Influence of Workplace Discrimination on Employee Performance and Productivity

This research project aims to analyze the influence of workplace discrimination on the performance and productivity of employees. The study focuses on Marks & Spencer, a leading British retailer, and aims to identify different types of discrimination, assess their impact on employee performance and organization, and recommend strategies to eliminate discrimination from the workplace.

Research Project

Table of Contents

PROJECT TITLE: “To analyse the influence of discrimination at workplace on
performance as well as productivity of employees along with organisation. A
study on Marks & Spencer”.
1. INTRODUCTION
Workplace Discrimination in an organisation is based on prejudices and arise when an
individual is treated unfavourably because of religion, sexuality, gender, race, disability etc. It is
among the leading issues which is faced by employees at workplace (Bobbitt-Zeher, 2011). This
report is based on Marks & Spencer which is one of the leading British retailer of United
Kingdom. It was founded in year 1884 and its headquarter is situated in London, UK. The
company is specialize in selling home and food products along with high quality clothes. This
report intends to analyse impact of workplace discrimination on productivity and employee
performance and firm. Discrimination at workplace negatively impacts the morale and
motivation of employees which in turn reduces productivity of organisation
Overview of research:
Workplace Discrimination is major issue that occurs in organisations. It occurs when
employers treated employees unfavourably because of their age, disability, religion etc. It is very
necessary for organisation to ensure that no discrimination will take place within firm (Chou and
Choi, 2011). In order to enhance productivity and performance of employees, it is very necessary
for Marks & Spencer to ensure that all the employees are treated equally and no one can
discriminate based on age, gender or any other discriminatory attribute. This study emphasise on
analysing the influence that workplace discrimination has upon employee performance.
Research Aim:
The aim is “To analyse the influence of discrimination at workplace on performance as
well as productivity of employees along with organisation. A case study on Marks and Spencer,
the retailer (Marble Arch branch, London).”
Research Objectives:
 To assess the discrimination that takes place in workplace.
 To identify discrimination types that exist within organisation.
 To analyse the impact of discrimination in workplace on employee performance and
organisation.

 To recommend different strategies by which employee discrimination can be eliminate
from workplace.
Research Questions:
 How discrimination that takes place in workplace?
 What are different discrimination types that exist within company?
 What is the impact of discrimination in workplace on employee performance and
organisation?
Rationale of study:
This study is significant in order to analyse the impact of employement discrimination on
employee and organisational performance and productivity. This research assist in determining
the types of discrimination along with their impacts on firm. Moreover, it also helps in
identifying different ways through which the discrimination from workplace can be reduced.
2. Literature Review
Concept of Discrimination in workplace:
Workplace discrimination is referred as the discrimination that employers do among
employees based on age, gender, caste, creed, culture etc. It includes unlawful practices when an
employer or management of firm takes adverse action against prospective employee or employee
due to their marital status, physical disability, religion etc. As per the view point of S. Scott,
(2020), in today's business environment, discrimination in workplace is one of the major
concern. The maximization in gender and cultural diversity at workplace has obliged human
resource from distinct background and ethnicities to work collectively to mitigate organisational
goals (Discrimination at the Workplace, 2020). Discrimination at workplace largely impacts the
morale and motivation level of employees. If an individual gets discriminated on the basis of
some attributes, then their morale gets low and they are not able to work effectively within
organisation, which ultimately impacts on their performance and organisation productivity as
well (Cleveland, Vescio and Barnes-Farrell, 2013).
As per the view point of Sarah Benstead, (2018), workplace discrimination is based on
some prejudices and exist when a worker is treated unfairly due to his or her religion, gender,
caste, disability and many other aspects. Discrimination can be occurring in the organisation in
two ways, including direct and indirect discrimination (What is discrimination in the workplace?,

