Effect of Physical Appearance Discrimination on Employee Motivation

This report analyzes the effect of physical appearance discrimination on employee motivation in the workplace. It examines the impact of appearance on various aspects of life and suggests ways to control discrimination.

Research Project

TABLE OF CONTENTS
1- EXECUTIVE SUMMARY...................................................................................................3
2- RESEARCH METHODOLOGY..........................................................................................3
3- RESULTS/FINDINGS..........................................................................................................5
4- DISCUSSION......................................................................................................................12
5- CONCLUSION....................................................................................................................15
6- RECOMMENDATIONS.....................................................................................................15
7- REFLECTION.....................................................................................................................17
REFERENCES.........................................................................................................................19
APPENDIX..............................................................................................................................20
Questionnaire.......................................................................................................................20

1- EXECUTIVE SUMMARY
This report is on analysing the effect of physical appearance discrimination on
employee’s motivation in the work place. The discrimination has arguably become the most
powerful word and there are various studies being conducted for the purpose of determining
the impact of beauty or appealing physical appearance on the various aspects of life and all
these studies comes out with the same conclusion which is the person’ appearance has a
positive and negative impact over the various areas of life. The report will help in
determining the attitude of the organization towards appearance discrimination among the
working population. Based upon the findings, it can be stated that the discrimination mainly
exists because of attitude of the people and their level of awareness pertaining to it. Also, the
attractive people are given advantages and are almost well dressed for the purpose of
interview as it is rightly said, first impression is the last impression. In addition to this, certain
ways are recommended in order to exercise control over the increasing discrimination.
2- RESEARCH METHODOLOGY
Research type-
It is categorized into two types first is quantitative and second is qualitative research
(Aspers and Corte, 2019). Quantitative research encompasses procedure of gathering and
analyzing all the numerical data. However, qualitative method includes process of collecting
non-numerical data. In context of this study, researcher has been used qualitative research
because it helps them to understand the impact of discrimination on the basis of worker's
physical appearance in regard to staff's motivation level at workplace within ASDA. The
method helps to cater detailed and in-depth information about topic.
Research Approach-
Research approach refers to a process that encompasses key stages of wider
assumptions to detailed approaches of data analysis, collection and then interpretation.
Deductive and inductive are the two types of research approach (Wardani and Kusuma,
2020). Deductive research approach begins with hypothesis, it is based on current theory.
While inductive method start with appropriate observations and concepts are proposed
towards completion of research procedure as outcome of overall observations in context of
discrimination impact on employee's motivation. Referring to study, researcher has been used
inductive approach as opposite to deductive because it provides flexibility in regard to data
collection.
Data collection-

It is defined as systematic approach that used by researcher to collect, measure and
gather information from different authentic sources to get an accurate data about chose topic
(Andrade and et.al., 2018). There are two types of methods accessible in context of this
approach, first one is a primary source and second is secondary. To collect accurate
information about the impact of discrimination within ASDA upon its worker's motivation
level, researcher has been utilized both approaches. According to primary sources, by
designing questionnaire investigator collect useful information. Furthermore, with secondary
sources, they gathered data about topic by using journals, books, publish novels and previous
research that are based on same concept.
Sampling-
It is one of the most important and useful research methodologies that utilized by
researcher in context of statistical analysis, in which pre-identified number of observations
are taken from respondents. Sampling methodology is classified into two types such as
probabilistic & non-probabilistic. Probabilistic approach provides fair right and opportunities
to each respondent in regard to take part in investigation process. Whereas in non-
probabilistic method only few participants on certain basis are selected to take part in
research. In study, investigator has been used random sampling approach. By using method,
research has gathered accurate data about the impact of discrimination upon motivation level
of employees within ASDA. Investigator has collected data from 20 workers of company by
using them as key source that are able to share actual information.
Data analysis-
It is a procedure of inspecting, transforming and then modelling gather data with aim
of presenting useful information in regard to chosen topic. SPSS and thematic analysis are the
two methods that used to analyses data in systematic and effective manner. SPSS is one of
the best software packages that was designed for statistical analysis. While Thematic analysis
is defined as approach of analyzing qualitative data. In this study, research has been utilized
through thematic analysis, because it enables them to closely examine overall information.
By using thematic analysis, researcher represent data in presentable form. It includes graphs,
themes and other key elements that provide benefits to reader in term of understanding
overall concept.
Research philosophy-
There are two form of of research philosophy one is interpretivism and the other is
positivism (Ryan, 2018). The researcher has used interpretivism and the reason for this is
that with the help of this philosophy, the researcher has found it easy to support the research

