Gender Equality in Leadership and Management at Tesco

This report presents a research project investigating gender equality in the leadership and management of Tesco, a UK-based multinational business. The research aims to determine the level of equality among genders in leadership positions and to identify the equal opportunities available to Tesco employees. The project includes a Gantt chart, literature review, and detailed research methodology, covering research philosophy, design, strategy, data collection, and analysis. The study employs a qualitative approach, using semi-structured interviews with higher-level management to gather data and assess the current gender dynamics within the company. The anticipated outcome is an evaluation of the challenges and opportunities related to gender in leadership, with the research aiming to provide insights into how Tesco can improve its practices and foster a more equitable environment. The report concludes with a discussion of the findings and references cited.

Unit 11 Research Project
Contents
Part 1...........................................................................................................................................................1
1. Introduction.........................................................................................................................................1
1.1 Research aim and objectives.........................................................................................................1
1.2 Research question.........................................................................................................................1
2. Gantt chart...........................................................................................................................................2
3. Literature review.................................................................................................................................2
4. Research Methodology........................................................................................................................3
4.1 Research philosophy......................................................................................................................3
4.2 Research design.............................................................................................................................3
4.3 Research strategy..........................................................................................................................3
4.4 Data collection method.................................................................................................................4
4.5 Data analysis..................................................................................................................................4
4.6 Validity and reliability....................................................................................................................4
5. Anticipated outcome...........................................................................................................................4
6. Conclusion...........................................................................................................................................5
6. References...........................................................................................................................................5

