Equality and diversity in the workplace

This presentation explores the potential strategies and initiatives implemented by companies, with a case study on Nike, to build a diverse and inclusive workforce. It discusses the concept of equality and diversity in the context of business, the significance of managing a diverse and inclusive workforce, and the strategies implemented by Nike. The presentation also includes data analysis and thematic analysis on the topic.

Research
Project

Table of Content
 Research Title
 Introduction
 Research Aim and Objectives
 Research Questions
 Data Analysis
 Thematic Analysis
 Conclusion

Research Title
Equality and diversity in the workplace.

Introduction
Managing successful business project is defined as an opportunities in that an
individual can determine their ability through implementing a project in
effective manner with fulfilling the requirement of the project (Cano, M., 2020).
The present study initiates to determine the potential strategies and initiates
which are implemented by the businesses to build a diverse and inclusive
workforce. In this present investigation work Nike is the chosen organisation as
it is a large multinational footwear company, as the overall study is based on
UK's sport industry, thus government of UK has taken an appropriate initiates to
promote equality in respect to encouraging participation.

Research Aim
To examine the potential strategies and initiatives that are
implemented by companies to build a diverse and inclusive
workforce. A case study on Nike.

Research and Objectives
• To explore wider understanding in regards to the area of equality and diversity in
the context of business.
• To enhance recognition regarding the significance of managing diverse and
inclusive workforce within an organisation.
• To develop appropriate knowledge regarding the strategies implemented by Nike
to build diver and inclusive workforce.

Research Questions
 What is the concept of equality and diversity in the context of
business?
 What are the major significance of managing diverse and
inclusive workforce within an organisation?
 What key strategies are implemented by Nike to build diver and
inclusive workforce?

Data Analysis
This is the most fundamental piece of exploration work, in which
accumulated information is assessed in the light of research
questions and objectives. This gives a wide region of learning to the
researcher to direct an investigation of the information that are
gathered through primary source of information accumulation.

Theme 1) Individual really do have an appropriate understanding in
regards to the area of equality and diversity in an organisational
context.
Q1) Do you have an appropriate understanding in regards to the area of equality
and diversity in an organisational context?
Frequency
Yes 29
No 1
29
1
Yes
No

Theme 2) The suitable implementation of strategies and initiatives are
effective for a business to build diverse and inclusive workforce.
Q2) According to you suitable implementation of strategies and initiatives are
effective for a business to build diverse and inclusive workforce?
Frequency
Yes 28
No 2

Theme 3) Yes the government of UK has taken up an effective
participation in promoting equality and diversity at work place.
Q3) As per your view, the government of UK has taken up an effective
participation in promoting equality and diversity at work place?
Frequency
Yes 26
No 4

Theme 4) There are assorted key significance of managing equality
and diversity that are gained by Nike Inc.
Q4) According to you, what are the key significance of managing equality and diversity that are gained
Nike Inc?
Frequency
Attract Talent 7
Reduction in employee turnover 8
Settling unconscious bias 8
Equal opportunities to employees 7

Theme 5) There are different strategies that can be opt by Nike to
build diver and inclusive workforce.
Q5) According to you, what strategies can be implemented by Nike to build diver and
inclusive workforce?
Frequency
Invest in diversity strategy 10
Diversity eduction Training 5
Equal access to Opportunities 5
Legal policy implementation 10

Theme 6) Legal policy implementation and diversity practices are
recognised to be the best strategies for Nike Inc. to promote inclusive
and diverse workforce.
Q6) Do you think that, legal policy implementation and diversity practices are
recognised to be the best strategies for Nike Inc. to promote inclusive and diverse
workforce?
Frequency
Yes 27
No 3

Theme 7) The new equality standard implemented by UK government
related to gender and disability in terms of race and ethnicity are
effective for businesses in attaining growth.
Q7) As per your view, the new equality standard implemented by UK
government related to gender and disability in terms of race and ethnicity are
effective for businesses in attaining growth ?
Frequency
Yes 25
No 5

Theme 8) It is quite beneficial for Nike Inc. to implement the policy
of equality standard for the purpose of promoting diverse and
inclusive workforce.
Q8) According to you, is it beneficial for Nike Inc. to implement the policy of
equality standard for the purpose of promoting diverse and inclusive workforce?
Frequency
Yes 27
No 3

Theme 9) Suitable strategies and initiatives have positive impact over
the operations of Nike Inc.
Q9) According to you, which kind of impact does strategies and initiatives does
have over the operations of Nike Inc.?
Frequency
Positive 26
Negative 1
Neutral 3

Recommendation
As per the evaluation of the project has also been suggested that Nike Inc. is a large
and well reputed footwear company which should manage appropriate strategies
that that effective for the business in managing equality and diversity at
workplace. In addition to this it has also been suggested to night that assorted
strategies like invest in diversity practises, diversity education training, legal
policy implementation, equal access to opportunities these are very nice to be the
best strategies and should be implemented by the management of the business for
executing better and effective workforce.

References
Sangrà, A., Vlachopoulos, D. and Cabrera, N., 2012. Building an
inclusive definition of e-learning: An approach to the
conceptual framework. The International Review of Research
in Open and Distributed Learning. 13(2). pp.145-159.
Smith, D. G., 2014. Diversity and inclusion in higher education:
Emerging perspectives on institutional transformation.
Routledge.

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