topic selected. Along with that, it has provided unstructured data about the individual which
helped in developing lots of opportunities.
Ethical consideration-
It is most significant part of the research study that have been adequately considered
by researcher while gathering data identified with topic. Researcher has withstood to every
moral worth, conviction and standards so that no one is harmed in the process of research
(Kaewkungwal and Adams, 2019). The data have likewise been gathered from the structured
and appropriate sources, suitable reference has been made so it tends to be solid and
significant for other people. Prior consent of the participant was also taken in order to collect
the data.
Reliability and validity-
All the distinctive kind of the data which had been gathered in the investigation had
been gathered with the assistance of reliable sources. As prior to choosing the source data of
data collection, all the sources had been verified with the senior and the mentor (Mohajan,
2017). Only the sources which had been chosen by various researcher in the previous
research are used for leading the examination and conducting the study. the data collected
from the valid and copyright sources.
Limitations-
There are few constraints pertaining to the research, for example, insufficient time,
account and different resources to proceed with the study or carry out a few functions to
assemble, investigation and get data. In spite of restricted time, the scholar has guaranteed
that it utilizes time by investing increasingly more efforts in collecting right data and derive
useful data for advantages of number of individuals. In this manner, restricted time was
probably the greatest factor that has made in obstruction of assortment of more information
so better result can be determined.
3- RESULTS/FINDINGS
Table: 1 Frequency of Response “Outward-facing jobs (i.e., Sales) should consider
appearance when hiring.”
Respondents Respondent %
Strongly agree 9 45%
Agree 5 25%
Neutral 3 15%
Disagree 2 10%
Strongly disagree 1 5%

Total 20 100%
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%
45%
25%
15%
10%
5%
Respondent %
Respondent %
Table 2: Frequency of Response “A person's qualifications are the most important
determinant when filling a position.”
Respondents Respondent %
Strongly agree 8 40%
Agree 4 20%
Neutral 3 15%
Disagree 3 15%
Strongly disagree 2 10%
Total 20 100%
Strongly
agree Agree Neutral Disagree Strongly
disagree
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
40%
20%
15% 15%
10%
Respondent %
Respondent %

Table 3: Frequency of Response “Attractive people are given unfair advantages in
interviews and the workplace in general.”
Respondents Respondent %
Strongly agree 9 45%
Agree 5 25%
Neutral 3 15%
Disagree 2 10%
Strongly disagree 1 5%
Total 20 100%
45%
25%
15%
10%
5%
Respondent %
Strongly agree Agree Neutral
Disagree Strongly disagree
Table 4: Frequency of Response “Steps should be taken to assure that unattractive
people are not discriminated against in the workforce.”
Respondents Respondent %
Strongly agree 3 15%
Agree 4 20%
Neutral 7 35%
Disagree 3 15%
Strongly disagree 3 15%
Total 20 100%

Strongly agree
Agree
Neutral
Disagree
Strongly
disagree
0% 5% 10% 15% 20% 25% 30% 35% 40%
15%
20%
35%
15%
15%
Respondent %
Respondent %
Table 5: Frequency of Response “I have been discriminated against because of my
appearance
(attire and/or physical features).”
Respondents Respondent %
Strongly agree 10 50%
Agree 6 30%
Neutral 2 10%
Disagree 1 5%
Strongly disagree 1 5%
Total 20 100%
50%
30%
10%
5% 5%
Respondent %
Strongly agree Agree Neutral
Disagree Strongly disagree

Table 6: Frequency of Response “I am more concerned about discrimination based on
my age, gender, or race than my looks.”
Respondents Respondent %
Strongly agree 4 20%
Agree 3 15%
Neutral 2 10%
Disagree 9 45%
Strongly disagree 2 10%
Total 20 100%
Respondent %
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Table 7: Frequency of Response “If I were to interview for a job, I would dress up.”
Respondents Respondent %
Strongly agree 8 40%
Agree 4 20%
Neutral 6 30%
Disagree 1 5%
Strongly disagree 1 5%
Total 20 100%

Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0% 5% 10% 15% 20% 25% 30% 35% 40%
40%
20%
30%
5%
5%
Respondent %
Respondent %
Table 8: Frequency of Response “I feel most comfortable conversing with people who
look and dress like me.”
Respondents Respondent %
Strongly agree 7 35%
Agree 5 25%
Neutral 4 20%
Disagree 1 5%
Strongly disagree 3 15%
Total 20 100%
Strongly agree Agree Neutral Disagree Strongly
disagree
0%
5%
10%
15%
20%
25%
30%
35%
40%
35%
25%
20%
5%
15%
Respondent %
Respondent %