2018). Direct discrimination exists when an employer pays an individual less from other
employees working at same level for no reason. On the other hand, indirect discrimination exists
when certain laws and regulations put some members of staff at disadvantage. On the other hand,
according to the views of Katie Yahnke, (2018), discrimination in workplace may occur between
employees, colleagues and employer or between employee and third party. Particularly, it is
unfair treatment of an individual based on category or class to which he or she belong, instead of
on individual merit. It may occur during the time of hiring and employment (Discrimination in
the Workplace: An Overview, 2018).
Different types of discriminations:
As per the view point of Alison Doyle, (2019), there are different types of employment
discrimination including age, religion, gender, disability based discrimination and many other
basis. At the time of recruitment, employers sometimes exclude potential employees due to their
disability, marital status, gender etc. They deny certain workers benefits or compensation and
discriminate at the time of assigning maternity leave, retirement options or disability leaves
(Types of Workplace Discrimination, 2019). Employers discriminate on the basis of religious
customs of an individual which is illegal and have excessive adverse consequences for
employers. When paying salary to the individuals (men or women) of similar skill levels,
qualifications, position and responsibility, employers discriminate on the basis of their gender.
On the other hand, as per the view point of Karen Falconer, (2020), there are four main
discrimination types under equality act. These includes direct discrimination, indirect
discrimination, victimization and harassment. When an individual is treated less favourable due
to the protected characteristics he or she possess, then direct discrimination occurs. Indirect
discrimination occurs when a plan or rule of some kind is put into place which is applicable to
every individual, and it is not discriminatory in itself but, could put some individuals with
protected characteristics at disadvantage. Harassment is referred to the unwanted conduct
associated with protected characteristic. It violates the dignity of an individual or develop hostile,
humiliating, intimidating, degrading or offensive surroundings for them. Victimization type of
discrimination occurs when an individual suffers a detriment due to they have support a
complaint related to discrimination, raise a grievance relating to discrimination etc. in good faith
(THE 4 TYPES OF DISCRIMINATION: WHAT EVERY EMPLOYER NEEDS TO KNOW,
2020).

Impact of workforce discrimination on productivity as well as performance of employees and
company:
The performance and productivity of workforce highly impacts due to workplace
discrimination as it declines their morale which results in less involvement of employees in
activities and operations of business (Draper and et. al., 2012). As per the view point of T.
Benjamin, (2020), the job satisfaction of workforce impacts due to discriminatory practices of
employer. If a worker consistently sees that promotions are being given based on age, gender and
other discriminatory attributes, his/her drive to perform the best or advance within firm is
impacted negatively. Apart from this, the employees who observe discrimination at regular basis
are more likely to leave an organisation which ultimately increases the turnover of employees.
All this impacts adversely and declines the performance of employees and developes unhealthy
workplace environment (The Ways Discrimination Negatively Affects Businesses, 2020).
According to the viewpoint of Abhijeet Pratap, (2018), it is evident that discrimination is
always painful. When an individual is treated unfairly in the workplace, then it hurts their morale
and also impact the environment and culture of organisation. This results in loss of performance
and productivity. It has psychological impact and hurt the workers that are being discriminated
and can result in anxiety and depression. It can kill the productivity by increasing conflicts and
reducing focus (HOW DISCRIMINATION HARMS WORKPLACE PRODUCTIVITY?, 2018)
Discrimination fuels the feeling of rejection among employees and make them incapable of
moving and thinking ahead. Organisations where discrimination exist have to incur high cost on
human resource due to you are relatively high rate of turnover. In such a way, discrimination
impacts adversely on the productivity and performance of employees as well as organisation.
Different ways by which employee discrimination can be reduce from workplace:
As per the view point of D.S. Stokes, (2017), there are some ways that an organisation
needs to employ in order to overcome discrimination at workplace. One of the way includes
treating all the employees equally without discriminating them on the basis of age, sex, gender,
religion, disability, marital status etc. (5 Ways to Reduce Discrimination In Your Workplace,
2013). Apart from this, organisation should provide training to managers and interviewers so that
they can get familiar with all the discriminatory laws so as to ensure that no discrimination can
take place at the time of hiring employees and all are treated equally.

Moreover, organisation requires to frame appropriate policies related to harassment so that
all the claims are taken seriously and a proper investigation can be conducted on the individual
who violate the policy. Stick to job requirements at the time of hiring individuals is necessary in
order to select those people who best fit the job. It is crucial for the management or interviewer
to ensure that not to consider any external factor or attribute that may lead to discrimination
lawsuit (Jones and et.al., 2017).
According to the M&S GENDER PAY GAP REPORT 2018, in order to eliminate
discrimination from workplace, Marks & Spencer follow Board Diversity Policy which seeks to
guarantee that diversity in its broadest sense. The objective of this policy is to maintain 30%
female directors on board and ensure ‘long lists’ of non-executive directors include 50% women
candidates (M&S GENDER PAY GAP REPORT 2018). Apart from this, the company has ‘Zero
Tolerance policy’ towards bullying and harassment. These policies help company in eliminating
discrimination from workplace.
3. RESEARCH METHODOLOGY
Research Methodology involves some specific techniques which are utilize by
investigator in order to determine and analyse some information regarding topic. It is a
significant part of research that directs researcher to take set of actions needed to effectively
collect and interpret data. In primary and secondary research, different research methods are
mentioned below:
Research philosophy:
It administers some assumptions about knowledge development and conducting the research.
It is a belief regarding the manner in which data about particular phenomenon must be gather,
assess and utilize. Two types of philosophies are used in research including interpretivism and
positivism.
Interpretivism philosophy: This philosophy involves investigators to interpret components of
study, therefore integrates human interest in research. It is related with philosophical position of
idealism and utilize to integrate diverse approaches.
Positivism philosophy: This philosophy is based on factual knowledge and the investigator’s
role is limited to collection of data and its interpretation in an objective manner. This philosophy

stating that certain knowledge is based on phenomena which is natural and its properties and
relations.
In regards of this investigation, interpretivisim philosophy is utilize by investigator so as to
collect appropriate data on topic. This assist investigator in gathering high level validity data
(Wiek and Lang, 2016). The main reason behind selecting this research philosophy is that it
integrates the human interest into study. Also, the primary data collected through this approach
might be related with high level of validity as data in this research tends to be honest and
trustworthy.
Research Approach:
Research approach is characterised as a plan that consist of several steps from broad
assumptions to descriptive methods of acquisition, analysis and interpretation of data. Inductive
and deductive are the two types of research approaches which can utilize in research.
Inductive approach: It is a reasoning that starts with observations and in the end of
investigation process, theory is proposed as an outcome of observation. The approach is
generalising from specific to general.
Deductive approach: This approach tested the validity of assumptions. It initiates with
theory, build hypothesis from that and collect as well as analyse that data in order to test that
hypothesis.
In this study, inductive approach is utilizing by investigator as it helps in providing accurate
and relevant information on topic. This assist researcher in drawing valid conclusion of research.
Apart from this, it is used by researcher as it is flexible approach and it does not require
investigator to follow any pre-determined information.
Research strategies:
It is the systematic action plan that directs the efforts of researcher towards conducting
investigation systematically. Survey strategy is utilizing in this investigation to collect
information by online and offline surveys. Survey is done by using questionnaire tool as it
enables researcher to gather vast and reliable data regarding topic in less time (Mackey and Gass,
2015). This strategy is used as this helps researcher in gathering more accurate data on the topic
to draw valid conclusion.
Research Methods:

Research methods are referred as the procedures for systematic analysis and collection of
data. The selection is method is done on the basis of nature of research. There are two research
methods including qualitative and quantitative methods.
Qualitative research method: Qualitative research is utilized in the investigation in order
to uncover the trends in opinion and thought and getting deeper insights on the issue. The
methods of qualitative research include in-depth interview, content analysis, case study research
etc.
Quantitative research method: This method of research emphasizes on objective
measurements and numerical on mathematical analysis of data acquisition through
questionnaires, surveys or polls using computational techniques.
In this investigation, both qualitative and quantitative research methods are utilizing to
collect numerical as well as non-numerical data on topic. This helps researcher in getting
detailed information on topic which helps in drawing appropriate conclusion on study. Using
combination of qualitative and quantitative information or data can enhance an evaluation
through ensuring that limitations of one type of information are balanced by strengths of another.
It will also help in ensuring that understanding is enhanced by mixing diverse ways of knowing.
Research time horizon:
In research, time horizon demonstrates the initiation and completion time of
investigation. Longitudinal and cross sectional are the two time horizons among which
longitudinal time horizon is use in this research. In context of this research, cross sectional time
horizon is used as this is a study that take place at single point of time and enable research to
look at various characteristics at once. In this study, around 22 weeks are required for its
successful completion (Kumar, 2019).
Activities and Timelines:
Gantt chart: It is a kind of graphical representation that depicts the starting and ending
time of completion of activities of research. This assist in determining the schedule of project.
The number of activities in research are mentioned below:

Data collection methods:
It includes the methods which are used to collect information on the topic. Data can be
collected by two methods including primary and secondary. These are the two types of research
which are conduct to gather huge amount of relevant information on a specific topic.
Primary data collection method: In this method, fresh or firsthand data is gathered by
researcher. This data can be collected in numerous ways including field observation, survey,
interview, experiment etc.
Secondary data collection method: This method of data collection method is use by the
investigator to gather second hand data which is already produced by others. The sources used
for collecting secondary data includes books, previously published records, articles and journals.
In this investigation, both primary and secondary data collection methods are used. For
gather primary data, questionnaire and interview methods are used and secondary data is
gathered through journals, online sources, books, online publications etc. Both the methods are
selected by researcher as use of both the methods helps in gathering large amount of information
in less time.

