Report: Equality and Diversity in the Workplace at Sainsbury's

This report provides a comprehensive analysis of equality and diversity in the workplace, focusing on the gender pay gap within Sainsbury's. It begins by defining equality and diversity, highlighting their importance in enhancing employee morale and productivity. The report outlines the aims and objectives, which include investigating the reasons behind the gender pay gap and evaluating challenges in implementing equality strategies. The research methodology employs a qualitative, inductive approach, using primary and secondary data collection methods, including a survey of 25 Sainsbury's employees. The data interpretation reveals employee awareness of equality and diversity, with a majority agreeing that the company promotes these values. The analysis explores the impact of gender pay gaps on productivity and identifies factors contributing to the issue, such as cultural differences and employee resistance. The conclusion summarizes the findings, emphasizing the benefits of equality and diversity in fostering fair treatment and opportunities. Recommendations include salary transparency and addressing employee biases. The report concludes with a list of relevant references.

EQUALITY AND
DIVERSITY IN THE
WORKPLACE

TABLE OF CONTENT
 INTORDUCTION
 AIMS AND OBJECTIVES
 RESEARCH METHODOLOGY
 DATA INTERPRETATION
 CONCLUSION
 REFERENCES

INTRODUCTION
 Equality is defined as the ability of the person to provide equal opportunities for all the
employees within the company.
 It is very necessary for the company to maintain equality and diversity at the workplace as
it will increase the morale of the employees and they will work harder.
 On the other hand, gender pay gap is defined as the discrimination which is done on basis
of the pay given to employees on basis of gender.

AIMS AND OBJECTIVES
Aim
 “To investigate the main reason for the gap between the pay of the employee in basis of gender within
the company. A study on Sainsbury.”
Objectives
 To understand the concept of gender, pay gap within the business organization.
 To analyse the different reason for the increasing gap among the salaries and wages of employees on
basis of gender.
 To evaluate the different challenges which the company face at time of implementing the strategies for
maintaining equality and diversity.
 To suggest some strategies and measures of improving the equality among the company.

RESEARCH METHODOLOGY
Type of methodology Methodology used
Research type Qualitative research type
Research approach Inductive approach
Research philosophy Interpretivism philosophy
Data collection Primary and secondary methods
Sampling 25 employees of Sainsbury
Data analysis Thematic data analysis

Theme 1: Yes, awareness relating to
equality and diversity is there in employees
Particular Respondent
% of
respondent
Yes 15 60
No 10 40
Total 25 100

Theme 2: Strongly agree the company
promotes equality and diversity at
workplace
Particular Respondent
% of
respondent
Strongly agree 10 40
Agree 2 8
Neutral 5 20
Disagree 4 16
Strongly disagree 4 16
Total 25 100

Theme 3: Yes, equality and diversity
enhance the productivity and profitability
of the company
Particular Respondent
% of
respondent
Yes 22 88
No 3 12
Total 25 100

Theme 4: Yes, gender pay gap impact the efficiency of
the company
Particular
Respon
dent
% of
respondent
Yes 20 80
No 5 20
Total 25 100

Theme 5: All of the above are the major reason behind
high gender pay gap
Particular
Responde
nt % of respondent
Women has less
knowledge of market
condition 4 16
Mentality and thinking
of the employees 4 16
Cultural differences 5 20
All of the above 12 48
Total 25 100

Theme 6: Yes, reducing the gender pay gap will build
inclusive workforce
Particular Respondent
% of
respondent
Yes 19 76
No 6 24
Total 25 100

Theme 7: Resistance of employees is the major challenge for
the company at time of implementing the strategies of
equality and diversity
Particular
Responde
nt
% of
respondent
Status and socio-
economic factors 5 20
Diverse culture 5 20
Resistance of
employees 10 40
Generation gap 5 20
Total 25 100