Building a Diverse and Inclusive Workforce: Vodafone's Strategies

This project delves into the strategies and initiatives companies employ to cultivate a diverse and inclusive workforce, with a specific focus on Vodafone Group Plc. The project begins with an introduction outlining the aims and objectives, which include evaluating the importance of a diverse workforce and identifying Vodafone's strategies. A project management plan details the cost, scope, and time frame. The research section outlines primary and secondary research methods, including a self-questionnaire administered to Vodafone stakeholders. Findings are presented in a data sheet and analyzed, leading to recommendations for Bandon Tiles Ltd. The project concludes with an evaluation, reflection, and appendices containing the self-questionnaire, project logbook, and performance review. The research reveals that Vodafone prioritizes diversity through various initiatives such as hiring from different nationalities and creating an inclusive environment. Recommendations are made for Bandon Tiles Ltd. to build its own diverse workforce, based on the findings from Vodafone's practices. The project highlights the importance of diversity and inclusion for business success.

Managing Successful Business
Project

Table of Contents
Topic: “What types of strategies and initiatives do companies put in place to build a diverse and
inclusive workforce?”......................................................................................................................1
Section 1 – Introduction...................................................................................................................1
Overview of project.....................................................................................................................1
Aims and Objectives....................................................................................................................1
Section 2 – Project Plan...................................................................................................................3
Project Management Plan............................................................................................................3
Project Milestone.........................................................................................................................3
Section 3 – Research........................................................................................................................5
Primary and Secondary methods.................................................................................................5
Ethical considerations..................................................................................................................5
Section 4 – Findings and Recommendations...................................................................................5
Data sheet.....................................................................................................................................5
Data analysis................................................................................................................................7
Recommendations......................................................................................................................12
Section 5 – Evaluation...................................................................................................................13
Reflection...................................................................................................................................13
Section 6 – Conclusion..................................................................................................................13
References......................................................................................................................................14
Appendices.....................................................................................................................................15
Self-Questionnaire.....................................................................................................................15
Project Logbook.........................................................................................................................16
Performance Review..................................................................................................................17

Topic: “What types of strategies and initiatives do companies put in place to
build a diverse and inclusive workforce?”
Section 1 – Introduction
Overview of project
For expansion of business from small scale to large one, it is essential for every firm to
think about strategies which needs to be taken, for building an inclusive and diverse workforce
first. Having such workforce, aid employers to create innovation and meet its objectives on time,
because with skilled employees a business cannot be run in desired manner (Sharma and et. al.,
2020). In context with Bandon Tiles Ltd, as it also operates at small level, therefore, before make
planning for expansion of workforce, it is essential for its employers to carry out a research on
large companies for evaluating their way to build a diverse and inclusive workforce. For this
purpose, a study is conducted on Vodafone Group Plc, which is one of the biggest
telecommunication firm of UK. Making research on this firm, will help in investigating the
different types of strategies as well as recommending ways, that help Bandon Tiles Ltd. in
expanding its diverse workforce. The present report includes a project management plan,
appropriate aim and objectives with primary and secondary research sources, to conduct study on
chosen organisation.
Aims and Objectives
Project Aim: “To identify the strategies and initiatives that companies put in place for building a
diverse and inclusive workforce”. A case study on Vodafone Group Plc.
Project Objectives:
 To evaluate the importance of diverse and inclusive workforce in business entities
 To determine the strategies and initiatives taken by Vodafone for bringing diversity in its
workplace
 To recommend ways that helps Bandon Tiles Ltd. in building diverse and inclusive
workforce
Literature Review:
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Importance of diverse and inclusive workforce:
As per theoretical prospectus of Swartz and et. al. (2019), it has been analysed that today,
every business entity is highly concerned on building diverse workforce, by giving employment
to most eligible people, belongs to different-different background (not limited to education,
culture, race, community and more). But as only diversity cannot bring an entity ahead from
competition, therefore, inclusion also needs to be built at workplace, where culture and views of
every individual is equally valued, empowered and respected, for developing a true sense of
belonging (The Importance of Diversity and Inclusion in the Workforce, 2019). In context with
Vodafone Plc, this telecommunication firm of UK has expanded its business almost in every
nation. Therefore, to gain a better competitive image, increase business productivity, promoting
creativity and innovation, it highly concerns on developing and maintaining diverse with
inclusive workforce, within its organisation (Combs, Milosevic and Bilimoria, 2019).
Strategies and initiatives for building diverse workforce:
As per views of Karakhan, Gambatese and Simmons (2020), it has been identified that
Vodafone Group Plc highly believe that customers’ experience and business performance, both
are majorly depended on ability to attract and retain the talented people at all levels (People and
Culture, 2020). For creating a place, where all employees of diverse background feel a sense of
belongingness, its management concern more on integrating the inclusive environment. It has
given employment to more than 92,963 employees on full-time and 11,244 on contract basis
from 21 different markets, to create diversity at workplace (Lindsay and et. al., 2019). Along
with this, it has large workforce that have been employed from 136 approx. different
nationalities, for building diversity and attaining initiatives from it to create innovation in
business. While for creating inclusive environment, it has given commitment to embrace all
employees at every level and embedded them in ‘Spirit of Vodafone’, specified ‘Code of
Conduct’ and ethical ‘Business Principles’. The Diversity and Inclusion agenda of this firm
continues to be one of its key priorities, by primarily focusing on gender balance, disability,
LGBT+ and ethnicity. It also supports allies via global Ally training programmes, where Friends
of LGBT+ training webinars are introduced for creating such a culture that empowers employees
to be opened about sexual orientation as well as gender identity of them (Syed and Ozbilgin,
2019).
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Section 2 – Project Plan
Project Management Plan
It is one of the most important part of a project, that entails cost, budget, time, scope and
more. Through this plan, project makers can analyse activities which needs to be conducted,
within a set duration for addressing given objectives more efficiently (Hughes, 2019). In context
with present study on diverse workforce of Vodafone Group Plc, a suitable project management
plan (PMP) has been prepared in following way –
Cost: It is one of the main key consideration of PMP that depicts estimate cost, requires to
complete a project in efficient manner. In this regard, for present project near about £300 has
been projected, for successfully evaluating the strategies and approaches taken by Vodafone firm
in making its workforce diverse.
Scope: The potential scope of the present investigation is analysing what initiatives a
company can take, from its inclusive and diverse workforce (Syed and Ozbilgin, 2019). This
would help in recommending better strategies to Bandon Tiles Ltd. for building its workplace
more diverse, so that productivity can be increased.
Time: It is considered as the main essential component that describes duration required for
completing all planned activities of the project (Hughes, 2019). Therefore, for present project
near about two to three months will be taken.
Communication: This part entails techniques require for making interaction among team
members, to complete each set activity within a timeframe. In present study, emails and mobile
phones are used for developing and making communication within team members, so that quality
of outcomes can be maintained.
Project Milestone
This part of project entails activities which are going to be completed within limited time
duration (Lindsay and et. al., 2019). For this purpose, two main techniques will be used that are
Work Breakdown Structure (WBS) and Gantt Chart to divide the major activities into smaller
ones and frame in a duration, in following way –
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Figure 1: Work Break Down Structure
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Strategies for making workforce diverse
Collect secondary data about title Collect primary data about title
Prepare Questionnaire Prepare Data sheet
Collect Primary data
Conclude Result
Make Recommendation

Figure 2: Gantt Chart
Section 3 – Research
Primary and Secondary methods
While executing an investigation work, project makers are required to concern on selecting
the most suitable research methodologies also. This would help in making plans and setting
strategies about sources, from where required data can be collected, analysed and interpreted, to
obtain valid result outcomes (Combs, Milosevic and Bilimoria, 2019). In this regard, both
primary and secondary data research will be conducted to gather information on importance of
diverse and inclusive workforce, with strategies required for developing the same. Hereby,
literature review is done by gathering secondary information from books, journals, business
report and more. While primary data is collected by carrying out self-questionnaire test on
stakeholders of Vodafone Group Plc (as shown in appendix). For this purpose, 10 stakeholders as
a sample size has been selected randomly for carrying out primary research.