Sampling:
Sampling is the method of selecting a small sample size from large group of population.
Probability sampling and non-probability sampling two sampling methods that can use by
researchers in research process (Fletcher, 2017).
Probability sampling method: In this method of sampling, the chances of selection of
each respondent is similar from the overall population. In this method, the chances of occurring
biasness are also less.
Non probability sampling method: It is the technique of sampling in which the samples
are selected by the researcher based on subjective judgement. Random selection of respondents
is not done in this methods.
In this investigation, for collecting data on the topic “to analyse the influence of
discrimination at workplace on performance as well as productivity of employees along with
organisation probability”, the sampling method is used in which simple random sampling
method is used to select sample size of 40 respondents who are the employees of Marks and
Spencer.
Questionnaire:
Questionnaire is a document or tool which consist of set of questions related to the
research topic, objectives or question that need to be answered by respondents. This is highly
effective in gathering accurate information on the topic. The questionnaire in relation to this
research is mentioned below:
QUESTIONNAIRE
Name:
Add:
Mail ID:
How old are you?
A) 18-25
B) 26-40
C) 41-60
D) Above 60

Specify your gender
A) Male
B) Female
Q1) What is your educational qualification?
A) Diploma
B) Bachelor’s degree
C) Master’s degree
D) Doctorate
E) Others
Q2) What is your current salary per month?
A) Below 500 pounds
B) 500 to 750 pounds
C) 750 to 1000 pounds
D) Above 1000 pounds
Q3) Do you have any knowledge about workplace discrimination?
A) Yes
B) No
Q4) Do you feel that you are discriminated by employer on any basis including age,
gender, marital status, disability etc.?
A) Yes
B) No
Rate at the scale of 1 to 5:
Q5) How often do you feel that you get discriminated at workplace?
A) Never
B) Rarely
C) Sometimes
D) Often
E) Always
Q6) According to you, which type of discrimination takes place more in an organisation?
A) Age based
B) Disability based

C) Marital Status based
D) Religion based
E) All of the above
Q7) How long you have been working in Marks & Spencer?
A) Less than 1 year
B) 1-3 years
C) 3-5 years
D) 5-10 years
E) Over 10 years
Q8) Is there any salary gap among the employees who are working at same level in Marks
& Spencer?
A) Strongly agree
B) Agree
C) Neutral
D) Disagree
E) Strongly disagree
Q9) Have you ever received an opportunity for training on workplace discrimination at
Marks & Spencer?
A) Always
B) Often
C) Sometimes
D) Rarely
E) Never
Q10) Do you think the measures taken by Marks & Spencer to eliminate workplace
discrimination are appropriate?
A) Definitely
B) Probably
C) Probably not
D) Not sure
E) Definitely not
Q11) What is the impact of workplace discrimination on performance of employees as well

as organisation?
A) Quality of output from employees
B) Efficiency of employee
C) Lack of motivation
D) Decline in productivity
E) Others
Q12) Are you getting recognition by employer when you perform well in organisation?
A) Strongly agree
B) Agree
C) Neutral
D) Disagree
E) Strongly disagree
Q13) Rate at the scale of 1 to 5 (5 for excellent and 1 for poor), how effective the policies
and practices of Marks & Spencer to reduce discrimination from workplace?
A) 1
B) 2
C) 3
D) 4
E) 5
Q 13) What is your opinion regarding discrimination? How it impacts the productivity
and performance of employees as well as organisation?
Q 14) According to you, what kind of discrimination an individual may face the most at
workplace?
Q15) Any other suggestion that you have regarding workplace discrimination in Marks &
Spencer ________________________
Ethics, validity and reliability of research:
The validity and reliability of study is maintained through gathering authentic
information from the relevant sources. Maintaining confidentiality of data is the ethical issue that
may face by research while conduction of study which can be overcome through protecting
information by not sharing it with others (Mackenzie, Tan, Hoverman and Baldwin, 2012).

