Investigating Diversity: Gender and Race in the Retail Workplace

This research proposal investigates the areas of diversity, specifically gender and race, within the context of the retail sector, focusing on Marks and Spencer. The study aims to understand the concept of diversity, its importance for the company and employees, its impact on productivity, and the challenges faced by employees. The proposal outlines a literature review covering concepts of diversity, importance of diversity, impact on productivity, and challenges faced. The methodology section details a qualitative research approach using a deductive approach and positivism philosophy, with data collection from primary and secondary sources using a random sample of 30 employees. Thematic analysis will be used for data analysis. The project includes a timeline outlining the various stages of the research, from topic formulation to project initiation and completion. The proposal highlights the significance of the study for the company, researchers, and other stakeholders in understanding and managing workplace diversity effectively.

RESEARCH PROPOSAL

TABLE OF CONTENTS
RESEARCH BACKGROUND.......................................................................................................3
Aim:........................................................................................................................................3
Objective:...............................................................................................................................3
Research Questions:...............................................................................................................3
LITERATURE REVIEW................................................................................................................4
RESEARCH METHODOLOGY.....................................................................................................6
TIMELINE/ TIME HORIZON........................................................................................................8
REFERENCES..............................................................................................................................11

Title: To investigate the areas of diversity in context of gender and race at the work premises –
A study on retail sector.
RESEARCH BACKGROUND
The business works in a diversified working environment where employees comes from
diverse cultures and background. Therefore, it is necessary for the companies to manage this
diversity at the workplace in an effective way (Barak, 2016). This diversity can be based on
many different factors like gender, race, age, religion, capabilities and many other factors. But
the major diversity faced by employees is on the basis of gender and race. The present study will
focus on the diversity faced by employees of Marks and Spencer at their workplace in relation
with gender and race.
Aim:
“To investigate the diversity related to the gender and race at the workplace. A study on Marks
and Spencer.”
Objective:
 To understand the concept of diversity of employees at the workplace on basis of gender
and race
 To examine the importance of workplace diversity for the company and its employees
 To find out the impact of workplace diversity on the productivity of employees
 To outline the challenges faced by the employees because of diversity at the workplace
 To recommend some of the measures to overcome the problem of diversity at workplace
Research Questions:
1. What is the concept of diversity of employees at the workplace?
2. Why is workplace diversity important for both the company and employees?
3. What is the impact of maintaining workplace diversity on the productivity of employees?
4. What are some challenges which employees face because of workplace diversity?
5. What is some recommendation to overcome these challenges?
Rationale
The major reason behind selection of diversity at workplace as a topic of study is that it is
the current topic going on. It is majorly because of the reason that due to globalization many
people come to another countries in search of jobs and live there only. This leads to diversity at

the workplace because people come from different regions and cultures and this might pose some
of the problem among the employees while working in different environment. Another major
reason for the selection of the topic is the personal interest of the researcher in the topic. It is
another reason behind the selection of the topic by the researcher (Harvey and Allard, 2015).
Significance of the study
The current study is significant for many individuals like the researcher, the company on
which the research is carried on, other researcher and many other people. The major significance
is for the company because with the completion of the research the company will come to know
about its diversity which is currently working at the company. With the analysis of the result
gathered from the analysis of the data are helpful for Marks and Spencer in knowing how much
diversity present at the company. Another significance of this research is for the other researcher
who are also carrying on with the same type of research. The researcher can use this existing
research as a base for starting the new research.
LITERATURE REVIEW
Theme 1: Concept of diversity at the workplace on basis of gender and race
In the words of Lynch, (2017) diversity refers to differentiating the people on the bases of
their caste, culture and religion. As organisation is engaged with different culture and they are
motivated to work as a team. Diversity at workplace is now the latest trends as through this
concept, the capability and skills of the person is identified between the man and women
(Diversity in workplace, 2019). As both the penitential capability to handle the work task and
accomplish it in better perspective.
Ozturk and Tatli, (2016) Criticised that diversity is one of the major aspects which carries
risk in context of company reputation. If the genders are differentiated on the bases of skills it
results in demotivating the employees as every person carry the capability to gain knowledge and
achieve targets in stipulated time.
Page, (2019) Suggested that organisation mainly motivates employees to participate in
race so that they can earn more profits and also balance their life easily. For e.g. the employees
of marks and Spencer are motivated to give more productive results, so that they earn a chance to
promote from their positions and reach to senior level. On the other hand, Hunt, Layton and
Prince, (2015) motivation given on the bases of senior post bring conflict in other team members.

