Influence of Workplace Discrimination on Employee Performance and Productivity

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: