Analysis of Equality and Diversity in House of Fraser's Workplace

This report evaluates equality and diversity within the House of Fraser, examining the impact of managerial behavior. It explores the rationale, significance, aim, objectives, and research questions related to fostering an inclusive workplace. The study includes a literature review, detailed methodology covering research methods, instruments, sampling, and ethical considerations. Findings and discussions are presented, followed by conclusions, recommendations for improvement, and suggestions for future research. The report highlights the importance of manager behavior in promoting equality and diversity, the impact of managerial decision-making, and challenges faced in coordinating diverse teams. It offers insights into creating a supportive and equitable environment for employees, contributing to organizational success and employee satisfaction. The appendices include the questionnaire, research proposal, and ethics approval form.

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TABLE OF CONTENT
INTRODUCTION...........................................................................................................................4
Title: Evaluation of equality and diversity in workplace of House of Fraser..............................4
1.1 Rationale................................................................................................................................4
1.2 Significance of research.........................................................................................................4
1.3 Aim........................................................................................................................................5
1.4 Objectives..............................................................................................................................5
1.5 Research Hypothesis and questions.......................................................................................5
1.6 Scope......................................................................................................................................6
CHAPTER 2: LITERATURE REVIEW.........................................................................................6
CHAPTER 3: METHODOLOGY.................................................................................................12
Introduction................................................................................................................................12
3.1 Research Methods and Techniques.....................................................................................12
3.2 Research Instruments...........................................................................................................12
3.3 Sampling..............................................................................................................................13
3.4 Ethical Issues.......................................................................................................................13
3.5 Data Analysis.......................................................................................................................13
3.6 Research Design..................................................................................................................13
3.7 Research Approach..............................................................................................................14
3.8 Data Collection....................................................................................................................14
3.9 Gantt chart...........................................................................................................................14
CHAPTER 4: RESULTS, FINDINGS AND DISCUSSION........................................................15
4.1 Research Results..................................................................................................................15
4.2 Research Findings................................................................................................................24
CHAPTER 5: CONCLUSION, RECOMMENDATIONS AND REFLECTION........................25
5.1 Conclusion...........................................................................................................................25
5.2 Recommendations................................................................................................................26
5.3 Future Research...................................................................................................................27
5.4 Reflective Statement............................................................................................................28
APPENDIX....................................................................................................................................31
Questionnaire.............................................................................................................................31
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Research Proposal......................................................................................................................33
APPENDIX 3: Research Ethics Approval Form...........................................................................36
REFERENECS..............................................................................................................................42
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INTRODUCTION
Title: Evaluation of equality and diversity in workplace of House of Fraser
1.1 Rationale
“Equality and diversity” is one of the most recent and important topic that states leaders
and manager of firm need to respect ideas and opinion of each individual. There are some
companies in which manager do not provide proper respect or gratitude to employees that have
worked hard for growth and success of enterprise which leads to dissatisfaction among
employees. Most of the employees do not like to work with such enterprise that pays less
attention to provide supportive and friendly environments to individual (Griffiths and Vaughan,
2016). Therefore, it lead to high turnover rates and chance of absentees within firm so increasing
cost of hiring new employees that have skills and limited experiences. So, due to increase chance
of discriminative behaviour by manager of company towards employees as made me feel to
conduct research on behaviour that support equality and diversity in workplace. There are
various importance of such behaviour in professional life as it lead to give better outcome for
enterprise like increase in profitability, market share and performance of organisation.
Employees are high motivated and dedicated to work in the organisation that provide safe and
secure working environment to individual (Keval, 2020). So, leaders and manager need to
gratitude and respect each individual that belongs to different culture and tradition so that they
can work in coordinated manner of better growth and success of firm. Thus, in order to conduct
research I have chosen crucial topic that can helps number of organisation to retain employees
satisfaction and loyalty so that better and qualitative services can be renders to end user.
1.2 Significance of research
The research conduct is important because human are the most crucial and essential
resources for any organisation so they need to be equality respected for overall growth of
enterprise. There are many large companies in Britain that employee’s huge number of
individual so that task can be completed within limited time and cost and wants of people can be
fulfilled. Most of the employees ensure that leaders and manager of their company behave in
proper and gratitude manner to manage diversity within firm. But there are organisation that does
not values its human resources which have adversely impacted on their operation and brand
image in the market (Raphael, 2019). Employees have not have provided support and guidance
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that lead to high turnover and chances of absentees reducing number of employees and affecting
company profitability. Therefore it is significant topic to conduct research so that companies can
be aware of important of behaviour that support individual and equality so that they can easily
perform their work and contributed towards achievements of common goals. The report wants to
explain about importance behaviour that supports equality and diversity within firm (Schachner,
2018). Manager has to be have politely and in positive attitude so that employees can put their
best efforts for expansion of business operation in the market. Therefore it can be illustrated form
above as per my view it is essential topic that describe the way behaviour of individual can
promote equality and diversity in the organisation.
1.3 Aim
To analysis and evaluates managerial behaviour that can support equality and diversity in
workplace. A case study of House of Fraser.
1.4 Objectives
 To known about importance of behaviour in managing equality and diversity.
 To analysis the impact of managerial decision making in bring equality and diversity in
firm.
 To identify various challenges that is faced by manager in coordinating different
individual towards common goals.
 To find out various recommendation and suggestion that can helps manager to
implement equality act in workplace.
1.5 Research Hypothesis and questions
1. What are the benefits of manager behaviour in implementing equality and diversity for
organisation?
2. What are the impact of managerial support behaviour on employees and work place of
firm?
3. Different challenges that are faced by management in managing equality and diversity in
workplace?
4. Various methods that can be used to provide equal opportunities to all so that maximum
outcome can be gained?
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1.6 Scope
It can be illustrated form above analyses that scope of research on behaviour that support
equality and diversity is wide. The report can be further deeply analysed in order to known about
impact of managerial behaviour in reducing employment turnover, brining equality and
managing diversity in workplace. It is can be used by number of manager in order to find ways
that can improve performance and productivity of employees so that company can earn
maximum profit margin. Thus, the research is not limited rather it is wide that covers various
areas such as importance of manager behaviour in brining equality and diversity. It has described
about different challenges that are faced by manager handling people that belong to different
culture, taste, preference and tradition (Syed and Ozbilgin, 2019). The report has also included
various points such as the techniques that can be used by manager in order to provide good
working environment.
CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
Manager is responsible for planning, arranging resources and managing different
employees that are working in organisation so that particular outcome or objectives can be
achieved. Manager of company through continuously monitoring and supervising performance
of each individual is able to identify various challenges that they are facing n workplace. Thus,
able to find effective provided solution so that they can be offered supportive and friendly
behaviour to perform different function.
2.2. Main body
Theme1: Importance of manager behaviour support in equality and diversity
As per view of Noon, (2018) There are various benefits or importance of manager
behaviour that support equality and diversity such as helped in improving performance of
employees so that quality products and services can be given to customers. It also helped in
raising moral and motivation level of individual to work hard so that firm can gain competitive
advantages in the market. The author has also stated that it has helped in better coordination and
cooperation of individual efforts towards common goals. There are some other benefits of
equality and diversity like employees are highly influenced to take risk and adapt to different
changes so that company can achieve its objectives. Workplace diversity is the variety of
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differences between people in the organization. it is not only included individual’s identification
but also how behaviour impacts them. Attitude of the people plays essential role in the
organization such as when employer keeps fair treatment with the staff then it encourages
employee to give high performance in the workplace.
However, another Barak, (2016) have criticized about above stated statement in their
published research papers that to handle equality and diversity in the workplace is not easy task
for the company. The reason behind is that it requires good leadership style and high
understanding between employer and employees then it may possible to achieve profitability in
the workplace. Due to lack behind of leadership skills, managers unable to communicate with the
diverse cultural staff as result raises conflicts among them. To manage equality and diversity
effectively in the workplace needs strategic policies which can maintain wellbeing of individuals
in the working place. So, it demonstrates that manager must have good strategic skills so that
they can develop profitable policies that helps employer and employees to meet it’s objective on
time. But if a manager is lack behind of this skill then it leads competitive disadvantage in the
company and reduces profitability of the company. When managers discriminate it’s staff in the
workplace then it directly impacts staff productivity in the workplace because discrimination
demotivates them to give high efforts so they avoid to give full attendance in the workplace.
Guillaume and et.al., (2017) has stated in their books that only a good behaviour of the manager
can not help to maintain equality and diversity in the workplace. Functioning and skills of the
managers supports to impact on individuals’ behaviours in the workplace. When a manager has
good post but lacking behind of manager skills like problem solving, time management, task
delegation, motivation and others then they cannot become good manager and unable to manage