Ethical considerations
For carrying out a research, it is essential to collect data from authenticate sources only, so
that reliability and accuracy can be maintained (Sharma and et. al., 2020). Therefore, information
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is collected from copyright sources only. Along with this, to maintain ethics, personal
information of each respondent keeps safe, with maintenance of confidentiality.
Section 4 – Findings and Recommendations
Data sheet
Questionnaire
Q1) Are you familiar with the concept of diverse and inclusive
workforce?
Frequency
a) Yes 8
b) No 2
Q2) What initiatives a firm can gained by diverging its workforce? Frequency
a) Better Competitive Advantage 3
b) Promotes creativity and innovation 3
c) Close talent gap 2
d) Reduce labour turnover 2
Q3) Do you really think that to gain competitive advantage, it is
essential for business entities to build diverse and inclusive
workforce?
Frequency
a) Yes 7
b) No 3
Q4) Which strategies Vodafone Group Plc has taken to bring
diverse workforce in its business?
Frequency
a) Giving employment to LGBT+ 2
b) Promoting women on management position 2
c) Hiring workers from different nationalities 2
d) All of the above 4
Q5) According to you, is it essential to create inclusive
environment in diverse workforce?
Frequency
a) Yes 8
b) No 2
Q6) What are the approaches a firm can use for creating inclusive Frequency
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environment at workplace?
a) Creating equality 2
b) Developing a sense of belongingness 3
c) Zero-tolerance policies on discrimination and harassment 5
Q7) Recommend the ways which help Bandon Tiles Ltd. in its expansion of diverse
workforce
Data analysis
Theme 1:
Q1) Are you familiar with the concept of diverse and inclusive
workforce?
Frequency
a) Yes 8
b) No 2
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Interpretation: From this figure, it has been analysed that among 10 respondents, 8 of them are
aware with importance and necessity of diverse workforce in today’s business entities for
running business successfully.
Theme 2:
Q2) What initiatives a firm can gained by diverging its workforce? Frequency
a) Better Competitive Advantage 3
b) Promotes creativity and innovation 3
c) Close talent gap 2
d) Reduce labour turnover 2
Interpretation: It has been interpreted from above presentation that 3 out of 10 respondents
believe that from diverse workforce, better competitive advantage can be gained by
organisations. While other 3 are in favour with promotion of creativity and innovation, whereas
other 2 to close talent gap and remaining 2 respondents with reducing the labour turnover.
Theme 3:
Q3) Do you really think that to gain competitive advantage, it is
essential for business entities to build diverse and inclusive
workforce?
Frequency
a) Yes 7
b) No 3
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Interpretation: As per this figure, 7 respondents out of 10 strictly believe that competitive
advantage is the main initiative which firm can gain from its diverse workforce. While remaining
3 do not agree with the same statement.
Theme 4:
Q4) Which strategies Vodafone Group Plc has taken to bring
diverse workforce in its business?
Frequency
a) Giving employment to LGBT+ 2
b) Promoting women on management position 2
c) Hiring workers from different nationalities 2
d) All of the above 4
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Interpretation: For promoting diversity at workplace, 2 respondents believe that Vodafone
mainly concerns of giving employment to LGBT+ community. While other 2 are in with
promotion of females on higher position, where 2 respondents give their concern towards hiring
workers from various nationalities across UK. Apart from this, remaining 4 states that this firm
has used all approaches to build diverse and inclusive workforce.
Theme 5:
Q5) According to you, is it essential to create inclusive
environment in diverse workforce?
Frequency
a) Yes 8
b) No 2
10

Interpretation: It has been analysed from this figure that 8 out of 10 respondents believe that
without creating inclusive environment at workplace, a firm cannot earn initiatives from diverse
workforce. While other 2 respondents are not agreed with same statement.
Theme 6:
Q6) What are the approaches a firm can use for creating inclusive
environment at workplace?