Data accessibility:
All the data related to the research is accessible to the researcher. The accessibility of
data enables investigator to pool data as well as conduct analysis with much confidence in the
outcomes. This will help researcher in ensuring validity of research conclusion.
Cost:
It is the crucial aspects that needs to be taken into consideration by researcher. This assist
in performing all the tasks and activities associated with research appropriately. In relation to this
study, the estimated cost to perform study successfully is 700 pounds.
4. DATA ANALYSIS AND INTERPRETATION
Data Analysis
Q1) What is your educational qualification? Frequency
A) Diploma 5
B) Bachelor’s degree 10
C) Master’s degree 15
D) Doctorate 7
E) Others 3
Q2) What is your current salary per month? Frequency
A) Below 500 pounds 17
B) 500 to 750 pounds 10
C) 750 to 1000 pounds 8
D) Above 1000 pounds 5
Q3) Do you have any knowledge about workplace discrimination? Frequency
A) Yes 32
B) No 8
Q4) Do you feel that you are discriminated by employer on any basis
including age, gender, marital status, disability etc.?
Frequency

A) Yes 22
B) No 18
Q5) How often do you feel that you get discriminated at workplace? Frequency
A) Never 10
B) Rarely 8
C) Sometimes 12
D) Often 7
E) Always 3
Q6) According to you, which type of discrimination takes place
more in an organisation?
Frequency
A) Age based 10
B) Disability based 4
C) Marital Status based 7
D) Religion based 9
E) All of the above 10
Q7) How long you have been working in Marks & Spencer? Frequency
A) Less than 1 year 7
B) 1-3 years 14
C) 3-5 years 12
D) 5-10 years 5
E) Over 10 years 2
Q8) Is there any salary gap among the employees who are working
at same level in Marks & Spencer?
Frequency
A) Strongly agree 6
B) Agree 10

C) Neutral 12
D) Disagree 5
E) Strongly disagree 7
Q9) Have you ever received an opportunity for training on
workplace discrimination at Marks & Spencer?
Frequency
A) Always 7
B) Often 11
C) Sometimes 12
D) Rarely 7
E) Never 3
Q10) Do you think the measures taken by Marks & Spencer to
eliminate workplace discrimination are appropriate?
Frequency
A) Definitely 9
B) Probably 11
C) Probably not 7
D) Not sure 8
E) Definitely not 5
Q11) What is the impact of workplace discrimination on
performance of employees as well as organisation?
Frequency
A) Quality of output from employees 10
B) Efficiency of employee 9
C) Lack of motivation 8
D) Decline in productivity 9
E) Others 4
Q12) Are you getting recognition by employer when you perform Frequency

well in organisation?
A) Strongly agree 7
B) Agree 11
C) Neutral 12
D) Disagree 7
E) Strongly disagree 3
Q13) Rate at the scale of 1 to 5 (5 for excellent and 1 for poor), how
effective the policies and practices of Marks & Spencer are to
reduce discrimination from workplace?
Frequency
A) Excellent 5
B) Good 10
C) Fair 15
D) Poor 7
E) Very poor 3
Q 13) What is your opinion regarding discrimination? How it
impacts the productivity and performance of employees as well as
organisation?
Q 14) According to you, what kind of discrimination an individual
may face the most at workplace?
Data Interpretation
Theme: Educational qualification
Q1) What is your educational qualification? Frequency
A) Diploma 5
B) Bachelor’s degree 10
C) Master’s degree 15

D) Doctorate 7
E) Others 3
Theme: Current salary per month
Q2) What is your current salary per month? Frequency
A) Below 500 pounds 17
B) 500 to 750 pounds 10
C) 750 to 1000 pounds 8
D) Above 1000 pounds 5

Interpretation: As per the above graph, it is interpreted that the current salary of 17 people is
below 500 pounds, 10 people get 500 to 700 pounds, 8 employees get 750 to 1000 pounds and
remaining get above 1000 pounds.
Theme: Knowledge about workplace discrimination
Q) Do you have any knowledge about workplace discrimination? Frequency
A) Yes 32
B) No 8

Interpretation: as per the above chart, it has been interpreted that out of 40 respondents,
32 said that they are aware about the concept of workplace discrimination and remaining 8 said
that they are not aware about the concept. The same has been portrayed by S. Scott, (2020), said
that workplace discrimination is the major concern and all the individuals who are treated
unfairly in the organisation have knowledge about and the same has been depicted by the graph
that most of the people are aware about workplace discrimination.
Theme: Feel discriminated by employer
Q) Do you feel that you are discriminated by employer on any basis
including age, gender, marital status, disability etc.?
Frequency
A) Yes 22
B) No 18