equality and diversity within organization.
Theme 2: Impact of managerial decision making in bring equality and diversity in firm
As illustrated by Krivkovich and et.al., (2017) manager plays essential roles such as
planning, organizing, conducting, controlling and coordination in the organization. These roles
manage all operations in the corporation and helps to meet its objective over the time. However,
managers have numerous functions i.e. recruitment & selection, rewards & punishment, training
& monitoring and decision-making which they perform in the organization. To bring diversity in
the workplace recruits skilful applicants from outside the boundary then selects talented
applicant who suitable for the vacant position. There are few reasons that causes manager
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recruits diverse staff in the workplace. This type initiatives takes by MNC’s which operates
across the world and has good brand image in the business market. these MNC’s companies has
aim to fulfil each customer objective by offering high quality products and services so that in
return they can generate lifetime loyalty of customer for the brand. Therefore, company uses
employee diversity strategy in the workplace. With the strategy, managers enable to lead
diversity in the workplace and trains them effectively so that they can understand each customer
behaviour and enhances purchasing behaviour of the customer in the market. To bring equality in
diverse workplace develops different type of policies by managers that helps corporation to gain
profitability and builds healthy working environment in the workplace. Anti-discrimination
policy offers by managers to the diverse cultural staff that maintains their wellbeing and
improves productivity in the working place.
Other Lindblom, (2017) perspective, fairness in decision-making process is another good
opportunity for managers which helps to make individuals loyal for the company and promotes
them to give high quality in their working in the workplace. When manager keeps transparency
in decision-making process, promotion policies, task delegation and other business activities then
it builds trustworthy relationship between management and staff and encourages them to retain
in the company for long time. Managers makes employee orientation decision in the
organization. it gives positive impact on equality and diversity in the firm such as managers
personally makes individuals learns that how to perform in the workplace and how coordinate
together while working in the team. It helps staff who belongs to different countries, states and
keeps difference to each other in term of race, culture, language, attitude and performance skills,
to communicate with each other effectively while employee orientation program and improves
their working skills as well. Thus, managers’ decision-making brings equality and diversity in
the firm effectively.
However, some Milner, Demilly and Pochic, (2019) have criticized above authors in their
published articles that managerial decision-making does not give any effective impact to bring
equality and diversity in the firm. The reason behind is that it requires skilful managers who can
develop effective strategy and takes effective decision to maintain diversity in the workplace.
Authors has illustrated in their books that managerial decision-making needs high specification
then it can lead equality and diversity within organization. When a manager does not have this
skill as result, they cannot bring equality in diverse workplace and wrong decision-making
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process can reduce goodwill of the firm in the business market.
Theme 3: Identify various challenges that is faced by manager in coordinating different
individual towards common goals
As per the view of Yanaprasart (2016) there are numerous challenges that are faced by
manager in the organization while coordinating diverse staff towards common goals. Conflicts
between the staff is the major challenge that is faced by manager while delegating task in a team.
Each employee who belongs to different culture and possess different skills, in that case conflict
takes place among them because each wants to give priority to their viewpoint. Then manager
have to handle this conflict personally. Equality and diversity management plays great role in an
organisation’s workplace. This is the main reason that, currently top-level management within
each business is trying to follow the concept of equality and diversity within the workplace.
Basically, when a company’s top-level management systematically manages equality and
diversity in its workplace, then its existing employees will be able to get equal chance of growth
within the workplace. That’s why nowadays most employees like to work only in such
organisations where existing management has systematically managed equality and diversity
within the workplace. In this situation, the management within each business or company need to
properly manage equality and diversity aspects in their respective workplace.
According to Kemper, Bader and Froese (2019) top-level management in each business
highly need to consider challenges which come while implementing equality and diversity in its
daily operations. Generally, equality and diversity support to a company to take extra-ordinary
work from its employees. Currently most successful companies have already managed equality
and diversity aspects in their respective workplace. Reason is, the management of these
companies fully knows actual value of equality and diversity within the workplace. That’s why
nowadays these companies can take huge advantages from equality and diversity management.
Nowadays most employees also like to work only in such organisations or businesses where
present management already has properly managed equality and diversity with the workplace by
dealing with different challenges of equality and diversity.
As illustrated by Flynn, Haynes and Kilgour (2017) currently governments also within
many countries has passed different laws which has completely based on equality and diversity,
like; government of the United Kingdom has given instructions to those all companies which
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comes under its authorisation area that, each company owner is responsible to provide equal
growth opportunity to its all existing employees or people. In this situation, most businesses in
the UK already has managed equality and diversity within their respective workplace. Of course,
existing management of a company faces different challenges in the workplace while managing
equality and diversity in the workplace. In this situation, management of each business or
company need to develop some specific strategies towards systematically dealing various
challenges and difficulties of equality and diversity management task. It is very necessary for
successfully managing equality and diversity in the workplace for forever. There is proper
communication between upper management and employees too important for removing various
barriers of equality and diversity. On the other side, existing management can take some specific
suggestions and advices also from different businesses about how to deal with different
challenges of equality and diversity management.
Theme 4: Various recommendations and suggestions that can help manager to implement
equality act in workplace
According to Ritter-Hayashi, Vermeulen and Knoben (2019) top-level management in
every company or business need to highly consider equality and diversity within the workplace,
because if it not considers, then it will never take effective work from its different employees in
the workplace. Nowadays most people and employees completely know various advantages of
equality and diversity. That’s why they always give very high priority to only such organisations
or companies where existing management has systematically managed equality and diversity
within the workplace. This is the main reason that, every business or company need to take some
effective decisions to properly manage equality and diversity in own workplace.
Most of the employees always like for putting their great efforts within that workplace
where existing management offers equal growth opportunity to each and every employee. In this
situation, all organisations, businesses or companies need to always offer equal growth
opportunity to their every employee through managing equality and diversity within their
respective workplace. By taking this step, all organisations, businesses or companies will be able
to take great work from their various employees. Currently there are lots of innovate strategies
present to a company to properly manage equality and diversity within its workplace, in which
upper management of that company is responsible to implement those all strategies to take many
advantages form the equality and diversity management.
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On the basis of Henderikse, van Beek and Pouwels (2017) the management within each
company should understand this basic thing that, without equality and diversity no company can
grow in the market. Currently there are very huge competition within each and every industry or
sector, in which company each and every business focuses on gaining an effective workforce,
because when a business has effective workforce, then it can easily achieve huge competitive
advantages in the market. This is the main reason that, management within each business should
highly consider this factor within its business environment. A manager can face different
challenges also while managing equality and diversity in the workplace. In this situation, the
management need to hire some highly qualified people in its workplace who has expertise
knowledge of equality and diversity. These experts can give appropriate suggestions and advice
to management for systematically dealing with different challenges of equality and diversity
management. At the end, upper management of a company should take some appropriate
decisions towards removing those elements from workplace which can negatively affect its
equality and diversity management.
According to Gotsis and Grimani (2017) in this dynamic and modern world every
business is highly required to systematically manage its employees or people in the workplace.
Reason is, when a company properly manage its various employees in the workplace, then that
company can take effective work from its employee. In this situation, top-level management of
company can involve equality and diversity aspects while managing people within the
workplace, because equality and diversity aspects supports to management for systematically
managing people in the workplace. Currently many business experts and consultants also give
same advice and recommendations that, equality and diversity aspects contribute in properly
managing people within the workplace. This is the main reason that existing management within
different companies or businesses should understand the actual value of the equality and
diversity. Of course, managing these aspects within workplace is not a small task to a company,
because while managing equality and diversity the management of company is always required
to gain appropriate knowledge of equality and diversity.
2.3 Conclusion
By getting knowledge, the management can easily find those strategies which can
contribute in systematically managing equality and diversity in the workplace. Basically,
employees always feel valued by the upper management, when upper management
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systematically follows concept of equality and diversity within the workplace.
CHAPTER 3: METHODOLOGY
Introduction
Research is a process of finding new ideas or information which supports to increase the
potential of an organisation (Mor Barak and et.al., 2016). The main focus of research is to
increase the information and knowledge about any find which helps to develop better and
frequent activities.
3.1 Research Methods and Techniques
There are two types of research which supports for increasing the efficiency of a business
organisation for developing effective theories and methods. First is, qualitative research which
mainly focuses on quality of products and services for improving the performance of a company
for increasing their sales ratio. This data collecting type supports to understands all internal
factors of product and services for increasing the efficiency of a company. Second is,
quantitative research type which mainly focuses on the statistical aspect of the data collection for
understanding the information and knowledge effectively. This qualitative research type has used
for completing this existing research project. Basically, this type of research helps in
understanding the internal factors of a company or business, and develop better strategies for
achieving objectives in effective manner.
3.2 Research Instruments
Research philosophy is the way in which the data need to be collected for increasing the
efficiency. It is too essential for a researcher to know and understand the right type of philosophy
which supports for increasing the efficiency of a business and gain excellent theories from the
collected data. There is, it is based on two philosophies. Positivism philosophy provides the true
and realistic facts which are currently exists in the environment. On the other side, interpretive
philosophy is a medium which supports for understanding the reality of the environment and
collect the accurate data from it in effective manner. This is too essential for business to know
and understand both philosophies for maintaining the quality of research, and for gaining
excellent results (Riccò, 2017). There is positivism philosophy has used in this research project
for developing different effective theories properly.
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3.3 Sampling
Sampling methods also plays a great role in a research project. In this situation, sampling
methods has played great role in this existing research project as well. Generally, there are two
types of methods involves in the data sampling called probably and non-probably. Both are too
