The Impact of Skin Colour Discrimination on Employees' Motivation in the Workplace
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Added on 2023/01/11
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This research project explores the impact of skin colour discrimination on employees' motivation in the workplace, with a case study on Marks & Spencer. It aims to understand the concept of skin colour discrimination, assess its influence on employee motivation, and determine strategies to eliminate it from the workplace.
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? Whatistheinfluenceofskincolourdiscriminationonmotivationofemployeesat workplace? Which strategies can be employ by Marks & Spencer to eliminate skin colour discrimination from workplace. Significance of Research:
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 asits 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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RelevancetoProfessionalorAcademicField/Literaturereview Concept of skin colour discrimination According to the view point ofKoch, 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 andracism 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 tolerablebeforelaw.Skincolordiscriminationinorganisationiswhenworkersare 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 ofJ 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.
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 ofFord, (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 promotesrespect,personaldevelopment,diversityandinclusivity.MarksandSpencer 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
environment causes positive energy which ultimately results in positive outcomes. Employeesshouldnotparticipateinanykindofnegativespeecheswhichspoilsthe environment.Evenemployeesshouldnotinitiateortakeanykindofparticipationin 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 gatherquantifiableofdatathroughperformingstatisticalormathematicaltechniquesis 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 collectingdata. 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
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.
REFERENCES Books and Journals Adams, E.A., Kurtz-Costes, B.E. and Hoffman, A.J., 2016. Skin tone bias among African Americans:Antecedentsandconsequencesacrossthelifespan.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.andRyan,A.M.,2017.Ethnicdiscriminationduringrésumé 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. InInternational Conference on Human-Computer Interaction(pp. 489-499). Springer, Cham. Mackey,A.andGass,S.M.,2015.Secondlanguageresearch:Methodologyanddesign. 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.