Research Project: Workplace Discrimination at Marks and Spencer

This research project investigates workplace discrimination within Marks and Spencer, examining its impact on the company's ability to achieve its goals and objectives. The introduction provides an overview of M&S, highlighting its challenges with workplace discrimination and setting the research aim, objectives, and questions. The literature review explores the concept of workplace discrimination, the challenges faced by M&S in reducing it, and potential solutions. The methodology outlines the research techniques, data analysis methods, and limitations. The project aims to understand the concept of workplace discrimination, assess challenges, and identify ways to mitigate it. The project also emphasizes the importance of training, communication and policy implementation to address and reduce discrimination within the organization. The project concludes with a timeline and references, offering a comprehensive analysis of the topic.

Research Project

Contents
Topic- To assess the term “Workplace Discrimination” for a company and its impact
while attaining desired goals and objectives............................................................................3
1. Introduction................................................................................................................................3
Overview of the company...................................................................................................3
Research Aim.......................................................................................................................3
Research Objectives...........................................................................................................3
Research Questions............................................................................................................4
Rationale/reasoning for choosing the topic.....................................................................4
Business importance...........................................................................................................4
2. Literature Review......................................................................................................................4
Concept of Workplace Discrimination..............................................................................4
Challenges faced by Marks and Spencer while reducing workplace discrimination at
workplace..............................................................................................................................5
Different ways that may reduce workplace discrimination at workstation of Marks and
Spencer.................................................................................................................................7
3. Methodology..............................................................................................................................8
Main research techniques..................................................................................................8
Proposed Methods of Data Analysis..............................................................................10
Limitations and possible difficulties you may come across.........................................10
4. Timeline....................................................................................................................................10
References...................................................................................................................................14
APPENDIX...................................................................................................................................16

Topic- To assess the term “Workplace Discrimination” for a company and its impact
while attaining desired goals and objectives.
1. Introduction
Workplace discrimination is considered to be the biased situation where a company
specifically differentiates an employee from others. There are a number of elements like
age, sexuality, gender, race, colour and many more other that comes under
discrimination and impact upon overall productivity and profitability of the company
(Vickers, 2016). It is said because discrimination specifically reduces the endurance and
efficiency of employees. Many organisations like Marks and Spencer, Tesco and many
more are dealing with place discrimination related acts and this is the basic reason
behind why this topic has been taken into consideration in this topic.
Overview of the company
Marks and Spencer Group plc (ordinarily shortened as M&S or informally Marks and
Sparks) is a significant British worldwide retailer with central station in London, England, that
has some expertise in selling garments, home items and nourishment items. It is recorded on
the London Stock Exchange and is a constituent of the FTSE 250 Index, having recently been in
the FTSE 100 Index from its creation until 2019. In past couple of years, company started facing
decline among productivity and profitability where Research and development department of the
company has found that workplace discrimination is considered as one of the crucial factor that
has raised these questions for the company and impact upon its overall performance level
(Berrey, Nelson and Nielsen, 2017).
Research Aim
Primal aim of present investigation is “To assess the term “Workplace Discrimination” for a
company and its impact while attaining desired goals and objectives. A case on Marks and
Spencer.
Research Objectives
 To understand the concept of Workplace Discrimination.
 To measure the challenges faced by Marks and Spencer while reducing workplace
discrimination at workplace.
 To identify different ways that may reduce workplace discrimination at workstation of
Marks and Spencer.

Research Questions
 What is the concept of Workplace Discrimination?
 What are the challenges faced by Marks and Spencer while reducing workplace
discrimination at workplace?
 What are the different ways that may reduce workplace discrimination at workstation of
Marks and Spencer?
Rationale/reasoning for choosing the topic
Vital reason behind conducting the investigation on the chosen topic i.e. “To assess
the term “Workplace Discrimination” for a company and its impact while attaining desired goals
and objectives. A case on Marks and Spencer.” Is that over the years many organisations has
faced lawsuits in relation to workplace discrimination which has not only impacted upon their
reputation but on overall productivity and profit margins as well (Rosenblat and et. al., 2017).
This is the basic reason behind adopting this topic so that to look among different ways through
which reduction of discrimination at workplace can be done by a company like Marks and
Spencer which is already dealing with it.
Business importance
The topic that is “To assess the term “Workplace Discrimination” for a company and its
impact while attaining desired goals and objectives.” is important based on the business
perspective because International companies like Marks and Spencer and many more other
retailers are dealing with the situation where staff members has obliged companies about the
discrimination that took place due to various reasons (Dhanani, Beus and Joseph, 2018).
Another reason of adopting this topic is this self interest of the researcher to conduct
investigation on workplace discrimination.
2. Literature Review
Concept of Workplace Discrimination
According to Halley and et. al., (2018), Workplace Discrimination in the work
environment depends on specific biases and happens when a worker is dealt with
horribly due to sex, sexuality, race, religion, pregnancy and maternity or handicap. In
the event that an individual treat somebody distinctively in light of the fact that they have
various attributes to different individuals from staff a company could be acting
unlawfully. Direct Discrimination happens when somebody is dealt with less well than
different representatives. For instance, the worker has the capabilities to carry out the