Table 9: Frequency of Response “When meeting new co-workers, you look upon them
more favorably when they are dressed in a professional attire”
Respondents Respondent %
Strongly agree 3 15%
Agree 2 10%
Neutral 8 40%
Disagree 5 25%
Strongly disagree 2 10%
Total 20 100%
15%
10%
40%
25%
10%
Respondent %
Strongly agree Agree Neutral Disagree Strongly disagree
Table 10: Frequency of Response “If you had a choice, would you prefer your
workplace have more people who you find attractive”
Respondents Respondent %
Strongly agree 6 30%
Agree 5 25%
Neutral 4 20%
Disagree 2 10%
Strongly disagree 3 15%
Total 20 100%

Strongly agree Agree Neutral Disagree Strongly
disagree
0%
5%
10%
15%
20%
25%
30%
35%
30%
25%
20%
10%
15%
Respondent %
Respondent %
4- DISCUSSION
Based upon the literature review and the findings derived from the above results
analysis of the questionnaire, it can be stated that the physical appearance discrimination is
still prevailing within the workplaces and the employees are required to raise their voice in
order to overcome the same. For completing this report in abetter and effective way
questionnaire is being prepared and is filled by the 20 employees of ASDA. On looking at the
table 1, which depicts about whether the outward facing jobs like of sales requires to take into
consideration appearance in the process of hiring. Nearly 45% of the respondent strongly
agrees to this, while only 5% strongly disagrees to this statement (Plickert and Sterling,
2017). From this, it can be drawn that the appearance plays an important role in regard to the
on the field sales or where direct interaction with the customer is required to be made. The
table 2 highlights about whether the person’s qualification has some ole to play in respect to
filling up the position. The 40% of the respondents are of the view that qualification plays a
major role in getting the position. 40% strongly agrees and 20% agrees while only 15% and
10% disagrees and strongly disagrees to this. therefore, this can be said that irrespective of
the knowledge or the skill one possesses but the person needs to have a higher qualification.
This is also a form of discrimination which is needed to considered and preventive steps
should be undertaken in order to overcome the same or mitigate. This is one of the barriers
which shows its impact over the salary, hiring process, promotion and so forth as described in
the literature review.

In addition to the above, the responses received also provides information that the
attractive and physically appealing people are given unfair advantages in regard to the
various aspects like the higher increment, promotion, easy hiring procedures etc (Harnois and
Bastos, 2018). As per the output, 45% of the employees strongly agrees to this and only 5%
strongly disagrees which makes it very clear that the people believes that the physical
appearance has a huge influence over the final decision making in regard to selection of the
candidates, determining the PayScale etc. This might seem to be something of not an issue
but this is the major blunder having within the organization like ASDA which are needed to
be taken note of. The inability to effectively analyse the same will result into affecting the
brand image and reputation of the organization.
In regard to the finding retrieved from the table 4, it can be stated that the 35% of the
respondents are neutral in regard to undertaking the steps in order to ensure that the
unattractive people are not being discriminated within the workplace. In case, such situation
arises, then it will not in benefit to the organization and will be having a long-term effect over
the business activities and functioning. Apart from this, only 15% of the employees are
strongly agrees and disagrees to the statement (Agbozo and et.al., 2017). This might be
because of the fact that they are also being benefited from such thing and does not want it to
change and the possibilities are many which is needed to further analyse into in order to gain
an understanding about the actual reason for such answer. By analysing the outcome derived
from the table 5, which represents that the employee has actually faced any type of
discrimination pertaining to their attire or any physical features. On the answer to which, it
has been seen that 50% of the respondents have come across such discrimination which they
have faced. Through this, it can be interpreted that the almost half of the number of
employees working in the organization ASDA have faced appearance based discrimination.
As against it, only 5% of the employees have not faced such type of discrimination. This
point clearly draws attention, the organization is making use of the discriminatory practices
within the organization which may result into affecting the performance and productivity of
its employees along with the morale.
Apart from the discrimination based on the physical appearance, the employees are
also concerned with the other elements like the discrimination on the basis of age, gender or
race apart from the looks. On receiving the response from the employees, it can be stated that
the approximately 40% strongly agrees to the fact that they face other type of discriminations
as well apart from the looks and which is a strong point of concern for them. Also, 20% of
them agrees to this, while 30% are neutral on this point (Powroznik, 2017). On the other

