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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