Frequency
a) Creating equality 2
b) Developing a sense of belongingness 3
c) Zero-tolerance policies on discrimination and harassment 5
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Interpretation: It has interpreted from above graphical figure that 2 respondents out of 10
highly believe that creating equality is one of the main approach, which a firm can adopt to build
diverse and inclusive workforce. While other 3 suggests for developing a sense of belongingness
by giving respect to each employee at workplace. Other than this, remaining 5 stakeholders are
in favour of creating zero-tolerance policies, so that discrimination and harassment type of
activities can be eliminated from diverse workplace.
Recommendations
From the case analysis of Vodafone Group Plc through both primary and secondary
research, it is recommended to Bandon Tiles Ltd. to follow the given steps for building and
developing the diverse as well as inclusive initiatives –
 Identify the area of concern by compiling data – As compared with labour market, the
present firm needs to capture the employee demographics first (race, ethnicity, culture,
nationality and more). It helps in determining on which areas, changes are needed to be
made, like if there is a large gender gap, management positions are taken by males only
etc. This would help in creating effective employment policies for bringing diversity and
creativity inclusive environment at workplace.
 Address policies that affect diversity – Employers of present firm needs to determine
barriers which will impede the employment of diverse workforce. It includes employee
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referral programs, bias in employment procedures against certain groups, political
preferences, company’s culture and more.
 Identifying business objectives – Identifying the way diverse and inclusive workforce
will aid in achieving the business objectives, present firm can align its corporate even
better with its specific goals. For this process, employers of Bandon Tiles Ltd. need to set
goals first, so that higher initiatives can be taken from diverse and inclusive workforce.
Section 5 – Evaluation
Reflection
While working on the present project which is based on one of the key themes of ‘Equality
and Diversity’, I have carried out investigation in both primary and secondary manner. This
would help in enhancing my research skills more efficiently, with techniques like WBS and
Gantt Chart that aid in meeting deadline of the project on time. But the biggest problem I have
faced in making this project is execution of initial project management plan, that me and my
team members has prepared before beginning of this assessment. Because as per this plan, I have
set fixed time for completing each activity, but in collecting secondary information two weeks
have been taken by team members instead of one. So, it has arisen problems in completing
remaining activities within less duration.
Section 6 – Conclusion
From all over report, it has been analysed that for managing a project successfully, it is
essential to make and execute each and every plan appropriately, otherwise it will create
difficulties in obtaining the desired outcomes. Under present project, carrying out study on
concept of equality and diversity, it has been analysed that for promoting innovations and
enhancing business performance, it becomes necessary for each and every firm to bring diverse
workforce, with inclusive environment at workplace.
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References
Books and Journals
Combs, G. M., Milosevic, I. and Bilimoria, D., 2019. Introduction to the Special Topic Forum:
Critical Discourse: Envisioning the Place and Future of Diversity and Inclusion in
Organizations.
Hughes, C., 2019. Workforce inter-personnel diversity: The power to influence human
productivity and career development. Springer.
Karakhan, A. A., Gambatese, J. and Simmons, D .R., 2020. Development of Assessment Tool for
Workforce Sustainability. Journal of Construction Engineering and
Management. 146(4). p.04020017.
Lindsay, S. and et. al., 2019. Employers’ perspectives of including young people with disabilities
in the workforce, disability disclosure and providing accommodations. Journal of
Vocational Rehabilitation. 50(2). pp.141-156.
Sharma, A. and et. al., 2020. Investigating the impact of workforce racial diversity on the
organizational corporate social responsibility performance: An institutional logics
perspective. Journal of Business Research. 107. pp.138-152.
Swartz, T. H. and et. al., 2019. The science and value of diversity: Closing the gaps in our
understanding of inclusion and diversity. The Journal of infectious
diseases. 220(Supplement_2). pp.S33-S41.
Syed, J. and Ozbilgin, M., 2019. Managing diversity and inclusion: An international perspective.
SAGE Publications Limited.
Online
The Importance of Diversity and Inclusion in the Workforce. 2019. [Online] Available Through:<
https://coreaxis.com/importance-of-diversity-and-inclusion-in-the-workplace/>.
People and Culture. 2020. [Online] Available Through:< https://www.vodafone.com/our-
purpose/operating-responsibly/people-and-culture >.
