Impact of Discrimination on Employee Performance: Unilever Case Study

This research project investigates workplace discrimination within organizations, focusing on its impact on employee performance, using Unilever Plc as a case study. The study utilizes both primary and secondary research, including questionnaires for quantitative data collection. The report includes an executive summary, introduction with research aims, objectives, questions, and rationale. A comprehensive literature review explores employment discrimination, its types (racial, gender, illegal retaliation), and disadvantages. The methodology chapter details the research approach, philosophy (interpretivism), and data collection methods. Data analysis and interpretation are presented, followed by conclusions and recommendations. The report identifies strategies to address workplace discrimination, such as transparent communication and adoption of equality acts. Reflection on alternative research methodologies is also included.

Research Project

Executive summary
The current research project is based on the title of identification of different types of
discrimination that are present and takes place within an organisation and leads significant
impact of the performance of employees. For present study adoption of both primary as well as
secondary sources of information is made to ensure abundant reliable information for study.
Further, application of questionnaire is made for primary data collection under quantitative
method of research which leads to more measurable results with the help of gathering of
information in numeric term.

Table of Contents
Executive summary..........................................................................................................................2
TITLE: "To identify the different types of discrimination that takes place in an organisation and
its impact of employee performance. A case study on Unilever Plc"..............................................1
INTRODUCTION...........................................................................................................................1
Background for the study.......................................................................................................1
Research Aim.........................................................................................................................1
Research Objective.................................................................................................................1
Research Questions................................................................................................................2
Rationale for selection of topic...............................................................................................2
LITERATURE REVIEW................................................................................................................2
To understand employment discrimination in workplace......................................................2
To determine types of discrimination in workplace...............................................................3
To analyze the impact of workplace discrimination on employee performance....................4
To identify strategies to effectively address the issues associated with workplace
discrimination.........................................................................................................................4
RESEARCH METHODOLOGY AND DATA COLLECTION.....................................................5
DATA ANALYSIS AND INTERPRETATION...........................................................................10
Data analysis.........................................................................................................................10
Data interpretation................................................................................................................12
CONCLUSION AND RECOMMENDATIONS..........................................................................20
Conclusion............................................................................................................................20
Recommendations................................................................................................................21
REFLECTION & RECOMMENDATION OF ALTERNATIVE RESEARCH
METHODOLOGY........................................................................................................................21
REFERENCES..............................................................................................................................22

TITLE: "To identify the different types of discrimination that takes place in an
organisation and its impact of employee performance. A case study on
Unilever Plc"
INTRODUCTION
Background for the study
The conception of workplace discrimination is very vital as it have significant influence
and crucial impact on performance and efficiency level of employees. Workplace discrimination
is associated with the un-faired and ill- treatment towards specific group of employees on the
basis of their race, colour, religion, background or any other factor. Thus, workplace
discrimination is the main reason behind creation of conflicts and chaos at place of work which
is characterised with high level of stress and lack of coordination in worker which ultimately
hamper the efficiency and performance level of an individuals and overall organisation (Berrey,
Nelson, and Nielsen, 2017). The organisation which is selected for leading out Unilever Plc
which is well known British- Dutch international consumer goods company the main headquarter
of which is located in London, UK. The selection of Unilever Plc is suitable for current
investigation as it a multinational organisation and recruit a larger number of employees from
diversified group thus, reflects about different types of discrimination that takes place in an
organisation along with its impact on employee performance.
Research Aim
The aim of study is "To identify the different types of discrimination that takes place in an
organisation and its impact of employee performance. A case study on Unilever Plc, (Unilever
House, 100 Victoria Embankment, London EC4Y 0DY, United Kingdom)."
Research Objective
The objectives associated with this study are as follows:
1. To understand employment discrimination in workplace.
2. To determine types of discrimination in workplace.
3. To analyze the impact of workplace discrimination on employee performance.
4. To identify strategies to effectively address the issues associated with workplace
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discrimination?
