour. In addition to this, this research is also significant for other people who
will perform investigation on the similar topic in future.
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Relevance to Professional or Academic Field/Literature review
Concept of skin colour discrimination
According to the view point of Koch, D'Mello, and Sackett, (2015), Skin discrimination is also
known as shadeism or colorism. Skin Discrimination is the discrimination among people of
same race in which people treated accordingly to their skin color. Colorism is referred
discrimination against individuals who have darker complexion. The expression colorism
and racism are similar. People with lighter or whiter complexion is considered as more valuable
or more beautiful than people with dark tone. Color or race discrimination can be so harmful to
society, especially in organizations. Employees should not have treated in wrong manner based
on their hair texture, skin color and so on. There are many laws out there in the society to
protect the employees in such critical situation.
Even though color and race are not the same thing, yet they are linked. State has laws to protect
the interest of employees (Canache, Hayes, Mondak and Seligson, 2014). Discrimination is not
tolerable before law. Skin color discrimination in organisation is when workers are
discriminated on the basis of their skin color. One of the examples of skin discrimination- when
someone is not getting a job, promotion, or raise due to her or his skin characteristics. If both
men are equally capable of the same job but the man with light skin tone get job, it's considered
as skin discrimination. Although, such strict laws prevail in society, skin discrimination in
organizations can be seen.
Impact of skin colour discrimination on motivation of employees at workplace
As per the view point of J Cavico, Mujtaba and Samuel, (2016), skin discrimination negatively
impacts the motivation level of employees as if an employee finds himself or herself being
discriminated on any basis, then his/ her morale declines which impacts their motivation level
and performance. Employees for future success and recognition, strive at their choosing
professional. But when discrimination occurs at workplace, it has a very negative impacts on
employees. The stress, anxiety and burden cause by harassment and discrimination can cause a
serious breakdown. A recent study has shown skin color discrimination has a negative effect on
both physical and mental health. Employees who have faced discrimination are more likely to
have a psychological distress and many health related problems (da Silva and Lima, 2016).
Employees who faces harassment often, starts using drugs, smoke, consumption of alcohol etc.
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to cope up with the problem. Physical pain includes body aches, headache, high blood pressure,
breast cancer, cardiovascular illness, obesity. Some of the mental pain includes depression, loss
of self-control, developing anxiety disorders, even attempting suicides.
Color discrimination has its effects on working environment and the employee. With color
discrimination, the motivation of many employees goes down cause of their skin color. And
with lack of confidence, employees started losing their strength and their productivity level
decrease (Derous, Pepermans and Ryan, 2017). With such level of confidence, they lack in the
race of life. These also include a poor schedule when the pissed off employees start loses focus
such as leaving work early, not completing work on time and arriving late at work. Leaders play
an important part in promoting a positive environment at workplace. By promoting diversity,
employees feel valued. Advantages of diversity are many like enhancement of productivity. In
today's competitive world, diversity has many benefits. This will not bring only productivity or
happy employees but will also lead to development of all over society.
Strategies to eliminate skin colour discrimination from workplace
As per the view point of Ford, (2014), an organisation must be committed to run a sustainable
business which is both socially and commercially successful. Providing employees in UK and
in other countries for a healthy and safe working environment. It is also to have a culture which
promotes respect, personal development, diversity and inclusivity. Marks and Spencer
employed many people in different countries to promote respect regardless of skin color.
Marks and Spencer wanted everyone to be treated well with respect and dignity and have pride.
1 Focus on diversity- To create a diverse place for work, and to make sure that place will be
racially and ethnically diverse. When minds with different backgrounds and cultures work
together it leads to enhance the productivity of the organisation.
2 Education- education is an important factor to overcome such serious issues. With education
people develop sense of respect (Stoermer, Hitotsuyanagi-Hansel and Froese, 2019).
3 Review your policy- Company should have a policy of anti-discrimination, which sets some
standards of behavior. Employees are required to follow the policy.
4 Build your team- company create a regular team to focus that all its employees get to know
each well and to create a positive environment.
Employees should respect each other cultural and racial differences at the workplace, this
promote unity among them and will create a positive space between employees. Positive
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environment causes positive energy which ultimately results in positive outcomes.
Employees should not participate in any kind of negative speeches which spoils the
environment. Even employees should not initiate or take any kind of participation in
discrimination or harassment (Korn, Boffo, and Schmidt, 2015).
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Research Approach or Methodology
Research methodology is characterized as a systematic way to gather and evaluate information
in the process of research. Different methods of research are available that can be utilized by
investigator in order to perform research appropriately. Different methods of research are
defined below:
Research philosophy: Two research philosophies includes positivism and interpretivism. In this
study, interpretivism philosophy is used as it emphasizes on specific and unique information
and its relation with researcher is cooperative and participative.
