Project Report: BMW's Diversity and Inclusion Strategies in Romania

This report provides a comprehensive analysis of BMW's strategies for fostering a diverse and inclusive workforce, focusing on the company's operations in Romania in 2020. The report begins with an introduction to diversity and inclusion, emphasizing its importance in gaining a competitive advantage. It outlines a project management plan, including cost analysis, scope, and risk assessment, along with a detailed work breakdown structure and a Gantt chart for project timelines. The research methodology employed, including research philosophy, type, and data collection methods (surveys and interviews), is thoroughly explained. The report then presents data analysis and interpretation, leading to recommendations and conclusions regarding BMW's diversity initiatives. Finally, a reflection on the project and a list of references are included to provide a complete overview of the research.

Managing a successful project

Table of Contents
INTRODUCTION...........................................................................................................................4
L O 1................................................................................................................................................4
Aim, objectives and background..................................................................................................4
Project management plan.............................................................................................................5
Gantt chart and work breakdown structure..................................................................................8
Gantt chart ...................................................................................................................................9
L O 2..............................................................................................................................................11
Research methodology...............................................................................................................11
LO 3...............................................................................................................................................13
Data Analysis and interpretation................................................................................................13
Recommendation and conclusion..............................................................................................22
LO 4...............................................................................................................................................22
Reflection...................................................................................................................................22
REFERENCES .............................................................................................................................23
APPENDIX....................................................................................................................................25

INTRODUCTION
Diversity and inclusion refers to the mission, practises and strategies of firm to support
diverse workplace and taking advantage of the effects of diversity to gain competitive advantage
over competitors. One of the top priority of company for diversity and inclusion is recruiting
diverse workforce (Heagney, 2016). The present study is based on BMW. It was founded on 7th
March, 1916. The headquarter of company is located at Munich, Germany. The research will
outline project management plan that helps to evaluate various aspects of the project, work break
down structure . It will also focus on research methodology. Further, it includes methods of
collecting data through questionnaire and data analysis will be performed for achieving desired
results.
L O 1
Aim, objectives and background.
Background -
The strategies adopted by BMW plays a major role in developing diverse and inclusive
workforce. For building diverse workforce company have to recruit workers that belongs to
different culture, background etc. It have to conduct training for managers and leaders
maintaining unbiased behaviour in relation with employee’s. BMW is required to encourage
employee’s to provide their different points of view to develop an inclusive workforce. Present
Report will help to gain better understanding of strategies of BMW for building inclusive and
diverse workforce. The present Report is based on BMW. It is a multinational firm that
manufactures motorcycles and auto mobiles. It serves various countries worldwide. It owns
various brands such as Rolls-Royce, BMW X etc.
Aim -
“To assess strategies for building diverse and inclusive workforce by BMW in Romania in2020.”
Objectives - On the basis of above aim following objectives have been drafted such as:
 To develop understanding about the concept of workforce diversity.
 To evaluate models pertaining to workforce diversity and its management.
 To identify ways through which diverse workforce can be built by BME for expansion.
 To recommend competent strategies to BMW for building as well as managing diverse
and inclusive workforce.

Scope of the project.
The study includes project management plan, work breakdown structure. It also includes
detail methodology that has being adopted by researcher to conduct research like research
methods, data collection methods etc.
Project boundaries.
The study does not include literature review. It means that, the study does not include the
current knowledge that involves theoretical contributions of other scholars and substantive
findings etc.
Justification.
The research will help various other scholars to conduct research in similar area. It will
help to save time and resources of researchers to conduct similar research. It will also help
students who have to prepare project report. Further, it will assist other firms that are operating in
auto-mobile industry to develop strategies for building diverse workforce.
Limitations.
The study has various limitations such as time constraints, expenses involved in
conducting research etc.
Project management plan.
Project -
It can be described as the series of different type of tasks that are required to perform in
order to achieve a particular result. It can also be defined as a set of input and output that are
essential for attaining a specific goal (Todorović and et.al, 2015).
Project management -
It refers to the practice of starting, planning, implementing, executing and closing the
tasks of a team to attain particular outcomes and to meet out specific criteria of success (Hofman
and Kramer, 2015).
Cost -