responsibility however you turn them down on the grounds that you figure they should
begin a family soon. on the other side, workplace discrimination can be considered as
one of the crucial challenge that are usually faced by organisations that are dealing at
both National and international level and it is pretty much required by them to develop a
number of policies as it will help them in sustaining within the market and to gain the lost
reputation because of the different lawsuits that they have already faced in the past.
Also, Discrimination is biased treatment in the work environment, which may
influence recruiting, terminating, advancements, compensation, work assignments,
preparing, benefits as well as cutbacks, in light of an individual's age, sex, sexual
direction, race, religion, national birthplaces or inabilities. Discrimination laws ensure
both current specialists and imminent labourers. Any worker who feels they have been
oppressed in the working environment can record a grievance with the U.K. Equivalent
Employment Opportunity Commission and conceivably record suit against the
organization. Badgering, then again, is unwelcome direct that is oppressive or sexual in
nature. This badgering must be extreme, nonstop or a state of work. There is an almost
negligible difference between what is seen as an innocuous joke and working
environment provocation. Managers who have inquiries regarding segregation or
badgering issues should converse with a work lawyer. Government of United Kingdom
has made ample number of laws in relation to discrimination where The Equality Act
2010 lawfully shields individuals from separation in the work environment and in more
extensive society. It supplanted past enemy of separation laws with a solitary Act,
making the law more obvious and reinforcing assurance in certain circumstances. It sets
out the various manners by which it's unlawful to treat somebody. Therefore, it is much
required by every single business organisation to take into consideration of the equality
act 2010 because it consists of the different aspects where a company or an employee
can be sued by other if any discrimination my take place (Jones and et. al., 2017).
Challenges faced by Marks and Spencer while reducing workplace discrimination at workplace
As mentioned by DeSouza, Wesselmann and Ispas, (2017), there are ample
number of challenges that can be faced by Marks and Spencer at the time of preventing
workplace discrimination at workplace and some of these are given underneath:

Work Law: Government and state work and business laws just as pending
enactment can challenge HR office staff to remain side by side of the progressions that
could influence business matters. HR masters and administrators are relied upon by
entrepreneurs who might not have the assets or money to recruit outside legitimate
advice to address routine inquiries regarding reasonable business rehearses. The
bunch laws that oversee enrollment, choice and worker maintenance can be
confounding.
Worker Referrals: Worker referral programs are successful, minimal effort
strategies for enrolling potential representatives dependent on suggestions from current
representatives. Acquiring referrals from workers spares HR divisions the cost of
expensive memberships to work posting locales and limits the enrollment specialist time
spent sourcing outer competitors. Then again, depending too intensely on
representative referrals restrains the business' effort endeavors to pull in a different pool
of qualified candidates. Worker referral projects can likewise encourage cliquish
conduct that debilitates comprehensiveness and coordinated effort by barring pariahs,
as indicated by David Hakala in his article "The Pros and Cons of Employee-Referral
Programs" on HRWorld.com. As a rule, "untouchables" alludes to representatives from
assorted foundations (Adesoye and et. al., 2017).
Governmental policy regarding minorities in society: Misguided judgments
about governmental policy regarding minorities in society and inadequately regulated
governmental policy regarding minorities in society programs are significant difficulties
to forestalling work environment segregation. A typical misinterpretation is that
governmental policy regarding minorities in society expects managers to meet
employing portions dependent on non-work related factors, for example, age, race or
sex.
Diversity Training: The objective of decent variety preparing is to give bosses,
administrators and representatives with verifiable data about differing gatherings and
the advantages of work environment assorted variety. Furthermore, the plan of
numerous assorted variety preparing programs is to open members to encounters that
shed light on what they share for all intents and purpose with others, rather than
concentrating on the distinctions that different various gatherings. Compulsory decent

