Equality and Diversity: Challenges and Strategies for Carter & Ward

This report examines the concepts of equality and diversity within the context of the Carter and Ward organization, an estate industry firm. The report delves into the core meanings of these concepts and explores the challenges that arise during their implementation, including issues related to employee management and diverse backgrounds. It further analyzes strategies for addressing these challenges, focusing on policy formulation and effective implementation. The research employs a project management plan, including cost analysis, scope definition, timelines, communication strategies, and risk mitigation. A literature review provides the foundation for understanding the complexities of equality and diversity, including the importance of legal compliance and the impact on employee motivation and organizational image. The report concludes with recommendations for promoting diversity and maintaining employee productivity.

Managing a Successful
Business Project
1

Table of Contents
Introduction......................................................................................................................................3
Project management plan.......................................................................................................4
Literature Review...........................................................................................................................11
Concept of Equality and Diversity.......................................................................................11
Issues and challenges in implementation of pratices for promoting equality and diversity at
workplace.............................................................................................................................13
Strategy and policies for effective implementation..............................................................14
Research Methodology..................................................................................................................15
Discussion and analysis.................................................................................................................17
Reflection:............................................................................................................................18
Evaluation and limitation of the research......................................................................................19
Recommendations:.........................................................................................................................19
Conclusion.....................................................................................................................................20
Reference.......................................................................................................................................22
APPENDIX I.................................................................................................................................24
2

Title: “To understand concept of Equality and diversity and a range of challenges & strategies
connected to it.” A case study on Carter and Ward
Introduction
Equality & Diversity the concept of treating all the employees equally in a organisation
irrespective of the diverse background to which they belong. This is regarded as the concept that
is practiced in every organisation related with management of employees. Present report is based
on Carter and ward organisation. It is an organisation part of estate industry that is dealing in
browsing of properties and using application based services with appointments according to
requirements of their customers. They also provide properties services and high quality of
materials used in construction. Present report is based on understanding the basic meaning of
equality and Diversity that is supplied in organisations and various issues that arise because of
implementation of all policies related with this concept. Further, there is discussion of strategies
that can be adopted for the purpose of dealing with challenges that are associated with
implementation of equality and Diversity practices in the organisation. In order to deal with all
the challenges and issues that are related with adopting of equality and Diversity practices there
is requirement of certain strategies (Gay, 2018). The strategies are used for the purpose of
dealing with challenges arising result of issues of equality and diversity. It is not possible to
conduct a detailed research by use of primary sources because of the prevailing situation of
covid-19 virus there has been use of available secondary sources of information that is views
provided by various authors and existing publications that will help in understanding how to deal
with such challenges.
With the help of such research there is a detailed analysis that is being conducted and further
some of the practices have been recommended to deal with the strategic issues that are arising
because of certain practices related with equality and diversity (Managing diversity and equality
in the workplace, 2016 ).
Aim: “To understand the implementation of Equality and diversity in Carter and ward to deal
with challenges with proper strategic management practises”
Objectives:
1) To recognize of the meaning of Equality & diversity.
3

2) To understand the challenges related with adoption of practises of equality & diversity in
organisations.
3) To form some strategies to in order to with challenges arising because of practises of equality
& diversity.
Questions:
1) What do you understand by concept of Equality & Diversity?
2) What are challenges associated with practises of equality & diversity in organisations?
3) How can issues of equality and diversity be dealt with proper strategy formulation and
implementation?
Rationale of the Research:
The present research report is on the research or investigation that is conducted by the researcher
accordance with the set objectives of the research. This research work is based on understanding
the concept of equality and diversity which will help in understanding its implementation in
practices of a organisation. It will for the lead to understanding of various challenges that arise in
the course of implementing such practices. In every organisation there are employees who
belong to diverse background so it becomes very important for organisation to manage these
employees and the diversity to which they belong. These issues have to be dealt in the most
strategic manner. so that it is not going to impact the functioning of Organisation in the long run.
There are various available literature sources and views of authors that have been used for the
purpose of developing a detailed understanding and drawing some relevance conclusions.
Further there is also recommendations to deal with the negative impact of such practices and
maintaining the productivity of employees.
Project management plan
Project management plan can be defined as a document that is acting as a blueprint for the
investigator the researcher and is associated with a particular research work. It is used for the
purpose of understanding knowledge of various activities that are required for performing the
research (Ravazzani, 2016). Project management plan consists of various strategies that can be
supported in implementation of all the activities of project. In the present search work there is
development of a project management plan for the purpose of executing the research. Different
elements of search research are explained below:
4