It can be defined as the amount that is incurred for the purpose of attaining a specific
objective of the researcher. While conducting this study, there are several expenses that incurred
by the researcher and also by BMW. The expenses that is incurred by researcher include
expenditure related with printing, cost of conducting survey through questionnaire and cost of
obtaining data through various relevant sources etc.
Cost table for researcher
Particulars Expenses ( £ )
Expenses on stationary items 300
Data Collection 400
Cost of Printing 100
Expenses related with developing
Questionnaire.
200
Total 1000
Cost table for Company
Particulars Expenses ( £)
Investment 100
Employee training expenditure 150
Cost of Research and development 50
Expertise 200
Total 500
Scope -
It refers to a prospect that is expanded for obtaining different perspectives in the future in
respect of performing the research. From researcher's point of view, the scope of this study is to
evaluate the strategies of BMW for building the diverse and inclusive workforce. The study
provides an understanding of the concept of workforce inclusion and diversity. Moreover, the
study includes different ways in which BMW can build diverse workforce for the organization.
At last, the study also provides recommendations on developing competent strategies for
building as well as managing diverse and inclusive workforce etc.
Risk -

It refers to the condition or an uncertain event that if happens may have an impact on at
least one of the objective of the project. Risk management helps to determine and assess the type
of risk related to the project and also helps to manage those uncertainties to reduce their impact
on the project (Mayer, 2015). Risk related to this research may involve loss of data, physical
engineering etc. that may affect continuation of the project on given time period. The risk that
are related with the project are schedule risk, cost risk, performance risk etc. To manage these
risks, the Researcher maintains risk register because it is one of the best way to manage risk.
Researcher list down major risk that may negatively affect the completion of project on time.
Time -
Every project is bounded by time, cost, quality and scope etc. Time is an important part
of the project management in which a timeline is evaluated and prepared for completing the
project (Padilla-Díaz, 2015). It refers to the period that is required by the researcher to attain the
objective of conducting the study. The Researcher require 7 weeks too complete this research in
effective manner.
Quality -
Every type of project requires the development of quality standards. These standards
should be listed by the researcher. Further, there is also a need to develop strategies to meet out
these standards and researcher is also required to measure the quality through quality control
tools. There are various tools that is used by the researcher for maintaining quality of research
such as benchmarking etc. A quality control chart is used to control the quality of the project. It
is a graph that shows that processes are meeting their intended specifications.

Communication -
One of the most important aspect of project management plan is communication. For
effective communication researcher uses different tools such as email, schedule etc. It helps
researcher to communicate updates of the project, reports of the progress etc. with other people
while doing research (Schwalbe, 2015). For the purpose of doing research effective
communication helps to attain the objective of the study that is assessing strategies for
developing diverse and inclusive workforce by BMW in Romania in 2020.
Resources -
There are various types of resources that are required for performing the tasks of a
project. In order to accomplish the aim of the research, researcher requires various types of
resources like money, location, equipment that are required for performing activities that are
planned by researcher for completing the project. Different resources that are used for
conducting this research are human resource, financial resource, funding, equipments etc. Funds
will be obtained from external sources through issue of debentures etc. Employees of company
helps to perform various tasks. The resources help to complete of project on time (Meredith and
et.al, 2017).
Gantt chart and work breakdown structure.

Gantt chart
Task
Mode Task Name Duratio
n Start Finish Predecessors
Auto
Schedule
d
Selection of research topic 5 days Thu
10/24/19
Wed
10/30/19
Auto
Schedule
d
Developing research aim and
objectives 4 days Thu
10/31/19
Tue
11/5/19 1
Auto
Schedule
d
Setting project outlines in
terms of cost, quality, scope
etc.
7 days Wed
11/6/19
Thu
11/14/19 1,2
Auto
Schedule
d
Identification and assessment
of project stakeholders 4 days Fri
11/15/19
Wed
11/20/19 3
Auto
Schedule
d
Selection of suitable research
methods as per issue 8 days Fri
11/15/19
Tue
11/26/19 2,3
Auto
Schedule
d
Drafting questionnaire for
survey 5 days Wed
11/6/19
Tue
11/12/19 2
Auto
Schedule
d
Sending questionnaire to the
respondents for data
collection
10 days Wed
11/13/19
Tue
11/26/19 6
Auto
Schedule
d
Analyzing gathered data set
using thematic analysis
technique
7 days Wed
11/27/19
Thu
12/5/19 7
Auto
Schedule
d
Drawing conclusion 5 days Fri
12/6/19
Thu
12/12/19 8
Auto
Schedule
d
Giving recommendations 3 days Fri
12/13/19
Tue
12/17/19 8,9
Auto
Schedule
d
Reflective learning and
experiences 3 days Wed
12/18/19
Fri
12/20/19 10