productive methods, but there is random sampling method has used to collect data in this project.
There were 10 random employees of House of Fraser company has selected for an interview
session. These 10 employees given various answers when questions were asked to them which
has based on the equality and diversity management. Employees properly shared their different
opinions and ideas on equality and diversity aspects while interview session.
3.4 Ethical Issues
There are ethical considerations was completely used during collecting data for this
research project. According to ethical considerations stage of the research project, each
researcher is responsible to adhere those all legislations and ethics which has passed by the local
government for a research task (Syed and Ali, 2019). For example; a researcher has no right for
using data of another researcher without taking its permission. There were no pressurised various
employees of House of Fraser to know their answers on questions while interview. On the other
side, there were no those questions asked to employees which can negatively impact their dignity
and emotions. It means, all ethical considerations were systematically considered during
collecting data to this research project.
3.5 Data Analysis
Data analysis is too important task for this research project, because data analysis process
gives great opportunity for removing such data from the research project which is fully illogical,
unreal, and useless. The main objective behind data analysis step is to mention only that data in
the research project which is really logical, useful and meaningful. Basically, there are two types
of data analysis methods exists which was highly contributed in analysing all the collected data.
These methods are known as thematic and statistical. There is only thematic method used in
existing project to analyse the data. The thematic data analysis method helps in dividing all
collected data into various themes, this process really supports in analysing the collated data.
This is the main reason that, the thematic method of data collection has used in this project.
3.6 Research Design
Research design is a systematic framework that supports in developing methods for
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conducting research within the market. There are various combinations of methods which are
linked to develop effective research design and increase the efficiency to gain accurate data
effectively. There are three types of research design inductive, deductive and abdicative research.
This research project will use inductive research design to collect data and increase the
productivity of business.
3.7 Research Approach
Research approach is a strategic combination of various methods and process of the data
collection for gaining positive results. There are various types of research approach, like;
exploratory, descriptive and explanatory research etc. Exploratory research is generally used to
find the answers of some questions that support to increase the appropriate data collection.
Descriptive research emphasizes on developing information base understand behaviour, taste
preference of population. Explanatory research is mainly used for understanding the impact of
other factors within the market environment (Baker, Ali and French, 2017). There is exploratory
research approach has used in this research project which is too effective in finding different
results.
3.8 Data Collection
Data collection is another major step in this research project, because this is the step that
provides different data which are highly necessary to complete this exiting research project
effectively. Generally, there are two types of data collection methods exists which was
effectively contributed in completing this research project called primary and secondary. In this
situation, the primary data collection method supports in collecting data by observation and
interview etc. On the other side, the secondary data collection method supports in collecting data
by various resources like; books & journals, internet and magazines, etc. (Caputo, Ayoko and
Amoo, 2018). These are some prime resources of data collection, in which there are primary and
secondary both data collection methods have used to complete this research project.
3.9 Gantt chart
A Gantt chart always supports in knowing actual ways and paths which has taken to
complete a research project. An effective Gantt chart has been mentioned below;
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CHAPTER 4: RESULTS, FINDINGS AND DISCUSSION
4.1 Research Results
Theme 1: How equality and diversity affect your performance and productivity in the
workplace?
Q1. How equality and diversity effect your performance and productivity in the
workplace?
Frequency
 Positively 8
 Negatively 1
 No impact 1
Total 10
Interpretation: There are eight out of ten employees of House of Fraser said that, equality and
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diversity positively affect their performance in the workplace. On the other side, there is one
employee said that, equality and diversity negatively affect my performance and productivity,
and one said equality and diversity no impacts my performance in the workplace. On the basis of
these data, there are equality and diversity positively affect performance of various employees in
the any workplace. Reason is, there are 8 employees out of 10 agreed within this statement that,
equality and diversity affect their productivity and performance within the workplace. This is the
main reason that, each organisation needs to consider equality and diversity in its workplace for
developing performance and productivity of its employees or people.
Theme 2: Do you think your top-level management promotes equality and diversity within the
workplace?
Q2. Do you think your top-level management promotes equality and diversity
within the workplace?
Frequency
 Yes 7
 No 2
 Not know 1
Total 10
Interpretation: While interview session, there are seven out of ten employees of the House of
Fraser said that yes, our top-level management really promotes equality and diversity in the
workplace. On the other side, there are two employees said that, our top-level management not
promotes equality and diversity in the workplace. At the end, the rest one employee said that, I
don’t know my upper management promotes equality and diversity in the workplace or not. So,
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the conclusion is, top-level management of House of Fraser really promotes equality and
diversity in the workplace. Reason is, there are seven employees House of Fraser out of ten
agreed with this statement that, top-level management of company highly promotes equality and
diversity within the workplace.
Theme 3: In your opinion, what are major barriers within the equality and diversity
management?
Q3. In your opinion, what are major barriers within the equality and diversity
management?
Frequency
 Low interest of top-level management 3
 Poor management strategies 4
 Lack of knowledge 3
Total 10
Interpretation: There are three out of ten employees said that low interest of top-level
management is the biggest barrier within the equality and diversity management. Then four out
of ten employees agreed with this statement that poor management strategies, is the main barrier
for the equality and diversity management. At the end according to the rest three employees,
there is lack of knowledge is the main barrier in the equality and diversity management. So, the
conclusion is, top-level management within every organisation should try to remove all barriers
from its equality and diversity management. Reason is, these barriers always negatively affects
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to equality and diversity management of company or organisation.
Theme 4: Do you think equality and diversity is necessary in the workplace?
Q4. Do you think equality and diversity is necessary in the workplace? Frequency
 Yes 8
 No 2
 Not sure 0
Total 10
Interpretation: From The above chart it can be interpreted that out of ten respondent eight
participant replied that equality and diversity is necessary for the workplace because it supports
staff to understand each other and leads extensive communication between each other. They
believed that equality and diversity keep working environment creative and maintains wellbeing
of individuals in the organization. While two communicators argued above statement because
they thought equality and diversity requires high maintenance which is not possible for the
organization. based on majority answering has been interpreted that equality and diversity is
essential in the workplace.
Theme 5: What tactics and strategies are followed by House of Fraser for influencing equality
and diversity in the organization?
Q5. What tactics and strategies are followed by House of Fraser for Frequency
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influencing equality and diversity in the organization?
 Provide Anti-discrimination policies 1
 Offer equal opportunities to promotion 1
 Diversity training program 2
 All of them 6
Total 10
Interpretation: From the bar chart can be calculated that out of ten respondent two
communication replied that House of Fraser follows diversity training program to promote
equality and diversity in the organization. they believed that diversity training program provides
understanding in individuals about diverse staff and builds good relationship among them. On
the other hand, six respondents commented that organization follows numerous tactics or
strategies such as anti-discrimination policy, offers equal opportunities for the promotion and
diversity training program that promotes equality and diversity in the organization effectively.
On the basis of communicator answering can be interpreted that organization uses effective
strategies to influence equality and diversity in the workplace.
Theme 6: Do you think employees who are completely different from others are treated fairly
in the House of Fraser?
Q6. Do you think employees who are completely different from others are
treated fairly in the House of Fraser?
Frequency
 Yes 8
 No 1
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 Not sure 1
Total 10
Interpretation: It can be interpreted that out of the sample of ten respondent eight employees
replied that House of Fraser treats its employees fairly who are different from each other in the
organization. the reason behind is that it is medium sized technology company which requires
those employees who have creative mind along with asset of skills. Therefore, it maintains
diversity in the workplace that demonstrate that it treats fairly with the staff. While one candidate
ignored above statement and replied that it is medium sized business so it cannot handle diversity
at the workplace. Whereas one candidate stated that they are not sure with above stated fact.
Theme 7: Do you think staff of backgrounds communicate well in the House of Fraser?
Q7. Do you think staff of backgrounds communicate well within House of
Fraser?
Frequency
 Yes 8
 No 2
 Not sure 0
Total 10
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Interpretation: The mentioned diagram explained that out of ten responsible only eight
communicators agreed that staff background communicates well within organization. They
thought House of Fraser uses various strategies to maintain equality and diversity then it
automatically proves that staff background communicates effectively in the corporation. Only
two participants stated that they do not think organization promotes diversity in the workplace
because it has not good management who can handle diversity. To prove their statement, they
unable to give any evidence.
Theme 8: Do you think diversity training program promotes diversity within the organization?
Q8. Do you think diversity training program promotes diversity within the
organization?
Frequency
 Yes 8
 No 2
 Not sure 0
Total 10
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Interpretation: It can be interpreted that out of ten communicators taken as a sample size out of
which only two respondents replied No that diversity training program does not promote
diversity in the workplace because they though it requires expert trainer who can understand
individuals needs in the workplace then can lead coordination among them through training
program. While eight candidates said that House of Fraser is medium sized private limited
company which occupy diversity in the workplace. So, they believed that diversity training
program leads high communication between staff and improves their weak areas. Thus, it can be
summarized that diversity training program is fruitful strategy for promoting diversity within the
workplace.
Theme 9: What are the main benefits of manager behaviour in adopting equality and diversity
for the organization?
Q9. What are the main benefits of manager behaviour in adopting equality
and diversity for the organization?
Frequency
 Increase turnover of staff 2
 Develops healthy working environment 1
 Improves wellbeing of staff 1
 All of them 6
Total 10
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Interpretation: It can be interpreted that out of ten participants only two participants respond
that, the good management behaviour improves productivity of staff in the workplace and
promotes equality and diversity effectively. While six employees stated that when manager
possess good behaviour while implementing equality and diversity in the workplace, in that state
organization gets large number of benefits such as improve turnover of staff, develops health
working environment which promotes individuals to give high performance as well as enhance
wellbeing of staff within workplace. Based on the majority answering can be interpreted that
manager behaviour plays essential role while maintaining equality and diversity in the
workplace.
Theme 10: What are the main challenges that faced by the management while managing
equality and diversity within the workplace?
Q10. What are the main challenges that faced by the management while
managing equality and diversity within the workplace?
Frequency
 Conflicts 1
 Employees resistance to work in a team 1
 Generation and age difference 2
 Language barrier 1
 All of them 5
Total 10
23