Cost:
For the purpose of conducting research investigator requires some financial resources so
that there is smooth functioning of all activities that are associated with the research. So there is a
total allocation of task for various activities that are part of the whole research activity (Amans,
2017). For this purpose there is allocation of available funds in different activities and there is
discussion of such a location in the mention table below:
Scope:
Scope is very important element of every project management plan as it helps in understanding a
detailed description about the overall scope of a particular research for a business organisation.
The scope of present search is very wide as it will help the organisation similar factors in
understanding what can be various measures to deal with all the issues and different types of
challenges that arise in the course of formulation of practices related with the equality and
diversity (Thompson, 2017). Will help Organisation in getting various inside related with how to
maintain a competitive advantage in comparison with other competitors.
5

Time:
There a specific time period that is required for each activity that has to be carried on in order to
conduct the research and achieve all the laid down objective. The investigator has to decide a
particular time period associated with each step of the research so that there can be completion of
each activity according to the specified deadline. In the present search work there are basically
for activities that is project initiation, planning of project execution of project and finally project
closure after they have been achievement of objectives and recommendations have been drawn.
6

Communication:
The execution of present is search report required effective communication with all the people
who are associated with research work. According to the organisation Carter and ward, there is a
requirement to develop strategies to communicate effectively in all the steps of conducting
research so that there can be avoidance of any duplication of task and proper and reliable
conclusions can be drawn.
Risk:
This is very common that is associated with every research it may be related with financial risk
or technical risk. There must be efforts made by the researcher to avoid all the types of research.
There is mitigation of all the risk that is associated with the research it leads to increasing the
reliability of research and there is dealing with all the negative impact of research in the long run.
Resources:
There are many different types of resources that are required for a particular resource and it is
very important in conducting the research (Georgiadou, Gonzalez-Perez,and Olivas-Lujan,
7

2019). Without availability of resources no research work can be started and timely completed.
In the present search report there are resources required and form of human resources sources
and financial resources. The specific requirements of resources are discuss with the help of table
that is mentioned below:
Specific requirement of resources:
Required resources Particles
Human resource Four members team are necessary for the
purpose of conducting research
IT resources Secondary sources and various software
applications
Time resources 4-5 period of weeks time
Financial resources Budget is set of pounds 150
Gantt chart:
Gantt chart is basically a tool that is used for the purpose of time management by the
researcher according to each activity that is have to be done in order to complete the research
work. These activities are represented in the graphical manner with the help of graph that is the
time period is starting from 10th may2020 and ending on 10th July 2020 that is the assigned time
period for completion of all the activities that are part of this research work. that are described
below:
8

Work breakdown structure:
There are a lot of activities that have to be performed in a research and have to be completed. It
is very important to divide the whole activities in small task so that there can be effectiveness in
each activity (Agbontaen, 2019). Further it activity has to be a located to group1 group2 and
further activities have to be allocated to the sub groups and users.
Literature Review
Concept of Equality and Diversity
According to Equality at workplace concepts, 2020, Equality can be defined as the fair
treatment of employees and ensuring that equal opportunities for growth and promotions are
being provided to every employee or member of the organisation irrespective of their differences
based on gender, race, religion, cultural background, sexual orientation or age. Equality at
workplace can be broken down into three different aspects in an organisational context which
primarily form the obejctives of promoting equality at an organisation. The first aspect of
equality relates with mitigation of any organisational barriers which prevent access to
employment based on any differences which have been mentioned above. Second aspect or
objective or promoting equality at a workplace is considered with elimination of any form of
discrimination which may exist within the organisation and acknowledging the individual
differences with great respect and empathy (Harris, 2000). Third objective of aspect of equality
relates with providing a just and equitable access to every growth and promotion opportunity to
every member of the organisation by measures such as equal pay, transparent promotional
process etcetera.
9

