Research Proposal: Promoting Equality and Diversity at AstraZeneca

This research proposal investigates the need for promoting equality and diversity within an organizational context, using AstraZeneca as a case study. The proposal outlines the research aim, objectives, and questions, focusing on understanding the concepts of equality and diversity, analyzing their importance in developing a productive workforce, identifying issues in implementation, and determining effective promotion methods. The literature review explores these concepts, discussing the significance of equality and diversity in the workplace, the benefits of a diverse workforce, and challenges in implementing diversity practices. The methodology section details the research design, which will be qualitative, and the data collection methods, including both primary (questionnaires) and secondary sources. The research aims to provide insights into how organizations like AstraZeneca can foster a more inclusive and equitable environment, ultimately leading to improved performance and success. The proposal emphasizes the importance of addressing issues such as resistance to change and cultural differences to effectively promote equality and diversity within the workplace.

Research Proposal

Table of Contents
TITLE: ............................................................................................................................................1
Chapter 1: Introduction ...................................................................................................................1
Chapter 2: Literature Review ..........................................................................................................3
Chapter 3: Research Methodology ..................................................................................................6
REFERENCES................................................................................................................................9
Appendix : ETHICAL ISSUES FORM.........................................................................................10

TITLE:
To investigate the need of promoting equality and diversity in an organisational context.
A case study on AstraZeneca.
Chapter 1: Introduction
Overview and Background of the Research
The investigation into consideration is based on the area of investigating the need of
promoting equality and diversity in the context of business. Therefore, the study area is wide, as
in the modern business environment, the key motive of each business is to attaining higher
growth and success via promoting equality and diversity (Wrench, 2016). However, it is required
for a business to promote diversity and equality for the sack of achieving growth through
reducing the chance of issues and conflicts. Equality in the workplace is refers to providing
impartially and fair chance to each individual to take participation in organisational practice and
gain opportunity to accomplish their own potential. Diversity in the context of workplace is
defined to recognising, consenting, understanding and observing dissimilarities among individual
related with age, culture, sex, social standard, sexual orientation, religion etc. In the present
investigation work AstraZeneca plc is the chosen organisation, thus this is an English-Swedish
multinational pharmaceutical and biopharmaceutical company. The AstraZeneca is established
in the year of 1999 through the significant merger of the Swedish Astra AB and the English
Zeneca Group. The company is mainly deals in pharmaceutical products and services at global
level. The potential consideration of AstraZeneca Plc is to promoting equality and diversity for
the purpose of developing organisational performance at global level.
Rational of the Research
The present study is related to analysing the need of promoting equality and diversity in
the business. The scope of study is wide, thus the exploration is effective in developing the idea
and knowledge base of individual and the researcher (Janssens and Zanoni, 2014). This study is
also important for the AstraZeneca Plc in acquiring data to promote equality and diversification
that helps the business in enhancing its operations and performance. The study guides the
business in analysing the proper need of managing equality and diversity to conduct business at
global level. The major reason for conducting the research is the personal interest of researcher,
as the investigator wants to explore their idea and knowledge in regards to the chosen study area.
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Research Aim
To investigate the need of promoting equality and diversity in an organisational context.
A case study on AstraZeneca.
Research Objectives
 To understand the concept of equality and diversity in the context of workplace.
 To analyse the importance of equality and diversity in developing productive and
effective workforce.
 To identify the issues which are faced by an organisation while implementing equality
and diversity practices. To determine the ways through which equality and diversity could be promoted in an
organisation.
Research Questions
 What is the concept of equality and diversity in the context of workplace?
 What are the importance of equality and diversity in developing productive and effective
workforce.
 What issues are faced by an organisation while implementing equality and diversity
practices?
 What are the ways are opt by an organisation in promoting equality and diversity?
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Chapter 2: Literature Review
Literature review is refers as a scholar paper, that involves the existing idea and
knowledge involving substantive outcomes and theoretical and methodological contribution to a
specific area (Kirton and Greene, 2015). This section of investigation is effectual in providing an
in-depth analysis over the issue through the support of secondary sources like books, journals,
published research articles, newspapers, magazines etc. This part create value in developing
theoretical framework which supports the work in suitable manner.
