Behaviours Supporting Equality and Diversity at Tesco

This research project, focusing on Tesco, investigates behaviors that support equality and diversity within the workplace and their impact on organizational performance. The study establishes the aim to identify and understand these behaviors and their influence on Tesco's performance, along with ways to enhance them. Employing a quantitative research methodology based on an interpretivism philosophy, the study collects data via a survey using a simple random sampling approach. The findings reveal that while most Tesco employees perceive the company as supportive of equality and diversity, there are gaps in awareness regarding employee rights and diversity practices. The research highlights that diversity positively impacts performance, particularly in productivity and knowledge enhancement. The study concludes by emphasizing the importance of management and employee behaviors, along with the need for improved awareness to further foster equality and diversity within Tesco. The research includes a detailed literature review, methodology, analysis, discussion of outcomes, and ethical considerations.

Research Project

Table of Contents
Research Topic:...........................................................................................................................3
INTRODUCTION...........................................................................................................................3
Aim..............................................................................................................................................3
Objectives....................................................................................................................................3
Research Question.......................................................................................................................3
Rationale......................................................................................................................................4
Literature Review........................................................................................................................4
RESEARCH METHODOLOGY....................................................................................................5
ANALYSIS AND DISCUSSION...................................................................................................7
Research Outcomes.......................................................................................................................14
Reflection on Effectiveness of Research Methods........................................................................14
Alternative Research Methodologies.............................................................................................14
Conclusion.....................................................................................................................................15
REFERENCES..............................................................................................................................16
Appendix........................................................................................................................................17

Research Topic:
“Behaviours that support equality and diversity within workplace and its impact on
organisational performance, Case study of Tesco.”
INTRODUCTION
Organisational Diversity refers to workforce in organisation that consists of people and
employees having different characteristics. These characteristics are age, gender, ethnicity,
religion, and race that differentiate members of workforce from each other and create a
diversified workforce. State of having a diversified workforce is known as organisational
diversity. Equality refers to state in which every member of the organisation has equal access to
their rights and opportunities within organisation and everyone has equally valued status within
organisation.
This research is based on equality and diversity in organisation and is based on Tesco.
Tesco is British multinational groceries and general merchandise retailer founded in 1918 and is
headquartered at Hertfordshire, British. Tesco based on gross revenues is third largest retailer in
the world. Tesco operates in 7 countries and employs around 450000 employees to carry out all
its operations.
Aim
“To identify and understand behaviours that support in maintaining equality and diversity within
workplace and ways in which it impact performance of the Tesco”
Objectives
 To understand behaviours of organisation and people within organisation that support
equality and diversity
 Identifying impact of equality and diversity on business performance of Tesco
 Understanding ways to enhance behaviour supporting equality and diversity
Research Question
1. What are the behaviours that support equality and diversity within workplace?

2. What impact does equality and diversity have on performance of business?
3. How behaviours supporting equality and diversity practices can be improved?
Rationale
The reason for selecting this topic for research is that even after many of the regulations
and laws to promote equality within workplace discrimination in people can be seen. This
research will enable researcher to understand behaviours to maintain equality and diversity.
Identifying and understanding behaviours and impact of equality and diversity on performance
can contribute in designing practices to promote such behaviour. The reason for selecting Tesco
is that it is a big organisation employing 450000 employees and involves diversified workforce
this is why s suitable for research.
Literature Review
Behaviours supporting equality and diversity in organisation
As stated by Mousa, Massoud and Ayoubi, 2020 behaviours in organisation involve
behaviour of management expected to build and maintain equality and diversity and this also
involve behaviour of employees. Certain behaviours that support equality and diversity involve
implementing rights policies and practices in organisation that support equality within
organisation. In order to build and maintain diversity organisation requires having right policies
for recruitment and selection that are mainly based on capability of individual to work rather
than any characteristics creating favourable and unfavourable circumstances for them.
Communicating to employees regarding diversity and equality is also important and supports
equality and diversity in organisation. This is because employees become aware of their rights
and duties in relation with equality.
Impact of equality and diversity on business performance
According to Greene, 2019 equality and diversity has significant impact on the
performance of the organisation. This is because equality and diversity enhance organisation in
terms of available knowledge and it also enhance a organisation as a place of work. This is
because diversified workforce comes with diversified knowledge and different capabilities and
talent. Organisation gets all the benefit of this diversified workforce. Other than equality

contribute in employee satisfaction and employees also get equal chances to show their talent
and capabilities. This enable organisation to get advantage of creativity and innovation within
organisation. Diversity is also considered to be key driver of innovation and this is why diversity
has positive impact on the performance of the organisation.
Ways to improve behaviour supporting equality and diversity
As per the view of Fine-Davis and Faas, 2018 ways that organisation can improve
diversity is to enhance management of diversity in organisation. Organisations in relation with
this educate employees about diversity and importance of diversity. This will contribute in
harmonious relation within diversified workplace and will also improve workplace cooperation
within employees. This is because only creating diversified workforce is not enough
organisations also need to take measures to maintain diversity. Similarly in relation with equality
it is important that along with communicating and promoting equality and equal rights
organisation also create suitable environment in which every employee is valued and respected.
RESEARCH METHODOLOGY
Research Type
There are two types of research that can be considered while carrying out the research.
These types are qualitative research and quantitative research. Qualitative research is one that
does not involve any numerical data and focuses on identifying reason behind particular answer
in the research question (Chen, 2019). Quantitative on the other hand is based on the numerical
data and in order to carry out quantitative research statistical methods are also applied. This
research will involve quantitative research.
Research Philosophy
Research philosophy is something that undertakes consideration about way in which data is
collected, analysed and used. Different philosophies for research are positivism, realism, and
Interpretivism. This research is based on Interpretivism philosophy of research in which small
samples will be taken in order to deeply understand and investigate.
Research Approach