According to Samina (2018), promoting equality at a workplace also helps in cultivation of
a highly motivated and passionate workforce which can be of great importanace for the business
organisation in effectively executing the business tasks and deriving a competitive edge. As per
the views of Anderson (2015), equality helps in motivating the employees to perform with their
best potential and productivity because of equal opportunities for future growth and promotion
which is entirely based on their performance. On the other hand, existence of inequality and
unfair treatment at workplace results into demotivation of employees which increases the
employee turnover rate and associated costs with recruiting and also affects the image of the
company and its goodwill.
Equality at workplace is also legally essential to be implemented by the organisations in
United Kingdom. Various laws such as Equality Act 2010, Disability Discrimination Act 1995,
Race Relations Act 1976 and Sex Discrimination Act 1975 have been implemented by the
Government of United Kingdom which makes it imperative for organisations to practice and
promote equality at workplace by ensuring fair and just treatment of employees and elimination
of any form of discrimination (Pearson, 2017). Hence, it is very essential and crucial for the
management of any business organisation to implement and promote equality at their workplace
to avoid any legal complication and increase the goodwill and image of company along with
workforce satisfaction.
According to Equality and diversity at workplace, 2020, diversity in an organisation
refers to the intentional and intended employment of individuals with different and distinct race,
religion, cultural backgrounds, economic backgrounds, gender, sexual orientation, ethnicity or
age with an objective of having different perspectives and building a diverse workforce which
can help in gaining competitive edge.
Different types of diversity may exist within an organisation. Cultural diversity is related
with the set of norms and values which an individual forms as a result of his upbringing and
influence of society. Racial diversity is related with the physical appearance of an individual.
Religious diversity includes element of different spiritual and religious beliefs at the
organisation. Age diversity is related with people belonging to different age-groups which is
most important to have different perspectives. Sex diversity is related with individuals belonging
to different gender or sexual orientation in the workforce. Person with disability and chronic
disease is also another important type of diversity in the organisation (Hebl and Avery, 2012).
10

Existence and presence of each diversity type in the organisation is imperative for the
comprehensive promotion of diversity at the workplace with an objective of attaining its benefits.
Diversity at workplace is primarily concerned with employment of different individuals
having diverse and distinct background and developing mutual respect and harmony in the
organisation to take the maximum leverage out of different organisational and workforce
perspectives. In the context of Carter and Ward, it is not legally mandatory for the management
of the company to promote diversity at their organisation but developing and building a diverse
workforce can bring many tangible benefits for the organisation.
According to Benefits and Challenges of Diversity, 2020, promotion of diversity in the
organisation helps the company to foster innovation and creativity which is vital considering the
competitive nature of business environment in today’s age. Moreover, diverse workforce is able
to provide different perspectives of looking at a problem which provides a platform for the
company to increase the problem-solving ability of the company. Having diversity in the
workforce helps the company to understand its customers in a very effective and better manner
which can help the company to make significant changes in its products and services and
increase revenue and profits.
According to the theory of cognitive diversity, different perspectives originating from the
individual differences in culture and background in a team of individuals leads to creative
problem-solving and innovation (Horn, 1989). This theory suggests positive relationship between
positive team performance and the extent of diversity in the team. It argues that physical
differences leads to different cognitive attributes in an individual further leading to creative and
innovative ideas and opinions in the team influenced by individual differences.
Promoting diversity at workplace will also help the management of Carter and Ward to
increase employee engagement and participation in the business operations and will significantly
reduce the employee turnover and absenteeism which is very desirable benefit of diversity at
workplace (Downey and et. al., 2015). Hence, it can be argued that the management of Carter
and Ward should make efforts which can help in promotion of equality and diversity at their
workplace and build a better innovative and creative workforce which is highly motivated to
perform with their best potential and accomplish the organisational goals and objectives.
11

Issues and challenges in implementation of pratices for promoting equality and diversity at
workplace
As per the views of Siegel-Hawley, (2014), promoting equality and diversity at workplace
and implementation of various practices in an organisational context has many challenges and
issues which should be considered by the management of Carter and Ward.
One of the primary issue which every organisation faces with regards to implementation of
equality at workplace is the difference and variation in perspective and opinions of employees at
higher level position and employees at lower level position. Resistance to change with regards to
implementation of equal treatment and opportunity practices is higher in employees who are at
top and middle level positions which is a significant challenge management has to face (Thomas
and Plaut, 2008). While employees at lower level position encourage implementation of equality
and fair work practice with a hope of getting better opportunities for future growth and
promotions in the company, employees at higher level positions generally have a different
perspective on this matter and resist any change in the current organisational policies because of
fear that they might lose authority and status in the company. Hence, managing and aligning the
viewpoints and opinions of different employees and members of the organisation is one of the
primary challenge faced by the management of Carter and Ward.
According to Benschop and et. al., (2015), implementation of diversity at workplace is not
just related with having individuals with different backgrounds and perspectives but it is also
very important to promote empathy and understanding the significance of cultural diversity in
the organisation by every member of the company. Managing change at this level gets very
difficult for the management of Crater and Ward. Conflicts may arise in the organisation due to
unawareness of cultural understanding and the language and cultural barriers that may exist in a
diverse workforce. Language and communication barriers within a diverse workforce may lead
to reduced productivity in the teams and in the operations of the company and it is very
challenging to coordinate the efforts of individuals with different perspectives for the
accomplishment of team goals and vision.
According to theory of similarity-attraction paradigm, individuals in an organisation have a
preference for interacting with a person who share similar interests and the extent of diversity in
the organisation can hamper the fulfilment of social needs of an employee (Leonard Jr, 1976).
This theory suggests that there is a negative relationship between team performance and the
12

extent of organisational diversity. Hence, the impact of such theories and strategy to minimise
the negative impact has to be sought by the management before implementation.
In the context of Crater and Ward, the management of the company might face difficulties
and challenges in aligning the organisational goals with the changing diversity requirements at
the workplace. Even the most successful designing and strategy of promoting diversity in the
organisation faces major implementation issues. Without effective support and engagement of
the employees, implementation of diversity is not possible in any organisation. According to
Jones, Dovidio and Vietze (2013), existence of bias and prejudice in the employees at the
workplace for any particular culture or background is very evident which another important
challenge of implementation of diversity is. These biases influence the everyday interactions in
the organisation which makes it difficult to effectively implement and monitor the progress of
organisation in building a diverse and equal workforce in the company.
Strategy and policies for effective implementation
According to the theory of motivation leadership, the management of the company should
Motivate and encourage its workforce in order to improve the organisational productivity and
implement key changes in the organisation (Eims, 2012). This theory is relevant for the
management of Crater and Ward to effective implement the practices of equality and diversity in
the workplace and foster a highly motivated and diverse workforce for deriving competitive edge
in the industry. In this regards, the management of company should formulate better strategies
which helps in effective implementation and promotion of equality and diversity in the
organisation.
As per the views of Chung, (2013), effective training and development of employees to
provide and impart necessary education and understanding in the employees which helps them in
comprehending the significance of a diverse and equal workforce in the organisation can prove
to be an effective strategy for the company. Workforce of the organisation should be motivated
by aligning their personal interest with the organisational objectives of promoting equality and
diversity in the organisation. Employee diversity training is essential for gathering employee
engagement and support in the company.
According to the justification-suppression model, an individual experiences prejudice in the
organisation in a systematic two-way process. In the first step of the process, an employee might
experience prejudice or bias for any individual pertaining to any group based on his knowledge
13

and learning in the early age which basically forms the prejudice (Webster and et. al., 2014). In
the second stage, an individual might decide to act upon this prejudice or bias and provide
justification for it or he may decide to suppress this prejudice based on conflicting emotions such
as empathy or mutual respect or due to existence of social pressure in some cases. Hence, the
management of Carter and Ward should consider this model for promoting and developing
empathetical behaviour in the employees of the company along with organisational policies for
elimination and prevention of discrimination in the organisation which may act as external social
pressure. With proper training and education of employees in the company to develop an
empathetic behaviour for every employee in the organisation irrespective of his cultural
difference, management of Carter and Ward can effectively implement policies and practices for
promotion of equality and diversity at the workplace (Sue, 1991).
Research Methodology
Research methodology:
Research methodology can be defined different ways that can be used for the purpose of
solving various problems that is the objective on which the whole research is based on
(Gottardello, 2019). It is used as a purpose to solve different challenges and issues that are
associated with the topic of a research. Research methodology is a concept of the research
philosophy and is related to Collection of data methods like Research Design and many more
different types of aspect. Research methodology is a very crucial tool and coordination of all the
activities of a research and for the assessment of strategies in a more appropriate and accessible
manner. The techniques are used in the course of presented research as mentioned below:
Research design:
Research Design is one of the most Essential elements that is used for the purpose of
conducting Research and achievement of positive results (Gibsonand Fernandez, 2018). There
are basically Three Types of Research Design that is descriptive exploratory and experimental.
In the present research work investigator has tools and the descriptive design of research because
there is no use of primary data but there is description that is done using the different primary
sources. Investigator has used the available sources of Publication and literature review in order
to perform certain recommendations for the organisation.
14