variety preparing, in any case, can have the unintended result of culpable workers by
recommending that they dispose of qualities and discernments on request.
Therefore, these are said to be some of the crucial challenges that are faced by
Marks and Spencer needed proper solutions that may help company in sustaining within
the market and to reduce the workplace discrimination. In present context, Marks and
Spencer can effectively develop number of policies so that they can motivate staff
members to work with each other and improve the employee engagement as this may
effectively lead them to reduce the chances of workplace discrimination (Padela and et.
al., 2016). If it is critically analyse then if company do not look among above mentioned
elements are the challenge Marks and Spencer will keep on going through different
range of difficulties that are directly linked with workplace discrimination. Also, it may
lead to to go through different lawsuits that can be e raised by staff and it will directly
impact negatively up on company’s reputation at international level.
Different ways that may reduce workplace discrimination at workstation of Marks and Spencer
As per the opinion of Brian Osborne, it is the responsibility of entity to deliver equal
space and opportunity to the internal employees irrespective of their gender, race,
religion, color and caste. Even the employees are supposed to inculcate the habits
under which they remain proactive to bring transition rather than indulging into internal
chose or clashes due to inclusive workforce. Marks and Spencer company has
transmitted its operation worldwide due to which it comprises of large pool of diverse
workforce that need to work together under same circumstances. So it is responsibility
of managers to offer desirable place, norms, laws and guidelines based on which
competition amongst workforce can replaced by cooperation or coordination (Ways to
Reduce Discrimination in Workplace, 2018). Some ways to reduce workplace
discrimination within Marks and Spencer are discussed down below:
Training and development session: It is extremely imperative for the manager
of Marks and Spencer to offer suitable training programme with the objective to
enhance the knowledge, skill as well as working capability of their staff. This landed up
employees in remaining competitive enough to acknowledge the external situation and
working appropriately. Thus, it automatically changes the focus of employees from
discrimination and find out ways to accommodate the set objective successfully.

Effectively transmit the policies of organization: Company needs to develop
anti discrimination policies and make employees to understand the guidelines
effectively. As Marks and Spencer has global reputation which make it significant for
them to follow the standard or guideline in favour of overall employees, society and
external environment. Flow of information amongst workforce helps in generating
awareness which reduces the probability of workplace discrimination (Combs and
Milosevic, 2016).
Encourage communication: Communication acts as a solution of each and
every problem, the employee needs to be offered space based on which they feel free
to address their problem and inconvenience faced by them. Adoption of this technique
assist Marks and Spencer company to stand against discrimination due to which each
and every employee consider them as a valuable asset due to which they remain keen
to work within the respective workplace for longer duration.
Focus on diversity: Marks and Spencer company needs to make sure that their
personnel need to be ethnically as well as racially diverse. So creation of diverse
workplace helps in coming up with divergent thinking based on which unique solution is
identified which helps in developing core competencies of entity. Therefore, this helps to
effective serve the ultimate consumer or client (Noor and Shaker, 2017).
Conduct meeting on regular basis: Meeting needs to be conducted amongst
the representative of different hierarchical position so understand the ground reality and
functioning of an organization. Here discussion can be made on the ongoing training as
well as policies can be reviewed which helps to deliver detail insights and prevent
chances of discrimination. Suggestions needs to be promoted, implemented and
evaluated for the well being of both organization as well as employees.
Hence, it is essential for both manager and leader of Marks and Spencer
Company to remain consistent in terms to handle the complication and consistently
work against discrimination. This helps in build effective platform where both employer
and employee work together to achieve predetermined goals and objective successfully.