The concept of equality and diversity in the context of workplace.
As per the views expressed by Zach Lazzari, 2019, The meaning of equality varies
through employer and also comes through a legal precedent which is enforceable in the situation
when employees experience discrimination in the work place. In addition, equality is refers as a
fair treatment of individual regardless of their race, disability, gender, nationality, religion, age
and sexual orientation. In the context of business equality is essential term which is based on
providing equal opportunities to the individual to grow an attain benefits. Equality is the major
concern of businesses, thus it is important for an organisation to provide equal opportunity and
facility for reducing the chance of discrimination, Therefore, discrimination recognised as the
major issue which affects the overall operations of an organisation.
From the opinion analysis of Chevette Alston, 2019, diversity is encompasses over
respect and acceptance. It refers as an understanding which is based on the uniqueness of
individual and recognising individual difference. Diversity is based on the dimension of
ethnicity, sexual orientation, race, socio economic states, physical ability,m age, political or
religious belief. In addition, diversity is based on creating reality through individuals and groups
through a broad spectrum of demographic and philosophical differences. It is an extremely
essential aspect which supports and protect diversity through valuing group and an individual
free from prejudice or by fostering an environment where mutual respect and equality are
constitutional (Thompson, 2017). In the context of business, diversity is effectual in developing
opportunity for the business to expand its operations at global level via the significant support of
human resources.
The importance of equality and diversity in developing productive and effective workforce.
According to the opinion stated by Kristina Martic, 2018, In today's modern business
environment the key motive of each small as well as large business enterprises is to strengthen
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their work force via managing equality and diversity at work place. These two are the key term
which has significant influence over the operations and progression of the business. There are
numerous significance like improvising productivity, better decision making, increased profits,
effective working environment etc. of equality and diversity in developing productive and
effective workforce. like encouraging Diversity and equality in the Workplace Improves
Productivity, thus it refers as the major important which can be opt by businesses, thus proper
diversity management and equality helps the firm in promoting their productivity and this could
be resulted in attainment of higher growth (Galinsky And et. al., 2015). Organisations are
concern on providing equality to the employees and this is effective in developing opportunities
for the business in diversified area. However equality and diversity helps the business in
improving productivity. Equality is also effectual in developing the decision making process of
an organisation, thus individuals are taking participations in the major decisions of the firm and
provide their opinion which could be result in attainment of better idea and view which can be
effective in terms of increasing profit and revenue of the firm. Proper management of diversity
and equality is also advantageous in developing en effective working environment, thus with the
help of equality practices employees feel motivated and satisfied too, which can be result in
achieving growth and success.
The issues which are faced by an organisation while implementing equality and diversity
practices.
According to the opinion of Sharon Florentine, 2019, equality and diversity are two
essential aspect of a business, which is now a day's requires to be considered by the businesses
for the purpose of improving their operations and functions. Equality and diversity are two
crucial aspects which are not easy to be implemented within workplace, thus businesses are
facing multiple issues like acceptance and respect, resistance to change, communication, culture
and ethnic differences, workplace policies, generation gap, physical and mental disability and
many other, are faces by an organisation while implementing equality and diversity practices.
These are recognised as the major issues which are mainly faces by businesses in managing
equality and diversity at work place, as people are mainly resistance towards change as it is hard
for the business to accept change and respect others decision (Johnson and Svara, 2015).
However, it is important for the businesses to overcome the issues in respect to maintaining good
organisational practices.
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The ways through which equality and diversity could be promoted in an organisation.
According to the opinion stated by Cristian Grossmann, 2018, The potential motive of a
business is to maintain equality and diversity for the purpose of systematic execution of
organisational operations, thus businesses are also concern over implementing different ways to
promote diversity and equality at work place (Conley and Page, 2014). It is necessary for a
business to attain growth and success via implementing different ways of promoting equality and
diversity like empower the educate managers, create diversity and friendly workforce policies,
lead task from top, improve gender ration, use objective criteria, Offer Diverse Opportunities for
Employee Engagement, Create mentorship programme etc. These recognised as the potential
ways which are implemented by the businesses to promote equality and diversity, this this is
effective for a business to attain growth and success.
