Equality and Diversity in the Workplace: A Case Study

This research project evaluates the need for behaviours that support equality and diversity in the workplace, using Dorsett City London as a case study. The report begins with an introduction outlining the background, aim, objectives, and research questions. A literature review explores the concepts of equality and diversity, their importance, and strategies for implementation. The methodology section details the research philosophy, approach, methods, data collection techniques (questionnaires), and sampling methods. The project employs a quantitative approach, collecting data through questionnaires from 50 employees. The findings are analyzed and interpreted to address the research questions, followed by a discussion of the results and recommendations for Dorsett City London. The report concludes with a reflection on the research process and suggestions for future improvements, referencing key academic sources throughout.

Unit 11 Research
Project
1

Table of Contents
Research Title: “To evaluate the need of Behaviours that support equality and diversity in the
workplace” a case study on Dorsett City London............................................................................1
Chapter 1: Introduction....................................................................................................................1
1.1) Background of resrch project..........................................................................................1
1.2) Aim and objectives..........................................................................................................1
1.3) Rationale for selection of topic.......................................................................................1
1.4) Research questions..........................................................................................................2
Chapter 2: Literature Review...........................................................................................................2
2.1) Introduction.....................................................................................................................2
2.2) Main Body.......................................................................................................................2
Chapter 3: Research Methodology...................................................................................................4
Cost, assess and ethical consideration....................................................................................9
Chapter 4: Data analysis and Interpretation.....................................................................................9
Chapter 5: Communication of Findings and Recommendations...................................................16
5.1) Research Findings and Conclusion...............................................................................16
5.2) Communication with stakeholders................................................................................17
5.3) Recommendations.........................................................................................................17
Chapter 6: Reflection.....................................................................................................................18
6.1) Reflection on the effectiveness of research methods applied.......................................18
6.2) Recommended actions for improvements in future research........................................18
REFERENCES..............................................................................................................................18
2

Research Title: “To evaluate the need of Behaviours that support equality and
diversity in the workplace” a case study on Dorsett City London.
Chapter 1: Introduction
1.1) Background of resrch project
Equality and diversity are two vital concept from which equality is concerned with
maintaining fairness and discrimination free workplace where as diversity is associated with
leading better bonding and inclusion among varied employees who comes from different
background and culture (Sarter and Thomson, 2019). Thus, creation of equality and diversity is
important and required by all organisations to ensure better coordination and efficiency among
employees at workplace to achieve set goals. Thus, current investigation is conducted on Dorsett
City London which is a famous British hotel to evaluate the need of Behaviours that support
equality and diversity in the workplace.
1.2) Aim and objectives
Research aim
The main aim behind opting and conducting this investigation is:-“To develop better
understanding about the needs of Behaviours that support equality and diversity in the workplace
together with its role in improving performance of employees.” A research project on Dorsett
City London.
Research Objectives
The objectives associated with current investigation on Dorsett City London are stated as
follows:
 To evaluate the need of Behaviours that support equality and diversity in the workplace.
 To develop better understanding about importance of equality and diversity in improving
performance and efficiency of employees working in Dorsett City London.
 To identify the new ways and strategies that can be adopted by Dorsett City London to
effectively create and manage equality and diversity at its workplace.
3

