Benefits of Training New Staff for Diversity: Sainsbury's Case Study

This research project analyzes the benefits of diversity training for newly hired staff in a large and diversified business organization, using Sainsbury's as a case study. The study explores the implementation of cultural diversity, challenges faced by the HR department in delivering training, and the benefits of such training, including increased employee collaboration and engagement, and empowerment of new ideas. The research employs a quantitative approach, utilizing a questionnaire for primary data collection and a literature review for secondary data. The methodology includes interpretivism as the research philosophy, a deductive approach, and an experimental research design. The project also discusses ethical considerations, data analysis through thematic analysis, and provides recommendations for alternative research methodologies, reflecting on the overall research process and its outcomes.

Research Project

Contents
Topic- To analyse the benefits of training the newly hired staff for diversity in a large and
diversified business organisations. A case study on Sainsbury’s....................................................4
Introduction......................................................................................................................................4
Background of the investigation.............................................................................................4
Research Aim.........................................................................................................................4
Research Objectives...............................................................................................................5
Research Questions................................................................................................................5
Rationale of the research........................................................................................................5
Literature Review.............................................................................................................................5
Cultural diversity applied by a large organization at workplace............................................5
Challenges faced by HR department of Sainsbury’s while delivering training to newly hired
employees in relation to diversity...........................................................................................6
Benefits of training the newly hired staff for diversity in Sainsbury’s..................................7
Research Methodology....................................................................................................................7
Research philosophy:..............................................................................................................7
Research Methods:.................................................................................................................7
Research Approach:................................................................................................................8
Research Design:....................................................................................................................8
Data Collection Tools:............................................................................................................8
Data Sampling:.......................................................................................................................9
Ethical Consideration.......................................................................................................................9
Data analysis and interpretations.....................................................................................................9
Questionnaire..........................................................................................................................9
Thematic Analysis................................................................................................................11
Research Outcomes........................................................................................................................17
Reflection and recommendation for alternative research methodology........................................18
Reflection.............................................................................................................................18
Alternative Research methodology......................................................................................18
Conclusion.....................................................................................................................................18
Recommendations..........................................................................................................................18

REFERENCES..............................................................................................................................20

Topic- To analyse the benefits of training the newly hired staff for diversity in
a large and diversified business organisations. A case study on
Sainsbury’s.
Introduction
Equality and Diversity at workplace can be defined as the two crucial elememts which are
required to be understood in a detailed manner because this term is something that may make or
break an organisation in a short time of span. It has been analysed that, newly hired staff majorly
goes through a range of difficulties in their probation period because they actually don’t have
much information about what type of culture the company is following and how the existing
employees will communicate with them because it is maybe possible that they may belong to a
different culture or belongings. It is much required for organisations to develop training sessions
for the diverse inspired workforce and help them with a range of actions that they can take while
working with each other in much effective and efficient manner. Sainsbury's, was specifically
facing this issue because it is already working at a large scale and newly hired staff members
world facing problems because they were not aware of the culture that has been followed by the
company and this raised high employee turnover ratio and this impacted negatively on overall
performance level of firm.
Background of the investigation
Over the years, there are many organisations which are working at international level are going
through different range of difficulties while managing equality and diversity at workplace. When
it comes to mould newly hired staff members in the working environment with existing
employees, most of the organisations deal with problems. It has been analysed that training is
considered to be the only solution for them to help new staff members to get the knowledge of
what exactly the culture is being followed by the company and understand it properly so that no
conflicts may takes place among existing and new staff.
Research Aim
Aim of this investigation is “To analyse the benefits of training the newly hired staff for
diversity in a large and diversified business organisations. A case study on Sainsbury’s.”

Research Objectives
 To analyse how cultural diversity is being implemented by a large organization.
 To identify the challenges faced by HR department of Sainsbury’s while delivering
training to newly hired employees.
 To determine the benefits of training the newly hired staff for diversity in Sainsbury’s.
Research Questions
 How cultural diversity is being implemented by a large organization at workplace?
 What are the challenges faced by HR department of Sainsbury’s while delivering training
to newly hired employees in relation to diversity?
 What are considered to be the benefits of training the newly hired staff for diversity in
Sainsbury’s?
Rationale of the research
Fundamental reason for considering the picked theme was the personal interest towards the
subject which was to analyse how new and diversified workforce can effectively get training
from HR department in order to perform different range of tasks with existing staff members.
Then again, in the event that it is discussion about the abilities, at that point research aptitudes,
correspondence, critical thinking and a lot increasingly other relational aptitudes will be
improved, which may help the investigator in future while working in an association.
Additionally, this subject is significant in light of the fact that it has affected in both positive and
negative way on organization's image picture and expanded or diminished the high workers
turnover ratio.
Literature Review
Cultural diversity applied by a large organization at workplace
As mentioned by Ward, J., 2016, it is difficult to work with individuals when an individual is just
hired in an organisation or when he or she don't comprehend where they're coming from.
"Although, it is may be possible that they may get the knowledge about what job needing to be
done and also it can be said that for a company every single employee whether he or she belongs
to a different or same culture carries equal opportunities and rights while giving there

contribution towards desired goals of the company. Including this, there are a range of
implementing related strategies for cultural diversity at workplace within a large organisation
and these are: acknowledging differences, offering implicit bias training, letting newly staff
members by doing, encouraging personal evaluation, giving value to all diversity and so on.
Implementation of implicit bias training is considered to be one of the crucial way of bringing in
cultural diversity at workplace and may help an organisation to deliver a zero discrimination
related environment to both newly hired and existing staff members. With the help of this,
diversified workforce may effectively become able to attain common goals and objectives.
However, it can be said that it is not that much easier by for a large business organisation like
Sainsbury’s to effectively implement cultural diversity at workplace because it has been analysed
that implementing implicit bias training at workplace make create conflicts as one in between
newly hired and existing staff members.
Challenges faced by HR department of Sainsbury’s while delivering training to newly hired
employees in relation to diversity
As mentioned by Al-Jenaibi, B., 2017, at the time of giving training sessions to newly hired staff
members and relation with diversity and the culture followed by the organisation it has been
analysed that there are ample number of challenges that can be faced by HR department of an
organisation like Sainsbury’s. Some of the challenges are presented underneath: Giving New Starters Too Much Information At Once: This is considered as one of the
crucial obstacle which is specifically faced by Sainsbury’s at the time of giving training
to newly hired staff. Basically, employee induction training is definitely not a one-day
process. It ought to be an organized arrangement that starts when the new starter
acknowledges their new job. By offering computerized assets on learning stage,
Sainsbury’s new employees can start their οn-boarding before they have even strolled
into workplaces. It becomes really very hard for staff members who has been hired
recently to catch every single information given by HR department in relation with
cultural diversity at one go. Getting Lost In The Details: It has been analysed that, the training and recruitment
policy of Sainsbury's offers detailed information to the new hired staff members and this
is considered as one of the challenge which is specifically faced by employees because it
is much needed for the organisation to first comfort staff members and then deliver

information to them as per the situation. This would effectively help HR department of
Sainsbury’s to deliver information to staff members in correct time in relation to cultural
diversity policy followed by the company.
Benefits of training the newly hired staff for diversity in Sainsbury’s
Based on the information given by Lindsay, S, 2018, training sessions given to newly hired staff
members and relation with equality and diversity can help an organisation like Sainsbury’s or
any other large company to gain ample number of benefits and some of these benefits are
presented underneath: Increases employee collaboration and engagement: Delivering training in relation with
cultural diversity and equality directly impacts positively on collaboration and
engagement among existing and new staff members in Sainsbury’s because they both get
to know about each other through resolving their queries with the help of communication.
 Empowering the Sharing of New Ideas from All Employees: Another social advantage
that came in front it of delivering diversity related training program to newly hired staff
members is that it helps in energizing the liberated progression of thoughts from
representatives at all degrees of Sainsbury’s. In light of the fact that diversity related
induction training frequently puts an accentuation on esteeming the contemplations of
staff members (existing). By making supervisors/group pioneers all the more inviting of
new contemplations and thoughts, information can be picked up from all degrees of the
association—permitting pioneers to gather experiences into organization forms that they
may not in any case have picked up.
Research Methodology
Research philosophy:
Ontology, interpretivism, positivism, epistemology and realism are the crucial philosophies that
are specifically being adapted by researchers and in present investigation, investigator has
utilised interpretivism as this will be belief of researcher to collect information about the
phenomenon which is being taken into consideration.
Research Methods:
In present time, researches are specifically performed considering different research
methods like qualitative and quantitative and mixed methodology. In present context,

investigator will be considering quantitative research on the topic benefits of training the newly
hired staff members in relation to diversity and equality in large organisations. The reason
behind using qualitative investigation is to pull out numeric information of how training has
impacted on behaviour of new staff members of Sainsbury’s in much effective and efficient
manner.
Research Approach:
Deductive and inductive are considered to be the two to investigating approaches that are
majorly utilised by researchers and in present investigation, the particular zone of study is based
on numbers, the results that researcher is looking forward to gather it is also in numbers where it
can be said that deductive approach will be much more beneficial than any other and it is also
directly linking with quantitative investigation.
Research Design:
It is said to be a blue print of an investigation and accomplices giving essential approach to
manage investigator to finish the whole work right way. This district of appraisal is sorted out
among various parts, for instance, experimental, exploratory and preliminary examination plan.
In the research which is performed by investigator on the topic i.e. To analyse the benefits of
training the newly hired staff for diversity in a large and diversified business organisations. A
case study on Sainsbury’s, researcher will be utilising experimental design which will
fundamentally be pertinent in creating favourable outcomes for quantitative examination as this
assessment helps in giving significant data with respect to the region with considering actual
facts that are encompasses over determining benefits of training given to newly hired staff
members.
Data Collection Tools:
Specifically there are two types of data collection tools that helps an investigator in
gathering information and these are primary and secondary. Primary data collection tools stay is
much more reliable than secondary because this type of approach utilised for gathering the data
stage authentic in nature which was never being accumulated before by any researcher. In
relation to this, there are a range of collection tools like questionnaire, Focus group, survey,
interview and so on that are used by investigators in order to pull out information. An
investigation will be based on primary data collection tools only where investigator will be

considering questionnaire. On the other hand, if it is talked about secondary data collection tools
and there are books, articles, online websites, journals and so on that can be used by researcher
and while performing investigation on analysing the benefits of training given to newly hired
staff members in relation with equality and Diversity then literature review section of the
investigation is based on this approach only.
Data Sampling:
Probabilistic and non probabilistic are the two crucial data sampling approaches that are
specifically adopted by investigators based on their usage and perceptions. in present context,
where investigator is looking forward to analyse the benefits of training given to staff members
in relation with equality and diversity non probabilistic approach is selected where random
sampling method is utilised. On the other hand, 40 respondents (Employees if Sainsbury’s), are
selected who will be delivering answers to the questions developed in questionnaire and the
confirmation in relation to security of personal information if gets lead then the consent form is
also signed by them.
Ethical Consideration
Considering the present investigation, it is significant for investigator to consider all the research
morals in regard to actualizing the entire work in right way without confronting any sort of
unsafe. Accordingly, investigator would require for helping the work by means of the reasonable
direction of moral practices and give agree to the members in regard to demonstrating their
assent about the undertaking. Additionally, needs give affirmation to their members with respect
to the individual data as it is basic to keeping up classification of their information which is
private.
Data analysis and interpretations
Questionnaire
Questionnaire
Q.1 Are you aware of the two crucial subjects cultural diversity and equality?
a) Yes
b) No
Q2. Why it is important for an organisation to deliver training to newly hired staff members