Research Questions
The questions in context of this study are mentioned below:
1. What are the disadvantages of employment discrimination?
2. How many types of discrimination exist in workplace that employees may face?
3. How workplace discrimination impacts on employee performance in the organisation?
4. How an organisation can remove discrimination from workplace?
Rationale for selection of topic
The selection of current research topic based on different types of workplace discrimination
is vital as employment discrimination has emerged as a big issues and challenge for an
organisation. Thus, current research topic is viable and important for an organisation as ensures
better understanding about types of discrimination along with its impact in performance of
employees (Vickers, 2016). Suitability and importance of current study also comprises of better
strategy formulation and solution for organisation to meet and overcome the issues of workplace
discrimination. Further, current study is also viable from view point of personal interest and
academic purpose of researcher which ensures better skill development and effective knowledge
on topic of workplace discrimination.
LITERATURE REVIEW
This section of research project comprises of an analysis and evaluation of various
secondary information which is available inform of articles and journals to get better
understanding about selected topic which ensures a base and framework for current study (Ali,
Yamada, and Mahmood, 2015). This particular literature review is based in the topic of
workplace discrimination for which various online articles and journals are reviewed a
discussion and evaluation of which is provided below:
To understand employment discrimination in workplace
With respect to the information provided by the Sarah Benstead, 2018, employement
discrimination at workplace is mainly associated with the set of certain prejudices which occurs
when an employee or individual is treated unfavorably or discriminated on the basis of their
gender, colour, sexuality, culture, race, religion, pregnancy along with maternity or any kind of
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disability. Thus, it can be evaluated that employment discrimination is mainly based on an unfair
and biased treatment of an employee or individual at place of work in form of biased rules and
regulation or having redundancy or ill-respectful behaviours towards some specific section of
employees. Workplace discrimination comprises of all forms of bullying, unfairly rejection,
biased recruitment, unfair growth opportunity, sexual or mental harassment or any other kind of
un-reasonable and biased adjustments (Chavez, and et. al., 2015).
Disadvantages of employment discrimination
As per the view point of Brake, D.L., 2016, the conception and main disadvantage of
employment discrimination at place of work comprises of Unfair treatment because of race,
color, religion, sex, national origin, disability, age (age 40 or older), or other genetic information
of an individual. Beside this, a sense or feeling of harassment by managers for specific section of
co-workers is also a depicting the high level of workplace discrimination which denial for a
reasonable workplace changes. Apart from this the most commonly seen drawback and negative
implication of Discriminatory practices consists of biasness in hiring and promotion process, job
assignment, termination along with prejudice treatment in compensation, retaliation, and various
types of harassment Thus, an evaluation can be made that employment discrimination is related
with unfair treatment of employees based on their culture, race, religion or any other factor that
create a negative impact on their efficiency in form of harassment and mistreatment at place of
work (Triana, Jayasinghe, and Pieper, 2015). Therefore, it can be analysed that enhancement in
chances of harassment and criticism at workplace is the biggest disadvantage of workplace
discrimination which leads to high stress level and also negatively impacts the performance and
efficiency level of employees.
To determine types of discrimination in workplace
As per the information of Kathy Harrington-Sullivan, 2019, type of discrimination mainly
represent the factors and aspects on the basis of which individuals and employees are treated
unfairly or discriminated with each other. The some of the most common form ad type of
discrimination seen at place of work are discussed below:
Racial discrimination- It is mainly associated with treating an employee poorly or
unfavorably because of their race or some specific characteristics like complexion of skin. Racial
discrimination is mainly associated with denied equal treatment at place of work along with
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harmless but hurtful statements, random comments, or criticism from other employees which
evidence for discriminatory intent at place of work (Fisher, and et. al., 2017).
Gender discrimination- It is taken place when a particular gender is preferred more over
other along with application of a job or candidate is treated differently by employees on the basis
of their gender. The main common issues and implication of gender discrimination at place of
work comprises of equal pay issues, sexual harassment, unfair promotion and career
development and unlawful gender expression at workplace.
Illegal Retaliation- This form of discrimination is mainly associated with illegal fire,
harassment and retaliate of an employees on behalf of evidence of filing a charge against
discrimination. Retaliation discrimination consists of tangible consequences faced by an
employees because of complaining and demanding for their rights at place of work which
consists of all form of demotion, termination and other form of threats (O'Loughlin, and et. al.,
2017).