L O 2
Research methodology.
Research philosophy -
It is a belief that provides the way for gathering data and then analysing it for taking future
course of action. There are various types of research philosophies. Positivism research
philosophy involves highly structured and include large size samples that help researcher to
gain better results while performing research. In this, data will be measured by both
qualitative and quantitative methods. Interpretivism research philosophy, it involves small
size sample and in depth study is done for getting effective outcomes from research (Gaur
and Kumar, 2018). Researcher has chosen Interpretivism research philosophy that helps to
evaluate various aspects of the study.
Research type -
In research, types can be distinguished into two such as qualitative and quantitative. Hence,
for conducting research effectually scholar is required to select suitable research type.
Qualitative research implies for the one in which underlying thoughts, motives and opinions
pertaining to research issue are evaluated (Flick, 2018). On the other side, in quantitative

research numeric facts and figures are evaluated for getting suitable solution from research
issue (Johnson and Christensen, 2019). In this, to analyse strategies related to building
diverse workforce both qualitative and quantitative research type has been undertaken. Due
to the inclusion of qualitative aspects in topic such as age, gender, race etc qualitative
research type has been selected. As, it incorporates human experiences and thereby presents
optimal solution. Thus, by making evaluation of qualitative aspects effective solution of
research issue has been presented. However, qualitative method does not statistically present
gathered data set. Along with this, as data will be analysed through descriptive statistics tool.
This tool has been selected because quantitative assessment offers reliable information as
compared to other methods. Considering these aspects, both research types have been
selected by the researcher to derive optimal solution of research issue.
Data collection -
Primary and secondary are the main two methods which are undertaken by the scholar for
data collection. In order to assess strategies for building diverse workforce data has been
gathered from primary sources. With regards to primary data gathering both survey and
interview method has been used. The rationale behind the selection of interview method is
that it helps in gathering detailed information about issue. However, interview is time
intensive exercise because it includes transcripts and evaluation of gathered data set as well.
Referring this aspect, interview has been conducted with 2 managers of BMW. In addition
this, survey helps in gathering information in line with the research issue concerned by
including both open and close ended questions in the questionnaire. By keeping all such
aspects in mind, survey has also been conducted on 22 personnel of BMW. For this purpose,
questionnaire has been designed by including questions regarding race, sexuality, age,
pregnancy, marriage, region and national ity related diversification. Thus, by employing
such tools data has been gathered for presenting the suitable solution of issue.
Sampling -
In the context of primary data collection, scholar is required to select appropriate sample by
taking into account either probabilistic or non-probabilistic technique (Sarstedt and wt.al,
2018). Hence, 20 employees of BMW have been selected by using purposive sampling
technique. In addition to this, 2 managers of BMW have been considered for interview

purpose referring purposive sampling. This sampling technique has been chosen because it
helps in taking suitable views from respondents in line with the research issue or problem.
Data analysis -
It implies for the process that emphasizes on analysing and evaluating gathered data set in a
meaningful way. There are several techniques available which can be used by the scholar for
data analysis purpose such as thematic analysis and SPSS. Selection of data analysis
technique is highly influenced from the type of research undertaken (Quinlan and et.al.,
2019). In this, both thematic and descriptive statistics tool has been used by the researcher.
Hence, referring outcome of questionnaire several themes have been prepared and supported
with graphical presentation as well. In addition to this, mean, mode and median have also
been calculated to draw suitable conclusion from evaluation.
LO 3
Data Analysis and interpretation.
The term data analysis is the process of evaluating data with the help of statistical and
analytical tools that helps to discover useful information that helps to take decisions.
Theme 1 : Concept of workforce diversity.
Q.1. Do you have knowledge of workforce diversity? Frequency
Yes 17
No 3