1.3) Rationale for selection of topic
The selection of current investigation topic based on the behaviours the lead to support for
creation of equality and diversity is rationale and justifiable as it ensures development of better
management and communication skills in researcher through leading information about leading
equality and diversity at workplace. Further, it also viable for perspective of an organisation as
concept of equality and diversity lead to positive workplace that enhances performance and
viability of employees. Beside this, current investigation also meets academic and educational
purpose of researcher tighter with lead better knowledge and information for other scholars.
1.4) Research questions
The set Research questions and problems evaluated through current investigation on
Dorsett City London are listed as below:
 What is need of behaviour that helps in equality and diversity at workplace?
 Explain the importance of equality and diversity for improving performance and
efficiency of employees at Dorsett City London?
 What are several strategies that Dorsett City London can adopt for effectively managing
equality and diversity at workplace?
Chapter 2: Literature Review
2.1) Introduction
Literature review forms a vital part of researcher that facilitates accruing of needed
information by researcher from various online articles and scholar publication which is review
and analysed under this chapter of a resrch project (Nachmias, Aravopoulou and Caven, 2019).
Thus, literature review set a base and framework for further investigation through enhancing
understanding about current research topic through survey and review of available articles and
literature sources.
2.2) Main Body
To evaluate the need of Behaviours that support equality and diversity in the workplace
According to the view of Louise Petty, 2016, equality and diversity are two vital and
crucially needed concept for a firm or any other orgnisation as they are the one that lead to a
positive and healthy workplace environment where a significant level of interaction and
coordination exists among diversified employees. It has been evaluated that diversity at
4

workplace is associated with the presence of employees who belongs to come from a different
and varied culture, ethic, background, religion or any other varied personal trait. Thus, diversity
is needed an essential for an orgnisation as it enhance overall creativity and competencies of
workforces through integrating skills of diversified employees. on the other hand, equality is also
an vital phenomenon at workplace of a company as it is a concept that brings fairness and un-
biasness at workplace through treating all diversified employees with an equal and fair
considerations and eliminating all kind of discrimination to ensure better coordination and
workflow within an organisation (Nachmias, Ridgway and Caven, 2019).
Thus, on the basis of above discussion it can be evaluated that every orgnisation is having
a need of behaviours that facilities and lead support for equality and diversity in the workplace as
these behaviours are essential to set a coordination and integration among diversified employees
that lead to enriched skills and competencies of organisation. It could also be evaluated that a
diverse force lead to better expansion at varied target market along with boosting motivation
level of employees through lading equality and fairness at workplace.
To develop better understanding about importance of equality and diversity in improving
performance and efficiency of employees working in Dorsett City London
As per the information provided by Ruth Mayhew, 2019, leading equality and diversity at
workplace is important for improving and enhancing performance and level of efficiency of
employees as it facilities mutual respect and effective integration among diversified employees
that is essential to bring effective coordination in their work and efforts. Beside this, the most
vital role lead by equality and diversity in enhancing performance and efficiency of employees
consists of the fact that creation of fairness and open communication lead to reduction in
workplace conflicts and also provide an easier and mutual road for workers for resolution of
conflicts that enhance their performance and efficiency level. Apart from this, leading diversity
at workplace increase exposures of employees with different kinds of people that belongs to
different cultures and backgrounds that enhance creativity and efficiency level of employees also
with leading better development and expansion opportunity for both employees and organisation
that ensures improvement in efficiency and performance level of employees (Mathies, Lee and
Wong, 2018).
Thus, it can be analysed from above discussion that equality and diversity brings better
integration and communication among verified employees who belongs to different culture and
5

backgrounds thus, lead to better development of their skills and competencies that enhance their
performance and work efficiency. Beside this, it has been also find out from above discussion
that equality and diversity plays an important role in leading a positive and healthy workplace
environment that lead to conflict reduction and resolution thus enhance the efficiency and
performance of employees through leading better motivation and job satisfaction among them.
To identify the new ways and strategies that can be adopted by Dorsett City London to
effectively create and manage equality and diversity at its workplace
As per the opinion of Dr. Kelly S. Meier, 2019, the crucial ways and vital strategies that
could be adopted by Dorsett City London in order to effectively create and manage equality and
diversity at its workplace consist if fowling main ways:
Establish Equality and Diversity Training- It is vital way to lead equality and diversity
at workplace through means of effective and regular training as it educate employees and
diversified workforce about microaggressions. Thus, leading regular cultural and diversity
training is a vital way that can be adopt by Dorsett City London as it makes an orgnisation more
culturally competent and train and educate employees to grow together as a diversity-minded
team (Bamel, Paul and Bamel, 2018).
Think about Legal Ramification- The another way that could be adopted by Dorsett City
London to enhance and build equality and diversity at its workplace consists of thinking and
implication legal laws to protect and safeguard prospective of employees from discrimination.
Thus, implication of provisions of equality act, 2010 is a vital strategy that could be lead by
Dorsett City London to built equality and diversity through leading strict legal action against
discrimination and biasness (O’Donovan, 2018).
Thus, on the basis of above discussion it can be analysed that providing regular equality
and diversity training is an effective way to build an inclusive team that support and respect
fairness and diversity at workplace. Furthers, meeting and implementing legal provisions are also
viable strategy to lead equality and diversity through ensuring more strict action and control over
discrimination within workplace of a firm.
Chapter 3: Research Methodology
This chapter forms a vital part of a researcher as it facilitates effective tools and methods for
investigator to collect accurate data and indentify valid strategies for its evaluation and
presentation in a systematic manner to achieve the set objectives along with leading effective
6