Research philosophy:
There are basically two types of research philosophy that can be used by a researcher for
conducting and completing the research. These two types of research philosophies involve
interpretivism and positivism. In case of present research work there is usage of interpretivism
research philosophy by the researcher. In this philosophy there is focus on various outcomes of
the research and the time that is required related with implementation of all activities according
to the laid down charts.
Types of investigation:
There are basically two types of Investigation that can be adopted by a researcher that includes
qualitative and quantitative research.
Qualitative research can be defined and conducted with the help of using numerical data and
various statistics. On the other hand qualitative data is based on uses of theoretical information
and there is no use of any numerical data (Ravazzani, 2018). The present scenario there is use of
basic qualitative data because there is use of secondary sources of information and there is no
primary information that is being collected by the researcher.
Data collection:
Data Collection is basically a tool that is used for the purpose of collecting data associated
with the required field of research. There are two basic methods that are used for the purpose of
collecting data that is primary data and secondary data. In the primary method of collecting data
there is use of first time information that has been collected by the researcher according to
availability of sample size. There are various different methods of collecting primary form of
data that is sampling personal interviews of questionnaire and much other such type of associated
methods. On the other hand secondary form of Data Collection includes books journal papers
articles online polls magazines internet and much other such type of methods that already exist
and there is no first hand information that is used (Frew, and Gordon, 2019).
15

In case of present research work it was not possible to collect the primary form of data
because of the prevailing situations of covid-19 virus in the external environment. Hence, there is
use of secondary information only where they are existing Publication and literature sources that
have been used for the purpose of collection of information. There is that is done based on such
viewpoints of different authors and writer according to which different conclusion have been
drawn.
Discussion and analysis
Based in the above given literature sources there is discussion of the daily challenges that is
faced by Carter and ward and how to deal with the challenges. There are many issues that are
related with the son of practices related with equality and diversity (Özbilgin, 2019).
 One of the most common challenges that is faced is related with consideration of all
employees and providing them equal opportunities with respect to participating in
case of decisions that is been taken by the top management (Definition for equality
and diversity, 2020 ). Such as whenever a particular decision is taken there is a
different viewpoint of every employee and it may create high amount of internal
conflict.
 There is another challenge that is related to find solutions for dealing with issues like
high amount of language barriers and differences prevailing in culture among
employees of different background & culture.
 Another challenge is that it is not possible for the management of the decision maker
to give equal importance to each and every employees view point as decision has to
be made only considering particular criteria and no two opposite criteria can be
considered equally while taking very important decisions.
So, these are very serious situations that have to be dealt by Carter and ward in the course
of their business functions. In order to deal with this challenge there can be a particular strategy
that is related with consideration of majority view point whenever the management is making a
particular decision. Also there can be strong situations of higher dissatisfaction of employees
whose viewpoint have not been considered by the management. So, in this situation there can be
use of strategy like reading all the employees equally irrespective of the position that they are
holding in the organisation which basically means whether the employees belonging to the
16

operational level administrative level of management level the decision makers must provide
equal opportunity and hear the viewpoint of every employee so that whenever the final decision
is being made the employee possessive the satisfaction that there viewpoints have at least being
listened to by the top management.
Reflection:
Gibbs Reflective Cycle:
Description: As soon as I was aware of the project requirements and the details of research
report, I started thinking about preparing a detailed plan that could act as guideline for the
complete research project. I also divided the sections in an effective manner to make the most
out of research report. Time-management was a major challenge for me and despite of making
prior schedules, I found myself in a position where sticking to the schedule was getting more and
more challenging for me.
Feeling: Initially, it was challenging for me to adapt to different measures and tools which
are used for conducting an effective research in order to meet the research objectives. Using
information from reliable and authentic sources is very important for conducting an effective
research. I was feeling nervous about the sources of information and their reliability. It was an
anxious feeling for me. As I moved on to the further parts of the project, I was feeling confident
about my skills and it made me happy when I was able to make meaningful analysis and
conclusions.
Evaluation: Like any other discipline of human work, I believe this report is also not free
from any errors or defects and I am open to any kind of feedback and constructive criticism
which can help me to improve my research skills in future. I took extreme care of all the
guidelines and precautions for conducting an effective research. The things that worked well
during the project report included division and work and I also maintained a proper sheet of the
points which are to be considered for making the research more analytical in nature. I think
effective time-management was not evident during the complete project which is something that
didn’t go as per the plan.
Analysis: I think the reason why my project lacked effective and efficient time-management
is because of my initial fear and anxiety with respect to the authenticity and reliability of the
information. In order to be extra-cautious and take care of every other minute detail of the
project, I think I lost track of the time. Literature review helped me to derive meaningful
17