Interpretation :- From the above graph, it can be interpreted that out of 20respondents there are
10 respondents who said that yes they know something regarding the term workforce diversity.
The remaining 10 respondents has stated that no they do not know anything regarding diverse
and inclusive workforce. According to respondents who know something about workforce
diversity and inclusion they said that it refers to achieving the type of working environment in
which all employees are being treated respectfully and fairly. They have equal opportunity to
access resources of the organization and this helps to improve success and growth of
organization.
Theme 2 : The use of models related with workforce diversity and its management.
Q.2 Do you think management uses various models related to workforce
diversity and its management ?
Frequency
Yes 5
No 15
17
3
Yes
No

Interpretation :- From the above chart, it has been interpreted that out of 20 respondents there
are 5 respondents who mentioned that management of BMW uses different models that are
related with diversity of workforce and their management. For example – Manager of the
company uses various types of models such as a four stage model. They also said that the model
helps to support the needs of workers. Further, it also assists business to remain ethical, dynamic,
sustainable etc. Another 10 respondents have said that, no management does not use any type of
models related with workforce diversity that helps to build diverse and inclusive workforce.
Therefore, majority of the employee’s have mentioned that management does not make efforts
for using models for building inclusive and diverse workforce.
The mean value of the responses of respondents is 1.75. It means average number of
respondents have said no. The median of the responses is 2. Whereas, the mode of responses is 2.
It means that the response no have occur majority of items. Further, standard deviation is 0.44.
Theme 3 : Training for dealing with diversity and inclusive workforce issues.
5
15
Yes
No

Q.3 Do you think BMW provides training on how to deal with diverse and
inclusive workforce issues ?
Frequency
Yes 15
No 5
Interpretation :-
From the above diagram, it has been interpreted that out of 20 respondents there are 15
respondents to said that the management conducts training for all the people to develop an
understanding of how to overcome the issues related with developing a diverse and inclusive
workforce. Further, company also conducts training programs to develop a positive work
environment and including the employee’s by recognizing differences in their attitude etc. The
remaining 5 respondents have stated that no BMW does not conduct training programs for
dealing with diversity issues. Therefore, it can be concluded that majority of employee’s have
mentioned that company provides effective training programmes.
The mean value of the above responses of respondents is 1.25. It means on an average
more people have said yes BMW provides training on how to deal with diverse and inclusive
workforce issues. Whereas, median is 1 and mode is also 1. Mode is 1 it means that the option
yes has occurred majority of times. Further standard deviation of the above response is 0.44.
Theme 4 : Diversity training is the best way to develop diverse workforce.
Yes
No
0 2 4 6 8 10 12 14 16
15
5

Q.4 According to you which is the best way through which BMW can build
diverse and inclusive workforce ?
Frequency
Paying attention to organization culture. 5
Providing diversity training. 10
Focus on retention strategies. 2
Recruiting employee’s over a broader geographic area. 3
5
10
2
3
Paying attention to
organization culture.
Providing diversity training.
Focus on retention strategies.
Recruiting employee’s over a
broader geographic area.

Interpretation :- From the above diagram it has been interpreted that, out of 20 respondents there
are 5 respondents who has said that BMW can build diverse workforce by focussing on the
culture of organization. Another 2 people mentioned that the best method to develop diverse
workforce is by focussing on strategies to retain employee’s in the organization. Another 3
respondents has mentioned that management of BMW should recruit employee’s over a broader
geographic area. Rest of the 10 people has said that the best way to develop diverse workforce is
by providing training regarding diversity. It means majority of respondents said that diversity
training is best method to build diverse workforce.
The mean value of the above responses of respondents is 2.15. It means on an average
people have said that the best way through which BMW can build diverse and inclusive
workforce is through diversity training. Whereas, median is 2 and mode is also 2. Further
standard deviation of the above response is 0.98.
Theme 5 : Effective communication is the best strategy for managing diverse and inclusive
workforce.
Q.5 From the following strategies which one is best suitable for managing
diverse and inclusive workforce in BMW ?
Frequency
Effective communication. 7
Policies to overcome cultural barriers. 5
Providing training to managers. 5
Collecting inclusive feedback regularly. 3