hand, in total 10% of the respondent disagrees on this statement. This highlights the
threatening practices which is being utilized in the organization and this also depicts the
negative image of the organization. Therefore, it becomes very crucial for understanding the
all the possible implication of such practices on the employees and the workplace as whole.
this is a point of concern which the organization is required to taken care of.
The next table 7, is about for going to an interview the candidate will first look at the
dress. Pertaining to this question, the responses received is that maximum number of
respondents strongly agrees to the fact that for the purpose of interview they will first look at
their cloths whether they are properly dressed or not (Nadeem, Tariq and Khawaja, 2018).
The response received makes it very clear that the attire of the candidate plays an important
in the selection process of the person. If the person fails to effectively meet with such criteria
then there are chances that the candidate will not be selected. This is also having the potential
to affect the recruitment and selection procedure of the company which is mainly because of
the discriminatory factor which is put in place. This point explains the effect the physical
appearance on the employees and the workplace as a whole.
On the analysis and interpretation of the table 8, depicts that the maximum number
of people feel more comfortable and relax when they converse with the people who look like
them or dress like them. In terms of responses, 35% of the responders are strongly agreeing to
this while 15% ae strongly disagree and the 20% are neutral means they are not affected by
such things or factors (Jones and et.al., 2017). Under the situation where the organization has
implemented certain discriminatory practices then this will result into making the employees
feel uncomfortable and therefore, they look for someone who are similar to them in terms of
looks or dress. In case, employees fail to find someone then they might leave the organization
because of lower motivation.
In the next question, when asked about how they feel when they meet co-workers
who are dressed in a professional manner and in an answer to which the 15% strongly feels in
favour of them the 10% just agrees to it, followed by 40% who feels neutral and 25% and
10% feels disagree and strongly disagree (Bader and et.al., 2018). Thus, it can be interpreted
from this, that the way of dressing up is also having an impact over the behaviour of the
people even among the co-workers. This thing might not be considered as a discriminating
point as it is dependent upon the employees what they want to wear but if the others are
taking advantage of this and giving undue advantage to the employees then this needed to be
accounted for in a better and effective way. In the last, is the final question, which shows the
mindset of the employees in regard to seeing the current situation within the organization. On

asked about if they were choice to would they prefer to have more people in the workplace
which they find attractive and in answer to this, maximum respondent strongly agrees to this
which accounted for 30%, followed by 25% who agrees, 20% are neural, 10% disagrees and
the remaining 15% strongly disagrees. Therefore, based upon the above discussion, it can be
said that the organization is currently using physical appearance based discriminatory
practice which will result into hampering and affecting the reputation of the organization
along with the performance of the employees.
5- CONCLUSION
It can be concluded from the above that the use of discriminatory practices within
the organization will result into affecting the performance and productivity of the employees.
Impacts are not restricted to physical yet in addition mental effects for the employees
incorporate sorrow, creating anxiety disorders, loss of discretion prompting the worker
turning out to be threatening or in any event, endeavouring self destruction. The perceived
discrimination is having impact on both the worker and the workplace. These incorporate a
helpless work culture when the representative losses concentration and displays
counterproductive work practices, for example, not finishing the task on schedule, going
home early, and showing up later than expected.
Employees works hard for achieving progress and acknowledgment in their chosen
field of profession with the expectation of a reasonable shot at growth and development. In
any case, when working environment segregation happens, it can have impact a long way
past a slowed down profession. The weight and stress brought about by discrimination and
different types of provocation can take a physical and at times mental cost for the body,
intensifying a generally troublesome circumstance. This can be done through, implementing
the right set of practices along with undertaking measures and steps for ensuring that the
discriminatory practices are not being used within the organization against the unattractive
employees.
6- RECOMMENDATIONS
 From above analysis, it's clear that ASDA can overcome current challenge by taking
right action in context of physical attractiveness' discrimination as it put negative
impact on motivational and productivity level of staff’s member.
 Organization may overcome current problem by considering, selecting and using
effective methods or approaches. Thus, some possible suggestions for firm's are as
follows-