3. Methodology
Main research techniques
This is considered to be one of the crucial stage in every single investigation
where researcher takes into consideration of a particular method or technique which will
help in conducting the investigation in rightful manner. Basically, under this investigation
where the topic is To assess the term “Workplace Discrimination” for a company and its
impact while attaining desired goals and objectives. A case on Marks and Spencer, researcher
has utilised qualitative method which will help in getting appropriate outcomes in relation with or
in terms of psychological aspects based on feelings (Colella and King, 2018). On the other
hand, if it is talked about some main research techniques then these are mentioned underneath:
 Interviews: An interview in subjective research is where inquiries are posed to
inspire data. The questioner is generally an expert or paid specialist, in some
cases prepared, who offers conversation starters to the interviewee, in a
substituting arrangement of typically short inquiries and answers. They can be
appeared differently in relation to center gatherings in which a questioner
addresses a gathering of individuals and watches the subsequent discussion
between interviewees, or studies which are progressively mysterious and limit
respondents to a scope of foreordained answer decisions. Moreover, there are
exceptional contemplations while talking with respondents.
 Case studies: A case study research can be single or multiple case studies,
includes quantitative evidence, relies on multiple sources of evidence and
benefits from the prior development of theoretical propositions.
 Modelling: in present time, within every single investigation, modelling could be a
relationship condition, a stream outline, a graph and so forth. The sort of the
model to be utilized for look into or got from examine relies upon the examination
question and the manner of thinking of the specialist investigator who is
conducting the investigation based on a particular topic (Brouwers and et. al.,
2016).
 Questionnaire: Questionnaire is an examination instrument comprising of a
progression of inquiries (or different sorts of prompts) to assemble data from
respondents. Questionnaire have points of interest over some different kinds of

overviews in that they are modest, don't require as much exertion from the
examiner as verbal or phone reviews, and frequently have normalized answers
that make it easy to aggregate information. In any case, such normalized
answers may disappoint clients as the potential answers may not precisely speak
to their ideal reactions. Also, Questionnaire are likewise forcefully constrained by
the way that respondents must have the option to peruse the inquiries and react
to them.
In present investigation, where the topic is To assess the term “Workplace
Discrimination” for a company and its impact while attaining desired goals and objectives. A
case on Marks and Spencer, investigator has taken into consideration of questionnaire which
will help in gathering the data from the selected respondents with the help of random sampling
method.
Proposed Methods of Data Analysis
Basically, data analysis consists of two different types and primary and secondary
methodology both of them are presented underneath:
Primary methodology: This is considered to be one of the effective approach
which helps and investigator in pulling out information which is fresh and authentic in
nature because it is accumulated by the researcher himself or herself. There are a
number of tools that can be utilised like questionnaire, Focus group, survey, and many
other. in present investigation researcher has taken into consideration of questionnaire
as the primary tool which will help in collecting the data from 25 respondents.
Secondary Methodology: the data which is accumulated from past investigations
or from different journals, books, magazines, or any other online resources can be
considered as secondary methodology. Basically, within the investigation researcher
has taken into consideration of this type of approach in order to conduct literature
review part (Marchiondo, Gonzales and Ran, 2016).
Limitations and possible difficulties you may come across.
Some of the limitations that came in front was the less time frame which affected
the overall investigation and its outcome is one and another issue that came in front
was the consent form which was required to be filled by respondents who was less

interested and this took much more time than it was expected while conducting this
investigation.
4. Timeline
This section of the research can be considered as an element which plays an
effective role for the researcher when it comes to plan the whole investigation in terms
of time duration. In present investigation, where the topic is To assess the term
“Workplace Discrimination” for a company and its impact while attaining desired goals and
objectives. A case on Marks and Spencer, researcher has taken into consideration of gantt
chart which will help in analysing the the time duration of each and every activity e that is going
to take place. A gantt chart is comprised of a few unique components. So how about we
investigate 8 key segments so you realize how to peruse a gantt chart:
Assignment list: Runs vertically down the left of the gantt chart to portray venture
work and might be sorted out into gatherings and subgroups. Based on this, researcher
will become able to see how the overall work is sorted among different activities and
perform all the actions based on the design plan.
Timetable: Runs evenly over the highest point of the gantt chart and shows
months, weeks, days, and years (Assari and Moghani Lankarani, 2018).
Dateline: A vertical line that features the present date on the gantt chart. This is
considered to be the element which helps the researcher in analysing the present date
and the future dates of the task which is needed to be done in the specified time frame.
Bars: Horizontal markers on the correct side of the gantt chart that speak to
errands and show progress, length, and start and end dates.
Achievements: Yellow precious stones that get out significant occasions, dates,
choices, and expectations.
Conditions: Light dark lines that interface errands that need to occur in a specific
request.
Progress: Shows how far along work is and might be shown by % Complete as
well as bar concealing.
Asset allocated: Indicates the individual or group answerable for finishing an
undertaking.