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Appendices
Self-Questionnaire
Questionnaire
Name:
Age:
Gender:
Email:
Q1) Are you familiar with the concept of diverse and inclusive workforce?
a) Yes
b) No
Q2) What initiatives a firm can gained by diverging its workforce?
a) Better Competitive Advantage
b) Promotes creativity and innovation
c) Close talent gap
d) Reduce labour turnover
Q3) Do you really think that to gain competitive advantage, it is essential for business entities to
build diverse and inclusive workforce?
a) Yes
b) No
Q4) Which strategies Vodafone Group Plc has taken to bring diverse workforce in its business?
a) Giving employment to LGBT+
b) Promoting women on management position
c) Hiring workers from different nationalities
d) All of the above
Q5) According to you, is it essential to create inclusive environment in diverse workforce?
a) Yes
b) No
Q6) What are the approaches a firm can use for creating inclusive environment at workplace?
a) Creating equality
b) Developing a sense of belongingness
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c) Zero-tolerance policies on discrimination and harassment
Q7) Recommend the ways which help Bandon Tiles Ltd. in its expansion of diverse workforce
Project Logbook
Project Logbook
Name:
Project title: “What types of strategies and initiatives do companies put in place to build a
diverse and inclusive workforce?”
Date:
Update on weekly research/tasks achieved
Points to consider: What have you completed? Did you fulfil task requirements? Are you on track
and within deadlines set? Did you need to make any changes to your project management plan?
Yes
Any risks and/or issues identified?
Points to consider: Did you identify risks/issues with a lack of skills required for undertaking
research/tasks? Did you identify any additional risks/issues that have an impact on the project
management plan?
Yes, I have find difficulties in managing time while executing the project management plan
Problems encountered
Points to consider: What barriers did you face? How did you overcome them?
Insufficiency in time, is the major barrier that I have faced but cooperation of team members, have
helped in overcoming from the same
New ideas and change of project direction
In place of Gantt Chart, Project network diagram as an alternative can be used to scope the project
deliverables in future assessment
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What have I learnt about myself this week?
Points to consider: How did I feel when I had to deal with tasks/problems? Did I find it useful to
complete the tasks? How well have I performed? What did I contribute? What can I improve on
next week? How might this learning apply in the future?
Team-work is the best aspect that helps in completing a project not only in time, but also meeting
successfully the objectives
Tasks planned for next week
Points to consider: Which tasks are priority? Have you set aside sufficient time for completion?
Preparing Project Management Plan
No, I haven’t set aside the sufficient time for completion
Project plan status to date (on, ahead, behind)
On
Supervisor comments to address
Performance Review
Performance Review
What was the project supposed to accomplish?
Research project is done “What types of strategies and initiatives do companies put in place
to build a diverse and inclusive workforce?”. The main aim of investigating this study is to
analyse importance of diverse and inclusive workforce, for a company to achieve its business
objectives
Did the project succeed in its aims? How do you know? Specifically, please outline any
evaluation and assessment undertaken.
Yes, I was able to achieve aims and objectives of present project successfully, with the way I
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have made project management plan
What things do you think worked well and why? Evaluate all aspects of the project (e.g. initial
inception, project activities and project outcomes) from a range of perspectives.
There are number activities I have done well, like collection of both secondary and primary data
by maintaining the ethics and reliability of same.
What problems emerged during the project and how were they tackled? Was there timely
identification of issues and resolution during the project process?
Shortage of time in meeting project goals, where team-work has helped me to accomplish the
project on time
What did you learn from undertaking the project?
From this project, I have to work more on time management skills and including other
alternative options for managing time.
How would you rate your performance as project manager?
As a project maker I rate my performance 7 out of 10.
What strengths and weaknesses of your performance did you identify?
My main strength during this project leadership that aid in influencing group to give their best
team-work for successfully meeting the goals. But inefficient in managing time was my major
weakness also.
How will this inform and support your continuous professional development?
Continuous professional development refers to more essential for me now, to be engaged in
developing management skills, so that in future I will give better performance during
completion of a project.
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