Interpretation: The diagram interpreted that above defined the summary that from sample size
of ten communicators two participant quoted that generation and age difference is the major
challenge that faced by management while managing equality and diversity within workplace.
the reason behind is that age difference led different viewpoints which may be not acceptable for
older generation or new generation that develops conflicts among employee in the workplace. In
contrast five respondent replied that there are various issues i.e. conflict, employee resistance to
work in a team and language barrier etc. are major challenge that are faced by management while
implementing equality and diversity at the workplace. It can be interpreted by majority of
respondent that management have to face various issues while managing diversity in the House
of Fraser effectively.
4.2 Research Findings
It can be discussed that diversity is necessary in the workplace while equality is very
important to maintain diversity within the organization. Diversity supports House of Fraser to
build its brand image within the business by meeting all customers’ objectives for the products
and services. On the other side, equality supports for maintaining individual’s well-being within
the workplace. There are both equality and diversity affect organization’s all over performance
and productivity as compared to other organizations (Kim and Park, 2017). Diversity affects
creativity within the organization, where equality retains effective talent for the long time in the
business. According to different themes, it can be analysed that House of Fraser company treats
its employees who possess difference to each other fairly. Transparency is necessary for this
organization, because it builds trustful relationship between employer and employees, and
24

encourages them for giving loyal performance. On the other side, there are different strategies,
like; antidiscrimination policies, equal opportunity in promotional policies and diversity training
program, etc. promotes equality and diversity within the organization properly.
There is Anti-discrimination policy ensures individuals that they are not discriminated by anyone
or if some senior authorities try for discriminating individual either male or female then they can
direct complaint against them, and able to take serious action quickly. This existing policy
attracts new workers or employees, specially to a female to work in an organization and shows
its skills for performing well (Dupuis, 2017). Equal opportunities in promotion policies is
another productive strategy that follows by this organization for promoting talented employees.
This strategy supports to company for generating high output within the workplace as well as
competent and strong workforce within the workplace. It analysed that equality in promotion
policy plays great role for maintaining diversity within the workplace. The whole interpretation
has provided understanding that House of Fraser helps equality and diversity within the
workplace, and its top-level management perform effectively for managing diverse employees
for forever. According to finding, there are each and every company within the market should
properly manage equality and diversity in its workplace, because this is very necessary to run its
business operations always on the progressive path.
CHAPTER 5: CONCLUSION, RECOMMENDATIONS AND
REFLECTION
5.1 Conclusion
Based on the findings of the research journal, it can be effectively concluded that
managerial behaviour at business organisations such as the House of Fraser, which supports the
notions of equality and diversity amongst all members of the business organisation, is of
immense importance with respect to creating and maintain a healthy, productive and ethical
organisational culture within the business organisation and for the workforce of the business
organisation to possess increased motivation and job satisfaction within (Konrad, Yang and
Maurer, 2016). Not only is it immensely advantageous for businesses to support diversity and
equality within their business organisation, it is also legally mandated by various governing
authorities which have implemented legal policies and laws with regards to ensuring that
business organisations such as the House of Fraser treat all of their employees equally, without
25

