Impact of Inclusion, Diversity, and Gender Pay Gap on ASDA Employees

This research project investigates the impact of inclusion, diversity, and gender pay gaps on employee performance at ASDA. The study employs a mixed-methods approach, utilizing literature review, quantitative research (questionnaires), and qualitative research (interviews) to gather data. Data analysis includes thematic and content analysis to interpret both qualitative and quantitative information. The report explores the concepts of inclusion, diversity, and gender pay gaps, examining their positive and negative influences on ASDA's employees. It identifies strategies ASDA can adopt to align with best practices. The research aims to determine the major impact of these factors on employee performance, addressing research questions about pay gaps, gender pay equity, and the relationship between performance pay schemes and the gender gap. The methodology includes a positivism research philosophy, a mixed research approach, and the use of probabilistic sampling techniques. The findings provide valuable insights into the challenges and opportunities related to diversity and inclusion in the workplace.

Research Project
(Equality and Diversity in the Workplace)

Executive Summary
Main aim of conducting this project is investigate the impact of inclusion, diversity and
gender pay gap on employee’s performance of ASDA. In order to attain this aim, different
number of activities was used by investigator. Literature review is an effective activity that has
been done by researcher by using number of secondary sources like magazines, books, articles
etc. Research methodology is another main activity that was completed by using quantitative and
quantitative research. Both are effective in gathering of reliable information by using
questionnaire and interview. Data analysis has been done by using thematic and content analysis.
Thematic analysis has been done by analysing and interpreting qualitative information, whereas,
content analysis was done by analysing as well as interpreting quantitative type of information
about the topic. These sources helped researcher by providing valid outcomes within limited time
duration. At last, conclusion has been completed by summarising entire data about the report in
briefly.

Table of Contents
Executive Summary.........................................................................................................................2
1). Introduction................................................................................................................................4
2). Literature review.........................................................................................................................6
3). Research methodology...............................................................................................................9
4). Data analysis and interpretations..............................................................................................14
5). Research Outcomes..................................................................................................................24
6). Reflection & recommendation for alternative research methodology......................................27
7). Conclusion................................................................................................................................28
8). Recommendations....................................................................................................................28
Appendix........................................................................................................................................29
Research Proposal......................................................................................................................29
REFERENCES..............................................................................................................................49

1). Introduction
Inclusion introduces as an attainment of a work atmosphere in which each and every
employee are treated respectfully and fairly, have equal access to resources and chances, and can
bring fully to the business's success. Diversity means having a diverse range of people with
different ethnic, racial, cultural background, interests, experience etc. Gender pay gap refers
difference in average gross earnings between men and women (Cachat‐Rosset, Carillo and
Klarsfeld, 2019). These are considering main practices at workplace that have positive and
negative impact over employee's performance of company. For this project ASDA store is a
chosen British supermarket retailer that was founded in 1949 by Peter and Fred Asquith and
headquartered in Leeds, West Yorkshire, England. Along with this, at workplace of ASDA store
all three practices are present that have direct impact on performance of employees in different
manner. Inclusion and Diversity in the workplace cause all workers to feel accepted as well as
more valued.
Research aim
To identify the impact of inclusion, diversity and gender pay gap over performance of
employees: A case on ASDA store.
Research Objectives
 To examine a basic understanding about the concept of inclusion, diversity and gender
pay gap in context of an organisation.
 To determine the influence of inclusion, diversity and gender pay gap for ASDA. To identify strategies that can be adopted by ASDA for aligning with inclusion, diversity
and gender pay gap practices at workplace.
Research Questions:
 What is performance related to pay gap?
 What are the prospects for gender pay equity based on ASDA case?
 Is there a relationship between performance pay scheme and gender gap for ASDA?
Rationale of the research: Main reason behind performing this study is to determine the major
impact of inclusion, diversity and gender pay gap on employee's performance at workplace. This
is a biggest issue that faced by an organisation at their workplace. Along with this, current
research is important for researcher as it helps them by increasing its personal as well as
professional growth. It will also aid them by improving its research skills which are associated

with literature review, data collection, data analysis, management of time and many other. By
following these skills, investigator can easily complete full research systematically (Gölgeci and
et. al., 2019).

2). Literature review
This is a systematic process that helps investigator to gather detailed and secondary data
about the field of research. There are various resources require by researcher for collecting
secondary and detailed information about the study. These are books, articles, journals,
publication research etc. These are considering more useful resources for researcher to use and
gather in-depth data about the study. With the help of literature review, investigator can easily
address each objectives of the investigation.
Understanding about the concept of inclusion, diversity and gender pay gap in context of
an organisation.
As per the opinion of Lombardo 2017, Inclusion introduces as an act of making an
individual or thing part of a collection or group. Diversity means having unlike or distinct
components. Within a workplace, diversity means employing each and every person who may be
not similar from each other and who not come from the similar background. These differences
are mainly related with religion, education, national origin, sexual orientation, gender, age etc.
Gender pay gap is another practice in the organisation and it has direct or negative impact over
employee's performance. Gender pay gap is the difference between the wages of men and
women. These are consider main practices at workplace of an organisation and have positive as
well as negative influence on employee's and an organisational working or performance.
On the other hand, Mondal (2020), Inclusion introduces to the collaborative, supportive,
as well as respectful atmosphere that enhances the contribution and participation of all
employees. Diversity and inclusion refers to the company’s mission, practices and strategies to
protect a diverse workplace as well as leverage the impacts of diversity to accomplish
competitive benefits for an organization. The gender pay gap or gender wage gap refers to the
average difference between the payment for male and female who are working at same
organisation. Women are usually considered to be paid less than male employees.
Influence of inclusion, diversity and gender pay gap for ASDA.
According to the Dishman, 2018, Inclusion, gender pay gap and diversity at workplace
have direct influence on ASDA and their employees. All these practices have positive as well as
negative impact on business. These are explained as below:
Positive Impact: Inclusion and diversity at workplace have different advantages for
business such as lower turnover, higher productivity, higher employee morale, increased

creativity, enhanced innovation, improved problem solving, higher job satisfaction etc. These
are considering positive impact of diversity and inclusion for ASDA. As it helps an enterprise in
improving of its brand image.
Negative impact: As per the opinion of Jarrett, 2018, Gender pay gap have negative
impact on business by reducing employee’s morale, increasing turnover rate, effecting branding,
reducing market image of company etc. These are consider major drawbacks of gender pay gap
that have negative impact on business as well as an employee’s growth or performance at
workplace.
On the other hand, Kang and Kaplan, (2019), Inclusion improves
an organization's capability to attain better business outputs by engaging employees from diverse
backgrounds as well as perspectives via participatory decision-making. One negative effect of
diversity at workplace is the maximised tendency of organizational personnel to treat in
interpersonal conflicts. Diverse workers have diverse opinions, beliefs, thoughts, norms,
customs, trends, values, and traditions. The gender pay gap can show the way to changes within
the work environment, considering, decreased satisfaction from women employees and a
prejudiced attitude in other places that could go in front to other types of discrimination claims.
Strategies that can be adopted by ASDA for aligning with inclusion, diversity and gender
pay gap practices at workplace.
According to the Scott, 2019, ASDA has stated that it advertises entire vacancies
internally, as well as plans to seek women talent for interior succession planning, to go faster
through targeted pipeline development programmes. Along with this, it will additionally carry on
with balanced candidate slates as well as balanced interview panels for entire senior hires, a
scheme which was introduced last year. Along with this, ASDA also follow constant
communication for managing and aligning diversity at workplace. For this, company must
provide frequent feedback and coaching on how their employees are doing. As it support an
organisation in retention of workers for longer time period. Inclusion Council is another strategy
that used by ASDA to promoting inclusion at workplace. Form an inclusion council with genuine
helps an organisation to influence employee's towards business work. Company must create an
effective and friendly environment where each employee can feel comfortable. As it turns to
support an enterprise by improving their brand image

Asda charged Global Diversity Practice at first for a progression of Unconscious Bias
workshops to 'up skill' their senior heads on Diversity and Inclusion, concentrating explicitly on
sexual orientation balance and the potential impact that Unconscious Bias can have on dynamic,
with specific reference to enrolment and progression arranging. This at that point prompted the
improvement of the Ethnicity Strategy 2014 and the ensuing course of a Leadership Program
essentially for ladies and ethnic minority pioneers. For also used to provide inclusion and
diversity training to their employees that will be beneficial for them in attraction of skilled and
talented workforce at workplace. this will further helped them in reduction of high employee
turnover.

3). Research methodology
Research methodology refers as an effective and main process of investigation as it
supports researcher in collection of information about the study (McCusker and Gunaydin,
2015). There are some useful methods that are require by researcher for collection information
about the inclusion, diversity and gender pay gap and its impact over employee's performance.
These methods will be determined as below:
Research philosophy: For performing this research, positivism type of philosophy will be
used by researcher. As its beneficial in collection and analysation of quantitative data about the
diversity, gender pay gap and inclusion at workplace. Interpretivism philosophy is not
appropriate because its completed based on qualitative stud (Miller and et. al., 2012).
Research approach: This part of the study is used for collecting and analysing of data
about the field of study. For collecting data regarding the current study mixed approach will be
applied because it helps researcher in collecting of qualitative and quantitative information
easily. For analysing qualitative and quantitative information about the topic, inductive and
deductive approach will be used. (Quinlan and et. al., 2019) .
Qualitative and quantitative study: Qualitative and quantitative are considering two useful type
of research. Qualitative and quantitative research will be used for collecting information about
the topic in easier manner. In order to gather qualitative data interview will be used and for
collecting quantitative information questionnaire will be applied by researcher.
Use of primary and secondary sources: Both sources of data collection will be going to
use by researcher for collecting reliable and in-depth data regarding the inclusion, gender pay
gap and diversity within an organisation. In order to gather primary data, questionnaire is
appropriate and useful method because it helps researcher by providing quantitative data and
saving its time and cost. For collecting secondary information about the study, there is
requirement of some useful sources i.e. magazines, articles, books etc. Therefore, for performing
this research, both sources of data such as primary and secondary will be needed to use by
investigator (Riedl, Davis and Hevner, 2014).
Sampling Techniques: Researcher has two options regarding the sampling techniques
which are probabilistic and non-probabilistic. For performing this investigation, 15 managers of
human resource department will be selected on random basis by using probabilistic sampling
technique. These respondents are used in questionnaire. Main purpose for applying this

technique as it not consumer more time as compare to non-probability sampling (Scotland,
2012). For interview, 10 employees of the ASDA will be selected on random basis.
Data instrument: There are various instruments that support investigator in gathering of
information regarding the specific area of study. These are interview, questionnaire, observation
etc. According to the current investigation, questionnaire and interview will be used. Main
reason behind using questionnaire as it helps researcher in collecting of quantitative and reliable
information about three practices such as inclusion, diversity and gender pay gap. Interview is
another instrument that will also used within an investigation for gathering qualitative data from
the selected 10 employees. (Silverman, 2016).
Quantitative data collection from questionnaire
Questionnaire
Q1) Do you understand about the inclusion, diversity and gender pay gap in context of an
organisation?
a) Yes
b) No
Q2) What are the negative impact of gender pay gap at workplace of ASDA?
a) Low productivity
b) Lack of moral
c) Poor performance
Q3) According to you, what are the advantages of inclusion and diversity at workplace?
a) Employees feel accepted and valued
b) Lower turnover rate
c) Better decision making
Q4) As per your point of view, what are the several advantages of performance related pay?
a) Improve employee focus
b) Highlights poor performance effectively
c) Development of healthy performance based culture
Q5) What are the prospects for gender pay equality based on ASDA case?
a) Leadership development
b) Unconscious bias awareness
c) Colleague Advocates

Q6) Is there a relationship between performance pay scheme and gender gap for ASDA?
a) Yes
b) No
Q7) What are the effective strategies that can be adopted by ASDA for aligning with inclusion,
diversity and gender pay gap practices at workplace?
a) Integration and training
b) Prospective assignment talent pools
c) Selection and assessment
Qualitative data collection from interview
Q1) Do you have idea regarding the impact of inclusion, diversity and gender pay gap influence
over growth and success of ASDA?
Q2) According to you, what is performance related to pay gap in context of ASDA?
Q3) What are the ways by which ASDA can promote equality and diversity at workplace.
Time Horizon: This is an important section of investigation that support researcher in
identification of time scale for starting and ending project. Gantt chart is a best tool that help
researcher in completion of full study within a given and lesser time period (Tuohy and et. al.,
2013).