conclusions and understand the relevance of carrying out this research. Hence, it can be analysed
that this research has been a great source of learning for me which is going to help me in my
future endeavours as well.
Conclusion: During the course of this report, I have been able to develop a comprehensive
understanding of how to conduct an effective research and meet the obejctives and purpose of
research. I think I was able to get a better understanding of the importance and significance of
equality and diversity at a workplace and how it benefits the management of the company to
foster creativity and innovation in the company. The process of conducting this research has
completely changes my personal opinion and perspective on the importance of equality and
diversity and I also believe that I will be able to better acknowledge the individual differences
and cultural values in my personal interactions with the peers and society. I was also able to
determine the challenges and problems which an organisation might face in the process of
implementing and promoting cultural diversity and equal and fair treatment of the employees in
the organisation. During the research, I was also able to evaluate some strategy and theory of
various leadership models and theories of organisational change implementation to recommend
better strategies and policies which can be used by the management of Crater and Ward in order
to build and train a diverse and equal workforce in the company
Action Plan: I believe the learnings and experience which I have gained during this research
will help in future and also influence my personal as well as professional development. I believe
I have developed an interest in how management of an organisation functions and this could be
an area for my future career aspirations. I have enhanced my research skills by conducting this
report. I would love to get an opportunity to conduct such researches in future and I will take
care and work on my time-management skills as well as establishing clear and definite research
outcomes which will help me to conduct a better and much effective research in future. I will
also determine my strengths and weakness in alignment with the requirements of the project so
that I can be aware of the parts where chance of error are high and I can be more attentive and
alert while attempting those parts of the report. Detailed topic analysis is also something that I
plan to do in my next research writing reports.
Evaluation and limitation of the research
There are many different types of limitations that are associated with every research work and it
may impact the effectiveness of the overall of outcomes that have been drawn by the researcher.
18

Search limitations may impact the effectiveness while the research is being conducted and also
the final recommendation (Panicker, Agrawaland Khandelwal, 2018). There are efforts made by
the researcher and the team members to identify such limitations in the initial stages of research
work so the efforts can be made to minimise its negative impact and maximize the productivity
of research. In the present is search work also after the research was successfully completed there
was certain identified limitations that have been felt by the researcher. First major limitation of
the research was the availability of limited time period topic of equality and Diversity is very
White and the organisation on which it was being conducted that is Carter and ward is also a
building organisation and is having presence in UK.
This organisation is having a very wide work force and it becomes very difficult to analyse
the issues of equality and diversity in such a large Organisation in the given short span of time
that was only just a period of 4-5 weeks. Hence, it was very difficult to complete the research
and achieve all the let down outcomes in the specific period of time. So there have to be some
activities that were kept in order to complete the project in the specified deadline of time. Further
another major limitation was the availability of adequate sources because there was no situation
to conduct the primary data and detailed one to one interviews of questionnaire can be done for
the actual employees who are working in the organisation. So use of the available literature
sources and Publication books journals create a very limited availability of information to
analyse the strategic issues practically being followed in these organisations. If there could have
been use of primary information then the research would have been done in a better manner. So
the prevailing situation of covid-19 virus in the Macro environment has greatly impacted and has
been one of the biggest problems in conducting the research because there was no use of any
quantitative information that has impacted the overall outcomes of research.
Recommendations:
Search conducted on the Carter and ward, there are certain recommendations that have been
drawn from the collected information and its analysis related with the practices of equality and
diversity:
1) Objective criteria: It has been analysed that in large organisations like Carter and ward there
are many situations that arise because there is no a particular objective criteria that has been
adopted by the top management in order to consider all the issues that are arising with their
19