In present investigation, the Gantt chart which has been prepared is presented
underneath:

References
Books and journals
Adesoye, T and et. al., 2017. Perceived discrimination experienced by physician
mothers and desired workplace changes: a cross-sectional survey. JAMA
internal medicine. 177(7). pp.1033-1036.
Assari, S. and Moghani Lankarani, M., 2018. Workplace racial composition explains
high perceived discrimination of high socioeconomic status African American
men. Brain sciences. 8(8). p.139.
Berrey, E., Nelson, R.L. and Nielsen, L.B., 2017. Rights on trial: How workplace
discrimination law perpetuates inequality. University of Chicago Press.
Brouwers, E.P.M and et. al., 2016. Discrimination in the workplace, reported by people
with major depressive disorder: a cross-sectional study in 35 countries. BMJ
open. 6(2). p.e009961.
Colella, A. and King, E. eds., 2018. The Oxford handbook of workplace discrimination.
Oxford University Press.
Combs, G.M. and Milosevic, I., 2016. Workplace discrimination and the wellbeing of
minority women: Overview, prospects, and implications. In Handbook on well-
being of working women (pp. 17-31). Springer, Dordrecht.
DeSouza, E.R., Wesselmann, E.D. and Ispas, D., 2017. Workplace Discrimination
against Sexual Minorities: Subtle and not‐so‐subtle. Canadian Journal of
Administrative Sciences/Revue Canadienne des Sciences de
l'Administration. 34(2). pp.121-132.
Dhanani, L.Y., Beus, J.M. and Joseph, D.L., 2018. Workplace discrimination: A meta‐
analytic extension, critique, and future research agenda. Personnel
Psychology. 71(2). pp.147-179.
Halley, M.C and et. al., 2018. Physician mothers’ experience of workplace
discrimination: a qualitative analysis. bmj, 363.
Jones, K.P., and et. al., 2017. Subtle discrimination in the workplace: A vicious
cycle. Industrial and Organizational Psychology. 10(1). pp.51-76.
Marchiondo, L.A., Gonzales, E. and Ran, S., 2016. Development and validation of the
workplace age discrimination scale. Journal of Business and Psychology. 31(4).
pp.493-513.
Noor, N.M. and Shaker, M.N., 2017. Perceived workplace discrimination, coping and
psychological distress among unskilled Indonesian migrant workers in
Malaysia. International Journal of Intercultural Relations. 57. pp.19-29.
Padela, A.I and et. al., 2016. Religious identity and workplace discrimination: A national
survey of American Muslim physicians. AJOB Empirical Bioethics. 7(3). pp.149-
159.
Rosenblat, A and et. al., 2017. Discriminating tastes: Uber's customer ratings as
vehicles for workplace discrimination. Policy & Internet. 9(3). pp.256-279.
Vickers, L., 2016. Religious freedom, religious discrimination and the workplace.
Bloomsbury Publishing.
Online

Ways to Reduce Discrimination in Workplace. 2018. [Online]. Available through:
https://www.justifacts.com/resources/5-ways-to-reduce-workplace-
discrimination/.

APPENDIX
Questionnaire
Q1: Do you have the knowledge about what is workplace discrimination?
a) Yes
b) No
Q2: Is it beneficial fo or a company like Marks and Spencer to reduce workplace
discrimination?
a) Yes
b) No
Q3: Do you agree if Marks and Spencer is already linked with workplace discrimination in an
effective manner?
a) Strongly agree
b) Agree
c) Disagree
d) Strongly disagree
Q4: What are the challenges faced by Marks and Spencer while implementing a policy at
workplace in regards to discrimination?
a) Employment law
b) Worker Referrals
c) Governmental policy regarding minorities in society
Q5: Do you think if it is needed by Marks and Spencer to go through its discrimination
related policies once again so that they can follow the Equality act, 2010?
a) Yes
b) No
Q6: As per your thoughts, what are the benefits Marks and Spencer can see at workplace
after reducing or preventing discrimination?
a) Increasing employee engagement
b) Enhancement of both productivity and profitability
c) Increase in numbers of women staff

Q7: Do you think, if employees of Marks and Spencer are already motivated towards their
daily tasks?
a) Yes
b) No
Q8: How, Marks and Spencer can effectively reduce workplace discrimination at the
workstation?
a) Through delivering training
b) Implementing work based policies with orange of clause in relation to discrimination
c) Through focusing upon needs of staff
Q9: Do you think if applying work discrimination related policy Marks and Spencer can
effectively reduce the number of cases of biased situation or conflicts at workplace?
a) Yes
b) No
Q10: Any recommendations?