As to achieve higher success bring diversity in relationship between employees. This indirectly
bring conflict at work place and also not provide quality products.
Theme 2: Importance of workplace diversity for the company and its employees
According to Durrani and Rajagopal, (2016) the importance of diversity in work place
arises in respect of judging the employees on the bases of the capability and also, they get fair
remuneration as per the work committed. As every person carry certain skills and experiences to
accomplish the task in such case diversity is needed to judge the particular employee and it helps
company to offer accurate pay scale regarding their capability.
Boehm and Kunze, (2015) argued that if company commit the activities such as diversity,
it affects their reputation as employees not prefer to work on such environment where the
employees are judged according to their skills. Employees are motivated if they get promoted by
viewing their task and productive results. If they are diversified it results in decreasing their
profitability ratio and also affects their goodwill if they are planning to expand the business.
Ravazzani, (2016) Interviewed that the company and employees both get chance to
increased their exposure to meet different kind of people at their work place. This helps them to
build strong relationship in working environment and also, they work individually to accomplish
the allotted task Boehm and Dwertmann, (2015) not agreed that it results to increasing exposure
as also it brings barriers in respect of imposing the thoughts and ideas on them. The issue arises
in respect of not following the instruction as they judge the people on the base of their caste,
culture and region.
Theme 3: Impact of workplace diversity on the productivity of employees
As per Lambert, (2016) the impact arises in respect of facing less communication
between the employees at the time of achieving the targets. As company mainly trained their
employees to work as a team so that task can be accomplished within the set time. If they cannot
communicate their point to their employees and also not take helps from other to accomplish the
task it results in facing low productivity and not getting quality products.
On the contradictory it is not necessary that the lack of communication resulting to low
productivity. As it depends upon the company to trained their employees to accomplish task
individually. They appointed for that post on the bases of their skills and knowledge and they
had capability to accomplish it in better manner. Every employee carries different ideas and
thoughts to complete the task and they can initiate in their work to bring more productive results.

Theme 4: Challenges faced by the employees because of diversity at the workplace
Al-Jenaibi, (2017) examined that the challenges which is majorly identified is relating to
lack of communication in work environment. As it is the duty of the senior employees to rectify
their barrier timely so that huge effects can be overcome. Another challenge arises in respective
of the generation gaps. As organisation is covered with different age group, thus their thoughts,
ideas and belief are different from other which bring challenges in company to formulate the
similar task.
Meyers and Vallas, (2016) interviewed that communication is not the major challenges
which cannot be overcome. As employees take the initiative to communicate with their superiors
if they are facing any issue. If the senior not take any serious action against their issue, they can
reach to higher level for getting fair judgement. As employees are trained to helps each other at
the time of risk arises so that the differentiation can be done on the bases of age group.
RESEARCH METHODOLOGY
The research methodology refers to a systematic way of completing the whole research with
success. It includes all the things which are necessary for the successful completion of the
research project. The research methodology used for completing the research on diversity in
workplace in relation to gender and race is discussed in the connected points below-
Research type- this refers to as a way in which the research will be carried on that is by
what ways the research will be conducted. There are basically two different types of research
type which the scholars can use that are qualitative and quantitative research. In qualitative
research the data is analysed on the basis of observation of non- numerical data and mainly
focuses on the concept and meaning of the research topic. In contrast to this quantitative research
type is used when there is involvement of numbers and facts and figures.
For the present study the researcher will use qualitative research type as he wants to
know the underlying reason behind the diversity at workplace.
Research approach- research approach refers to as the way in which the research will be
carried on consisting of all the steps which are necessary for the completion of the research
project. The research approach is of three different types that is inductive, deductive and
abductive research approach (Mackey and Gass, 2015). For conducting the research on diversity
at workplace the researcher will use the deductive approach. It is mainly because of the reason
that this approach starts by exploring an existing theory and then test the formulated hypothesis.

Research philosophy- this refers to as the beliefs and thinking of the researcher that how
the data has to be collected and analysed and evaluated in order to complete the research project.
It also, means being aware of the fact that what type of data is to be collected and in what ways
and how it will be analysed and evaluated (Silverman, ed., 2016). There are two type of
philosophy which are positivism and interpretivism. For carrying on the current research project
the scholar will use the positivism philosophy. The underlying reason behind this is that this
philosophy uses only factual knowledge which is gained through observation and measurement.
Data collection and sampling- without data the research cannot be accomplished.
Therefore, the data collection is of utmost importance. The data can be collected from two
different sources that is primary and secondary source of data. For carrying on with the current
research study, the researcher will use a combination of both the sources.
For sampling the researcher will use the method of random sampling because this method
provides a fair chance of being selected of everyone present in the population. Here the sample
are the employees of Marks and Spencer which is 30 employees (Kumar, 2019).
Data analysis- just collecting the data is not enough rather it is necessary for the researcher
to analyse and evaluate the data to draw some conclusions from the data collected. For
conducting the research on diversity at the workplace the researcher will use the method of
thematic analysis for doing data analysis. Under this method the questions are converted into
themes and then by analysing the data with help of charts and graphs the data is analysed and
interpretations are drawn from them (Research Methodology, 2019).

Illustration 1: Essence of Research Philosophy
Source: Research Methodology, 2019
TIMELINE/ TIME HORIZON
Task Mode Task Name Duration Start Finish Predecessors
Auto
Scheduled Project Initiation 25 days Mon 10/7/19 Fri 11/8/19
Auto
Scheduled Formulation of Topic 3 wks Mon 10/7/19 Fri 10/25/19
Auto
Scheduled
Formulation of Aim,
Objectives And Research
Questions
2 wks Mon 10/28/19 Fri 11/8/19 2
Auto
Scheduled Project Planning 20 days Mon 11/11/19 Fri 12/6/19
Auto
Scheduled Research Methodology 2 wks Mon 11/11/19 Fri 11/22/19 3
Auto
Scheduled Collection of Data 4 wks Mon 11/11/19 Fri 12/6/19 2,3
Auto
Scheduled Project Execution 25 days Mon 12/9/19 Fri 1/10/20
Auto
Scheduled Analysis of Data 3 wks Mon 12/9/19 Fri 12/27/19 6
Auto
Scheduled Interpretation of Data 2 wks Mon 12/30/19 Fri 1/10/20 8
Auto
Scheduled Project implementation 10 days Mon 12/30/19 Fri 1/10/20
Auto
Scheduled
Conclusion and
Recommendation 2 wks Mon 12/30/19 Fri 1/10/20 8

Auto
Scheduled Reflection 1 wk Mon 12/30/19 Fri 1/3/20 2,3,6,8
Auto
Scheduled End of project 1 day? Mon 1/6/20 Mon 1/6/20 12

REFERENCES
Books and Journals
Al-Jenaibi, B., 2017. The scope and impact of workplace diversity in the United Arab Emirates–
A preliminary study. Geografia-Malaysian Journal of Society and Space. 8(1).
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Boehm, S.A. and Dwertmann, D.J., 2015. Forging a single-edged sword: Facilitating positive age
and disability diversity effects in the workplace through leadership, positive climates, and
HR practices. Work, Aging and Retirement. 1(1). pp.41-63.
Boehm, S.A. and Kunze, F., 2015. Age diversity and age climate in the workplace. In Aging
workers and the employee-employer relationship (pp. 33-55). Springer, Cham.
Durrani, A.S. and Rajagopal, L., 2016. Restaurant human resource managers’ attitudes towards
workplace diversity, perceptions and definition of ethical hiring. International Journal of
Hospitality Management. 53. pp.145-151.
Harvey, C.P. and Allard, M., 2015. Understanding and managing diversity: Readings, cases, and
exercises. Pearson.
Hunt, V., Layton, D. and Prince, S., 2015. Diversity matters. McKinsey & Company. 1. pp.15-29.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage Publications
Limited.
Lambert, J., 2016. Cultural diversity as a mechanism for innovation: Workplace diversity and the
absorptive capacity framework. Journal of Organizational Culture, Communications and
Conflict. 20(1). p.68.
Lynch, F.R., 2017. The diversity machine: The drive to change the white male workplace.
Routledge.
Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design.
Routledge.
Meyers, J.S. and Vallas, S.P., 2016. Diversity regimes in worker cooperatives: workplace
inequality under conditions of worker control. The Sociological Quarterly. 57(1). pp.98-
128.
Ozturk, M.B. and Tatli, A., 2016. Gender identity inclusion in the workplace: broadening
diversity management research and practice through the case of transgender employees in
the UK. The International Journal of Human Resource Management. 27(8). pp.781-802.
Page, S.E., 2019. The diversity bonus: How great teams pay off in the knowledge economy (Vol.
5). Princeton University Press.
Ravazzani, S., 2016. Understanding approaches to managing diversity in the workplace: An
empirical investigation in Italy. Equality, Diversity and Inclusion: An International
Journal. 35(2). pp.154-168.
Silverman, D. ed., 2016. Qualitative research. Sage.
Online
Diversity in workplace. 2019. Online. Available through:
<https://smallbusiness.chron.com/define-diversity-workplace-4926.html>.
Research Methodology. 2019. Online. Available through:
<https://research-methodology.net/research-philosophy/>.