Impact of Gender Equality in Leadership and Management

This research project aims to determine the impact of gender equality in leadership and management, specifically in Sainsbury in Drury Lane, London. The objectives include understanding the concept of gender equality, examining its impact in Sainsbury, and identifying gender barriers to leadership and management. The research approach is deductive, and data analysis includes themes on understanding gender equality and its negative impact on female employees' performance. The findings are presented to stakeholders, and the conclusion highlights the positive working environment created by gender equality. Recommendations include including female employees in decision-making processes and giving them leadership and management roles.

RESEARCH PROJECT

 Aim
 Objectives
 Research Questions
 Approaches and methodologies
 Data Analysis
 Findings to stakeholders
 Conclusion
 Recommendations
Table of Content

The aim of this research is “To determine impact of Gender
equality in leadership and management.” A study on Sainsbury
in Drury Lane, London.
Aim

 To understand concept of Gender equality in leadership and
management.
 To examine positive and negative impact of the Gender
equality in leadership and management in Sainsbury.
 To determine gender barriers to Leadership and management
in Sainsbury.
Objectives

 What is Gender equality in leadership and management?
 What is the impact of Gender equality in the leadership and
management in Sainsbury?
 What gender Barriers arise related to Leadership and
management in Sainsbury?
Questions

 Research approach- Research approach is determined as a
plan or procedure which consists of phase of broad
assumptions related to detailed method of collecting,
analyzing and interpreting data or information. In respect of
respective research project, researcher has been used the
deductive research approach because through that they able to
gather more reliable as well as effective information
Approaches and Methodologies

 THEME 1: Understanding about the gender
equality
Data Analysis
Q1) Do you have understanding about
the gender equality?
Frequency
a) Yes 32
b) No 8
a) Yes b) No
0
5
10
15
20
25
30
35 32
8

 THEME 2: Gender equality develops the negative impact
on female employee’s performance
Continue...
Q2) Does gender equality develops the
negative impact on female employees
performance?
Frequency
a) Yes 10
b) No 30
a) Yes b) No
0
5
10
15
20
25
30
35
10
30

 THEME 3:Different causes of gender inequality at
workplace
Continue...
Q3) What are the different causes of gender
inequality at workplace?
Frequency
a)Sexual harassment 12
b) Racism 10
c) Women are promoted less than men 18
a) Sexual
harassment
b) Racism c) Women are
promoted less than
men
0
2
4
6
8
10
12
14
16
18
20
12
10
18

Stakeholders include those who are involved in an organization's
activities and other functions. This requires those who endorse
and oppose an investigation. Different people involved include
owners, staff, administrators, analysts and shareholders in the
investigation. A company must provide stakeholders with accurate
and valid knowledge about research findings, because these are
the key components of the study. It helps create positive results in
future research and stakeholders may participate and take an
interest in future research.

Findings to Stakeholders

It has been concluded from the above mention report that gender
equality at workplace develops the positive working
environment and also provides the equal job opportunities to
male and female employees at workplace. In present
investigation, aim and objectives has been developed on the
basis of gender equality and its impact on the management
and leadership.
Conclusion

 Sainsbury company should include the female employees in
b0adrds and also in the decision making process.
 Company should give the leadership and management roles to
female staff members so that they can feel valuable and also
motivated.
Recommendations

 Adamson, M. and et. al., 2016. The quality of equality:
thinking differently about gender inclusion in organizations.
Human Resource Management International Digest.
 Adriaanse, J. A. and Claringbould, I., 2016. Gender equality in
sport leadership: From the Brighton Declaration to the Sydney
Scoreboard. International Review for the Sociology of Sport.
51(5). pp.547-566.
REFERENCES