Research approach: Inductive and deductive are the research approaches which can utilize in
research by the investigator as per the study nature. This research makes use of inductive
approach as it supports in collecting in depth data on topic which enable researcher to draw
valid conclusion of study.
Research design: two types of research design are there including quantitative and qualitative
research. The qualitative method of research includes conversational and open ended research
methods (Mackey and Gactss, 2015). This method is used to get detailed and in depth data
regarding the topic. On the other hand, the method in which systematic approach is utilized to
gather quantifiable of data through performing statistical or mathematical techniques is
quantitative research method. In this research, the method utilize is quantitative research
method as this help in drawing accurate outcome by analyzing data in systematic way.
Data collection method: two methods are used to collect data in the research including primary
and secondary. Primary data collection method is about gathering first hand data which is never
utilize before. Whereas, secondary data is associated with collection of previously published
information to collect detailed information on the topic effectively. This research makes use of
primary as well as secondary method for collecting data. Questionnaire is utilizing for
collection of primary data and secondary data is gathered through previously published books
and journals (Fletcher, 2017).
Sampling: the process through which sample is selected is referred as sampling process. It is
categorised into 2 types, probability and nonprobability sampling. In this research, in order to
eliminate biasness, probability sampling is used by investigator. In addition to this, simple
random sampling method is utilising to select sample size. 25 respondents are selected as a
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sample in this investigation who are the employees of Marks and Spencer.
Ethical Issues
Some of the ethical issues are associated with the research which requires to be considered by
investigator while performing research. Data confidentiality is the issue that is faced by
researcher at the time of performing investigation. For overcoming this issue, researcher should
ensure that all the guidelines are followed associated with protection of crucial information
regarding the respondents as well as other data associated with research. Apart from this,
objectivity of research is also the ethical issue face by investigator (Koch, D'Mello, and Sackett,
2015). To overcome this issue, the researcher required to emphasize on avoiding biasness in
any research aspect involving data analysis, peer review, research design and interpretation.
Expected Outcomes
This research proves to be very helpful for the researcher as well as organisation is this help in
analysing the impact of skin colour discrimination on employee motivation and determining
various strategies that can help in reducing such discrimination from workplace (J Cavico,
Mujtaba and Samuel, 2016). This will help in increasing productivity and performance of
organisation as well as lead it towards growth. This research also helps in improving my
knowledge base on the topic area along with other areas. It supports in my personal growth and
development which will help in my future career progression. If I will perform research in
future on similar or another topic, experience that I get from this is study will help me in
performing that in more effective way.
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REFERENCES
Books and Journals
Adams, E.A., Kurtz-Costes, B.E. and Hoffman, A.J., 2016. Skin tone bias among African
Americans: Antecedents and consequences across the life span. Developmental
Review, 40, pp.93-116.
Baert, S. and Verhaest, D., 2019. Unemployment or overeducation: which is a worse signal to
employers?. De Economist, 167(1), pp.1-21.
Canache, D., Hayes, M., Mondak, J.J. and Seligson, M.A., 2014. Determinants of perceived
skin-color discrimination in Latin America. The Journal of Politics, 76(2), pp.506-520.
da Silva, R.F. and Lima, M.E.O., 2016. Crime and punishment: the impact of skin color and
socioeconomic status of defendants and victims in jury trials in Brazil. The Spanish
journal of psychology, 19.
Derous, E., Pepermans, R. and Ryan, A.M., 2017. Ethnic discrimination during résumé
screening: Interactive effects of applicants’ ethnic salience with job context. Human
Relations, 70(7), pp.860-882.
Ford, R.T., 2014. Bias in the air: Rethinking employment discrimination law. Stan. L. Rev., 66,
p.1381.
J Cavico, F., Mujtaba, B.G. and Samuel, M., 2016. Code words and covert employment
discrimination: Legal analysis and consequences for management. International Journal
of Organizational Leadership, 5, pp.231-253.
Koch, A.J., D'Mello, S.D. and Sackett, P.R., 2015. A meta-analysis of gender stereotypes and
bias in experimental simulations of employment decision making. Journal of Applied
Psychology, 100(1), p.128.
Stoermer, S., Hitotsuyanagi-Hansel, A. and Froese, F.J., 2019. Racial harassment and job
satisfaction in South Africa: The moderating effects of career orientations and managerial
rank. The International Journal of Human Resource Management, 30(3), pp.385-404.
Korn, O., Boffo, S. and Schmidt, A., 2015, August. The effect of gamification on emotions-the
potential of facial recognition in work environments. In International Conference on
Human-Computer Interaction (pp. 489-499). Springer, Cham.
Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design.
Routledge.
Fletcher, A.J., 2017. Applying critical realism in qualitative research: methodology meets
method. International journal of social research methodology, 20(2), pp.181-194.
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