employees. So objective criteria timely following up events like informal parties or get together
among employees where there can be informal interactions that can take place to identify the
issues that are taking place among the workforce related with any diversified background to
which they belong. This will help in identification of all the issues and then solving them in the
minimum possible time period.
For example: In Carter and ward there can be some informal meetings and events can be
organised once in every two or three months so that there can be a informal interaction that can
take place between the management of organisation and the employees in order to understand the
common issues that are faced by all these employees.
2) Use of Democratic or the participating style of leadership, in case of all the leaders who are
involved in making different decisions it is very considerable to adopt a particular style that can
lead to taking in viewpoints of all the different employees who are working in various functional
departments or in different levels. In Carter and ward participating style of leadership can be
used in the form of voting scenario that can be used by the organisation while they are having
optional decisions that can be adopted by the management. There must be adequate opportunities
that have to be provided to employees and they can vote according to the majority of votes a
particular decision can be implemented.
3) There must be use of a proactive approach in which there should not be any unconscious bias
nature on part of management of the organisation. Instant more efforts must be made for creation
of a positive and flexible working environment where employees are always motivated to
maximize their contribution and they do not possess any type of dissatisfaction level.
About discuss some of the basic recommendations for Carter and ward what must be adopted by
the organisation to deal strategically with all the issues that are prevailing in the organisation and
impacting the productivity and effectiveness of their employees.
In Carter and ward management must meet efforts to use proactive approach where they can
focus on finding out any issues before they are becoming major and affecting the employee
productivity. Such as if there is requirement of increment that is a common issue for all
employees leading to their high amount of dissatisfaction then there must be finding out the
reasons and then developing effective solutions.
20

21

Conclusion
From the above discussed it can be analysed that there are always some issues of equality and
Diversity practices that are prevailing in every organisation it becomes very important because of
the location of organisation to maintain a particular culture. There is always prevalence of
diversity because of the different background to which each individual is coming to the
organisation and then gets associated with the organisation in long run. But there must never be a
realisation that has to be made by any employee that they are giving any differential treatment or
any other colleague of such employee is provided any unfair preferences. This type of situations
lead to high dissatisfaction and employee may willing to leave the organisation very short span
of time because of the dissatisfaction level that can also affect the overall effectiveness of cost
and there can be high employee turnover.
It can also be said that equality and Diversity is always arising because of high amount of
globalisation that is taking place across different parts of the world and that is leading to hiring
of individuals from diverse backgrounds language culture value and traditions. Organisations
have to make efforts in order to deal with the increasing challenges by hiring but at the same
time making efforts to deal with the large amount of diverse background. There should be equal
consideration given to all employees and in case of implementation of decisions like promotion
or increment it must be done according to their present level of skill and not because of the
particular culture. There must be use of some informal measures in order to identify the common
issues that are faced by all the employees and identify them before and so that there can be no
negative impact on the productivity level of the organisation.
So, there is always requirement of some strategic tools in order to minimise the negative
impact of all the issues related with diversified practices and there must be always equality in all
the policies that are being made by the organisation. Also strategic management tool help in
maintaining overall positive working environment and also help in achievement of high
competitive advantage according to different competitor's that are part of the external market.
22

