Importance of Equality and Diversity for Business Growth: Cadbury

This report investigates the significance of equality and diversity in the workplace, with a specific focus on Cadbury. It begins with an introduction defining equality and diversity and outlining the aim and objectives of the study, which is to identify the importance of these practices in enhancing business growth. The literature review explores the concepts of equality and diversity, the benefits Cadbury gains from these practices, and the relationship between workplace equality and business growth. The research methodology details the use of both primary and secondary sources, including questionnaires and literature reviews, along with a qualitative and inductive approach supported by interpretivism. The report also includes a project management plan outlining scope, cost, time, quality, and risk, and a Gantt chart for project activities. The report concludes with a list of references.

Managing a Successful
Business Project

Table of Contents
TOPIC: “Equality and Diversity at workplace”...............................................................................1
INTRODUCTION...........................................................................................................................1
Aim:-...........................................................................................................................................1
Objective:-...................................................................................................................................1
LITERATURE REVIEW................................................................................................................1
The concept of Equality and diversity........................................................................................1
The benefit that Cadbury get with the equality and diversity practices......................................2
The relation between equality and diversity at work place and business growth of Cadbury....2
RESEARCH METHODOLOGY ....................................................................................................3
PROJECT MANAGEMENT PLAN ..............................................................................................3
GANTT CHART.............................................................................................................................4
REFERENCES................................................................................................................................6

TOPIC: “Equality and Diversity at workplace”
INTRODUCTION
Equality in context of organisation is basically a term which is used for effective and fair
practices where each and every employees get opportunity to perform work of their choice and
treated in fair manner without any kind of bias behaviour (Ahern and Clarke, 2013). On other
side diversity is defined as people having different characteristics such as age, religion, racial,
gender, cultural background, language etc. work toward. The equality and diversity within an
organisation plays a crucial role in the growth and success of a company as it support in ensuring
flow of new ideas within workplace which results into higher productivity (Gürtürk and Hahn,
2016).
Aim:-
“To identify the importance of Equality and diversity at workplace for enhancing
business growth.” A study on Cadbury.

Objective:-
 To learn about the concept of Equality and diversity
 To determine the benefit that organisation get with the equality and diversity practices
 To ascertain the relation between equality and diversity at work place and business
growth
LITERATURE REVIEW
The concept of Equality and diversity
According to the view point Janssens, M. and Zanoni, P., 2014, Equality and diversity
basically refers to the practices which involves enhancement of equal opportunity among
employees through diversity in order to provide each individual a chance to achieve their
potential by keeping them free from prejudice and discrimination. The concept of Equality and
diversity is getting popular among several organisation as it is believed that diversity help in
getting flow of new ideas and creativity which ensures innovational practices within organisation
to achieve competitive advantage. In addition to this, Equality and diversity also support in
keeping customers satisfied as it involves shared knowledge which results into better decision
making.
The benefit that Cadbury get with the equality and diversity practices
As per the view point of Kulik, C. T., 2014, equality and diversity at workplace support a
business in improving the culture in positive manner which further contribute toward
organisational success. The main reason behind this is that the diversified workforce that are
getting equality benefit try to put more efforts and focuses over combining their knowledge with
other which support in improving the performance of employees. The main reason behind
Cadbury for going forth implementing equality and diversity at workplace is that it provide
several benefits that help in achieving organisational success. This includes, equality and
diversity help in adding new skills to team, promoting innovation in practices, open up way to
enter into new market, help in improving brand image, help in brining new talent and ideas etc.
These all contribute toward enhancing the performance of employees as their remains a regular
flow of new ideas and skills along with the basic knowledge about a particular culture which
help in achieving sustainability at marketplace.