Interpretation: as per the above mentioned chart, it has been interpreted that 22 out of 40
respondents feel that they are discriminated by their employer on the basis of some
discrimination attributes and according to 18 respondents, they feel that they are not discriminate
by the employer. The same has been portrayed by Sarah Benstead, (2018), that the employees
can be discriminated by their employer on the basis of age, gender, disability etc.
Theme: Feeling of getting discriminated
Q) How often do you feel that you get discriminated at workplace? Frequency
A) Never 10
B) Rarely 8
C) Sometimes 12
D) Often 7
E) Always 3

Interpretation: as per the above graph, it has been interpreted that according to 10 out of
40 respondents, they never feel getting discriminated at workplace, 8 said that they rarely feel, 12
said sometimes, 7 feel often discriminated and remaining feel always discriminated at workplace.
Theme: Type of discrimination
Q) According to you, which type of discrimination takes place more
in an organisation?
Frequency
A) Age based 8
B) Disability based 7
C) Marital Status based 7
D) Religion based 5
E) All of the above 13

A) Age based
B) Disability based
C) Marital Status based
D) Religion based
E) All of the above
0
2
4
6
8
10
12
14
8
7 7
5
13
Frequency
Interpretation: it can be interpreted from the above graph that 8 out of 40 respondents
said that age based discrimination exist more in the organisation, according to 7 respondents,
disability based discrimination takes place more, seven go with marital status based, 5 with
religion based and the remaining 13 respondents said that all types of discrimination takes place
in the organisation.
Theme: Salary gap among the employees
Q) Is there any salary gap among the employees who are working at
same level in Marks & Spencer?
Frequency
A) Strongly agree 6
B) Agree 10
C) Neutral 12
D) Disagree 5
E) Strongly disagree 7

Interpretation: as per the above graph, it has been interpreted that according to 6 out of
40 respondents are strongly agree and said that there is salary gap among employees working at
same level, 10 are agree, 12 are neutral, 5 are disagree and 7 are strongly disagree with that. The
results from the interpretation implies that most of the people are agree and some are neutral on
that there is salary pay gap among the employees working at same level. Whereas, the author
Sarah Benstead, (2018), stated that direct discrimination exists when organisation pays a worker
less from other individuals working at same level for no reason.
Theme: Received an opportunity for training
Q) Have you ever received an opportunity for training on workplace
discrimination at Marks & Spencer?
Frequency
A) Always 7
B) Often 11
C) Sometimes 12
D) Rarely 7
E) Never 3

Interpretation: as per the above graph, it has been interpreted that according to 7 out of
40 respondents said that they always receive training opportunity at workplace, 11 said that they
often receive, 12 employees sometimes receive, 7 said rarely receive and remaining said that
they never receive. The result shows that according to most of the employees, they often and
sometimes received an opportunity for training on awareness of workplace discrimination.
According to the author D.S. Stokes, (2017), an organisation must provide training on
discrimination in workplace.
Theme: Appropriateness of measures taken by company
Q) Do you think the measures taken by Marks & Spencer to
eliminate workplace discrimination are appropriate?
Frequency
A) Definitely 9
B) Probably 11
C) Probably not 7
D) Not sure 8
E) Definitely not 5

Interpretation: above graph depicts that, according to 9 out of 40 respondents said that definitely
the measures taken by Marks & Spencer to eliminate workplace discrimination are appropriate.
According to 11, probably appropriate, 7 go with probably not, 8 said that they are not sure and
remaining said that the measures are not appropriate. The results show that according to most of
the respondents, the measures taken by company are definitely or probably appropriate in
reducing the discrimination at workplace. The same has been stated in the M&S GENDER PAY
GAP REPORT 2018, according to which Board Diversity Policy and Zero Tolerance policy
are effective in eliminating workplace discrimination.
Theme: Impact of workplace discrimination on employee performance
Q) What is the impact of workplace discrimination on performance
of employees as well as organisation?
Frequency
A) Quality of output from employees 10
B) Efficiency of employee 9
C) Lack of motivation 8
D) Decline in productivity 9
E) Others 4