discriminating against any singular or group of employees based on organisational biases,
prejudices or corruption etc. Promoting equality and diversity within House of Fraser, provides it
with various operational advantages. The diverse workforce that House of Fraser possesses as a
direct result of managerial behaviour that support diversity within the business organisation, has
a direct impact on the skills and experience possessed by it operational workforce (Booysen,
Bendl and Pringle, 2018). Diverse workforce of House of Fraser allows for it to possess various
employees who come from different cultures, races and religions, all of whom bring to House of
Fraser, their own skills, personal experiences and knowledge base, allowing for House of
Fraser’s management to effectively address issues and problems which require a wider pool of
talent and experiences from its diverse organisational workforce, which effectively would not
have been possible had the business organisation not supported diversity amongst its workforce
and had consisted of employees, all of whom belong to the same region, culture, race or religion.
Supporting equality amongst all members of the workforce also has various advantages
and benefits for House of Fraser in relation to its operations. Equal pay scale and equal
implementations of organisational policies towards all members of the House of Fraser, allows
for all members of the business organisation to fell equal to one another, irrespective of their job
positions within the business organisation or the amount of power that they possess within House
of Fraser. This effectively allows for the managers of House of Fraser to create and maintain a
healthy and productive organisational culture within House of Fraser, which effectively
influences the operational behaviours of all the employees of the business organisation and helps
towards the increased operational performance, efficiency, productivity and profitability of
House of Fraser in the retail consumer markets (Lozano and Escrich, 2017). Supporting equality
amongst all employees and members within House of Fraser also reduces the chances of
organisational corruption taking place within the business organisation, which can have
immensely negative effects on the House of Fraser’s employee performance, efficiency,
motivation and job satisfaction levels. Thus managerial behaviour within House of Fraser that
supports the equality of diversity of all members of the business organisation help it operate with
increased performance, efficiency, productivity and profitability in the consumer markets, while
increasing the employee’s motivation and job satisfaction metrics.
5.2 Recommendations
There are several recommendations through which House of Fraser can improve and
26