To analyze the impact of workplace discrimination on employee performance
According to the information provided by Kevin Costello, 2019, it has been evaluated that
workplace discrimination lead to negative impact on employees performance as it lead to
creation of un-faired and negative workplace environment which hampers and affect
performance of employees. It has been observed that workplace discrimination comprise of
criticism and harassment for specific set of employees on the basis of their race, colour, religion
or any other basis which leads to reduction in their morale and self confidence which directly
affects and hampers their performance. Further, unfair recruitment and selection process along
with biased promotion and growth opportunity also leads a negative impact on motivation level
and mind set of employees that is another aspect which lead negative impact on performance and
efficiency level of employees (Brown, 2015).
Further, the victim of discrimination find it difficult to interact with other workers which
hampers coordination and performance level at place of work which quickly fall behind the set
deadlines. Apart from this, high level of stress and depression are also caused by workplace
discrimination that lead a negative and adverse impact on the performance and work efficiency
of employees along with deteriorating their health and well being. Thus, an evaluation can be
made that workplace discrimination leads to higher levels of stress, hostility, mistrust, suspicion,
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resentment at place of work which leads to enhanced chaos and conflicts which hampers and
negatively affect the performance of employees (Stypinska, and Turek, 2017).
To identify strategies to effectively address the issues associated with workplace discrimination
As per the view point of Ingrid Fredeen, 2015, a set of strategies are their which could be
adopted or implicate by an organisation to overcome the issues of workplace discrimination. The
some of these strategies to effectively address and overcome the issues associated with
discrimination at place of work are discussed and evaluated below:
Transparent and effective communication- The first and foremost step that could be
adopted to keep a check on workplace discrimination comprises of setting effective
communication at place of work as it lead to enhanced awareness regarding sentiments and
feelings of co-workers to maintain a better branding and connection. Apart from this, transparent
communication also set a check on fairness and transparency of decision making to lead and
come up with more fair and authentic decision and policies to overcome issue of discrimination.
Adoption of equality act 2010- The another vital way to overcome issues associated with
workplace discrimination consists of adoption of equality check as it lead a legal framework and
more stricter provisions to control and check discrimination at place of work (Dhanani, Beus,
and Joseph, 2018). Further, provisions of equality act, 2010 emphasis on evidence that lead to
more fair treatment and brigs equality in selection, recruitment and promotion process to bring a
scenes of equality and positivity at place of work through overcoming negative implication of
discrimination.
RESEARCH METHODOLOGY AND DATA COLLECTION
This chapter forms one of the most crucial part of a research project that makes aware about
the methods and philosophies used for conducting an investigation starting from collection of
data till its analysis and presentation (Thompson, 2015). Adoption of research onion is made to
evaluate research methods along with leading proper justification for their selection for
conductive current study on Unilever plc:
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Figure 1: Research onion, 2020
Research philosophy- This is the outermost layer of research onion that is separated into
four main categories comprise of positivism, pragmatism, interpretivism and realism. The nature
of current investigation is based on understanding of human roles and behaviour thus, utilisation
of interpretivism is suitable and justifiable as it lead to better support for quantifiable and in-
depth information for better study.
Research approach- This layer is bifurcated into two main types consists of deductive and
inductive approach from which adoption of one is made by investigator. Utilisation of inductive
approach is made for current investigation as lead to move from specific to general collection of
data to create and evaluate a new theory for supporting and analysis set objectives to accomplish
research work in more effective way (Berrey, Nelson, and Nielsen, 2017).
Research strategy - This being the most crucial phase of a research which provides a
framework and direction for collection of data and other measures of investigation which is
bifurcated into many types comprises of case study, systematic literature review, action research,
survey, experimental research, observation, etc. Out of theses strategy adoption of survey
technique of data collection is most suitable and justifiable as it provides easy and fast collection
of facts with the help of questionnaires for a larger section of respondents (Jones, 2016).
Choices of method – Basically there are three main method of conducting research from
which choices is made which consists of qualitative, quantitative and mixed method. To ensure
more effective presentation of data and have implication of measurable results utilisation of
quantitative form of research method is most appropriate and justifiable for current investigation
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which leads to gathering of numerical information for better and effective study (Taherdoost,
2016).
Time Horizons
The following stated Gantt charts is presenting time horizons and set duration for current
investigation.
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Data collection and analysis- Primary and secondary sources of data collection are two
main origin of information from which data is collected for current investigation. The
justification of collection of data from primary sources is based on the evidence as it ensures first
hand data directly from participants for maintaining the authenticity and reliability of facts
(Welbourne, Gangadharan and Sariol, 2015). The justification for secondary information is that
it leads to a better framework and base for supporting set objectives in light of past facts and
figures. Primary data would be collected with help of questionnaire analysis of which be made
with the help of tables and graphs. Analysis of secondary information collected from online
articles and journals is made in literature review section. The questionnaire related to the study is
as follows:
Questionnaire
Name:
Age:
Address:
E-mail:
Q 1) Do you have understanding about employment discrimination at workplace?
a) Yes
b) No
Q 2) Do you ever feel discriminated while working in Unilever plc?
a) Yes
b) No
c) Sometimes
Q 3) Which type of discrimination is mostly prevalent in the organizations?
a) Racial discrimination
b) Illegal retaliation
c) Gender discrimination
d) Age discrimination
Q 4) How the existence of discrimination impacts on performance of workforce in
Unilever plc?
a) Positively
b) Negatively
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c) Neither positively nor negatively
Q 5) What can be the influence on employees of Unilever plc if they feel that they get
discriminated by their employer?
a) Lower job satisfaction
b) Reduced productivity
c) Increased absenteeism
d) Less commitment towards organisation
Q 6) What is the main disadvantage for Unilever plc if it treated its employees
discriminately?
a) Decreased profitability
b) Legal trouble
c) Disgruntled Employees
d) Decreased brand reputation
Q 7) Which measure can be use by management of Unilever plc to eliminate
discrimination from work place?
a) Development of effective anti-discrimination policy
b) Executing employment legislations
c) Develop healthy work place culture
d) Using effective communication channels
Q 8) What is the benefit that Unilever plc gets by reducing discrimination from
workplace and maintaining diversity?
a) Improved productivity
b) Increased employee engagement
c) Competitive advantage in market
d) Harmonious work environment
Q 9) How effective it is for Unilever plc to treat all the employees equally in the
organisation?
a) Highly effective
b) Effective
c) Neither effective nor ineffective
d) Ineffective
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e) Highly ineffective
Q 10) Suggest any recommendation for Unilever plc which will help in improving its
performance of organisation
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
Sampling method- It represent a process of selecting of pre- determined number of
observation and units from a larger number of universe and population. With regard to current
investigation a sample size of 30 participants had been selected from the workers of Unilever
with the help of probability sampling method through utilisation of random sampling process to
eliminate biasness from selection (Kumar, 2019).
Costs, access and ethical issues- The estimated cost of meeting the expenses of current
investigation is 400 £ to meet the cost of internet, transportation cost, presentation and
communication cost, data collection cost and other expenses associated with leading out current
investigation. Further, to maintain the authenticity and viability of collected data, access to
collected information is only allowed for the researcher and tutor. Apart from this, to meet and
overcome the ethical issues, utilisation of BERA code of ethics is made which ensures that none
of activity should hurt any of participant. Apart from this, implication and adoption of data
protection act is also made to maintain the privacy and safety of collected data.
DATA ANALYSIS AND INTERPRETATION
Data analysis
Q 1) Do you have understanding about employment discrimination
at workplace?
Frequency
a) Yes 27
b) No 3
Q 2) Do you ever feel discriminated while working in Unilever plc? Frequency
a) Yes 10
b) No 15
c) Sometimes 5
Q 3) Which type of discrimination is mostly prevalent in the
organizations?
Frequency
10

a) Racial discrimination 9
b) Illegal retaliation 6
c) Gender discrimination 7
d) Age discrimination 8
Q 4) How the existence of discrimination impacts on performance of
workforce in Unilever plc?
Frequency
a) Positively 4
b) Negatively 23
c) Neither positively nor negatively 3
Q 5) What can be the influence on employees of Unilever plc if they
feel that they get discriminated by their employer?
Frequency
a) Lower job satisfaction 8
b) Reduced productivity 8
c) Increased absenteeism 7
d) Less commitment towards organisation 7
Q 6) What is the main disadvantage for Unilever plc if it treated its
employees discriminately?
Frequency
a) Decreased profitability 8
b) Legal trouble 8
c) Disgruntled Employees 6
d) Decreased brand reputation 8
Q 7) Which measure can be use by management of Unilever plc to
eliminate discrimination from work place?
Frequency
a) Development of effective anti-discrimination policy 8
b) Executing employment legislations 7
c) Develop healthy work place culture 8
d) Using effective communication channels 7
Q 8) What is the benefit that Unilever plc gets by reducing
discrimination from workplace and maintaining diversity?
Frequency
a) Improved productivity 7
b) Increased employee engagement 8
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c) Competitive advantage in market 7
d) Harmonious work environment 8
Q 9) How effective it is for Unilever plc to treat all the employees
equally in the organisation?
Frequency
a) Highly effective 10
b) Effective 15
c) Neither effective nor ineffective 2
d) Ineffective 2
e) Highly ineffective 1
Q 10) Suggest any recommendation for Unilever plc which will help in improving its
performance of organisation
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
Data interpretation
Theme 1: Understanding about employment discrimination at workplace
Q 1) Do you have understanding about employment discrimination
at workplace?
Frequency
a) Yes 27
b) No 3
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Interpretation: As per the above chart, it can be interpreted that 27 out of 30 people said
that they have understanding about employment discrimination at workplace and remaining three
respondents said that they have no understanding regarding this concept. They are aware about
the discrimination and its ill effects on the employee motivation level and productivity.
Theme 2: Ever feel discriminated while working in Unilever plc
Q 2) Do you ever feel discriminated while working in Unilever plc? Frequency
a) Yes 10
b) No 15
c) Sometimes 5
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Interpretation: From the above chart, it is interpreted that out of 30 respondents, 10 said
that they feel discriminated while working in Unilever plc, 15 said that they do not feel
discriminated while working in the company and according to the responses of five respondents,
they sometimes feel discriminated while working in the organisation. This may lead to reduce
productivity and performance of employees within the organisation.
Theme 3: Type of discrimination mostly prevalent in the organizations
Q 3) Which type of discrimination is mostly prevalent in the
organizations?
Frequency
a) Racial discrimination 9
b) Illegal retaliation 6
c) Gender discrimination 7
d) Age discrimination 8
Interpretation: According to the above chart, it can be said that according to 9 out of 30
people, racial discrimination is the most prevalent type of discrimination in the organisation, six
respondents said that illegal retaliation is most prevalent, according to 7 respondents, gender
discrimination is prevalent and it respondents said that age discrimination is the most prevalent
discrimination in the organisation. Many times in the organisation, employees are discriminated
on the basis of their gender, color and age which adversely impacts on their morale and harms
their productivity.
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Theme 4: The way existence of discrimination impacts on performance of workforce
Q 4) How the existence of discrimination impacts on performance of
workforce in Unilever plc?
Frequency
a) Positively 4
b) Negatively 23
c) Neither positively nor negatively 3
Interpretation: The above graph depicts that according to four out of 30 respondents,
existence of discrimination impacts positively on performance of workforce in the company, 23
respondents said that it impacts negatively on performance of employees and according to the
remaining three respondents, it neither impact positively nor negatively on the performance of
employees in Unilever plc. The adverse impacts of discrimination include lower productivity,
low job satisfaction, increased turnover rate, ineffective operations of company, low commitment
of employees towards the company etc. It harms the performance of employees in organisation.
Theme 5: Influence on employees of company if they feel that they get discriminated by their
employer
Q 5) What can be the influence on employees of Unilever plc if they
feel that they get discriminated by their employer?
Frequency
a) Lower job satisfaction 8
b) Reduced productivity 8
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c) Increased absenteeism 7
d) Less commitment towards organisation 7
Interpretation: According to the above chart, it can be interpreted that according to 8
out of 30 respondents, lower job satisfaction is the influence on workforce of company if they
feel to get discriminated by employer. According to eight respondents, reduced productivity is
influence, seven respondents said that increased absenteeism is impact on employees and as per
the opinion of remaining 7 respondents, less commitment towards company is the influence on
employees of Unilever if they feel that they get discriminated by employer. If employer treat its
employees discriminately then it highly impacts on the productivity of a both employees as well
as organisation. Apart from this, it also lower down the job satisfaction of employees and
resulted into less commitment towards firm. This in turn increase their absenteeism rate.
Theme 6: Main disadvantage for company if it treated its employees discriminately
Q 6) What is the main disadvantage for Unilever plc if it treated its
employees discriminately?
Frequency
a) Decreased profitability 8
b) Legal trouble 8
c) Disgruntled Employees 6
d) Decreased brand reputation 8
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Interpretation: There are several disadvantages for an organisation of treating its
employees discriminately. These disadvantages include decreased brand reputation, reduced
profitability, disgruntled employees etc. Company will also face legal trouble if it treated its
employees discriminately. As per the above chart, it can be interpreted that according to 8 out of
30 respondents, decreased profitability is the main disadvantage for company if it treated its
workforce discriminately. 8 respondents said that legal trouble is the disadvantage, according to
the 6 respondents, disgruntled employees is the disadvantage and the remaining 8 respondents
said that decreased brand reputation is the main disadvantage for Unilever if it treats its
employees discriminately.
Theme 7: Measure can be use by management of company to eliminate discrimination from
work place
Q 7) Which measure can be use by management of Unilever plc to
eliminate discrimination from work place?
Frequency
a) Development of effective anti-discrimination policy 8
b) Executing employment legislations 7
c) Develop healthy work place culture 8
d) Using effective communication channels 7
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Interpretation: According to the above chart, it can be said that as per the opinion of 8
out of 30 respondents, development of effective anti-discrimination policy can be the measure
that can be used by management of company to eliminate discrimination from work place.
Proper execution of antidiscrimination policy in the workplace assist in eliminating the
discrimination and developing healthy environment in the workplace. Seven respondents said
that executing employment legislations is the measure which can be used by company, according
to 8 respondents, develop healthy workplace culture is the measure and remaining seven
respondents said that using effective communication channels is the measure that can be used by
management of company to remove discrimination from work place. With the help of effective
communication channels, firm will be able to aware the employees about ill effects of
discrimination and remove it from workplace in an effective way.
Theme 8: Benefit that Unilever plc gets by reducing discrimination from workplace and
maintaining diversity
Q 8) What is the benefit that Unilever plc gets by reducing
discrimination from workplace and maintaining diversity?
Frequency
a) Improved productivity 7
b) Increased employee engagement 8
c) Competitive advantage in market 7
d) Harmonious work environment 8
18

Interpretation: There are several benefits which an organisation get by maintaining
diversity and reducing discrimination from workplace. These includes improved engagement of
employees, maximize productivity, helps in developing harmonious workplace and supports
company in gaining competitive advantage in market. As per the above graph, it can be
interpreted that according to 7 out of 30 respondents, improve productivity is the benefit that
company get by reducing discrimination from workplace and maintaining diversity. 8
respondents said that increased employee engagement is the benefit, according to seven
respondents competitive advantage in the market is the benefit and the remaining 8 respondents
said that harmonious work environment is the benefit which Unilever get by reducing workplace
discrimination and maintaining diversity.
Theme 9: Effectiveness of treat all the employees equally in the organisation
Q 9) How effective it is for Unilever plc to treat all the employees
equally in the organisation?