Research approach is plan and procedure that consists of different steps of broad
assumption in which data collection, analysis and interpretation methods are included.
Deductive, Inductive and Abductive are some of the approaches for research (Mohr, Riper and
Schueller, 2018). This research is based on Inductive approach of research in which data
collection will be used to explore phenomenon and is based on observation and tests and on the
basis of that patterns are identified.
Data Collection
Data collection is concerned with gathering data for the purpose of research. There are two types
and methods for collection of data. These two methods are Primary data collection and
secondary data collection methods. Primary data is collected from the source of data and from
the source on which overall research is based. Secondary data collection involves using
published and unpublished research papers and journals for the purpose of collecting data. This
research will include primary data collection.
Sampling
Sampling is the process of identifying and selecting people who can represent overall population
for the purpose of research (Villa, Englsberger and Wieber, 2019). There are two methods of
sampling these are probability and non-probability. Sampling in this research will be based on
the approach of simple random sampling. This does not have possibility for bias in sampling and
data collection and research more qualitative.
Data Analysis
Data analysis is concerned with identifying and analysing data collected for the purpose of
research. On the basis of data analysis conclusion is drawn for research. Data analysis in this
research is statistical data analysis because research being carried out is quantitative research.
Cost
Cost of this research is around £ this involves cost for data collection and cost of al the resources
that were required in research.
Access

Access gained for this research is ethical and research involves employees of Tesco and they
were asked to fill questionnaire for the purpose of data collection (Larivière and Sugimoto,
2018).
Ethical Consideration
This research is completely ethical in this research privacy has been highly valued and
hence has maintained privacy of those part of the research (Kaewkungwal and Adams, 2019).
This research also considered value for individual dignity and this is why no question is of
personal nature that one cannot or feel offended while answering.
ANALYSIS AND DISCUSSION
Theme1: Suitability of behaviour within Tesco
Do you believe that Tesco has
suitable behaviour to support
Equality within its employees?
Response %
Yes 25 83.33%
No 1 3.33%
Not Sure 4 13.33%
Total 30 100%
Interpretation:

Behaviour of organisation is important in managing equality and concerned with this
majority of people around 83% in Tesco believes that it has suitable behaviour for managing
equality.
Theme 2: Role of behaviour of employees in maintaining equality
What do you consider about
role of behaviour of
employees in maintaining
equality at Workplace?
Response %
It is equally important as
behaviour of management
18% 60%
It is important but not
important as behaviour of
management
12% 40%
It is not important 0 0%
Total 30 100%
Interpretation:
Management of diversity and equality requires support of employees similarly as it
requires supportive behaviour from management. 60% of people in Tesco believe that employees

support and suitable behaviour is important for managing equality. 40% people also considers
that behaviour of management is more important than employees.
Theme 3: Diversity management in Tesco
What do you consider about
management of diversity in
Tesco?
Responses %
Diversity is well managed 20 67.67%
Diversity is managed but there
are areas that can be further
improved
9 30%
Diversity management is not
effective
1 3.33%
Total 30 100%
Interpretation:
This is concerned with diversity management in Tesco and around 67.67% employees
believe that Tesco has effective diversity management. Other than this, considerable number of
employees also believes that there is scope for improvement.
Theme 4: Impact of Diversity on performance
Do you identify any impact of Response %

diversity on performance of
Tesco?
Yes 27 90%
No 1 3.33%
Not Sure 2 6.67%
Total 30 100%
Interpretation:
This question was regarding impact that performance have because of diversity.
Concerned with this around 90% people believe that diversity has an important impact on the
performance of Tesco. This performance involves performance regarding customers, profitability
performance and productivity of Tesco.
Theme 5: Awareness about rights regarding equality within organisation
Are you well aware with your
rights within organization in
relation with equality?
Response %
Yes 15 50%
Partially aware 12 40%
No 3 10%
Total 30 100%

Interpretation:
In relation with management of equality it is important that employees are aware with
their rights regarding equality. Concerned with this around 50% employees know what are their
rights regarding equality whereas considerable number of employees only partially knows about
their rights regarding equality.
Theme 6: Awareness with equality and diversity practices of Tesco
Are you aware with the
diversity and equality
practices within Tesco?
Response %
Yes 19 63.33%
Partially aware 10 33.33%
No 1 3.33%
Total 30 100%

Interpretation:
This is concerned with awareness of employees about equality and diversity practices of
Tesco. Regarding this around 64% people know practices of Tesco whereas 33% people are
partially aware about Tesco’s practices.
Theme 7: Environment for free expression of every employee
Do Tesco provide
environment of free
expression to every employee
within Tesco?
Response %
Yes 24 80%
No 2 6.67%
Not sure 4 13.33%
Total 30 100%