enhance their support for equality and diversity amongst all members of the business
organisation. The most significant of these are as follows:
Recruitment: The human resource department and heads of House of Fraser are recommended to
create and implement a recruitment and selections strategy that encourages the recruitment and
selection of employees who belong to diverse cultures, nationalities, races etc., in an intention to
further diversify the skills and experience of their present workforce. Doing this will allow for
House of Fraser to possess increased diversified workforce which can help them in various
operational ways such as when trying to enter into new markets, solving organisational issues
and problems, understanding their customer’s needs and requirements etc.
Organisational Policies: In order to improve their support for equality amongst all members
within House of Fraser, its management is recommended towards creating and implementing
organisational policies within House of Fraser that are enforced upon all members of the
business organisation equally, irrespective of the member’s position within the hierarchy of the
business’s chain of command or the power or influence they might seem to hold within House of
Fraser (Ali and Konrad, 2017). Doing this will allow for House of Fraser to support equality
amongst all its members effectively and create a healthy and productive organisational culture
within the business.
Pay Scale: In order to further support equality amongst all members of the business organisation,
House of Fraser’s management is recommended to incorporate an equal pay scale for all
members within the business, who operate at a shared level within the business’s chain of
command. This will allow for increased equality amongst the diverse members within House of
Fraser and also contribute to House of Fraser’s efforts towards creating a healthy and productive
organisational culture within the business organisation, allowing for the employee’s of House of
Fraser to operate with increased motivation and job satisfaction metrics.
5.3 Future Research
As this research journal is conducted by making use of the qualitative type of research
which takes into account the feelings, beliefs, views and experiences of individuals participating
within the research, future research on the same topics can be conducted through quantitative
analysis. This would allow for the researchers to take into account factors that can be quantified
into numerical numbers and figures in order to perform mathematical and statistical analyses on
the research, providing a more well-rounded set of conclusions that would add and contribute
27

towards the researchers gaining a deeper understanding into how managerial decisions that
support diversity and equality within business organisations help the business in distinct ways
than was possible through a qualitative approach as is used by this research journal. As this
research journal makes use of primary data collection technique through dedicated interviews,
the future research endeavours can also include other methods of collecting primary data form
research participants such as questionnaires, diary journals, surveys etc., in order to collect
primary data from various sources and methods, so that the accuracy, relevance, reliability and
validity of the primary data used for future research purposes can be further improved.
5.4 Reflective Statement
Undertaking this past research was an immensely positive experience for me as I ended
up learning quite a lot about the importance and significance of equality and diversity within a
business organisation and why managerial decisions should support these within a business
organisation. For conducting this research, I had to consult and research from various distinct
sources and peer review journals that included libraries, the internet using ICT devices etc. For
collecting the primary data, I also had to conduct dedicated interviews of 10 employees of House
of Fraser (Markkanen and et.al., 2020). Though this was a challenging task initially, the amount
of accurate, relevant, reliable and valid data that I was able to collect from my endeavours
contributed immensely towards the purposes of the researched and helped in the data analysis
through which I was able to achieve the aims and objectives set for conducting the research
journal.
When at first I was tasked with undertaking a research journal of this scope, I felt nervous
and hesitant as I had never conducted research of this magnitude that required extensive data
collection using both primary and secondary data collection techniques. But with a little
guidance from my superiors and encouragement from my fellow researchers, in relation to the
sources I would need to consult in order to effectively collect and analyse required data, I
became motivated to start the research. Though there were complications during both data
collection and analysis processes of the research journal, which demotivated me and made me
feel incompetent, help from both my superiors and fellow researchers subsided these feelings and
made me continue on with the research in order to complete it within the prescribed deadline. On
the completion of the research journal, I felt immensely gratified and overjoyed as all my efforts
and hardships culminated into the research journal being completed successfully within the
28