Interpretation :- From the above chart it has been interpreted that out of 20 respondents there are
5 people who mentioned that policies to overcome cultural barrier is best strategy in which
BMW can manage diverse and inclusive workforce. Another 5 respondents has said that
company should provide training to managers for managing a diverse and inclusive workforce.
According to other 3 respondents firm should collect inclusive feedback on continuous basis
from employee’s for managing diverse and inclusive workforce. Remaining 7 respondents has
mentioned that effective communication helps to manage diverse and inclusive workforce.
The mean value of the above responses of respondents is 2.2. Whereas, median is 2.
Mode is 1 it means that, more respondents have said that, effective communication is best
suitable for managing diverse and inclusive workforce in BMW. Further standard deviation of
the above response is 0.98.
Theme 6 : Whether diversity enhances employee retention.
Q.6 Do you think diversity enhances employee retention in the company ? Frequency
Yes 7
No 13
Effective communication.
Policies to overcome cultural barriers.
Providing training to managers.
Collecting inclusive feedback regularly.
0 1 2 3 4 5 6 7 8
7
5
5
3
Frequency

Interpretation :- From the above diagram it can be interpreted that, out of 20 respondents there
are 7 respondents who said that, diversity in workforce helps to improve retention of workers in
the firm. Remaining 13 respondents has mentioned that no diversity does not help to improve
employee retention in the organization.
Theme 7 : Recommendation for managing diverse and inclusive workforce.
Q.7 What will you recommended for managing diverse and inclusive
workforce ?
Frequency
Constant communication 5
Creative collaboration 5
Treating each employee as equal 7
Hiring people from different cultures 3
7
13
Yes
No

Interpretation : From the above diagram it has been interpreted that, out of 20 respondents there
are 5 respondents who said that there must be constant communication between all the people to
manage diverse and inclusive workforce. Whereas, another 5 respondents have recommended
that there must be creative collaboration between all the workers that will help to manage
employee’s belonging from different cultures. Another 3 respondents has mentioned that human
resource department should hire workers that belongs from different cultures this will help to
manage diverse and inclusive workforce in better way. Remaining 7 respondents has
recommended that the best way to manage diverse and inclusive workforce is by treating each
and every employee as equal.
5
5
7
3
Constant communication
Creative collaboration
Treating each employee as
equal
Hiring people from different
cultures

The mean value of the above responses of respondents is 1.65. Whereas, median is 2 and
Mode is also 2. Mode states that it means that, . Further standard deviation of the above
response is 0.48.
Recommendation and conclusion.
RECOMMENDATION
It is recommended that, BMW company should conduct training for leaders that will help
to build diverse and inclusive workforce of the company. Further, human resource department of
the company should adopt recruitment practice of recruiting workforce from wide geographic
coverage (Wang, Singhasemanon and Goh, 2019).
CONCLUSION
It has been concluded that, sampling technique helps in taking suitable views from
respondents in respect of the aim of the research. Further, the Report has explained the methods
of research, methods of data collection helps researcher to collect relevant information from all
reliable sources. It has been concluded that effective communication helps to manage diverse and
inclusive workforce. Moreover, the Report has explained that training in respect of diversity is
the best way to develop diverse workforce.
LO 4
Reflection.
At the starting of the research, I feel demotivated with the task because I think that it will
be difficult for me to manage the work. But, I am excited also as I have received the opportunity
to use my skills for performing the study on assessing the strategies to develop diverse and
inclusive workforce of BMW. First of all, I have selected the topic of the research. The relevant
topic helps me to find various information regarding diverse and inclusive workforce of the
organization. Employee’s of the firm are so knowledgeable, and they assist me in collecting
detail information on strategies that are used by BMW for building diverse and inclusive
workforce. Further, I have faced many difficulties in collecting data from various relevant
sources. The experience of conducting the study is very wonderful for me because it has help me
to develop my skills at personal as well as at professional level both. Further, my Tutor has also
supported me whenever I faced any type of difficulty. Further, while conducting research I also
take care of ethical behaviour while collecting information from participants and respondents. I

did not compel any participant for providing details. It helps to develop various skills such as
writing skills, communication skills, interpersonal skills etc.