Part 1
1. Introduction
Globalization increased the opportunity of doing business globally where equality and diversity
provide competitive advantages. Equal opportunity in the workplace helps to maintain the
balance among all the employees that automatically makes a positive value. Equal opportunity
means getting equal facilities between two or more employees without making any
discrimination (Schein, 2001). Diversity means recognition, acceptance, the value of others
without any discrimination and mutual understanding with everyone (Berthoin, and Izreali,
1993). Diversity in the workplace helps to embrace the employees to increase the performance
and the organization gets benefited by increased productivity. According to Billing (2011), the
organization needs to increase diversity and equal opportunity for everyone that reduces the
conflict. This research will find out gender equality in the leadership and management of Tesco.
Tesco is a UK based business organization they have an operation in different countries of the
world. This report will evaluate the factors of gender equality in terms of leadership and
management practices.
1.1 Research aim and objectives
This research aims to find out the gender equality in leadership and management of Tesco.
Below are the objectives of the research:
 To find out the equality among gender-based on the leadership of Tesco.
 To determine the equal opportunities among employees of Tesco.
1.2 Research question
 How equal opportunity in Tesco makes an impact on a leadership position?
 What are the challenges that are faced by employees in terms of equal opportunities?
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2. Gantt chart
Figure: Research project of Tesco
3. Literature review
Equal opportunity in the workplace helps to increase the positive atmosphere among employees
that builds a strong mindset (Bishop, et al., 2004). Leadership plays an important role in terms of
resolving the issues of any organization. Top leaders help to make sure the diversity and equal
working opportunities among everyone to understand and maintain the changing environment. A
diverse and equal opportunity in the workplace values the people of any background with the
required skills. Employees always stay up to date with the working situation that reduces the gap
(Cook, and Glass, 2014). There requires to follow the laws and legal considerations to promote
equality among the employees that automatically increase productivity, opportunity, and
competitiveness.
Equal opportunities of gender for both leaders and managers are important that makes a good
practice among employees (Collinson et al., 1989). Proper consideration and practice of equal
diversity effectively promote the employees to use the skills for different activities. Biases and
discrimination of the employees make an impact on business growth and productivity. The
effective management system of the organization helps to bring a positive attitude that
collaborates with everyone to work. Leaders and managers know the procedures of working and
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they always try to do something for the employees. By ensuring equal opportunities, they always
get the best benefit and seeks diversity from employees. According to Hennock (2001),
evaluating the performance level of employees and provide the proper leadership or management
position without discriminating them ensures a good working environment. .
4. Research Methodology
Research methodology helps to find out different activities in a planned way based on the
planned process (Schein, 2001). Literature review and empirical studies are helpful to make the
research successful. Based on the qualitative process, this research will evaluate the previous
studies. Employees from different cultures and areas are work in Tesco and equal opportunity in
terms of leadership position makes proper participation of everyone.
4.1 Research philosophy
Based on the qualitative method, this research will make sure effective analysis and ensure a
straight result that is required. Semi-structured 10 questions have been set up and that will be
asked to higher-level management of Tesco. Based on the question interview, the analysis will be
done to find out the relationship of literature review and their application.
4.2 Research design
Analysis of the interview question and their relevancy will be evaluated accordingly so that it
can make a proper impact on the working system. There will make sure that all the answers and
responses have been done for authentic sources. Previous research will be given the proper
priority that can help to make the best decision for employees. End to end conclusion of several
issues will be done as per the research objectives that will help to reduce the risk margin.
4.3 Research strategy
Based on the research objective, all the issues will be given the proper priority that will reduce
the risk and ensure the authenticity of the research. Previous journals and articles that are similar
to the research aim will be evaluated that will help to find out the proper result. Evaluation of
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authentic information and effective planning of all the things will help to do an in-depth analysis
of the research area. There will find out the research gap and investigation of all the processes
will be done to find out the proper result.
4.4 Data collection method
Data will be collected from face to face interviews and previous literature reviews that will help
to accomplish the tasks. 10 higher level and mid-level employees will be selected to take the
interview and find out the current gender position of Tesco.
4.5 Data analysis
Based on the data collection, all of them will be analyzed accordingly and the linkage of
previous research will be also done. There will be given the highest priority of the current
scenario and linkage of the previous research that will help to go further. Proper justification of
the research areas will be done to get the most effective result.
4.6 Validity and reliability
Results from the interview questions will be ensured properly and the validity of them will be
done accordingly that will help to ensure the right information. There will be also evaluated the
authenticity of the results so that there are no issues. Previous research papers on similar issues
will be given proper justification to make a relationship with them.
5. Anticipated outcome
This research will evaluate all the issues of gender in terms of leadership and management
position of Tesco. There will make a sure evaluation of previous research that can increase the
authenticity of the research area. Based on the research objectives and set up questions for the
people who are currently in a leadership position, there will be made a relationship of all the data
to make effective outcomes of the research.
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6. Conclusion
Equal working opportunities are required to maintain proper balance that reduces the work gap.
Participation of equal rights in all the areas of leadership and management position helps to
connect different people in all the situation. Treating all the employees in unfair practice and
reactive roles help to make an impact on a long-term relationship and overall turnover. Fair
organizational practice helps to conduct a cultural and management audits that reduce the
working gap and employee working force
6. References
Berthoin, A. and Izreali, D. N. (1993). A global comparison of women in management: Women
managers in their homelands and as expatriates. In E. Fagenson (Ed.), Women in management:
Trends, issues, and challenges in managerial diversity: 52-96. Newbury Park, CA: Sage.
Billing, Y.D. (2011) ‘Are women in management victims of the phantom of the male norm?”,
Gender, Work & Organization, Vol. 18 No. 3, pp. 298-317.
Bishop, S. R, Lau M., Shapiro, S. Carlson L. Anderson, N. Cardomy, J. (2004). ‘Mindfulness: a
proposed operational definition’. Clin. Psychol. 10 230–241. 10.1093.
Cook, A and Glass, C. (2014). Gender, Work & Organization “Women and Top Leadership
Positions: Towards an institutional Analysis”. Vol.21. pp-154.
D. Collinson and J. Hearn (eds) Men as Managers, Managers as Men. London: Sage. Rorty, R.
(1989) Contingency, Irony, and Solidarity. Cambridge: Cambridge University. pp 259-280.
E.P. Hennock (2001), International Encyclopedia of the Social & Behavioral Sciences.
Schein, V. E. (2001). A global look at psychological barriers to women's progress in
management. Journal of Social Issues, Vol. 57, pp. 675-688.
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