prescribed deadlines.
For the purposes of completing this research journal, me and my fellow researchers
divided the tasks efficiently amongst ourselves in relation to both data collection and data
analysis operations of the research. All of us were responsible for conducting our own data
collection and analysis operations with the results and conclusions being added together from all
the researcher’s efforts at the end towards successfully completing this research journal. While
conducting this research journal, I was effectively able to research and collect a lot of relevant,
accurate, reliable and valid data which allowed for me to effectively analyse this data and come
to correct conclusions with respect to the aims and objectives set for the research journal
(Sekarwinahyu and et.al., 2019). I was also able to work productively with my fellow researchers
displaying great cooperation and teamwork in order to complete the research within deadlines.
However, I also faced challenges managing my personal timing restrictions and also found that
unfamiliarity with English, being my second language, to contribute towards a lot of the
challenges I faced while conducting interviews and writing the research journal.
In my personal opinion, my researching, analytical and problem solving skills are quite
effective and adequate, as is evidenced by my performance in completing this research journal. I
was effectively able to make use of my researching skills and experience with using ICT devices
in order to procure a lot of valid, relevant and reliable data. From this, using my adequate
problem solving and analytical skills, I was also able to analyse all the collected data in order to
come to accurate conclusions in relation to the aims and objectives of the research journal. My
team work skills are also on point as I was able to cooperatively and cohesively work together
with my fellow researchers in order to complete this research journal (Snowdon, 2018). On the
other hand, I found my time management skills to be inadequate as found it immensely
challenging during the processes of the research to work within my timing restrictions. I also
found my communication skills to need improvement owing to my inexperience with my second
language English.
From conducting this research journal, not only did I end up learning a lot about the
importance of managerial decision that support equality and diversity within a business
organisation, I also gained precious knowledge about the adequacy of my own skills and the
skills which if improved would effectively help in my personal and professional development in
the future. Addressing my inadequacy with the time management and communications skills
29

would effectively allow for me to conduct all my future endeavours in an increasingly productive
and efficient manner, then was possible from me during this research journal (Dhaliwal, Singh
and Singh, 2017). Improving my time management and communication skills would have
allowed for me to conduct this research journal in a better manner, allowing for the research
journal to have been of higher quality.
In order to address my shortcomings and to grow and develop myself both personally and
professionally, I have created a dedicated personal development plan, with the intention to
improve my time management and communications skills. This is as follows:
Development
Objectives
Activities Recommended to Improve Skills Resources
Required
Time
Duration
Time
Management
I can practise to improve my inadequate time
management skills by creating and adhering to
dedicated schedules and routine sheets for all
my future assignments and research operations.
Doing this will effectively allow for me to keep
a track of my timing restrictions on all times
and allow for me to assess in which particular
operations I mismanaged my time, so that it
can be improved.
Schedules,
Routine
Sheets,
Clock.
2-3 Months
Communication
Skills
I can join dedicated coaching classes, taught by
professionals in order to address my
unfamiliarity and incompetence with English
language. I can also start to read English books
and newspapers in order to enhance my English
vocabulary.
Coaching
Classes,
English
books and
newspapers,
dictionary
and
thesaurus.
2-3 Months
30

APPENDIX
Questionnaire
Q1. How equality and diversity effect your performance and productivity in the workplace?
 Positively
 Negatively
 No impact
Q2. Do you think your top-level management promotes equality and diversity within the
workplace?
 Yes
 No
 Not know
Q3. In your opinion, what are major barriers within the equality and diversity management?
 Low interest of top-level management
 Poor management strategies
 Lack of knowledge
Q4. Do you think equality and diversity is necessary in the workplace?
 Yes
 No
 Not sure
Q5. What tactics and strategies are followed by House of Fraser for influencing equality and
diversity in the organization?
 Provide Anti-discrimination policies
 Offer equal opportunities to promotion
 Diversity training program
 All of them
Q6. Do you think employees who are completely different from others are treated fairly in the
House of Fraser?
 Yes
 No
 Not sure
Q7. Do you think staff of backgrounds communicate well within House of Fraser?
31

 Yes
 No
 Not sure
Q8. Do you think diversity training program promotes diversity within the organization?
 Yes
 No
 Not sure
Q9. What are the main benefits of manager behaviour in adopting equality and diversity for the
organization?
 Increase turnover of staff
 Develops healthy working environment
 Improves wellbeing of staff
 All of them
Q10. What are the main challenges that faced by the management while managing equality and
diversity within the workplace?
 Conflicts
 Employees resistance to work in a team
 Generation and age difference
 Language barrier
 All of them
32

Research Proposal
Title: Title : Evaluation of equality and diversity in workplace of House of Fraser
Aim :
The aim of this project is to analysis and evaluates managerial behaviour that
can support equality and diversity in workplace. A case study of House of
Fraser.
Objectives:
 To know about importance of behaviour in managing equality and
diversity.
 To analysis the impact of managerial decision making in bring equality
and diversity in firm.
 To identify various challenges that is faced by manager in coordinating
different individual towards common goals.
 To find out various recommendation and suggestion that can helps
manager to implement equality act in workplace.
(A)Rationale:
(B)Research
Questions
The rationale for selecting this topic
Equality and diversity is often neglected at work place despite the fact that it is
mandatory legally and ethically (Henderikse, van Beek and Pouwels, 2017).
Thus the reason for selecting this topic is to ensure that organisations follow
equality practices and respect the diversity which enhances the business
outcomes as well as employee productivity.
1. What are the benefits of manager behaviour in implementing equality
and diversity for organisation?
33