Reference
Books and Journals
Agbontaen, O.O., 2019. Workplace diversity and inclusion policies: insights from a foreign firm
in the Nigeria banking sector. Diversity within Diversity Management: Country-based
Perspectives, pp.239-280.
Amans, D., 2017. An introduction to community dance practice. Macmillan International Higher
Education.
Anderson, E., 2015. Equality and freedom in the workplace: Recovering republican
insights. Social Philosophy and Policy. 31(2). pp.48-69.
Benschop, Y., Holgersson, C., Van den Brink, M. and Wahl, A., 2015. Future challenges for
practices of diversity management in organizations. Handbook for Diversity in
Organizations, Oxford University Press, Oxford, pp.553-574.
Chung, Y., 2013. Trainee readiness for diversity training. Journal of Diversity Management
(JDM). 8(2). pp.77-84.
Downey, S.N., van der Werff, L., Thomas, K.M. and Plaut, V.C., 2015. The role of diversity
practices and inclusion in promoting trust and employee engagement. Journal of Applied
Social Psychology. 45(1). pp.35-44.
Eims, L., 2012. Be a motivational leader: Lasting leadership principles. David C Cook.
Frew, H. and Gordon, G., 2019, June. Enabling Dual Careers in the Global Workplace: Bringing
Benefit to Employers, Employee Families and Host Countries. In 81st EAGE Conference
and Exhibition 2019 (Vol. 2019, No. 1, pp. 1-5). European Association of Geoscientists
& Engineers.
Gay, G., 2018. Culturally responsive teaching: Theory, research, and practice. Teachers College
Press.
Georgiadou, A., Gonzalez-Perez, M.A. and Olivas-Lujan, M.R. eds., 2019. Diversity within
diversity management: Country-based perspectives. Emerald Group Publishing.
Gibson, S. and Fernandez, J., 2018. Gender diversity and non-binary inclusion in the workplace:
The essential guide for employers. Jessica Kingsley Publishers.
Gottardello, D., 2019. Diversity in the workplace: a review of theory and methodologies and
propositions for future research. Sociologia del lavoro.
Harris, S.R., 2000. The social construction of equality in everyday life. Human studies. 23(4).
pp.371-393.
Hebl, M.R. and Avery, D.R., 2012. Diversity in organizations. Handbook of Psychology, Second
Edition, 12.
Horn, J.L., 1989. Cognitive diversity: A framework of learning.
Jones, J.M., Dovidio, J.F. and Vietze, D.L., 2013. The psychology of diversity: Beyond prejudice
and racism. John Wiley & Sons.
Leonard Jr, R.L., 1976. Cognitive complexity and the similarity-attraction paradigm. Journal of
Research in Personality. 10(1). pp.83-88.
Özbilgin, M.F., 2019. Global Diversity Management. In Global Diversity Management (pp. 25-
39). Springer, Cham.
Panicker, A., Agrawal, R.K. and Khandelwal, U., 2018. Inclusive workplace and organizational
citizenship behavior. Equality, Diversity and Inclusion: An International Journal.
23

Pearson, M., 2017. Proportionality, Equality Laws, and Religion: Conflicts in England, Canada,
and the USA. Taylor & Francis.
Ravazzani, S., 2016. Understanding approaches to managing diversity in the
workplace. Equality, Diversity and Inclusion: An International Journal
Ravazzani, S., 2018. Diversity management. The International Encyclopedia of Strategic
Communication, pp.1-13.
Samina, S., 2018. Managing diversity and gender equality in the workplace (Doctoral
dissertation, Dublin Business School).
Siegel-Hawley, G., 2014. Race, choice and Richmond public schools: New possibilities and
ongoing challenges for diversity in urban districts. The Urban Review. 46(4). pp.507-534.
Sue, D.W., 1991. A model for cultural diversity training. Journal of Counseling &
Development. 70(1). pp.99-105.
Thomas, K.M. and Plaut, V.C., 2008. The many faces of diversity resistance in the
workplace. Diversity resistance in organizations, pp.1-22.
Thompson, N., 2017. Promoting equality: Challenging discrimination and oppression. Macmillan
International Higher Education.
Webster, R.J., Burns, M.D., Pickering, M. and Saucier, D.A., 2014. The suppression and
justification of prejudice as a function of political orientation. European Journal of
Personality. 28(1). pp.44-59.
Online:
Benefits and Challenges of Diversity. 2020. [Online] Available thru<
https://www.cultureamp.com/blog/diversity-in-the-workplace-benefits-and-challenges/>
Definition for equality and diversity. 2020. [online] Available through:<
Equality and diversity at workplace. 2020. [Online]. Available thru<
http://www.tutorcare.co.uk/traininghub/equality-and-diversity-in-the-workplace>
Equality at workplace concepts. 2020. [Online]. Available thru
<https://www.brighthr.com/articles/equality-and-discrimination/equality-and-diversity-
in-the-workplace/>
https://www.ukessays.com/essays/management/definition-for-equality-and-diversity.php
Managing diversity and equality in the workplace. 2016. [online] Available through:<
https://www.tandfonline.com/doi/full/10.1080/23311975.2016.1212682
24

APPENDIX I
Template for evidence collection to be attached with the report by the learner:
25

26

27

28

29