Frequency
a) Highly effective 10
b) Effective 15
c) Neither effective nor ineffective 2
d) Ineffective 2
e) Highly ineffective 1
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Interpretation: The above graph shows that according to 10 out of 30 respondents, treating
employees equally in the organisation is highly effective for Unilever plc, 15 said that treating
employees equally is effective, according to 2 respondents, treating employees equally is neither
effective nor ineffective for the company. As per the opinion of 2 respondents, treating
employees equally is ineffective and the remaining one respondent said that it is highly
ineffective for the company to treat employees equally in the organisation.
Research Outcomes
As per the above provided analysis and discussion, it can be said that Discrimination in the
organisation highly impacts on the performance of employees. It is the main reason behind
conflict and chaos within the organisation. From the analysis and interpretation, it has been
found that most of the people have an understanding about employment discrimination. They
have knowledge about the ill effects of discrimination workplace based on several aspects
including colour, caste, gender, race, religion etc. From this, it can be said that the first objective
of the research is achieved. Apart from this, there are several types of discrimination including
racial, gender, age discrimination etc. It has been found from the analysis that racial
discrimination and age discrimination is the most prevalent type of discrimination exist within
the firm. this research proves to be very helpful in analysing the impact of discrimination on
employee performance and determining strategies to address the issues associated with it. It has
been found from the review, analysis and interpretation that workplace discrimination adversely
impact on the performance of employees within the organisation. It declines morale and
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confidence level of employees and impacts adversely on their performance. Apart from this, it
creates high level of stress and make the employees less committed towards the organisation. It
harms the productivity of employees as well as company and impacts on its brand reputation.
From this analysis, it can be said that the third objective of the project, that is, impact of
discrimination in workplace on employee performance is achieved. All the objectives are
fulfilled by this research.
CONCLUSION AND RECOMMENDATIONS
Conclusion
As per the above mentioned report, it can be concluded that workplace discrimination
harms the productivity of company and leads it towards declining performance in the market.
There are different types of discrimination on the basis of which employees get discriminated in
the workplace including racial discrimination, illegal retaliation, gender discrimination etc.
Discrimination impacts adversely on the performance of employees as it reduces your motivation
level and moral which ultimately hampers the performance of company. Apart from this,
employees may also face high level of stress as well as depression due to being discriminated by
the employer. There are some ways like using effective communication, adopting equality act
etc. which can help company in reducing discrimination from the workplace.
Recommendations
From the above interpretation and analysis, it can be said that discrimination adversely
impact on the performance of employees and on company also. So, it is recommended to the
management of Unilever plc that they must provide training to its employees and aware them
about the ill effects of discrimination on workplace as well as its productivity and performance.
The management must formulate and execute effective anti-discrimination policy which helps in
reducing discrimination from work place. Apart from this, it is recommended to management
that the must treat all their employees equally and provide them with equal growth opportunities
so that they can grow and develop their abilities and perform their responsibilities effectively
within the firm.
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REFLECTION & RECOMMENDATION OF ALTERNATIVE RESEARCH
METHODOLOGY
By performing this investigation, I learnt a lot of things. My skills and capabilities are
enhanced and this is study improves my knowledge base and provide me with the deep insights
on topic. In this investigation, I made use of quantitative research which help me in collecting
numerical data on the study area and drawing accurate results. For collecting data, I made use of
questionnaire which were distributed to 30 respondents and their responses were gain on that.
Apart from this, the approach which I used in this investigation is deductive approach as this
helped me in collecting quantitative information in more effective way. I faced difficulties in
collecting primary data through questionnaire as due to spread of corona virus pandemic, I was
not able to go outside because of restriction on movement. However, I make use of emails for
sending questionnaires to the respondents and gained their responses. The overall experience of
performing their investigation was very good and I learnt so many things by conducting the
study. This assisted in improving my skills and knowledge base and make me able to perform
research in more effective way in future. The learning from this investigation assisted in my
personal and professional development and highly contribute in my overall growth and
development. Use of all these methods helped me in performing the research systematically.
However, in future if I gain the chance to perform research again, I will make use of quantitative
research method instead of qualitative as it will help me in collecting detailed information on the
topic. Apart from this, I will make use of interview method for gathering responses from the
interviewees and drawing valid conclusion on research.
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REFERENCES
Books and journal
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Appendix
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