(C)
Significance
of the
research;
(
D)Literature
review:
2. What are the impact of managerial support behaviour on employees and
work place of firm?
3. Different challenges that are faced by management in managing equality
and diversity in workplace?
4. Various methods that can be used to provide equal opportunities to all so
that maximum outcome can be gained?
The study is very significant in terms of understanding the role and practices of
diversity management at work place. It will also help organisations to
understand that equality is crucial for the growth of business and for developing
highly motivated a productive work force (Dupuis, 2017).
According to Barak, (2016) equal and fair treatment and opportunity at work
place is not only legal but ethical and fundamental right as well. When
organisation gives same respect and treatment to their staff members then
companies are able to manage diversity in more effective manner. In the same
context Lindblom, (2017) stated that with suitable management of diverse
workforce it also become easy for the organisation to understand the needs of
diverse customers which is beneficial in this global environment.
Main task:
Methodology
How are you
going to
conduct your
research?
I would be using qualitative research in this study. For collecting the data 10
employees of House of Fraser company will be chosen randomly. The data
analysis of the study will be conducted by using thematic analysis so that
findings are not only related to few statistics instead a broad idea can be
explored.
34

Sources of
Information:
References used so far:
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive
workplace. Sage Publications.
Dupuis, J. P., 2017. Diversity Management in Organizations in Québec and
Canada: Facts, Figures and Real-Life Experiences', Management and
Diversity. (International Perspectives on Equality, Diversity and
Inclusion, Volume 3).
Henderikse, W., van Beek, A. and Pouwels, B., 2017. THE EFFICACY OF
STRATEGIES TO ELEVATE GENDER EQUALITY IN
LEADERSHIP. Gender, Communication, and the Leadership Gap.
p.127.
Lindblom, E., 2017. Reporting on Gender Equality and Diversity: A Discourse
Analysis of the GRI Framework for Sustainability Reporting.
35

APPENDIX 3: Research Ethics Approval Form
All research activity conducted under by staff, or students’ where the research involves human
participants or the use of data collected from human participants are required to gain ethical
approval before commencing their research.
Please answer all relevant questions and note that your form may be returned if incomplete.
For further support and guidance please see the accompanying Research Ethics Policy or contact
your respective Module Tutor.
Before completing this form, we advise that you discuss your proposed research fully with
your Module Tutor. Please complete this form in good time before your research project is due
to commence.
Section 1: Basic Details
Project title:……… Evaluation of equality and diversity in workplace of House of Fraser
…………………………………………………………………………………………….......
Student name:……………………………………………………………………………..
Student ID number:………………………………………………………………………
Programme:…………………………………………………………………………………
School:………………………………………………………………………………………..
Intended research start date:………………………………………………………..
Intended research end date:………………………………………………………….
Section 2: Project Summary
36

Please select all research methods that you plan to use as part of your project:
 Interviews:
 Questionnaires:
 Observations:
 Use of Personal Records:
 Data Analysis:
 Action Research:
 Focus Groups:
 Other (please specify):
Section 3: Participants
Please answer the following questions giving full details where necessary.
Will your research involve human participants?
Yes
Who are the participants? Tick all that apply:
Ages 12-16: Young People aged 17-18: Adults:
How will participants be recruited (identified and approached)?
For recruitment of participants at first the manager of organisation will be approached and
informed about the research objective and procedure. Then on confirmation of manager
potential participants will be identified. After identification individuals will be informed
about the research and asked for their participation. For approaching them email as well as
personal interaction will be used.
37

Describe the processes you will use to inform participants about what you are doing:
A brief summary of the research details will be provided verbally to participants. In
addition to his detailed summary will be mailed to employees so that they can give their
consent freely.
How will you obtain consent from participants? Will this be written? How will it be
made clear to participants that they may withdraw consent to participate at any
time?
The consent from participants will be obtained through email and written statement as well.
In order to clear the participants regarding their free withdrawal from the study the term
will be mentioned in the written statement as well as a note in the confirmation email so
that employees can be aware regarding this.
Studies involving questionnaires: Will participants be given the option of omitting
questions they do not wish to answer?
Yes: No:
If No please explain why below and ensure that you cover any ethical issues arising from
this
Studies involving observation: Confirm whether participants will be asked for their
informed consent to be observed.
Yes: No:
Will you debrief participants at the end of their participation (i.e. give them a brief
explanation of the study)?
38

Yes: No:
Will participants be given information about the findings of your study? (This could be a
brief summary of your findings in general)
Yes: No:
Section 4: Data Storage and Security
Confirm that all personal data will be stored and processed in compliance with the
Data Protection Act (1998)
Yes: No:
Who will have access to the data and personal information?
The personal information and data will be accessible to researcher only.
During the research:
Where will the data be stored?
The data will be stored in offline mode, on laptop in report format only.
Will mobile devices such as USB storage and laptops be used?
Yes: No:
If yes, please provide further details:
Laptop and USB storage will be used to store the research details and outcomes
39

After the research:
Where will the data be stored?
After research the study related details will be available online as well. However, the
personal details of sampling population will not be accessible to any other except
researcher.
How long will the data and records be kept for and in what format?
The records and data will be kept for 1 year.
Will data be kept for use by other researchers? Yes: No:
If yes, please provide further details:
Other researcher will be able to use the research findings and methods but they will not be
able to use the personal details of chosen sample population.
Section 5: Ethical Issues
Are there any particular features of your proposed work which may raise ethical
concerns?
No
If so, please outline how you will deal with these.
It is important that you demonstrate your awareness of potential risks that may arise as a
result of your research. Please consider/address all issues that may apply. Ethical concerns
may include, but are not limited to the following:
 Informed Consent
40

 Potentially Vulnerable Participants
 Sensitive Topics
 Risks to Participants and/or Researchers
 Confidentiality/Anonymity
 Disclosures/limits to confidentiality
 Data Storage and Security both during and after the research (including transfer, sharing,
encryption, protection)
 Reporting
 Dissemination and use of your findings
Section 6: Declaration
I have read, understood and will abide by The ST. Patrick’s College Research Ethics Policy: Yes: No:
I have discussed the ethical issues relating to my research with my Module Tutor: Yes: No:
I confirm that to the best of my knowledge:
The above information is correct and that this is a full description of the ethics issues that may arise in the
course of my research.
Name:
……………………………………………………………………………………………………………………
Date: …………………………………
Please submit your completed form to ………………………….
41

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