Interpretation: it has been interpreted from the above graph that 10 out of 40 respondents
said that workplace discrimination impact on quality of output from employees, according to 9
respondents, decrease efficiency of employees is the impact. 8 people said that lack of
motivation is impact and 9 respondents said that decline in productivity is the impact of
workplace discrimination on employees and organizational performance and remaining 4 go with
others. The same has been stated by Abhijeet Pratap, (2018), according to him workplace
discrimination kills the productivity of employees and also hurts their morale which in turn
results in declining performance of employees.
Theme: Effectiveness of the policies and practices
Q) Rate at the scale of 1 to 5 (5 for excellent and 1 for poor), how
effective the policies and practices of Marks & Spencer are to
reduce discrimination from workplace?
Frequency
A) Excellent 5
B) Good 10
C) Fair 15
D) Poor 7
E) Very poor 3

Interpretation: according to the above graph, 5 out of 40 respondents rate the policies and
practices of company excellent, 10 rate good, according to 15 employees, policies are fair, 7 said
that they are poor and remaining go with very poor.
Q 13) What is your opinion regarding discrimination? How it impacts the productivity and
performance of employees as well as organisation?
Response: When this question was asked from the managers of Marks & Spencer, three among
the managers said that the organisation do not discriminate its employees on any basis. Five
managers among them said that discrimination is not at all good for the organisation as it
adversely impacts its productivity and performance. The remaining respondents said that
discrimination leads to decline the morale of employees which adversely influence their
performance and ultimately harms firm’s performance.
Q 14) According to you, what kind of discrimination an individual may face the most at
workplace?
Response: From the interview, it has been found that six respondents said that employees faced
gender based discrimination the most, six among them said that workers face disability based
discrimination the most and the remaining respondents said that employees face age based
discrimination the most at workplace.

5. RESEARCH OUTCOMES
As per the above analysis and discussion, it can be said that the investigation is highly
helpful in achieving the set objectives of the project. The very first objective of this project is to
assess the discrimination that takes place in workplace. By performing this investigation, it has
been found that discrimination is the unlawful practices where the employer is treated its
workforce unfairly on the basis of age, disability, gender etc. The same has been found by the
analysis as it is stated by Sarah Benstead, (2018), that workplace discrimination is based on some
prejudices and exist when a worker is treated unfairly due to his or her religion, gender, caste,
disability and many other aspects. So, the study is able to fulfil this objective by answering it
effectively.
Apart from this, the another objective of this investigation is to identify discrimination
types that exist within organisation. By performing primary investigation, it has been found that
there are several types of discrimination including age based discrimination, gender based,
marital status based discrimination, religion based discrimination. The same has been said by
Sarah Benstead, (2018), who said that employees are discriminate on the basis of religion, age,
disability etc. They may be treated by their employer unfairly on any of the basis among them.
According to my analysis of data, it can be said that employees are discriminated on the basis of
several aspects including age, gender, religion, marital status etc. So, the second objective is now
approved.
The third object of study is to analyse the impact of discrimination in workplace on
employee performance and organisation. Form the above analysis, it has been found that
workplace discrimination impacts adversely on the productivity and performance of employees
as well as organisation. It declines the morale of employees and reduce their engagement in
activities of business. The same has also been portrayed by Abhijeet Pratap, (2018), according to
him workplace discrimination lowers down the morale of employees which kills their
productivity as well as organisational productivity. So, this study achieves all the objectives of
study and helps the investigator in analysing the influence of discrimination at workplace on
performance as well as productivity of employees along with organisation.
It also highly contributes in creating unhealthy culture at workplace where some employees
feel highly discriminated by their employer and colleagues. By conducting this research, the

researcher is able to fulfil the aim of project. This research enable researcher to analyse the
impact of workplace discrimination on productivity and performance of employees and
company. along with this, it also helps in determining the appropriate strategies that helps in
eliminating discrimination from Marks & Spencer. The outcomes of study meet the aim and
objectives of research in an effective manner.
Stakeholders and communication:
The stakeholders are the crucial part of an organisation and they have huge interest
towards workplace condition. The stakeholders of Marks & Spencer include government,
manager, employees and many other people. All those people contribute to achieve better results
of investigations (Mackey and Gass, 2015). It is very necessary to communicate all the
information to stakeholders as they are crucial part of company. There are different types of tools
which is used by researcher in order to communicate results like e-mail, annual reports etc. By
using appropriate communication tools like e-mails, the outcomes of research will be
communicating to other stakeholders.