decision making (Marlow, Hicks and Treanor, 2019). The description about set of methods and
approaches used for current project on Dorsett City London is provided below with valid
justification:
Research Philosophy- It consists of two vital phase for collecting and testing data which is
associated with a particular topic that are interpretivism and positivism. In order to current
investigation, implication of Positivism research philosophy is made is it is more efficacious and
lead better testing of quantitative numeric data (Wilson, 2017).
Research approach- It lead to a defined structure or set procedure for conducting and
executing a research project that is bifurcated into two types which are deductive and inductive.
In accordance with nature and context of current investigation, adoption of deductive approach is
made it enable better hypothesis and scan of quantitative value and numeric terms.
Research methods or Type of investigation- This section of research methodology mainly
consists of three main types of research method i.e. qualitative, quantitative and the third one is
mixed method. Out of these three uses of quantitative manner of data collection is adopted as it
ensures gathering of information in quantified form that is easy to present and lead to accurate
results as numeric forms are easily measurable (Hussain and Ishaq, 2016).
Activities and time scale- A large number of activities and complex task are associated with
conducting a research project thus, use of following Gantt chart had been made by researcher for
current investigation on Dorsett City London to ensure clarity and reduce overlapping of work
through systemic and practical presentation of activities.
7

8

Data collection method- It mainly consists of two main forms or source of data collection
which consist of primary and secondary sources. For current investigating on Dorsett City
London use of primary as well as secondary method of data collection is made as primary
facilitates accurate and up to date information from chosen participants where as secondary
ensures support from past facts. Questionnaire is used for collection of primary data where as
secondary data is implicated from online articles, books and journal (Wilson, 2018).
Sampling method- This represent a process of selecting a pre determined group of
individuals or observation for gathering information associated with current investigation
(Cleveland and et. al., 2016). For current research project on Dorsett City London use of
probabilistic method of sampling is made to select sample size of 50 respondents from
employees of Dorsett City London.
Research instrument
9

Use of questionnaire is made as research instrument for collecting data from selected 50
respondents from employees of Dorsett City London. Use of following questionnaire is made for
gathering information:
Questionnaire
Q1) Do you having any awareness regarding the need of behaviours that yield favour and
support for creation of equality and diversity in the workplace?
a) Yes
b) No
c) Neutral
Q2) What are the main importance of leading and creating equality and diversity at the
workplace of Dorsett City London?
a) Better productivity
b) Enriched competitive strength
c) Higher expansion opportunity
Q3) What perspective you are having regarding the importance of equality and diversity in
order to improving performance and level of efficiency of employees at Dorsett City
London?
a) Very important
b) Important
c) Not important
Q4) Which option explains the main importance of equality and diversity in leading
enhanced efficiency and performance of workforce of Dorsett City London?
a) Reduction in conflicts
b) Better coordination and inclusion
c) Enhanced creativity and motivation
Q5) What are the main challenges and barriers faced by Dorsett City London while leading
equality and diversity at its workplace?
a) Language and Cultural Differences
b) Diversified interest and needs of employees
c) Conflicting working styles
Q6) Are you agreed with the statement that equality and diversity also offer better
10

