Managing a Successful Business Project: Adidas Diversity Strategies

This project examines the strategies and initiatives Adidas implements to cultivate a diverse and inclusive workforce. The assignment begins with an introduction highlighting the importance of diversity and inclusion in organizational success, followed by clearly defined research aims, objectives, and questions. A comprehensive literature review explores Adidas' existing strategies, the concept of equality, and the definition of diversity, identifying the research gap. The research methodology outlines the use of primary and secondary research methods, including questionnaires and the analysis of existing literature, alongside a qualitative research approach and a random sampling method involving 40 respondents. The findings, analysis, and discussion section presents data gathered from the respondents regarding the importance of diversity, its impact on organizational goals, and the challenges faced in managing a diverse workforce. The project then suggests recommendations for Adidas to enhance its diversity and inclusion efforts, emphasizing the significance of equal treatment, employee involvement, and conflict resolution. The conclusion reiterates the critical role of diversity and equality in achieving organizational goals and suggests alternative research methods for future studies. The project is designed to provide insights into how Adidas approaches workforce diversity, covering various aspects from employee perceptions to management strategies.

Managing a Successful
Business Project

Table of Contents
INTRODUCTION...........................................................................................................................1
RESEARCH AIM............................................................................................................................1
RESEARCH OBJECTIVE..............................................................................................................1
RESEARCH QUESTION................................................................................................................1
LITEREATURE REVIEW..............................................................................................................2
RESEARCH METHODOLOGIES.................................................................................................3
Findings, Analysis and Discussion..................................................................................................6
Recommendation ..........................................................................................................................12
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

Topic:
“What kind of strategies and initiatives the organisations can implement to make a diverse
and inclusive workforce”? A case study on Adidas
INTRODUCTION
Every organization can achieve huge growth and success in competitive market world if
their workforce contribute their maximum efforts using their skills and knowledge. Therefore, it
is important for an organization to motivate their workforce which can be possible through
maintaining equality and diversity at workplace. Every employees should get equal treatment
irrespective of their different job position, religion, gender etc. The present assignment is based
on Adidas.
RESEARCH AIM
To analyse and examine the kind of strategies and initiatives that the organisations
implement to bring about a diverse and inclusive workforce: A case study on Adidas
RESEARCH OBJECTIVE
· To investigate the company’s official website about the strategies and initiatives on D&I
in Adidas.
· To reach out to the HR function of Adidas and identify the kind of strategies and
initiatives on D&I.
· To collect the views from the organization’s staff on implemented strategies and
initiatives on D&I.
RESEARCH QUESTION
· Explanation about the company’s official website about the strategies and initiatives on
D&I in Adidas.
· What are the function of HR in Adidas and also identify the kind of strategies and
initiatives on D&I?
· What are the views of the organization’s staff on implemented strategies and initiatives
on D&I?
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LITEREATURE REVIEW
Adidas strategies and initiatives
According to Rachel Montgomery, 2017, Adidas has adopted some effective strategies
and initiatives in order to make proper working environment in the workplace. In this aspect, they
have give emphasis on being inclusive and diverse in their activities related to recruit, train,
develop and promote the employees. Also, Adidas has developed a group who are identically
aware on the concept of inclusion and diversity (Making diversity and inclusion a way of life at
adidas group, 2017). It is famed as dive-in team as dive is made by diversity and in is formed by
inclusion. Moreover, in aspect to attain and sustain a diverse team they give their focus on
creating an inclusive respectful culture in order to maintain proper parity and equality within the
organisation. In regard to maintain proper equal treatment among all the employees management
of Adidas have taken under consideration is gender-balanced leadership so that proper control
and monitor can be established. For making proper equality within the organisation they are
providing equal opportunities to all employees regardless of age, disabilities, ethnicity, race etc.
These all the strategies greatly help them in maintaining proper diversity and equality which
helps them in getting higher support of employees in achieving the organisational goals and
objectives (Thamhain, 2013).
Equality
According to Zach Lazzari, 2019, Equality is refers to the different perceptions of
employees towards equality. Equality in context of the organisation refers that they needs to
provide equal job opportunities and promotions regardless of race, gender, colour and other
aspects (Definition of equality, 2019). This will help them in getting the advantage of best
employees within the firm which enables them to achieve higher success and development in the
business as well as marketplace. As by maintaining proper equality among all the employees an
organisation can create healthy working environment within their organisation which will enables
them in attaining higher efforts of employees, their higher motivation towards achieving
business goals and objectives. Along with this, it helps them in retaining their talented employees
for a longer duration which give them results as higher productivity and profitability. So that they
will be able to attain higher competitive advantage from the market place which will results
higher brand value of the organisation in marketplace.
Diversity
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According to the Karen Parkin, 2019, Diversity is defined as people having diverse
culture, background, belief and custom. For maintaining diversity within the organisation
management giving their focus on creating an inclusive culture within their organisation which
enables them to create better environment in the firm (Definition of diversity, 2019). The
effectiveness of their operations and strategies related to diversity can be seen through its
involvement in LGBT friendly companies for their managed diversity as they have reached their
goals of increase women percentage to 32% which they have achieved before eight months as
compare to their pre-determined goal date (Keil, Lee and Deng, 2013).
RESEARCH METHODOLOGIES
Research methodology is considered as process of identifying, evaluating and analysing
the informations of a specific task in terms to create an authenticate project in a pre-determined
time period. It contains various methods which are as follow:
Primary method: Herein, researcher gathers information for the very first time due to
which in contains more reliability as it is first hand or fresh data. Primary data can be collected
via questionnaire, observation, survey and many other sources. In this research, investigator is
using questionnaire as it will help them in collecting more in-depth information.
Secondary method: In this method, investigator will use that data or information which
have already utilised by some other researcher. For this, researcher can use various sources like
magazines, articles, journals, government agencies etc. In regard of this research, researcher is
taking help of books and journals as it help them in accomplishing all activities related to project
effectively (Brady and Davies, 2014).
Qualitative research: In this technique, researcher will be able to get in-depth qualitative
data or knowledge about a specific topic with the help of some of the respondents.
Quantitative research: This consider various concepts in which data or information is
collected through statistical, mathematical and computation methods.
In this research, researcher is taken into consideration qualitative method as it gives them
more deep and quality data.
Sampling: It is depicted those process which is helpful in recognising and selecting
sample from huge number of population. Different types of sampling are existing such as quota,
convenience, cluster, systemic etc. that assist the investigator in accomplishing their objectives in
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a reliable and validate way. In context of this research, investigator has considered the random
sampling method and select sample size is 40 respondents from Adidas (Hass, 2017).
Findings, Analysis and Discussion
Theme 1: Employees working in Adidas for the achievement of
organisational goals
Q1) How many employees working in Adidas for the achievement of
organisational goals and objectives?
Frequency
a) 40 10
b) 20 10
c) More than 50 20
a) 40 b) 20 c) More than 50
0
2
4
6
8
10
12
14
16
18
20
10 10
20
Frequency
Interpretation: As per the above diagram, it can be understood that how much people in
Adidas is working towards equality and diversity. However, from out of the 40 respondents, 10
answers stated that 40 people are working for maintaining diversity and equality. 10 respondents
stated that 20 are working for this and remaining 20 respondents have stated that more than 50
people are working on this concept.
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Theme 2: Importance of Diversity and Equality
Q2) Do you believe it is crucial for Adidas to maintain equality and
diversity in their organisation?
Frequency
a) Yes 30
b) No 10
Interpretation: Form the higher up shown chart, it can be identified that out of 40
respondents, 30 answerers are in the favour of regulating the equality and diversity in the
organisation whereas 10 personnel stated that they are not supporting in maintaining equality and
diversity in the workplace (Maylor, Turner and Murray-Webster, 2013).
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a) Yes b) No
0
5
10
15
20
25
30
30
10
Frequency