about cultural diversity and equality?
a) To enhance knowledge of staff
b) For better communication
c) To improve collaboration among new and existing staff.
Q3. Do you think if giving induction program or training will be helpful to understand the
cultural diversity policy followed by Sainsbury’s to newly staff members?
a) Yes
b) No
Q4. According to you what will be the negative aspects that may takes place of not giving any
training sessions to new staff members in relation with equality and diversity?
a) Low motivation
b) High Employee turnover ratio
c) Less engagement
Q5. What are the challenges that Sainsbury’s HR department can face at the time of
delivering training to newly hired staff members?
a) Resistance to change
b) Giving New Starters Too Much Information At Once
c) Getting Lost In The Details
Q6. Based on your own thinking, what are the benefits that Sainsbury’s will get of delivering
training to staff members about equality and diversity?
a) Effective collaboration
b) Efficient communication among existing and new staff
c) Less conflicts take place
Q7. Do you think if making changes within recruitment and selection policy and linking it
with equality and diversity can be beneficial for Sainsbury’s at the time of recruiting new
staff?
a) May be
b) May be not
Q8. As per your own existing knowledge, is the required for Sainsbury’s to make alterations
in its existing equality and diversity policy?
a) Yes

b) No
Q9. Do you agree if, Sainsbury’s will get into trouble at the time of implementing the whole
new diversity and equality policy at the workplace?
a) Agree
b) Disagree
Q10. Any recommendations?
Thematic Analysis
Theme 1:
Q.1 Are you aware of the two crucial subjects cultural diversity and equality? Frequency
 Yes 35
 No 5
· Agree · Disagree
0
5
10
15
20
25
30
35
40
Chart Title
Interpretation: Above mentioned graph has clearly show that, 35 out of 40 respondents
were aware of equality and diversity and rest of the five did not had much information about the
same therefore information which researcher is going to gather will be much more authentic in
nature.
Theme 2:
Q2. Why it is important for an organisation to deliver training to newly hired
staff members about cultural diversity and equality?
Frequency
 To enhance knowledge of staff 15
 For better communication 15

 To improve collaboration among new and existing staff. 10
· Effective collaboration · Efficient
communication among
existing and new staff
· Less conflicts take
place
0
5
10
15
20
25
30
35
Chart Title
Interpretation: above graph show that 15 out of 40 respondents were in favour of
enhancing knowledge of the staff members, angry other 15 given their answers to words for
better communication and lastly only 10 respondents stated that training can improve
collaboration among new and existing staff members.
Theme 3:
Q3. Do you think if giving induction program or training will be helpful to
understand the cultural diversity policy followed by Sainsbury’s to newly staff
members?
Frequency
 Yes 25
 No 15

· Agree · Disagree
0
5
10
15
20
25
30
35
40
Chart Title
Interpretation: based on the graph it can easily be said that 25 out of 40 participants were
in favour and apart from that only 15 stated that no including cultural diversity policy within
induction program cannot help new staff members of the company to collaborate with others.
Theme 4:
Q4. According to you what will be the negative aspects that may takes place of
not giving any training sessions to new staff members in relation with equality
and diversity?
Frequency
 Low motivation 20
 High Employee turnover ratio 10
 Less engagement 10
· Effective collaboration · Efficient
communication among
existing and new staff
· Less conflicts take
place
0
5
10
15
20
25
30
35
Chart Title

Interpretation: Above mentioned graph, where 20 out of 40 respondents were in the
favour of low motivation 10 respondents from 40 given their answers towards higher employee
turnover ratio and lastly only 10 were in the favour of less engagement.
Theme 5:
Q5. What are the challenges that Sainsbury’s HR department can face at the
time of delivering training to newly hired staff members?
Frequency
 Resistance to change 10
 Giving New Starters Too Much Information At Once 15
 Getting Lost In The Details 15
· Effective collaboration · Efficient
communication among
existing and new staff
· Less conflicts take
place
0
5
10
15
20
25
30
35
Chart Title
Interpretation:
Theme 6: Graph has presented that, 10 out of 40 respondents were in the favour of resistance to
change, 15 has given their answers towards giving new starters too much information at once,
and lastly 15 from total number of 40 respondents stated that getting lost in the detailed
information is something that may lead staff members to go through different range of
difficulties.
Q6. Based on your own thinking, what are the benefits that Sainsbury’s will get
of delivering training to staff members about equality and diversity?
Frequency