expansion and development opportunity for both employees and overall organisation?
a) Agreed
b) Disagreed
c) Neutral
Q7) Which one is the most viable strategy that could be adopted by Dorsett City London
for effectively managing equality and diversity at its workplace?
a) Equality and diversity training
b) Fair recruitment and selection policies
c) Implementing provisions of equality act, 2010
Q8) Any further recommendation for Dorsett City London to develop equality and
diversity at its workplace?
Cost, assess and ethical consideration
The estimated cost of current investigation n the basis of transporting cost, data collection
cost, data analysis and presentation cost along with other required expenses is around £ 250.
Further, all possible set of research principles and ethical considerations are met along with
taking written consent and approval from all respondents before involving in research project is
also taken. Beside this, provisions of data protection act are also considered to ensure safety and
authenticity of collected data along with maintaining its privacy and reliability.
Chapter 4: Data analysis and Interpretation
Use of following frequency table and pie charts have been made fir data analysis and
interpretation of data collected from 50 selected respondents from the employees of Dorsett City
London:
Theme 1: Need of behaviours that yield creation of equality and diversity in the workplace
Q1) Do you having any awareness regarding the need of behaviours
that yield favour and support for creation of equality and diversity
in the workplace?
Frequency
a) Yes 44
b) No 2
c) Neutral 4
11

Interpretation
It has been analysed from collected data that 44 participants were having awareness
regarding the need of behaviours that yield favour and support for creation of equality and
diversity in the workplace where as 2 were not aware along with 4 other respondents who are
neutral on above statement.
Theme 2: Importance of leading equality and diversity at the workplace
Q2) What are the main importance of leading and creating equality
and diversity at the workplace of Dorsett City London?
Frequency
a) Better productivity 25
b) Enriched competitive strength 10
c) Higher expansion opportunity 15
12

Interpretation
It could be interpreted in the basis of above pie chart that 25 participants believed that
better productivity is the main importance of leading and creating equality and diversity at the
workplace of Dorsett City London where as 10 individuals favoured enriched competitive
strength along with 15 other who supported Higher expansion opportunity.
Theme 3: Importance of equality and diversity in order to improving performance of
employees
Q3) What perspective you are having regarding the importance of
equality and diversity in order to improving performance and level
of efficiency of employees at Dorsett City London?
Frequency
a) Very important 20
b) Important 25
c) Not important 5
13

Interpretation
20 participants out of a total of 50 were having a thinking that it is very important to
manage equality and diversity for improving performance and level of efficiency of employees at
Dorsett City London where as 25 were in favour of important option along with 5 other who
supported not important option.
Theme 4: Importance of equality and diversity in leading enhanced efficiency of workforce
Q4) Which option explains the main importance of equality and
diversity in leading enhanced efficiency and performance of
workforce of Dorsett City London?
Frequency
a) Reduction in conflicts 15
b) Better coordination and inclusion 17
c) Enhanced creativity and motivation 18
14

Interpretation
Reduction in conflicts is one of the main importance of equality and diversity in leading
enhanced efficiency and performance of workforce of Dorsett City London as supported by 15
participants during current investigation where as 17 had favoured Better coordination and
inclusion together with 18 left out respondents who were in favour of enhanced creativity and
motivation level in workforce is lead by equality and diversity.
Theme 5: Main challenges while leading equality and diversity
Q5) What are the main challenges and barriers faced by Dorsett
City London while leading equality and diversity at its workplace?
Frequency
a) Language and Cultural Differences 18
b) Diversified interest and needs of employees 12
c) Conflicting working styles 20
15

Interpretation
The main challenges that are encountered by Dorsett City London while leading equality
and diversity at its workplace consists of Language and Cultural Differences as supported by 18
individuals along with 12 other who favoured Diversified interest and needs of employees
whereas 20 respondents are also there who supported Conflicting working styles as main
challenge.
Theme 6: Better expansion and development opportunity by equality and diversity
Q6) Are you agreed with the statement that equality and diversity
also offer better expansion and development opportunity for both
employees and overall organisation?
Frequency
a) Agreed 40
b) Disagreed 2
c) Neutral 8
16