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Chapter 3: Research Methodology
Research methodology is the most important area of an investigation which provides
significant support to the work in right manner to reaching at the potential outcome. The research
into actual action is based on determining the need of promoting equality and diversity in an
organisational context. The primary obligation of the researcher is to select the most suitable
type in respect to carry out the work in right manner (DiGiacomo and Gutiérrez, 2016). This
section of investigation is based on multiple applications that are effectual in rendering support
to the work.
Type of Investigation: In the execution of an investigation, the prior obligation of an investigator
is to select the most suitable type of carry out the work in right manner. This section is
encompasses on qualitative and quantitative investigation type. The present study area is based
on the need of promoting equality and diversity in an organisational context and in this
qualitative investigation will be more suitable as it is effectual in providing detailed evaluation
over the chosen subject area. Qualitative investigation is suitable in providing in-depth
information that supports the subject area in viable manner to reaching at the key outcome.
Research Design: This is also an another important area of an investigation, thus this works as
the blue print of the work which provides a suitable specification to the study based on analysing
the need of promoting equality and diversity in an organisational context (Cook and Glass,
2014). This section of investigation is based on three area i.e. descriptive, exploratory and
experimental research design. In the present investigation work descriptive research design will
be most suitable for qualitative investigation and also helps in developing a descriptive analysis
with the support of hypothesis and models.
Data Collection Tools: A research is mainly based on the information which are accumulated by
the researcher as the outcome of an investigation is relay upon the data that are effectual in
providing support to the work through proper facts and figures. Data collection of an
investigation is based on primary and secondary aspects, this in an investigation area data has
been accumulated from primary or secondary sources. Primary tools are effectual in gathering
data for the very first time and in this information is mainly accumulated from survey,
questionnaire, interview, focus group etc. on the other hand, secondary investigation is also
valuable in developing an in-depth theoretical framework, therefore, a brief analysis is being
created via the support of secondary sources like books, journals, published research articles,
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newspapers etc. In the present study area both primary as well as secondary tools will be suitable
in providing support it the work related to analysing the need of promoting equality and diversity
in an organisational context. Primary investigation will be executed through the support of
developing questionnaire which covers the aim and objectives of the work (Jolley, 2014).
However, this will be proven as the most effective source as it is effectual in gathering wide
range of data. Secondary sources are viable in developing the section of literature review, which
could be seen as the most important area of an investigation to support appropriate results and
outcomes. In this section information accumulation is based on books, journals, articles, past
investigation work etc. In this previously executed works are most liable in providing suitable
assistance to the work in right manner.
Time Scale:
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REFERENCES
Books and Journals
Wrench, J., 2016. Diversity management and discrimination: Immigrants and ethnic minorities
in the EU. Routledge.
Janssens, M. and Zanoni, P., 2014. Alternative diversity management: Organizational practices
fostering ethnic equality at work. Scandinavian Journal of Management. 30(3). pp.317-
331.
Kirton, G. and Greene, A. M., 2015. The dynamics of managing diversity: A critical approach.
Routledge.
Thompson, N., 2017. Promoting equality: Challenging discrimination and oppression.
Macmillan International Higher Education.
Galinsky, A. D. And et. al., 2015. Maximizing the gains and minimizing the pains of diversity: A
policy perspective. Perspectives on Psychological Science. 10(6). pp.742-748.
Johnson, N. J. and Svara, J. H., 2015. Justice for All: Promoting Social Equity in Public
Administration: Promoting Social Equity in Public Administration. Routledge.
Conley, H. and Page, M., 2014. Gender equality in public services: Chasing the dream.
Routledge.
DiGiacomo, D. K. and Gutiérrez, K. D., 2016. Relational equity as a design tool within making
and tinkering activities. Mind, Culture, and activity. 23(2). pp.141-153.
Jolley, G., 2014. Evaluating complex community-based health promotion: addressing the
challenges. Evaluation and program planning. 45. pp.71-81.
Cook, A. and Glass, C., 2014. Above the glass ceiling: When are women and racial/ethnic
minorities promoted to CEO?. Strategic Management Journal. 35(7). pp.1080-1089.
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