 Effective collaboration 30
 Efficient communication among existing and new staff 5
 Less conflicts take place 5
· Effective collaboration · Efficient
communication among
existing and new staff
· Less conflicts take
place
0
5
10
15
20
25
30
35
Chart Title
Interpretation: In the graph, it is showing that from the total number of 40 respondents,
30 has given their answers towards effective collaboration, five were in the favour of efficient
communication among existing and new staff and lastly e the left participants stated that less
conflicts may take place.
Theme 7:
Q7. Do you think if making changes within recruitment and selection policy
and linking it with equality and diversity can be beneficial for Sainsbury’s at the
time of recruiting new staff?
Frequency
 May be 20
 May be not 20

· Agree · Disagree
0
5
10
15
20
25
30
35
40
Chart Title
Interpretation: Out of 40 respondents majority of the participants 35 were in the favour of
the same and apart from that only 5 has not agreed with the same.
Theme 8:
Q8. As per your own existing knowledge, is the required for Sainsbury’s to
make alterations in its existing equality and diversity policy?
Frequency
 Yes 30
 No 10
· Agree · Disagree
0
5
10
15
20
25
30
35
40
Chart Title
Interpretation: As per graph, which is showing that 30 respondents has given their
answers towards yes and stated that making alterations may help Sainsbury’s to get ample
number of benefits and on the other hand only 10 were not favouring to the same.

Theme 9:
Q9. Do you agree if, Sainsbury’s will get into trouble at the time of
implementing the whole new diversity and equality policy at the workplace?
Frequency
 Agree 35
 Disagree 5
· Agree · Disagree
0
5
10
15
20
25
30
35
40
Chart Title
Interpretation: Graph has given the information that, Sainsbury’s may effectively get into
trouble at the time of implementing the whole new equality and Diversity policy at workplace
where 35 respondents agreed on the same and rest of them did not.
Research Outcomes
Based on the information which has been presented above it can be said that there are ample
number of benefits can be seen of giving training to newly hired staff members in relation with
equality and diversity. With the help of effective induction program considering all the aspects
that has been presented in equality and diversity policy of Sainsbury’s, HR department can
directly get some positive results like improved collaboration among existing and new staff,
effective communication, zero discrimination and minimal conflicts among them.
Reflection and recommendation for alternative research methodology
Reflection
At the time of conducting investigation on the chosen topic former I have gone through a range
of problems like less time was available for me to conduct investigation in an appropriate way.

Another issue, which was considered to be a major obstacle for me was that respondents that I
chose were not ready to give information because they thought, I might use the information
given by them for any wrong activities. However, I took help from both my tutor and colleague
that has helped me out to get the breakthrough from all the obstacles that I was dealing with.
Alternative Research methodology
The best alternative research that came in front was conducting interview, because it may help
the investigator to look into the topic in a detailed manner but because of the less time frame that
was available to conduct this investigation I have utilised questionnaire.
Conclusion
With the help of above mentioned report, it is concluded that equality and Diversity at workplace
can deliver ample number of benefits to the organisation if proper training is given to newly
hired staff members. Also, it is much needed for the company to keep on making alterations in
induction program based on the modification that took place in policies of equality and diversity
for further improvements. Subsequently, it is required for the companies that are dealing at
international level to be concentrated in a particular way since it won't just effect decidedly on
information yet in addition so and has the enactment in connection with separation that can occur
in an organization corresponding to social assorted variety. With the assistance of this, future
choices of analyst according to working inside an association will be considerably more
powerful and productive as well.
Recommendations
While focusing on the information which has been presented above, it is recommended that HR
department of Sainsbury’s would required to prepare a clear presentation about how there quality
and Diversity policy works and the should be presented at the time conducting induction
program. On the other hand, it is also recommended to Sainsbury’s that it is needed for the
company to you keep on motivating staff members and ask them to communicate with each other
more frequently at the time of conducting a task because this may help them in enhancing
collaboration with each other that may be considered as a point that may lead the company to
achieve targets in much effective and in efficient manner.

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Hoffman, G. D. and Mitchell, T. D., 2016. Making diversity “everyone’s business”: A discourse
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Kundu, S. C. and Mor, A., 2017. Workforce diversity and organizational performance: a study of
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Schultz, D and et. al., 2020. Psychology and work today. Routledge.
Ward, J., 2016. Keeping the family business healthy: How to plan for continuing growth,
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