Interpretation
It has been find out from current investigation that 40 participants were agreed with
statement that equality and diversity also offer better expansion and development opportunity for
both employees and overall organisation where as only 2 individuals were disagreed along with 8
more participants who are neutral with respect to above written fact.
Theme 7: Viable strategy for effectively managing equality and diversity at its workplace
Q7) Which one is the most viable strategy that could be adopted by
Dorsett City London for effectively managing equality and diversity
at its workplace?
Frequency
a) Equality and diversity training 18
b) Fair recruitment and selection policies 13
c) Implementing provisions of equality act, 2010 19
17

Interpretation
18 participants during current investigation supported Equality and diversity training as
one is the most viable strategy that could be adopted by Dorsett City London for effectively
managing equality and diversity at its workplace while 13 respondents were in favour of Fair
recruitment and selection policies. Besides this, 19 respondents had also supported Implementing
provisions of equality act, 2010 for effectively managing equality and diversity at its workplace.
Chapter 5: Communication of Findings and Recommendations
5.1) Research Findings and Conclusion
On the basis of current research work it has been find out that many importance are
associated with leading and creating equality and diversity at the workplace which consist of
better productivity, enriched competitive strength and higher expansion opportunity. Beside this
it has been also observed during current investigation that equality and diversity plays important
and vital role in improving performance and level of efficiency of employees trough reducing
conflicts, leading better coordination and inclusion along with enhanced creativity and
motivation in employees that improve their performance. Further, it has been find out that many
challenges like Language and Cultural Differences, Diversified interest and needs of employees
and Conflicting working styles is also faced while managing equality and diversity thus, some
effective ways and strategies are needed by orgnisation to overcome these challenges. It has been
find out and concluded with current investigation that Equality and diversity training, Fair
18

recruitment and selection policies and Implementing provisions of equality act, 2010 are some of
the effective strategies for mnaging equality and diversity at workplace.
5.2) Communication with stakeholders
Stakeholders are the person that are directly or indirectly related with the business
operation of an orgnisation and lead significant impact on its decision making thus,
communicating findings of current investigation with stakeholders of Dorsett City London is
vital to meet objective of current investigation. The identified audience and important
stakeholders with whom the above sated findings are communicated are consist of managers,
directors, employees, customers and other associated parties to ensure effective decision making
to lead a fair workplace environment. Use of online modes of communication like digital and
social media would be made by investigator to share and communicate findings of current
investigation for ensuring better management of equality and diversity.
5.3) Recommendations
With respect to above investigation following recommendation could be made for Dorsett
City London for effectively managing equality and diversity at its workplace:
 Providing regular Equality and diversity training is recommended for Dorsett City
London as it ensures better awareness among employees regarding diversified culture
that built a feeling if respect and inclusion for all culture to maintain harmony and
diversity minded team at workplace.
 Implication of Fair recruitment and selection policies is also suggested for Dorsett City
London as it ensuring of employees and candidates from diversified culture and
background to lead creation of diversity at workplace to enhance creativity and efficiency
level of workforce.
 Beside this, Implementing provisions of equality act, 2010 is also recommended for
Dorsett City London as it ensures more strict legal guidance and provisions for
controlling discrimination and unethical practises at workplace of Dorsett City London to
ensures a positive workplace through effectively managing equality and diversity.
19