The relation between equality and diversity at work place and business growth of Cadbury
As per the ideas presented by Tatli, A. and Özbilgin, M. F., 2012 the organisational
success depends over the performance that employees exert at workplace. The performance of
employees can be improved by keeping them motivated and satisfied with their job by creating a
positive working environment. Cadbury mainly focuses on developing an effective working
culture by promoting equality and diversity among employees. The diversification support
Cadbury in maintaining a workforce with different background and culture which provide better
knowledge and understanding which is bundled with different skills and practices. According to
Guillaume, Y. R. and et. al., 2013, by providing them equal opportunity of involves in
organisational affairs it become easier for Cadbury to anticipate changes in its practices as per
the culture criteria and demand of consumers. This shared knowledge and working support in
enhancing the performance of employees which brings up maximum customer satisfaction that
further contribute toward organisational success at marketplace. In addition to this equality and
diversity practices also support in attracting larger pool of talent which ensures development of
workforce that consists of high skilled and competent workforce which have the capability to
deal with the challenges present in external environment so that proper strategies can be
formulated to achieve organisational success.
RESEARCH METHODOLOGY
Research methodology is refers to that section of an investigation which involve
description regarding several type of tools and techniques which are used for conducting a
particular investigation (Olsen, and Martins, 2012). In addition to this. For performing this
project, both primary and secondary sources will be used to gather information where primary
data will be gathered with the ghelp of questionannier and secondary research will be conducted
by performing literature review in which data will be gathered through books, journals and
online articles. In addition to this qualitative method of investigation will be used as it support in
presenting the information in detailed manner by considering several theories and concept for
developing understanding. In addition to this for support investigation inductive approach will be
used as it is an effective approach fro qualitative investigation. Despite of this, interpretivisim
philosophy will be used to perform this investigation which support in performing in-depth study
over existing information by considering view point of several authors.

PROJECT MANAGEMENT PLAN
It is refers to as a formal document which help a project manager in defining particular
set of guidelines which describes pattern of executing project. The project management plan will
support in representing several steps to be taken in order to achieve the main objective behind the
project (Olsen and Martins, 2012). It involves several aspects such as cost, resources, scope,
time, communication etc.
Sources of Project
Management Plan
Description
Scope The scope of project is vast as it support several organisation
to gain understanding and benefit that equality or diversity
provide.
Cost The cost of the project will be 170 Euro
Time The project will require at least 3 month for completion
Quality The quality will be assured by researcher as the secondary
information will be collected from authenticated sources
which help in ensure the accuracy of outcome.
Risk There are number of risk that may be faced by researcher like
data loss, stolen, increase in cost etc. that may affect outcome.
Communication To communicate with team mates researcher will make use of
sources like conferencing, official mails, calls, etc.
Resources Resources used for conduction of this project will be
financial, human resource, technological, research stationary
items, internet connection, etc.
GANTT CHART
It is defined as a pictorial representation of number of activities to be performed within
an investigation in a systematic manner along with the time taken by each task. Gantt chart
support a project manager in performing its activities in systematic and reliable manner.

REFERENCES
Books & Journals
Ahern, D. M. and Clarke, B. J., 2013. Listed Companies’ Engagement with Diversity: A Multi-
Jurisdictional Study of Annual Report Disclosures. ECGI-Law Working Paper, (221).
Guillaume, Y.R. and et. al., 2013. Getting diversity at work to work: What we know and what we
still don't know. Journal of occupational and organizational psychology. 86(2). pp.123-
141.
Gürtürk, A. and Hahn, R., 2016. An empirical assessment of assurance statements in
sustainability reports: smoke screens or enlightening information?. Journal of Cleaner
Production. 136. pp.30-41.
Janssens, M. and Zanoni, P., 2014. Alternative diversity management: Organizational practices
fostering ethnic equality at work. Scandinavian Journal of Management. 30(3). pp.317-
331.
Kulik, C.T., 2014. Working below and above the line: the research–practice gap in diversity
management. Human Resource Management Journal. 24(2). pp.129-144.
Ocloo, J. and Matthews, R., 2016. From tokenism to empowerment: progressing patient and
public involvement in healthcare improvement. BMJ Qual Saf. 25(8). pp.626-632.
Olsen, J. E. and Martins, L. L., 2012. Understanding organizational diversity management
programs: A theoretical framework and directions for future research. Journal of
Organizational behavior. 33(8). pp.1168-1187.
Olsen, J. E. and Martins, L. L., 2012. Understanding organizational diversity management
programs: A theoretical framework and directions for future research. Journal of
Organizational behavior. 33(8). pp.1168-1187.
Singh, B., Winkel, D. E. and Selvarajan, T. T., 2013. Managing diversity at work: Does
psychological safety hold the key to racial differences in employee
performance?. Journal of Occupational and Organizational Psychology. 86(2). pp.242-
263.
Tatli, A. and Özbilgin, M. F., 2012. An emic approach to intersectional study of diversity at
work: A Bourdieuan framing. International Journal of Management Reviews. 14(2).
pp.180-200.