REFERENCES
Books and Journals
Flick, U., 2018. An introduction to qualitative research. Sage Publications Limited.
Johnson, R. B. and Christensen, L., 2019. Educational research: Quantitative, qualitative, and
mixed approaches. SAGE Publications, Incorporated.
Sarstedt, M., Bengart, P., Shaltoni, A. M. and Lehmann, S., 2018. The use of sampling methods
in advertising research: A gap between theory and practice. International Journal of
Advertising. 37(4). pp.650-663.
Quinlan, C. and et.al., 2019. Business research methods. South Western Cengage.
Trehan, K. and Glover, J., 2019. Creating a Diverse Workforce. In Reimagining the Future
Public Service Workforce (pp. 125-134). Springer, Singapore.
Pearl-Martinez, R. and Stephens, J.C., 2016. Toward a gender diverse workforce in the
renewable energy transition. Sustainability: Science, Practice and Policy. 12(1). pp.8-15.
Susanne, M., 2019. Technology Changes Everything: Inclusive Tech and Jobs for a Diverse
Workforce: Pierce Memorial Foundation Report.
Wang, D., Singhasemanon, N. and Goh, K.S., 2019. Statistical Considerations for Interpreting
Censored and Intermittent Surface Water Monitoring Data. In Pesticides in Surface Water:
Monitoring, Modeling, Risk Assessment, and Management (pp. 365-376). American Chemical
Society.
Thomas, J., 2017. Scholarly Views on Theory: Its Nature, Practical Application, and Relation to
World View in Business Research.
Gaur, A. and Kumar, M., 2018. A systematic approach to conducting review studies: An
assessment of content analysis in 25 years of IB research. Journal of World Business. 53(2).
pp.280-289.
Meredith and et.al, 2017. Project management: a managerial approach. John Wiley & Sons.
Schwalbe, K., 2015. Information technology project management. Cengage Learning.
Padilla-Díaz, M., 2015. Phenomenology in educational qualitative research: Philosophy as
science or philosophical science. International Journal of Educational Excellence. 1(2).
pp.101-110.

Mayer, I., 2015. Qualitative research with a focus on qualitative data analysis. International
Journal of Sales, Retailing & Marketing. 4(9). pp.53-67.
Hofman, K. and Kramer, B., 2015. Human resources for research: building bridges through the
Diaspora. Global health action. 8(1). p.29559.
Todorović and et.al, 2015. Project success analysis framework: A knowledge-based approach in
project management. International Journal of Project Management. 33(4). pp.772-783.
Heagney, J., 2016. Fundamentals of project management. Amacom.

APPENDIX
QUESTIONNAIRE
Name -
Age -
Gender -
Position -
Q 1) Do you have knowledge of workforce diversity ?
 Yes
 No
Q 2) Do you think management uses different models related with workforce diversity and its
management ?
 Yes
 No
Q 3) Do you think company provides training on how to deal with diverse and inclusive
workforce issues ?
 Yes
 No
Q 4) According to you which is the best way through which BMW can build diverse and
inclusive workforce ?
 Paying attention to organization culture.
 Providing diversity training.
 Focussing on retention strategies.
 Recruiting employee’s over a broad geographic area.
Q 5) From the following strategies which one is best suitable for managing diverse and
inclusive workforce in BMW ?
 Effective communication.

 Policies to overcome cultural barriers.
 Providing training to managers.
 Collecting inclusive feedback regularly.
Q 6) Do you think diversity enhances employee retention in the company.
 Yes
 No
Q 7) What will you recommended for managing diverse and inclusive workforce ?
 Constant communication.
 Creative collaboration.
 Treating each employee as equal.
 Hiring people from different cultures.

1