Chapter 6: Reflection
6.1) Reflection on the effectiveness of research methods applied
The resrch method that are applied by me for conducting current investigation consist of
Posistivitism philosophy that lead to better testing of objectives along with deductive approach
that ensures an effective way to analysis and evaluate collected data in numeric form. Further,
use of quantitative research method was made by me that lead to an effective and most viable
way to gather all needed and relevant information for success and meting objectives of my
research work. The only pitfall and issue encountered while making use of applied research
method is that quantitative form of data does not provide an in-depth and detailed information
about the view point and behaviour of respondents. Beside this, effective presentation of data in
form of pie charts and frequency table is also ensured by applied research method thus, lead to an
effective way to meet all set objective on time as questionnaire ensures a cost and time effective
way of data collection
6.2) Recommended actions for improvements in future research
The current research work has lead to enhanced skills and competencies in me and
improved my knowledge regarding the efficient use of various research method to accomplish
desired objectives. It has been leant by me that use of quantitative method is effective in meeting
desired objectives but for future research work use of qualitative method could be recommended
as it ensures collection of detailed information to get better understanding about perceptive of
responded. But qualitative research method includes use of interview that is much complex and
time consuming method for gathering data for investigation.
REFERENCES
Books and journal
Bamel, U.K., Paul, H. and Bamel, N., 2018. Managing workplace diversity through
organizational climate. In Flexibility in Resource Management (pp. 87-97). Springer,
Singapore.
Clarke, J., 2018. The Use of Equality and Equality Frameworks by Fire and Rescue Services. In
Fire and Rescue Services (pp. 159-177). Springer, Cham.
Cleveland, M. and et. al., 2016. Identity, culture, dispositions and behavior: A cross-national
examination of globalization and culture change. Journal of Business Research. 69(3).
pp.1090-1102.
20

Felton, K. and Harrison, G., 2017. Supporting inclusive practicum experiences for international
students across the social sciences: Building industry capacity. Higher Education
Research & Development. 36(1). pp.88-101.
French, J. and Gordon, R., 2019. Strategic Social Marketing: For Behaviour and Social Change.
SAGE Publications Limited.
Hussain, A.M. and Ishaq, M., 2016. Equality and diversity in the British armed forces: progress,
challenges and prospects. Defense & Security Analysis. 32(1). pp.36-50.
Kaczmarek, S., 2017. Rethinking board diversity with the behavioural theory of corporate
governance: opportunities and challenges for advances in theorising. Journal of
Management & Governance. 21(4). pp.879-906.
Marlow, S., Hicks, S. and Treanor, L., 2019. Gendering Entrepreneurial Behaviour. In
Entrepreneurial Behaviour (pp. 39-60). Palgrave Macmillan, Cham.
Mathies, C., Lee, J. J. and Wong, A., 2018. Service models and culture: impact on work
behaviours. Journal of Services Marketing.
Nachmias, S., Aravopoulou, E. and Caven, V., 2019. Diversity and Equality Issues in Modern
Organisations. In Inequality and Organizational Practice (pp. 17-43). Palgrave
Macmillan, Cham.
Nachmias, S., Ridgway, M. and Caven, V., 2019. The Legal Framework on Diversity and
Equality. In Inequality and Organizational Practice (pp. 15-36). Palgrave Macmillan,
Cham.
O’Donovan, D., 2018. Diversity and Inclusion in the Workplace. In Organizational Behaviour
and Human Resource Management (pp. 73-108). Springer, Cham.
Sarter, E.K. and Thomson, E., 2019. Fulfilling its promise? Strategic public procurement and the
impact of equality considerations on employers’ behaviour in Scotland. Public Money &
Management, pp.1-9.
Wilson, F. M., 2018. Organizational behaviour and work: a critical introduction. Oxford
university press.
Wilson, F.M., 2017. Organizational behaviour and gender. Routledge.
Online:
Ruth Mayhew. 2019. Why Is Diversity in the Workplace Important to Employees?. [Online]
Available Through:< https://smallbusiness.chron.com/diversity-workplace-important-
employees-10812.html >.
Louise Petty. 2016. How Equality & Diversity Improves Your Workplace: Examining the
Benefits. [Online] Available Through:<
https://www.highspeedtraining.co.uk/hub/equality-diversity-benefits-workplace/ >.
Dr. Kelly S. Meier. 2019. Equality & Diversity in the Workplace. [Online] Available Through:<
https://work.chron.com/equality-diversity-workplace-18485.html >.
21