6. REFLECTION
This research is performing on the topic impact of discrimination at workplace on
performance of employees. This is very helpful in improving my skills and knowledge base that

further assist in my career growth. I am so glad to have this opportunity for perform research
over workplace discrimination which is considered as an essential concept according to the
present environment of business. This survey all time supports me to get accurate information on
impact of workplace discrimination on performance and productivity of employees and firm.
Furthermore, it helps me a lot by increasing my investigation skills when I performing this
research so that I came to know about different types of tools and techniques that are generally
used by researcher in order to gathered and collected data to gain effective outcomes and results
for identifying overall information for getting best results. While I performing this particular
research I have huge experienced among assorted issues and problems which is offered for
research with particular time limit. But after focusing all these things along with short period of
time I have decided that I need to use questionnaire for collecting accurate information, so that
large number of people point of view can be gathered in a less period of time. Therefore, it was
my very good experience and as I have learned so many things from this project now I am able
to conduct sorts of research and there are lots of things to do or learn which all will helps me in
future to gain advantages.
This research highly contributes in improving my knowledge and understanding
regarding the topic. This helped me in gaining deep insights on the different areas associated
with the different areas associated with topic. It helps me in determining my strong areas along
with the weaknesses so that improvement actions can be taken. It helps in improving my
communication and research skills. My team working skills was also improved by performing
this investigation. In this research, I used both qualitative and quantitative research methods as
these helped me in gathering adequate amount of data on the research topic. Apart from this,
both primary and secondary data collection methods were used to collect data from different
sources. However, while collecting primary data, I faced difficulties in getting responses from
the respondents as due to COVID 19 pandemic, I was not able to go outside and get their
responses. So, I used e-mails to collect data. Apart from this, I faced difficulties in gathering
authentic data from internet, But, with the help of my team members, I was able to gather all
information appropriately and draw valid conclusion of research. For analysing the data,
quantitative data analysis method is used in which thematic analysis was performed. Numerous
methods are used by me in this investigation. However, adoption of quantitative research method
has contributed much in the attainment of project outcome within specified time period.

Whereas, the main drawback related to similar method was that it needed highly skilled and
focused team members who could work according to the project need. In relation to present
investigation, some of team members were not as much skilled and competent as per the
requirement.
From the overall experience by performing this investigation, I have learnt lots of things
from this research project and able to complete it successfully. I personally realised that use of
questionnaire was an appropriate choice made by me as an investigator but still, I realised that
this tool has its own weakness as it was much time consuming and also involves close ended
questions which limits respondents to express their actual knowledge regarding the same.
7. CONCLUSION
As per the above mentioned report, it has been concluded that workplace discrimination
is one of the big issue which is faced by employees working in the organization. This impacts
adversely on performance and productivity employees and increases the turnover ratio in
organization. By analyzing the data, it can be said that providing training to managers, treating
all the employees in equal manner etc. are the best ways to reduce discrimination from
workplace.
8. RECOMMENDATIONS
As per the above analysis and discussion, it has been found that workplace discrimination is
one of the biggest issue that organisation has face. In order to overcome this issue, it is
recommended to company that –
 The organisation should treat each individual within organisation equally and do not
discriminate on the basis of age, gender, religion etc.
 It should formulate and implement strict policies against workplace discrimination and
ask all the employees to follow them.
 Moreover, company should provide healthy workplace culture to employees so that they
allow to work more productively within firm.

K. Yahnke, 2018. Discrimination in the Workplace: An Overview. [Online]. Available through:
<https://i-sight.com/resources/discrimination-in-the-workplace-guide/#Overview>
What is discrimination in the workplace?, 2018. [Online]. Available through:
<https://www.breathehr.com/blog/what-is-discrimination-in-the-workplace>
M&S GENDER PAY GAP REPORT, 2018. [Online]. Available through:
<https://corporate.marksandspencer.com/documents/reports-results-and-publications/
gender-pay-gap-reporting/m-and-s-gender-pay-report>
K. Falconer, 2020. THE 4 TYPES OF DISCRIMINATION: WHAT EVERY EMPLOYER NEEDS
TO KNOW, 2020. [Online]. Available through: <https://www.hrsolutions-uk.com/4-
types-of-discrimination/#searchbox>

A. Pratap, 2018. HOW DISCRIMINATION HARMS WORKPLACE PRODUCTIVITY?, 2018.
[Online]. Available through: <https://notesmatic.com/2017/03/how-discrimination-
harms-workplace-productivity/>