 ASDA and its management can generate awareness information about equality and its
importance in workplace by using training method. It enables leader and manager to
generate the awareness about this topic.
 Training is one of the most beneficial and useful approach that many firms used to
build a strong team at workplace that is able to work productively and effectively (Li,
Zhang and Laroche, 2019).
 It gives chance to each applicant in term of understanding each other closely. It
provides opportunity to understand the other culture that also help to reduce
discrimination at workplace in any form.
 Furthermore, management must develop a policy, according to which person that
discriminate others will be faced legal issues, because any type of discrimination is
considered as unethical or illegal activity.
 Instead of conducting face to face interview, human resource management should
conduct an interview via calls. As it gives change to collect information about
applicant without focusing on their physical attractiveness.
 While conducting face-to-face interview, employee get change to select person on the
basis of their physical appearance, which may lead to increase physical attractiveness'
discrimination in company.
 In context of this issue, telephonic interview is the best as it gives fair chance to
present personal data in front of recruiter without giving opportunity to conduct a
discriminative activity.
 Furthermore, along with above suggestions, ASDA can consider other one, for
instance group discussion is the key approach that can used to overcome physical
attractiveness' discrimination. It provides fair opportunity to each applicant in context
of building more understanding and strengthening bond between current and new
workers.
 The possible suggestion is to use other research approaches or methods along with
existing one. For example, they can use SPSS for the purpose of data analysis as it
enables them to analyse gathered data via numerical test which in return provide
appropriate outcomes.
 Moreover, researcher can use deductive approach while conducting quantitative
research, which make them able to gather data based on hypothesis. It provides
chance to measure concept in quantitatively and allow generalizing findings to greater
extent.

 Researcher in the future should use quantitative research type. By using this method,
investigator collect reliable and appropriate data in short term period.
7- REFLECTION
The major objective of this research is to carry out the analysis of the impact of
physical appearance based discrimination in the workplace on the employee’s motivation
level and productivity in ASDA. This was required to be done with the help of the application
of the research methods and concepts which involves making use of the qualitative research.
In this, the already published data of the other researchers and authors is being analyses in
order to gaining the theoretical aspect of the topic. This data is considered to be the most
appropriate method for the purpose of effectively meet with the desired goals and objectives.
Along with that, the data collected through this research approach, helped in gaining an
understanding about the concept which has resulted into affecting the number of employees
and workers. In order to get better and accurate result, survey was conducted which helped in
knowing the mindset and views of the employees of the organization as it is very crucial to
make a conclusion based upon the individual experiences in combination with the literature
review made on the same topic. The research methodologies utilized in this research has
helped in effectively meeting up with the stated aims, objectives and the research questions.
There are several research methodologies which can be used as an alternative to the
method used above. One of them is the quantitative research, in which the statistical analysis
is done for presenting the data sources (Disman, Ali and Barliana, 2017). The other option is
an experimental research methodology that may include records the exploration about the
topic covered. Lessons gained from the survey of the results include the strategies that
physical appearance discrimination can be further categorized. It is important to note that it is
imperative to utilize the best method that properly fits the portrayal of the study.
This examination handles perhaps the most controversial issues and a significant
point in workplace discrimination. Physical appearance discrimination has affected the
behavior and the things of the employees. Some of the suggested activities for improving
future examination on physical appearance discrimination incorporate an investigation of
quantitative investigation where the specialist will add an alternate point of view to the
research. This will be significant in giving varied data that is not the same as what has
derived in this research method. In each research led, a few elements must be thought of,
including expenses, access, and moral contemplations. Examination work needs to meet the

costs that have been set out for the research along with keeping up scholastic moral principles
that have been set. This examination utilizes qualitative research information that isn't costly
and meets the expense of the research. Additionally, the respondents are effortlessly accessed
with no obstruction. To guarantee that ethical guidelines have been met, the separate consent
form was sent to the participants to agree before they are inquiries for the exploration. This
research has helped me gaining an understanding about the different research methods and
when it can be used along with how to interpret the findings.

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APPENDIX
Questionnaire
Census information
Name (Optional, won’t to disclosed):
Gender:
Job level:
Job type:
Race:
1. Do you thing outward facing jobs should consider appearance when hiring?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
2. Qualification of the person are the most important determinant when filling a position?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
3. Is attractive people are given unfair advantages in interviews and the workplace in general.?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
4. Do you think steps should be taken to assure that unattractive people are not discriminated in the
workforce.?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed

5. Have you ever been discriminated against because of your appearance (attire and/or physical
features)?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed

6. Are you more concerned about discrimination based on my age, gender, or race than my looks?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
7. If you were to interview for a job, you would first dress up?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
8. Do you feel most comfortable conversing with people who look and dress like you?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
9. When meeting new co-workers, you look upon them more favorably when they are dressed in a
professional attire?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
10. If you had a choice, would you prefer your workplace have more people who you find
attractive?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed