How Globalization Impacts Workplace Diversity at Barratt Developments

This research project examines the impact of globalization on workplace diversity management within Barratt Developments Plc. The report begins with an introduction outlining the research background, aims, objectives, and rationale for the study, followed by a literature review exploring the impact of workplace diversity on organizations and diversity management practices. The methodology section details the research design, approach, and philosophy, including data collection and analysis methods. The findings are presented in the data collection and interpretation section, followed by a reflection on the methodology and recommendations for alternative approaches. The conclusion summarizes the key findings and the references and appendix provide supporting information. The study addresses the challenges of managing a diverse workforce in a globalized context, focusing on the elements of diversity, their effects at the workplace, and the role of human resource management in promoting an inclusive and productive environment. The research aims to identify the impact of workplace diversity and evaluate diversity management implementation, offering recommendations for improvement.

RESEARCH
PROJECT

TABLE OF CONTENTS
TITLE..............................................................................................................................................1
INTRODUCTION...........................................................................................................................1
Research Background..................................................................................................................1
Aims and Objectives...................................................................................................................1
Rationale.....................................................................................................................................2
LITERATURE REVIEW................................................................................................................2
RESEARCH METHODOLOGY.....................................................................................................5
Research design...........................................................................................................................5
Research Approach.....................................................................................................................5
Research Philosophy...................................................................................................................6
Data Collection............................................................................................................................6
Sampling Method........................................................................................................................6
Data Analysis..............................................................................................................................7
DATA COLLECTION AND INTERPRETATION........................................................................7
REFLECTION & RECOMMENDATION FOR ALTERNATIVE METHODOLOGY..............17
Reflection..................................................................................................................................17
Recommendation on alternative research methodology...........................................................18
CONCLUSION..............................................................................................................................20
REFERENCES..............................................................................................................................21
APPENDIX....................................................................................................................................22
Questionnaire............................................................................................................................22

TITLE
How globalization has impacted management of workplace diversity in Barratt
Developments Plc?
INTRODUCTION
Research Background
Globalisation is the procedure where companies take there businesses to the global level.
A new era of diversity management is upon us globalisation has transformed society, economics
politics that greatly affect the demographics at workplace. Diversity is defined as accepting
individual background irrespective of their caste, creed, colour, etc. Not only are today's
employees more diverse working in the organisation with different culture of people. The
definition of global diversity should encompass an understanding of the differences between
nations along with the internal diversity of each country (Marrs and Staton, 2016). By operating
at global level, there has been a situation that creates an interesting situations in the company as
human resources managers have to manage people with different cultures. In order to achieve a
competitive advantages, organisations are managing there workplace diversity in an incredible
way.
This present report is mainly context to Barratt Development Plc. It is one of the largest
residential property development company in United Kingdom. Company was founded in 1958
and its headquarter is located in London. Number of employees working in the company is 6214.
This study has conducted to explore how organisations manage the diversity at workplace
and its as well as its consequences to the existence of the company. Further, it will also identity
the challenges that employees face from diverse cultural backgrounds.
Aims and Objectives
Aim:
“To identify and evaluate the implementation of Diversity Management in work places,
whilst bearing in mind researched factors of diversity and what improvements can be done by
HRM in organisations”. A study on Barratt Development.
Objectives:
 To determine the impact of workplace diversity on organisation.
 To determine the diversity management ion the workplace.
 To identify the effect of diversity element at workplace.
1

 To investigate diversity elements that are prominent at the workplace and its impact on
employee satisfaction towards diversity at workplace.
Research Questions:
1. What is diversity in the work place?
2. Why should organisation support diversity?
3. What evaluate do organisation receive by supporting diversity?
4. To put forth recommendations to Barratt Developments on how to manage diversity
based on the findings of the study
Rationale
This present research is based on the implementation of Diversity Management in work
places, whilst bearing in mind researched factors of diversity and what improvements can be
done by HRM in organisations. The reason for choosing this topic is that it is the current issues
in the business environment as all now all the organisations are operating at global scale and they
all are facing the same issues of managing cultural diversity at workplace. So, this study will
help to identify the impact of diversity at workplace as well as determine the ways to manage the
diversity effectively within organisation (Cloutier and et.al., 2015). On other hand, academic
interest of researcher is another reason for selecting this topic as from this research, researcher
will improve research skills on how to research, how to create a questionnaire and based on the
findings it can be found out what needs improving within organisation.
LITERATURE REVIEW
The impact of workplace diversity on organizations
According to Syed and et.al., 2018 it is necessary to maintain diversity at workplace.
Diversity is defined as accepting individual background irrespective of their caste, creed, colour,
etc. Also, diversity is categorised into two that is primary and secondary. In every organisation
there are many people working. They all belong to different caste, creed, colour, etc. They work
together in order to attain specific goals and objectives. Apart from it, globalisation has also
impacted on organisation culture. It has provided a platform to recruit experienced people from
different parts of the world. Thus, diversity is playing a crucial role in creating a positive work
place environment. As said by Wrench, 2016, now companies are adopting diversity at
workplace in order to increase employee motivation and retain them for long term. Diversity has
2

also supported in working in creative way and developing strong relation with others. Alongside
it, management is also focusing on maintaining diversity at workplace. This is done to maintain
dignity and allowing staff to respect each other. Also, it can be stated that there is positive impact
on workplace due to diversified staff. It allows them to share their ideas, opinions, etc. with
others and treat each one equally.
It is said by Barak, 2016, diversity has enabled in improving employee performance. In
addition to it, goals and objectives are attained in effective way. However, both management and
employees are aware about their roles and duties. But on other hand there can be negative impact
as well of diversity. Here, disrespect among staff may lead to conflict. This can also lead to staff
turnover. Besides this, rise in conflicts results in creating negative impact on work place culture.
They are not able to communicate with others in effective way.
Diversity Management in the Workplace
For every organization it is essential to maintain diversity at workplace so that positive
environment is built. As elucidated by Kirton and Greene, 2015, diversity management is
defined as process of planning, organizing, etc. of all managerial attributes for developing
organization culture. It involves eliminating difference among employees and contributing in
generating competitive advantage of company. There are four layers in diversity management
which is described as below :-
Personality- It refers to employee characteristics which sets as a unique identity of an employee.
A person behavior is identified with his or her personality. So, in diversity management the focus
is on identifying person negative and positive trait. With help of it negative trait influence is
analyzed and removed.
Internal dimension – The dimensions that have a strong influence on person behavior and
attitude. This helps in changing his or her perception towards others and building positive work
place environment. The dimensions are age, gender, etc.
External dimension- They are those dimension which have a little influence over person
attitude or behaviour. It includes factors such as salary, education, experience, etc.
Organization dimension- As name depicts they are those dimension which exist within
organization. It includes work place, management, etc. it can have a great impact on attitude and
behaviour of employee.
3

In the view of Downey and et.al., 2015, diversity management influence staff as it can
have both positive and negative impact. The positive impact is it provides equal opportunities for
growth both in company and society. Diversified people possess knowledge about market, needs,
etc. of people and are aware about ethics and values of different culture. Furthermore, diversity
results in improving business efficiency and knowledge of staff. In increases team work and
developing strong bond. Along with it, there is reduction in conflict employee turnover. In order
to gain employee satisfaction diversity management is helpful.
Effect of Diversity Elements at Workplace
As stated by Syed and et.al., 2018, there are many effects of diversity elements at
workplace. It depends on work force and type of company. The elements help in understanding
diversity and ensuring that work place environment is maintained. The various elements of
diversity are discussed below :-
Age diversity- it is referred as group of people who belongs to same age. Here, employees can
be categorized as experienced, young and new talent. Each age group possesses unique features
and traits. So, having mix age group in company enables in contributing in achieving goals. They
work in creative way and enhance business efficiency.
Gender diversity – It clearly states that gender diversity is categorized in two that is male and
female. Here, the main issue is people of opposite gender finds it difficult to share their ideas and
views with one another. Moreover, its effect is negative as many people are not able to develop
strong relationship with opposite gender.
Diversity of abilities – this is related to managing employee diversity to perform task in
Ethnic diversity – It refers to issues that arise from ethics and value of religion. An organization
can face challenges due to ethnic diversity. The staff may not respect ideas or opinions of others.
Social diversity- It is based on social status of people. This can have a long term impact
organization culture.
According to Wrench, 2016, these all diversity elements are useful in developing
positive work place. They enable staff to respect other ethics and values. Furthermore, when
elements are been maintained in business it results in increasing team work. A diversified work
force works with high creativity and enthusiasm. There is negative effect of diversity elements
on workplace. When a particular element is focused it results in rise in conflicts. Employees may
not respect other and find out differences by comparing it on basis of caste, creed, color, etc.
4

RESEARCH METHODOLOGY
Research design
Research design can be defined as a structure in which research is conducted. In other
words it is a simple plan that helps in answering all kinds of research questions (Creswell and
Poth, 2017). It is mainly divided into two types first is exploratory research design and second is
descriptive research design. Explanatory research design or casual research design mainly
focuses on identifying nature of cause and effect relationship. It also focuses on situation
analysis of a specific problem which further helps the researcher in identifying relationship
patterns between variables. It requires a highly structured research approach in order to identify
correct research hypothesis. Whereas descriptive research design is a scientific research method
which helps in observing and describing subject behaviour without influencing it. It uses
structured data in order to answer research questions. It mainly focuses on observational studies
and uses surveys or case studies as most common methods of data collection. For this research
researcher has used descriptive research design as it can help in effectively analysing outcomes
of qualitative research study.
Research Approach
Research approach can be defined as a procedure through which data collection,
interpretation and analysis methods are assumed. It is mainly divided into two main categories,
which are: deductive research approach and inductive research approach. Deductive approach
uses existing theories in order to develop a hypothesis (Sekaran and Bougie, 2016). Then based
on these hypothesis design a research strategy so that all the hypothesis can be tested. It is mainly
used with quantitative research methods in order to explain relationship between variables and
concepts. It is also used to generalize research findings. Inductive approach uses theories and
observations in order to propose a research process using observation results. This approach
searches for research patterns so that based on the observations new theory can be proposed. This
approach is used where there is shortage of time and risk can be accepted easily. For this
research paper, inductive research approach has been used which helped the researcher to bring
more realistic outcomes for the qualitative research approach.
5

Research Philosophy
Research philosophy can be defined as a belief which is used to gather, use and analyse
data. It also helps in finalizing research strategy and data collection method. It is mainly of two
types: First is interpretivism and positivism research philosophy. Interpretivism research
philosophy can be used to interpret study elements (Padilla-Díaz, 2015). As per this philosophy
access to reality is only possible through social constraints such as instruments, languages
consciousness etc. it uses observations or data interviews as data collection methods. Main goal
of this philosophy is to understand weak predictions. Positivism research philosophy is based on
an understanding that science is the only way through which truth can be known. It uses true
knowledge which can be gained through observations. This philosophy focuses on well
structured scientific methods which is used mainly in quantitative research method. For this
research paper researcher had used interpretivism research philosophy as this philosophy will
help the researcher to use qualitative research methods in an easy manner.
Data Collection
Data collected can defined as a process through which relevant information can be
collected from relevant sources in order to find answers for research questions (Quinlan and
et.al., 2019). It is categorized into two main types: primary and secondary data collection
methods. Secondary is a kind of data which is collected from already published data sources such
as: online portals, magazines, journals and many more. This type of data can be used in any kind
of research regardless of the type of research. All the data collected from secondary sources is
reliable and valid i.e. none of the data is more than 5 years old and is collected from valid
sources. Primary data is a kind of data in which all the information is collected by the researcher
for the first time through interviews, survey etc. For this research paper, researcher had used
primary data collection method in which data has been collected by conducting a survey in
which 25 employees of Barratt Developments PLC were asked to fill a questionnaire.
Sampling Method
Sampling can be defined as a way through which few members of a population are
selected in order to be included within the study (Etikan, Musa and Alkassim, 2016). Sampling is
done because it is quite difficult for the researcher to work on a large population in order to
collect data and analyse it. It makes research quite manageable and also helps the researcher to
save both time and cost of conducing the research. It is mainly of two types: probability and non
6

probability sampling. Probability sampling is a method though which all the members of a
population has an equal chance of participating within a study. Whereas, non probability
sampling is used when not all members of a population has a chance to participate within a
study. For this research paper, research will be using probability sampling which will be done
through random sampling technique. For this study researcher had taken sample size of 25
employees of Barratt Developments PLC.
Data Analysis
Data analysis can be defined as a process through which raw data is transformed into a
useful piece of information by using statistical and analytical tool. It is also used to support
decision making (Stage and Manning, 2015). It is divided into two main categories i.e.
qualitative data analysis and quantitative data analysis. In quantitative data analysis raw data or
numbers or converted into a meaningful information with the help of critical and rational
thinking. For this analysis statistical or mathematical tools are used on numerical data. It is
mostly used to reject or support hypothesis created at earlier stages. Qualitative research analysis
is used to turn raw non numerical data such as interviews, text documents etc. into useful
information. For this research paper, researcher had used qualitative data analysis, within
qualitative data analysis researcher had used thematic data analysis where analysis will be done
through chats, graphs as well as tables.
DATA COLLECTION AND INTERPRETATION
Do you agree that globalisation has impacted management of workplace diversity in Barratt
Developments Plc?
Yes 25
No 0
7

Figure 1People opinion on globalization impact on workforce diversity
Interpretation
There are 25 respondents out of 25 which are stating that globalization have impact on
the management of workforce diversity in Barrett development. It can be said that most of
respondents think that globalization having impact on workforce diversity.
What level of impact you think globalisation has on management of workplace diversity in
Barratt Developments Plc?
High 15
Medium 9
Low 1
Total 25
8

Figure 2Intensity of impact globalization have on workforce diversity
Interpretation
There are 15 respondents which though that there is high impact of globalization on
workforce diversity. 9 respondents state that globalization have medium impact on workforce
diversity at workplace. There is only 1 respondent who think that globalization have low impact
on workforce diversity at workplace. Majority of respondent that due to globalization it become
hard to manage workforce diversity.
Do you think different lifestyle across culture’s is one of reason behind level of impact you
talking about in previous question?
Yes 20
No 5
9

Figure 3Lifestyle as factor having impact on workforce
Interpretation
There are 20 respondents who think that different lifestyle across culture’s is one of
reason behind level of impact they mentioned factor have on diversity. Out of 20 only 5 are not
agreed with asked statement. Thus, it can have said that globalization have impact on diversity
because lifestyle across culture very.
Do you think different opinion on body language like eye contact etc across culture’s is one of
reason behind level of impact you talking about in second question?
Yes 20
No 5
10

Figure 4Body language as factor having impact on workforce
Interpretation
There are 20 respondents who think that body language across culture’s is one of reason
behind level of impact they mentioned factor have on diversity. 20 say yes 5 say no which
indicate that most of respondents are agreed with asked statement. Thus, it can have said that
globalization have impact on diversity because meaning of same body language vary across
culture.
Do you agree that globalization lead to mixing of people who have different opinion on same
action like etiquette’s and touching of body etc and same affect management of workforce at
workplace?
Strongly agree 9
Agree 11
Neutral 1
Disagree 2
Strongly disagree 2
11

Figure 5People different opinion on same topic and impact on management of workforce
diversity
Interpretation
9 respondents are strongly agreeing and 11 are agree followed by 1 is neutral and 2 are
disagree as well as 2 are strongly disagree. Hence, it can be said that on same topic or situation
people from different culture have different opinion and this make management of workforce at
workplace more complicated.
Does different opinion on same action (behaviour or body language) lead to origination of
conflict between different group of people belong to varied culture?
Strongly agree 8
Agree 12
Neutral 1
Disagree 2
Strongly disagree 2
12

Figure 6Difference in opinion and origination of conflict
Interpretation
8 respondents are strongly agreeing and 12 are agree followed by 1 is neutral and 2 are
disagree as well as 2 are strongly disagree. It is concluded that on same topic or situation people
from different culture have different opinion and lead to origination of conflict at workplace.
Does different opinion on same action (behaviour or body language) lead less team spirit or work
between different group of people belong to varied culture?
Strongly agree 5
Agree 13
Neutral 1
Disagree 3
Strongly disagree 3
13

Figure 7Varied opinion and weaken team spirit
Interpretation
5 respondents are strongly agreeing and 13 are agree followed by 1 is neutral and 3 are
disagree as well as 3 are strongly disagree. Due to different opinion of people of different culture
team spirit does not developed among employees at workplace which negatively affect firm.
Above situation make management of workforce difficult at Barratt Developments Plc?
Strongly agree 10
Agree 10
Neutral 2
Disagree 1
Strongly disagree 2
14

Figure 8Difficulty of management of workforce
Interpretation
10 respondents are strongly agreeing and 10 are agree followed by 2 are neutral and 1 is
disagree as well as 2 are strongly disagree. Facts indicate that body language and different
opinion on same topic lead to poor team work and all these things further fuel problem as well
make management of workforce difficult at workplace.
Do you think that lack of management of workforce diversity lead to elevation of dissatisfaction
among employees at workplace?
Strongly agree 13
Agree 2
Neutral 1
Disagree 5
Strongly disagree 4
15

Figure 9Poor management of diversity and dissatisfaction among employees.
Interpretation
13 respondents are strongly agreeing and 2 are agree followed by 1 is neutral and 5 are
disagree as well as 4 are strongly disagree. Results are clearly indicating that because of poor
team work that is result of workforce diversity employees are highly dissatisfied at workplace.
Proper training and impart of knowledge about each other culture is given at workplace. Do you
think such kind of step will help HR in managing workforce diversity in better manner?
Strongly agree 10
Agree 6
Neutral 2
Disagree 5
Strongly disagree 2
16

Figure 10Opinion of people on effectiveness of measures taken to control situation
Interpretation
10 respondents are strongly agreeing and 6 are agree followed by 2 are neutral and 5 are
disagree as well as 2 are strongly disagree. On basis of results it can be said that majority of
respondents think that measures taken by the business firm proved successful and lead to proper
management of diversified workforce at workplace.
REFLECTION & RECOMMENDATION FOR ALTERNATIVE
METHODOLOGY
Reflection
This present research is based on diversity management at workplace and the factors
influencing the organisational performance at international level. In this research, I have framed
the aims, objectives and research questions on the basis of the topic. I am very much excited
carrying this research study as I have came to understand various things which I feel very
important for my career growth and development such as research proposal, ethical consideration
during the research, data collection through survey and various other things for the study. In
framing aim of the research, I was feeling some doubt that either I would make the aim with
globalisation or indulges the insight of the topic. For this, I have taken the help from my seniors
and make my aim narrow and focus so that I can reach the conclusion in more better way. After
17

preparing the aim of the research, I have select the research methods for selecting the research
and it was most amazing as well as challenging experience. It is very critical part of the study as
the whole study is based on the selection of research methods. For this, I have evaluated the pros
and cons of all the methods so that it can achieve the better results. Further, I have also
conducted survey by preparing questions which are to be asked from 25 employee of Barratt
Development Plc and I feel that it has raised my level of thinking by analysing the views of
different people on common questions. In order to get final outcomes, I have used thematic
analysis techniques and have presented the data through tables, charts and graphs.
The most important things that I have learn is about the ethical consideration while
conducting research study. I came to understand that without considering research, the value of
the research is zero. On the flip side, to acquire the depth knowledge of the research, I have
reviews various articles, books and journals on globalisation, diversity management and its
impact on organisation performance entirely. Critical analysis of the articles were also done by
me that has raises my critical thinking skills. From this research, I have developed my research
skills completely and it is my biggest achievement. After that, I have also concluded my
experience with that I have successfully reached the outcomes of the study and I have get
incredible experience.
Recommendation on alternative research methodology.
By conducting this research, researcher has recommanded some alternative
methodologies. Here are the recommendations in tabular format are as follows-
RESEARCH
METHODOLOGY
Methods used ALTERNATIVE
METHODS USED
Research Methods
(Qualitative & Quantitative)
Qualitative Researcher should use
quantitative methods for
carrying the research as it
allows broader study and
include larger number of
subjects and it also allows
greater objectivity and
accuracy of the result.
18

Research Philosophy
(Positivism & Interpretivism)
Interpretivism Researcher should use
positivism philology ins the
study as it allows scholar to
study large number of sample
instead of 25 respondents.
Research Approach
(Inductive & Deductive)
Inductive Researcher should use
deductive research approach as
it will also researcher to
explain causal relationship
between concepts and
variables as well as it also
allows generalize research
findings to a certain extent.
Research Design
(Descriptive and
Experimental)
Descriptive Experimental research design
should be used by the
researcher as it has main
benefits that scholar can have
effective control over its
variables.
Sampling
(Probabilistic and Non-
Probabilistic)
Probabilistic Scholar could use non-
probabilistic sampling to carry
out the research study as it is
highly cost and time effective.
Data Collection
(Primary and Secondary)
Primary In carrying this research,
researcher can collect the data
from secondary methods as it
is time and cost effective
techniques.
Data Analysis Qualitative In carrying the research,
researcher should analyses the
19

(Qualitative & Quantitative) data through quantitative
analysis techniques, By using
this methods, researcher can
identify the relationship
between organizational
performance and work
diversity as well as the
research is less questionable
when quantitative methods are
used. Further, it is also free
from person interest and bias.
CONCLUSION
From the above research, it has been concluded that the impact of workplace diversity on
the organisational performance is negative. Workplace diversity creates conflicts among the staff
members which ultimately result in affecting the organisational performance. Furthermore, it has
been identified that workplace diversity cause unresolved conflicts and poor communication.
Employees turnover is also increased by workplace diversity that is also one of the critical issue
of the organisation. It is very important for human resource management plays a great role in
dealing with the employees. However, Diversity has enabled in improving employee
performance as it aids in creating a positive work place environment. Diversified people possess
knowledge about market, needs, etc. of people and are aware about ethics and values of different
culture.
20

REFERENCES
Books and Journals:
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Cloutier, O. and et.al., 2015. The Importance of Developing Strategies for Employee
Retention. Journal of Leadership, Accountability & Ethics, 12(2).
Creswell, J.W. and Poth, C.N., 2017. Qualitative inquiry and research design: Choosing among
five approaches. Sage publications.
Downey and et.al 2016. The role of diversity practices and inclusion in promoting trust and
employee engagement. Journal of Applied Social Psychology, 45(1), pp.35-44.
Etikan, I., Musa, S.A. and Alkassim, R.S., 2016. Comparison of convenience sampling and
purposive sampling. American journal of theoretical and applied statistics. 5(1). pp.1-4.
Kirton, G. and Greene, A.M., 2015. The dynamics of managing diversity: A critical approach.
Routledge.
Marrs, S.A. and Staton, A.R., 2016. Negotiating difficult decisions: Coming out versus passing
in the workplace. Journal of LGBT Issues in Counseling, 10(1), pp.40-54.
Padilla-Díaz, M., 2015. Phenomenology in educational qualitative research: Philosophy as
science or philosophical science. International Journal of Educational Excellence. 1(2).
pp.101-110.
Quinlan, C.,and et.al., 2019. Business research methods. South Western Cengage.
Sekaran, U. and Bougie, R., 2016. Research methods for business: A skill building approach.
John Wiley & Sons.
Stage, F.K. and Manning, K. eds., 2015. Research in the college context: Approaches and
methods. Routledge.
Syed, J. and et.al., 2018. Religious diversity in the workplace. Cambridge University Press.
Wrench, J., 2016. Diversity management and discrimination: Immigrants and ethnic minorities
in the EU. Routledge.
21

APPENDIX
Questionnaire
Do you agree that globalisation has impacted management of workplace diversity in Barratt
Developments Plc?
 Yes
 No
What level of impact you think globalisation has on management of workplace diversity in
Barratt Developments Plc?
 High
 Medium
 Low
Do you think different lifestyle across culture’s is one of reason behind level of impact you
talking about in previous question?
 Yes
 No
Do you think different opinion on body language like eye contact etc across culture’s is one of
reason behind level of impact you talking about in second question?
 Yes
 No
Do you agree that globalization lead to mixing of people who have different opinion on same
action like etiquette’s and touching of body etc and same affect management of workforce at
workplace?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Does different opinion on same action (behaviour or body language) lead to origination of
conflict between different group of people belong to varied culture?
 Strongly agree
22

 Agree
 Neutral
 Disagree
 Strongly disagree
Do different opinion on same action (behaviour or body language) lead less team spirit or work
between different group of people belong to varied culture?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Above situation make management of workforce difficult at Barratt Developments Plc?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Do you think that lack of management of workforce diversity lead to elevation of dissatisfaction
among employees at workplace?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Proper training and impart of knowledge about each other culture is given at workplace. Do you
think such kind of step will help HR in managing workforce diversity in better manner?
 Strongly agree
 Agree
 Neutral
 Disagree
23

 Strongly disagree
24