BUS6066: Design Thinking and Innovation for Laird Plc - Analysis

This presentation examines the application of design thinking and innovation within Laird Plc, a British technology and electronics company. The primary focus is on addressing workplace diversity challenges, specifically age discrimination, through the implementation of a design thinking framework. The presentation outlines the identified issues, including age-related biases in recruitment and appraisal processes, and proposes a design thinking approach to structure inclusion training. The design thinking process includes empathizing with the problem, defining the core issues, ideating potential solutions, prototyping the inclusion training, and testing its effectiveness through feedback. The innovation aims to create a more equitable and inclusive workplace by valuing employees' skills regardless of age. The presentation concludes with positive feedback from employees and the HR department, recommending the implementation of this approach to avoid age discrimination and enhance the learning and development activities within the organization. The solution is presented as an innovative approach to organizational development by focusing on the skills of employees rather than their age.

DESIGN THINKING AND
INNOVATION

LAIRD PLC.
Laird plc is one of the top British based technology and
electronics organization established in London, United
Kingdom. The primary operations of this organization is to
provide Wireless systems, Connected Automobile Solutions
as well as several other electric solution.

IDENTIFIED ISSUES
In the nominated organization a major conflict has been
identified related to the workplace diversity. Where it is
identified that in business infrastructure several employs
work with several age group which is creating major
problem to balance the work flow within Laird PLC.

IDENTIFIED ISSUES CONT…
While focusing on the problematic area the below listed factors has been identified:
 It is observed that the business is now focusing on the recruitment of young employ and not considering the efforts
of the older workers.
 Major age discrimination has been identified in the behavior of the employs.
 It is identified that young employs are getting appraised more often than the older employ.

RESEARCH
After a thorough investigation on the workplace discrimination the below mentioned aspects has been identified with
holds a major impact on the work efficiency of the works of the nominated business:
 During the research “Culture fit” has been identified as a significant aspect present in the organization.
 Unpleasant duties for the older employs.

INNOVATION
Design and thinking has a huge application here as the utilization of the concept of design and thinking is appropriate for the Diversity and Inclusion
training. In the application of Design and thinking the diversity and inclusion training will be structured in such way that it will address the
requirements of employ with all age group.
The steps of design and thinking application are mentioned below:-
 Empathize.
 Define.
 Ideate.
 Prototype.
 Test.

WHY IT IS INNOVATIVE?
In the workplace of Laird PLC the adoption of Design and
Thinking will help to structure the employs working flow with
respect to their skills rather than focusing on their age.
As per the discussion the incorporation of Design and
thinking innovation will focus on the identification of issues
like age discrimination and then it will focus on delivering the
inclusion training that will help to feel all of the worker
valued as well as respected.

TESTING AND FEEDBACK
The collected feedbacks are mentioned below:-
Employ- After the incorporation of Design and thinking application on the workplace environment, the workplace has become
more pleasant for the older employs as they are now getting similar opportunities and benefits as the younger employs.
Human Resource department- It is very prominent that the older employ of this organization has become more stable as
compared to the past scenario. Thus, it will be highly recommended to the organization to implement this approach with the
purpose to avoid age discrimination.

FUTURE APPLICATION
In the organizational infrastructure the
application of Design and thinking can be
utilized to improve the learning and
development activities of the employs as
well.

BIBLIOGRAPHY:
 O'Loughlin, K., Kendig, H., Hussain, R. and Cannon, L., 2017. Age discrimination in the workplace: The more
things change…. Australasian Journal on Ageing.
 de Aquino, C.T.E. and Robertson, R.W., 2018. Diversity and Inclusion in the Global Workplace. Springer.

THANK YOU 