Investigating Diversity and Equality to Reduce Gender Pay Gap Report

This report, focusing on Airdri Limited, examines the influence of diversity and equality on reducing the gender pay gap. The project begins with an introduction and aims to determine the impact of equality and diversity in reducing the gender pay gap, setting research objectives and question...Read More

Managing a Successful
Business Project

Table of Contents
TITLE: ...........................................................................................................................................3
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Project aims and objectives....................................................................................................3
P2 Project management plan.......................................................................................................5
P3 Work breakdown structure and Gantt chart...........................................................................7
TASK 2............................................................................................................................................9
P4 Small scale research by implementing quantitative and qualitative research methods to
match with organisational aims and objectives...........................................................................9
TASK 3..........................................................................................................................................12
P5 Analyse of research by using appropriate tools and technique............................................12
P6 Recommendation form results of research and data analysis..............................................23
TASK 4..........................................................................................................................................24
P7 Reflect about the value that is undertaken to meet with stated objective and learning
performance...............................................................................................................................24
CONCLUSION..............................................................................................................................24
REFERENCES..............................................................................................................................25

TITLE:
“An investigation about the influence of diversity and equality to reduce gender pay gap.”
A study about Airdri Limited.
INTRODUCTION
As the business grow and expand in global market there are various changes will be
adopted by organisation for performing their operations and functions at multi-national level. In
order to expand the market area it is essential to recruit more number of employees either they
belong to local area or relates with different background, caste, religion etc. This results the
diversity among organisational operations is increased with rapid speed. To manage and perform
all functions within appropriate manner an organisation manage equality in internal division of
organisation for providing equal opportunities to all persons (Ahamed, Wen and Gupta, 2019).
This report is composed from point view of Airdri that is operating their business in hand dry
industry. Moreover, organisation is highly engage to produce good quality of clothes at
affordable prices for attracting more number of customers. In the present scenario, organisation
is facing various issue that impact on effectiveness of workers. This report also highlights on
those methods that reduces gender gap and their effects on employee’s by utilising research tools
and technique that assist to conduct research in proper manner.
TASK 1
P1 Project aims and objectives
By increasing in modernisation, globalisation etc. among the world there is directly
increase in participation of women workforce in operations and functions of a company. So it is
important to monitor that whole workforce will be get equal opportunity in internal organisation
to ensure better results for organisation. Some roles such as to check the quality of work and
functions are performed by equally through men and women so there must be no income gap
among their salary or wages due to gender gap (Appleby, 2019). Similarly by adopting women
empowerment practices and no discrimination due to gender gap also leads Airdri to enhance
their goodwill in market.
Aims:
“To determine the impact of equality-and-diversity to reduce gender wage or salary gap.”
The study on Airdri.

Research Objectives:
 To analyse the impact and influence of equality act to reduce gender pay gap.
 To monitor and formulate strategies for building equality-and-diversity in a company.
 To examine and study many methods for overcoming from equality and diversity gap.
 To ascertain about the benefits to build and implement equality and diversity at
workplace.
Research questions:
 What are the major understanding after study of equality and diversity in respective
organisation?
 Which are most effective strategy that is adopted by Airdri for building sameness and
managing diversity in business?
 Define the benefits to build and implement variety and equality at workplace?
Literature Review:
From the perspective of Lynne Callister, 2019. The equality and diversity is one of the
major perspective and concerned aspect for company houses which are operating their business
in UK. According to the equality act, 2010 staff or employees who are engage in organisational
operations are totally authorised to ensure themselves from any kind of unethical aspect such as
bullying, discrimination and harassment. Moreover, with implement of effective policies it is
also easy for organisation to frame better policies for organisation that leads management to
operate their business in smooth manner (Bendl and et. al., 2015). Along with this by offering
equal wages and remuneration it is also easy for management to generate better goodwill about
organisation by providing similar post and salary to male or female employee. On the other side,
diversity is also performing an essential role in organisational premises due to which competitive
edge in market is gained by organisation by developing positive environment in internal division
of organisation.
As per the view of Tom Wells, 2018, to build an positive environment in internal
departments an organisation perform different roles and responsibilities such as to implement a
positive culture in operations of organisation (Blau, 2016). Like to use a common language for
all functions so all ideas and methods to perform the work are completed in proper manner.
Diverse team members who are different from religion and values implement develop new

innovative ideas to perform the work in minimum time period. Simple language, transparent and
flat communication channel are some methods that is understand by all individuals to complete
the work as per culture events in order to complete project on regular feedbacks.
According to the Louise. 2016. The main aim to build and implement equality and
diversity act in a company is to develop positive environment in organisation. This governs that
optimistic surroundings encourage employees to perform their work with in exact manner by
motivating individuals through making unbiased and fair decisions (Fortin, 2019).
P2 Project management plan
It is a document that is used to describe the different phases of the project that are
controlling, monitoring, initiating, organising, execution and closing. It is important for Airdri as
planning is necessary to accomplish the goals at a particular period of time and project planning
also helps to guide the project manager, project team at every phase of project. The researcher
has been needed several factor for project management plan for equity and diversity these are as
follows as:
 Cost: It is the total amount of money that is indulged in the completion of certain task.
Researcher has been research about the equity and diversity and results in a
quantitative research that includes around 200 pound that is defined as follows:
Description Cost
Survey 50£
Equipment for the project 40£
Travel cost 35£
Management cost 75£
Total 200£
 Scope: The scope of researcher's research is that it leads to know about the factors that
is raised by the equity and diversity includes the purpose of research, sample, time
duration, theory, geographical areas. It is a level under which the research is explored
and specifies the different factor. Includes the area that is covered to perform and focus
on the object of research. Whereas, Airdri scope is to analyse the research report to

manage it in a better way in the organisation which reduces the negative impacts of
equity and diversity.
 Resource: These are the different sources that is required for the completion of any
task or project. The resources that is needed for researcher for the completion of
research are books, journals, newspaper, magazines, internet, articles etc. Whereas,
resources of Airdri are human, financial, managerial, technological etc. that helps the
company for easy apply the outcomes of research (Hutchinson, Mack and Verhoeven,
2017).
 Time: It is a complete duration that is required for a completion of task. The total time
taken by the Researcher's to perform its research is about approx. three months that
includes conducting survey, interviews, direct conversation, behavioural study,
travelling time as data is collected through several sample and comes with collective
result. Whereas, in context of Airdri the time taken to resolve the different issues that
is created by the equity and diversity is approximately three month in which all the
information is circulated in the organisation that reduces the effect of equity and
diversity.
 Risk: It is the probability of getting failure in some task or work or shows the
possibility of loss. Researcher's have that risk that his report is not harm someone's
emotions, belief or include physical harm, psychological harms, social harm. It also
deals with the threat and abuse, risk of being comparing with other researcher. While
Airdri risk is that company get profit in terms of generating faith and belief of
employee's after applying all the tools and techniques to follow the criteria of research
that reduces the effect and covers the negative impact that is created by equity and
diversity.
 Quality: It is the standard of measure something in comparison to other and defines
the degree of achievement. Quality of researcher's research is defines that the research
design and method is used appropriately, sample size is valid that defines the exact
situation of the organisation, reports have clear statement that is easy to understand and
provides the wide range of expressed views (Kennedy and et. al., 2017). Whereas,
quality in context of Airdri includes the experimental research in which company
experiments on different factors that affects the equity and diversity and then resolve

the different issues that is created by that and create the atmosphere where every
employee felt good and satisfy by the business environment.
 Communication: It is channel that shows the sending and receiving of information.
Communication of researcher's research is a process that includes that the research is
easily understand by all and it is easily conveyed without any complexion and that is
done by analysing the questionnaire which transfer the exact information. Whereas,
communication of Airdri describes that the issues that is generated by the equity and
diversity is easily resolved and all the different policies of the company will be directly
and clearly understand by the employee's and that is done by conducting direct
interview with the employee, meetings, getting feedback by preparing questionnaire
(Kim, 2015).
P3 Work breakdown structure and Gantt chart
Gantt chart: It is a illustration of the work schedule of the project plan and represented
in the form of bar chart. It represents the overall plan of project over a particular period of time
that is assigned by the researcher for the completion of task. Researcher has been used this to
plan and schedule the equity and diversity that helps to easy access and defines the different
resources that is been used for the research. Airdri uses Gantt chart as it describes the needed
sources and time that is applied for the completion of task. And also helps to manage the
different links of equity and diversity that is needed to resolve the issues that is generated by
equity and diversity and to maintains the balance environment in the organisation.

Work breakdown structure: It is a structure that is used to divide the project into
different formats that results into more effective and efficient outcomes. It is also known as
hierarchical structure in which the work is divided into several parts which lead to accomplish
the objectives of the project. The researcher has been used this to assign different roles to their
staff that collects several information related to equity and diversity (Kirton and Greene, 2015).
It can help the researcher in terms of collection of data from different forms and that is a
measured and estimated result thus provide adaptable result. Whereas, Airdri uses this structure
to get to know about the aspects of equity and diversity and applies the different formats that
reduces the difference factor that is raised by equity and diversity.

TASK 2
P4 Small scale research by implementing quantitative and qualitative research methods to match
with organisational aims and objectives
The term research can be defined as the systematic and creative work that is consider by a
researcher to investigate about relevant facts for making new and meaningful conclusion that is
implemented for accomplishing desired results. There are various approaches to conduct research
in appropriate manner are mention as follow:
Qualitative approach- According to the qualitative approach a researcher is more
focused towards the numerical figures, objective measurement and information that is gathered
through surveys, polls, questionnaire etc. The main motive to implement qualitative approach is
to make effective decisions with the help of numerical data in operations and functions of a
company.
Quantitative approach- The quantitative research methods is majorly focused towards
the accumulation of information by an open-ended communication method. Moreover, with
quantitative method all data is collected from perspective of individuals such as what people
think along with the reason or logic. This results it is easy to gain in-depth knowledge about
those aspects that concludes meaningful conclusion from research. Quantitative data is used in
this research for identifying actual results from respondents which is used to predict meaningful
conclusion from the research. Due to which better results are gained from research.
Primary data: It is the data that is collected by the original source like direct interview,
survey, observation etc. that is measured by the researcher for Airdri. There are several benefits
of primary data as it provides accuracy in the company, manager have a control on every
activities, clears the issues and queries of employee's (Klein, 2016). To conduct the existing
research questionnaire is used which contains relevant questions related to the research topic.
Secondary data: This is a data that is already collected but used by the researcher for its
own purpose that has been collected by journals, reports, government statistics, online research
etc. it is beneficial for Airdri as it is easy to access the online data, time-saving, provides brief
about the previous happenings that helps for decision-making. Moreover, in the context of this
research secondary data and information is collected from journals, newspaper and social media.
Sampling- The sample process refers to choose some particular units from large number
of sources. The main motive of implementing sample process is to generate fair, accurate and

unbiased decisions from the selected number of units. Further, those sample are selected that are
similar in characteristics and features from a diverse population. In order to conduct this research
data and sampling method is collected from 40 people to found out required information.
Questionnaire: It is used at the time of research and contain numbers of question by which
information is collected about the selected and needed topics. It is performed for the purpose of
collection of statistical result or either in the form of survey.
TASK 3
P5 Analyse of research by using appropriate tools and technique
Q1) Are you aware about the meaning of equality and diversity at
workplace?
Frequency
a) Yes 65.00%
b) No 35.00%
Interpretation:- From the above graph it is clearly observed that majority of the selected
respondents are aware about all the concepts of equality and diversity in Airdri.
a) Yes b) No
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
65.00%
35.00%
Frequency

From 65% respondents 35% respondents are aware about the concepts of equality and diversity
and rest of them are not aware.
Q2) Do you recognise the gender gap in the Airdri? Frequency
a) Yes 45.00%
b) No 55.00%
a) Yes b) No
0
0.1
0.2
0.3
0.4
0.5
0.6
45.00%
55.00%
Frequency

Interpretation- From the above graph it is observed that most of the selected respondents
recognise the gender gap on Airdri. Out of 45% respondents, 55% respondents recognised
gender gap and rest of them did not recognise so.
Q3) Rules which are stated under equality act, 2010 will followed by
Airdri or not?
Frequency
a) Partly 50.00%
b) Entirely 50.00%
a) Partly b) Entirely
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
0.5
50.00% 50.00%
Frequency

Interpretation:
From the above graph it is clearly seen that half of the selected respondents feel that Equality
Act,2010 is followed in Airdri and the other half respondents feel that company is not adhered to
Equality Act.
Out of 100 respondents, 50% respondents observed that Equality Act is applied in Airdri and rest
50% respondents feel that Equality Act is not applied .
Q4) Is their any gender gap in organisational divisions? Frequency
a) No 35.00%
b) Yes 65.00%
Interpretation:
It is interpreted from the given bar chart that large number of selected respondents are facing
gender gap in Airdri and rest of the respondents are not facing any gender gap.
a) No b) Yes
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
35.00%
65.00%
Frequency

Among 35% respondents 65% respondents are facing gender gap in Airdri and remaining
respondents are not facing any gender space in the company.
Q5)What benefits the most to Airdri by reducing the gender gap in internal
premises of organisation?
Frequency
a) Increase in productivity. 25.00%
b) Reduce in employees turnover. 35.00%
c) Accomplishment of target in minimum period. 40.00%
Interpretation:
From the above graph it is examined that by reducing gender gap in Airdri, the internal
organisation is enjoying higher productivity than before and decrement in employee turnover.
From selected respondents 25% respondents analysed that by reducing gender gap the Airdri is
high on its productivity, 35% respondents observed that this minimised employee turnover in
a) Increase in productivity.
b) Reduce in employees turnover.
c) Accomplishment of target in minimum period.
0
0.1
0.2
0.3
0.4
Frequency

Airdri and the remaining 40% respondents analysed that by reducing gender gap Airdri is
accomplishing its target in minimum possible time duration.
Q6) Which are the major challenges faced by organisation for not
building equality and diversity act in organisation?
Frequency
a) Decrease in image of organisation 45.00%
b) Slow work process 25.00%
c) High turnover rate of employees 30.00%
Interpretation:
From the above chart it is evaluated that major challenges faced by Airdri from improper built of
Equality and diversity Act is the image of organisation has decreased.
Out of total respondents, 45% respondents inspected that by inappropriate application of
Equality Act the organisation is facing problem of shrinkage of its image. 25% respondents
a) Decrease in image of organisation
b) Slow work process
c) High turnover rate of employees
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
45.00%
25.00%
30.00%
Frequency

inspected that organisation is having slow work process, and remaining 30% respondents
inspected that employee turnover has increased.
Q7) What are the major strategies adopted by management of Airdri to
engage equality and diversity in organisational premises?
Frequency
a) Organising of training programs 30.00%
b) Similar opportunities 30.00%
c) To generate flexible policies 40.00%
Interpretation:
It is stated from the above graph that strategies mostly followed by Airdri to engage Equality and
diversity in workplace are generate flexible policies and organising of training program.
a) Organising of training programs
b) Similar opportunities
c) To generate flexible policies
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
30.00% 30.00%
40.00%
Frequency

Out of overall selected respondents 30% respondents examined that for engagement of
organisation in Equality and diversity, the Airdri is generating flexible policies, 30% respondents
examined that training program are organised by Airdri and rest 40% respondents examined that
equal opportunities should be given to each personnel in the organisation.
Q8) What is the importance of diversity and equality management in
Airdri?
Frequency
a) Client and employees satisfaction 55.00%
b) Increase in professional and skilled employees 45.00%
Interpretation:
Out of the selected respondents most of the respondents inspected that it is important for
Diversity and equality management in Airdri to get satisfaction of client and employees. Rest of
the respondents inspected that increasing professional and skilled employees are important for
diversity and equality management.
a) Client and employees satisfaction
b) Increase in professional and skilled employees
0
0.1
0.2
0.3
0.4
0.5
0.6
55.00%
45.00%
Frequency

55% respondents think that significance of diversity and equality management is to satisfy client
and employees and rest 45% respondents think that significance of diversity and equality
management is to increase number of professional and skilled employees.
Qualitative questions:
Q9) Which are the major reason of
gender pay disparity between men
and women co-workers in
organisation?
Explanation
a) Qualification Due to lack of qualification among the employees of
company it is complex for Airdri to perform all
functions effectively because most of the task relates
with technology aspects of management. Therefore,
qualification is one of the major reason of difference in
pay scale of male and females.
b) Strength and reasoning capabilities Majority of the workers who are performing their roles
and responsibilities in organisation are experienced to
complete their task and projects. But as compare
between men and women. Most of male gender
employees are highly experienced for completing
work.
c) Skills and abilities to person work The mentality adopted by internal authorities of
organisation demonstrate that male workers are high in
skills to perform work. Due to this if female members
are also performing similar work they are not equally
paid as compare to men.
Q10) What are the reason due to
which gender gap impact on Airdri
Explanation

to achieve their targets?
a) Decrease in grace of company Due to gender gap the income distribution of company
is also impacted. This determines now employee’s are
more aware about their rights. It states that
management is able to perform all task in proper
manner by sharing equality act. This results there is no
discrimination due to sex, caste and culture difference.
b) Dissatisfaction of women workers Inequality between payment due to gender difference
disturb the functions of organisation. Example- women
not feel energetic to perform their work that generates
negative results for organisation. It results the profits
of organisation will be reduced. Further, protest will
also faced by company in internal department.
c) Complex and ineffective
communication between workers
Workers and employees who are engaged in
organisation results in distraction of employees from
their main targets that impact on productivity.
P6 Recommendation form results of research and data analysis
By the above research it is analysed that there are various challenges and issue are faced
by employees of Airdri. The inequality which is faced by managers due to gender discrimination
generates various difficulties for organisation such as decrease in their goodwill. Along with this
female workers perform their work in efficient way due to which fair and equal treatment is
provided to all employee’s that contributes for enhancing profits of organisation. Some
recommendations from the point view of respective research is mention as follow:
 By implementing all rules and regulations related with equality act it is monitored that
equal participation is gained by management from all employees whether they are male
or female. This results the performance of workers in increased due to their confidence.
 Performance based appraisals is one of the most important aspect of organisation that
motivated employees for performing their work in effective manner. This results it is easy

for organisation to demonstrate that fair decisions are implemented by authorities for
welfare of employee’s.
 With the fair and equal treatment in organisation it is monitored that there is no
discrimination exist in company. The main motive to perform work is to complete all task
with ethical approach due to which fair decisions are seen in organisation.
 By generating team as per the gender equality group it is also seen that workers are
motivated because of better collaboration between professional and personal work.
 Training and development programs leads individuals to complete their work with in
proper manner such as to perform work as per their strength and it also generate bonds to
complete all task in proper manner.
TASK 4
P7 Reflect about the value that is undertaken to meet with stated objective and learning
performance
Airdri is performing their work at global level and it is situated in UK, as they are
operating their business with in hand drying industry. Their are various challenges are faced by
organisation due to inequality in gender. The main motive of this research is to perform all work
as per equality and diversity act in workplace. Equality within all employee’s generates similar
opportunities for all employees to delegate all roles as per their skills and talent that leads to
achieve all goals in minimum time period. Diversity means persons who follow different culture
are working together by respecting other persons religions. The topic for this research helps me
to increase my skills and knowledge by conducting all task in proper manner. This results
efficient results are gained through improving brand image that increases work performance of
organisation in effective manner.
Performance review- It is an opportunity for me to perform the research as it leads to complete
all task within proper manner. Lack of time is an issue which is faced while performing research
and it is overcome with help of Gantt chart. Moreover, ethical considerations is implemented by
organisation which helps to complete all task properly. The project is completed with managing
and completing all projects as per current ideas to understand the needs of hand dry industry.
Like techniques and technology is included in this report. This also results to identify new
methodology for completing work as per appropriate results. Along with this future needs and

market data is also included in this report for managing and performing task as per aims and
objective of research.
Along with this research also helped me to improve my knowledge by understanding
optimistic environment of organisation. Research skills perform a crucial role to conduct
research in proper manner. From the perspective of this research it is analysed that with equal
results it is easy to perform work within coordinate manner. Leadership and communication skill
are the most important skill which helps to tackle with research problems. This results all
questions are asked effectively with respondents and to interpret results leadership skill is used
to delegate task as per time period. On the other side, time and tools are the major challenges that
impacts on performance of work. Moreover, due to lack of resources it is also challenging to
research as per decided time.
CONCLUSION
In the last by the above report it is concluded that it is mandatory for organisation to
perform all work by involving all employees in operations and functions. This is also analysed
that better employees leads an organisation to complete all work within proper manner through
making fair and equal decisions for employees of organisation. It is also analysed equal and fair
treatment also helps organisation to implement equality and diversity act, 2010 by performing all
work as per group activities that utilise and implement performance appraisal and women
empowerment.

REFERENCES
Books and Journals
Ahamed, M.M., Wen, J. and Gupta, N., 2019. Does board composition affect the gender pay
gap?. Economics Letters .184. p.108624.
Appleby, J., 2019. Gender pay gap in England’s NHS: little progress since last year. Bmj .365.
p.l2089.
Bendl, R. and et. al., 2015. The Oxford handbook of diversity in organizations. Oxford
University Press.
Blau, F.D., 2016. Gender, inequality, and wages. OUP Catalogue.
Fortin, N.M., 2019. Increasing earnings inequality and the gender pay gap in Canada: Prospects
for convergence. Canadian Journal of Economics/Revue canadienne
d'économique .52(2). pp.407-440.
Hutchinson, M., Mack, J. and Verhoeven, P., 2017. Women in leadership: an analysis of the
gender pay gap in ASX‐listed firms. Accounting & Finance .57(3). pp.789-813.
Kennedy, T. and et. al., 2017. Reducing gender wage inequality increases economic prosperity
for all: Insights from Australia. Economic Analysis and Policy .55. pp.14-24.
Kim, M., 2015. Pay secrecy and the gender wage gap in the United States. Industrial Relations:
A Journal of Economy and Society .54(4). pp.648-667.
Kirton, G. and Greene, A.M., 2015. The dynamics of managing diversity: A critical approach.
Routledge.
Klein, U., 2016, January. Gender equality and diversity politics in higher education: Conflicts,
challenges and requirements for collaboration. In Women's Studies International Forum
(Vol. 54, pp. 147-156). Pergamon.
Ravazzani, S., 2016. Understanding approaches to managing diversity in the workplace: An
empirical investigation in Italy. Equality, Diversity and Inclusion: An International
Journal .35(2). pp.154-168.
Segovia‐Pérez, M. and et. al., 2019. Being a woman in an ICT job: an analysis of the gender pay
gap and discrimination in Spain. New Technology, Work and Employment.
Treanor, J., 2016. Gender pay gap could take 170 years to close, says World Economic Forum.
The Guardian.
Online
Definition about equality and diversity .2019. [Online] Available
Througlh:<https://www.skillcast.com/blog/7-tips-promote-equality-end-workplace-
discrimination//>.
Effective ways to build diverse and inclusive workplace .2018. [Online] Available
Througlh:<https://blog.talaera.com/strategies-diverse-inclusive-workplace>
How equality and diversity improves workplace .2016. [Online] Available
Througlh:<https://www.highspeedtraining.co.uk/hub/equality-diversity-benefits-
workplace/>

Project Logbook for the chosen organisation:
Name of the learner: Name of the Supervisor:
Project Title: To determine the influence of
equality and diversity in reducing the gender
pay gap”. A study on Airdri Ltd.
Date:
Update of weekly research/ tasks achieved
(Account for a minimum of six weeks with
dates) 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?
I have completed my whole project as per rules of
gender gap in organisation. The study about
Airdri.
First week- introduction of topic is done.
Second week- Introduction and to decide aim and
objectives.
Third week- Formulation of project management
plan
Fourth week- research methodology
Fifth week- data collection and analysis
Sixth week- Conclusion and recommendation
Seventh and eight week- Reflection and
submission of final report.
Yes, all project are completed with in dead
lines.
Yes.
No, most of major activities are performed as

per decided plan.
Any risks and / or issues identified? 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, time management and resources
allocation is major risk for organisation.
Yes, due to ineffective and complex sample
size it is difficult to perform task.
Problems encountered What barriers did you face?
 How did you overcome them?
Lack of communication with respondents
generates difficulties to complete research
effectively.
With high patience level it is easy to define
and communicate right message to
respondents.
New Ideas and change of project direction
What Have I learnt about myself this week? How did I feel when I had to deal with
tasks/problems?
 How well have I performed? What did
I felt difficulty to complete work due to low
availability of resources.
I manage and gather all essential resources to

I contribute?
 What can I improve on next week? How might this learning apply in the
future?
perform work within appropriate manner.
With reading and technical skills research is
completed in proper manner.
It help me to increase my knowledge and
skills for completing task in effective manner.
Tasks planned for next week Which tasks are priority?
 Have you set aside sufficient time for
completion?
Arrangement to complete work as well as to
divide work with accordance within time for
completing project on time.
By implementing WBS all work is completed
with in proper manner.
Project plan status to date (on, ahead, behind)
Supervisor comments to address
Signature of the Supervisor and date:
Questionnaire
Quantitative questions:
Q1) Are you aware about the meaning of equality and diversity at
workplace?
Frequency
a) Yes 65.00%
b) No 35.00%

Q2) Do you recognise the gender gap in the Airdri? Frequency
a) Yes 45.00%
b) No 55.00%
Q3) Rules which are stated under equality act, 2010 will followed by
Airdri or not?
Frequency
a) Partly 50.00%
b) Entirely 50.00%
Q4) Is their any gender gap in organisational divisions? Frequency
a) No 35.00%
b) Yes 65.00%
Q5)What benefits the most to Airdri by reducing the gender gap in internal
premises of organisation?
Frequency
a) Increase in productivity. 25.00%
b) Reduce in employees turnover. 35.00%
c) Accomplishment of target in minimum period. 40.00%
Q6) Which are the major challenges faced by organisation for not
building equality and diversity act in organisation?
Frequency
a) Decrease in image of organisation 45.00%
b) Slow work process 25.00%

Q7) What are the major strategies adopted by management of Airdri to
engage equality and diversity in organisational premises?
Frequency
a) Organising of training programs 30.00%
b) Similar opportunities 30.00%
c) To generate flexible policies 40.00%
Q8) What is the importance of diversity and equality management in
Airdri?
Frequency
a) Client and employees satisfaction 55.00%
b) Increase in professional and skilled employees 45.00%
Q9) Which are the major reason of gender pay disparity between men and women co-
workers in organisation?
Solution- a) Qualification- Due to lack of qualification among the employees of company it is
complex for Airdri to perform all functions effectively because most of the task relates with
technology aspects of management. Therefore, qualification is one of the major reason of
difference in pay scale of male and females.
b) Strength and reasoning capabilities- Majority of the workers who are performing their roles
and responsibilities in organisation are experienced to complete their task and projects. But as
compare between men and women. Most of male gender employees are highly experienced for
completing work.
c) Skills and abilities to person work- The mentality adopted by internal authorities of
organisation demonstrate that male workers are high in skills to perform work. Due to this if
female members are also performing similar work they are not equally paid as compare to men.
Q10) What are the reason due to which gender gap impact on Airdri to achieve their
targets?
E

Solution- a) Decrease in grace of company - Due to gender gap the income distribution of
company is also impacted. This determines now employee’s are more aware about their rights.
It states that management is able to perform all task in proper manner by sharing equality act.
This results there is no discrimination due to sex, caste and culture difference.
b) Dissatisfaction of women workers - Inequality between payment due to gender difference
disturb the functions of organisation. Example- women not feel energetic to perform their work
that generates negative results for organisation. It results the profits of organisation will be
reduced. Further, protest will also faced by company in internal department.
c) Complex and ineffective communication between workers- Workers and employees who are
engaged in organisation results in distraction of employees from their main targets that impact
on productivity.

Template for Performance Review to be attached with the report by the learner