Theme 3: Diversity impact on organisation
Q3) How will diversity impact the organisational goals? Frequency
a) Increased performance 20
b) Retention of best quality employees 10
c) Increased profitability 10
a) Increased performance
b) Retention of best quality employees
c) Increased profitability
0
2
4
6
8
10
12
14
16
18
20
20
10 10
Frequency
Interpretation: The above mentioned chart signifies the positive impact of maintaining
the diversity and equality within the organisation. Therefore, from the 40 respondents, 20
responders pertains that it will enhance their presentation, 10 communicator stated that it will
increase the motivation of employees due to which retention of employees will increase and rest
10 answerers signifies that in will increase the profitability level of the Adidas.
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Theme 4: Issues of diversity and equality
Q4) What are the issues which Adidas manager have to face while managing
diversity and equality among workforce?
Frequency
a) Language and communication 10
b) Employees behaviour 15
c) Generation gaps 15
a) Language and communication
b) Employees behaviour
c) Generation gaps
0
2
4
6
8
10
12
14
16
10
15 15
Frequency
Interpretation: From the preceding chart it can be stated that from out of the 40
responder, 10 respondents depicts that while managing diversity and equality in organisation they
have to face language and communication issues and 15 says that they have to face negative
attitude or behaviour of the employees and rest 15 respondents signifies that in this duration the
generation gap issue will occur (Basu, 2014).
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Theme 5: Strategies of diversity
Q5) What the strategies of diversity which should be implied by Adidas into
its business functions?
Frequency
a) Train team 20
b) Educate company leadership 10
c) Collect inclusion feedbacks on regular basis 10
a) Train team
b) Educate company leadership
c) Collect inclusion feedbacks on regular basis
0
2
4
6
8
10
12
14
16
18
20
20
10 10
Frequency
Interpretation: From the preceding shown graph it has examined that out of 40
personnel, 20 respondents stated that organisation like Adidas must give their emphasis on
training their team towards changes in the firm, 10 respondents are in the favour of considering
effective leadership and other 10 persons are in the favour of collecting feedbacks from the
employees so that required changes can be implemented in the organisation.
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Theme 6: Strategies of Equality
Q6) What all the strategies of equality which Adidas needs to followed into
its business functions?
Frequency
a) Minimise the gender pay gap 15
b) Fair evaluation 15
c) Consider biases 10
a) Minimise the gender pay gap
b) Fair evaluation
c) Consider biases
0
2
4
6
8
10
12
14
16 15 15
10
Frequency
Interpretation: The preceding graphical presentation evaluated that out of 40
respondents, 15 says that in order to maintain equality within the organisation management of
Adidas must give their emphasis on minimising the gender pay gap and 15 answerers pertain that
they must consider fair evaluation system. Other, remaining 10 respondents have stated that they
must give their focus on considering biases within the organisation so that all the functions can be
taken in an effective manner (Du, Leten and Vanhaverbeke, 2014).
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Recommendation
As per the above discuss project, it has been examined that diversity and equality have
huge influence on the organisational enhancement and success. Therefore, here are give some
suggestions to Adidas:
 Manager of Adidas must consider each manpower equal not on the basis of their colour,
race, culture etc. so that they can create healthy environment and higher motivation of
employees.
 Along with this, Adidas superior must take an initiative related to involve the employees
in conflicts solving process and decision making procedure so that they can retain their
employees for a long span of time.
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