Project Report: Strategies for Diversity and Inclusion at Aviva PLC

This report presents a comprehensive project management plan focused on improving diversity and inclusion within Aviva PLC, a multinational insurance company. The report outlines the project's aims, objectives, and timeframes, including a detailed project management plan covering cost, scope, time, quality, resources, communication, and risk. It incorporates a work breakdown structure and Gantt chart to ensure timely completion. The research employs both qualitative and quantitative methods, utilizing questionnaires to gather primary data and online sources for secondary data. The report explores the concept of equality and diversity in the workplace, identifies challenges faced by Aviva PLC, and proposes strategies to build an inclusive workforce. The research also includes a discussion of sampling techniques and data sources, aiming to provide actionable recommendations for Aviva PLC to foster a diverse and equitable workplace.

Managing a Successful
Business Project

INTRODUCTION
Management of a business is a vital task that require proper coordination in all the
activities of an organisation for achievement of defined objectives. With the increase in
integration between different countries and culture, management of a business become more
critical as extra efforts are needed to mange the equality and diversity at work premises. The
phenomenon of equality and diversity at workplace can be defined as promoting equal
opportunity for all staff members belonging to diverse culture and nation to achieve their
potential (Bouncken and Reuschl, 2018).
For this research and assignment, Aviva plc is selected which is a British multinational
insurance company having its headquarter in London, UK. This organisation is having around 33
million customers in more than 16 countries of world. This report mainly consists aims,
objectives and timeframes of the selected project and a comprehensive project management plan
is also included in this report. A small scale research and different techniques of data collection
are also included to generate the knowledge about the topic. At last, this assignment also consists
appropriate recommendation and reflection.
LO 1
P1) Project aims and objectives
Project aim provides information about long term intension of a project while objectives
are the specific statement that are used to measure the success and effectiveness of a project.
Both aim and objectives are set to provide guidance and to coordinate the efforts the employees
and various teams in one direction to achieve the desired outcomes on time (Brennan, 2018).
The organisation selected to perform this research work is Aviva plc. It is a British
insurance company having its headquarter in London, United Kingdom. Aviva Plc is one of the
largest general insurer of UK and it is also a leading pension provider of London. Operations and
customers of Aviva are distributed in more than 16 countries of world and are having about 33
million customers. Aviva is also focusing on expansion of its business in markets of Europe,
Asia and China. Being a multinational organisation the customers and employees of Aviva plc
are from different culture, background and nations, thus many challenges are faced by Aviva plc
to mange Equity and diversity in its organisation. Management of equity and diversity is
necessary to create a positive atmosphere through providing equal opportunity and chances to all
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employees free from all prejudice and discrimination to achieve the highest level of their
performance and potential (Bryson, 2018).
Aim
Aim of a project or research shows the main purpose or reason of the research and study
which should be clearly defined (Pleasant, 2017). The main aim and focus of this research work
is, “To create and implement the strategies and polices to design and develop a diverse and
inclusive workforce in Aviva plc”.
Objectives
Objectives are the specific statements which that define the main goal or purpose that a
organisation or project desires to achieve in a definite period of time and with the effective use of
available resources (Hajro, Gibson and Pudelko, 2017). The main objectives of this research on
Alva plc are:
 To study and evaluate the knowledge about the concept of equality and diversity in a
workplace.
 To identify the challenges and issues which are faced by Aviva plc because of increasing
diversity in organisation.
 To investigate the strategies and initiative that can be designed, developed and
implemented by Aviva Plc to build an inclusive and diverse workforce (Rao and Roberts,
2018). To evaluate and identify the positives outcomes of equality and diversity in a workplace.
Questions
 What is the the concept of equality and diversity in a workplace?
 What challenges and issues can be faced by Aviva plc because of increasing diversity in
organisation ?
 What strategies and initiative can be designed, developed and implemented by Aviva Plc
to build a diverse and inclusive workforce?
 What are the positives outcomes of equality and diversity in a workplace?
P2 Produce a project management plan
Project management plan is regarded as one of the most essential phase in a research
study as it provide proper guidance or direction in order to accomplish desired goal or objective
in a most efficient and effective way within prescribed time limit. Along with this, it involves
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various factors like cost, resources, communication, risk and many more that lead a researcher to
produce a accurate and authentic report in a stipulated time period within competing
marketplace. In regard of this project, an investigator takes an initiative in developing project
management plan which is explained below:
Cost: This component is viewed as foundation for processing a particular project or
research as it relate with estimating or ascertaining the expense which incur during the execution
of project (Kane, 2017). However, in relation to this report, researcher makes an effort to
examine market trend or situation and based on that they make a appropriate action in gathering
required funds. This is because, it enable surveyor to conduct research effectively without nay
hindrances and shortage.
Scope: In this, it states the overall performance of a specified project within existing
market. Due to the intense level of growth opportunities in current industry, it provide wide
range of scope for this research as it assist investigator to impose novel or innovative ideas or
techniques for the completion of task in a appropriate time duration.
Time: It is the element which is relate with duration or time period for completing the
particular task in a better manner. However, in context of this project, researcher takes an
initiative to understand and analyse the current condition of business environment. Due to
which , investigator was able to identify the time limit i.e. 2 months of time duration for finishing
this report in a effective manner.
Quality: It is foremost competence in a every research as it directly relates with
sustainability and efficiency of a specified research among other competitors. Hence, in relation
to this research, researcher adopts all relevant and accurate data which lad them to generate
positive response within the mindset of targeted population and also improves the overall
performance of report.
Resource: Under this element, it comprises land, labour, capital, human resource which
is required to achieve its desired goal or objective in an improved manner. In regard of this
project, it make use of all available resources that lead them to develop accurate and relevant
report among existing marketplace (Byrd and Scott, 2018). Moreover, surveyor utilises different
techniques to hire talented and skilled workforce who is able to put their best contribution for an
attainment of qualitative research in a stipulated time limit.
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Communication: In regard of this report, investigator maintain clear and transparent
communication within its team which help them to reduce conflicts, disputes, misunderstanding,
misconception and so on. Moreover, it help them to develop improved level of coordination and
cooperation among each personnel that enhance the standard of project.
Risk: In this, researcher undergoes through obstacles while preparing project
management plan and also in generating better relationship with team members. However,
investigator assign various roles and responsibilities as per the potentiality of every manpower
that brings better coordination in an amended way (Ng and Rumens, 2017).
P3) Work breakdown structure and Gantt chart to provide timeframes
To ensure the timely completion of work and project use of different time management
tools are made which are explained below:
Work break sown structure- WBS is a crucial and vital time management tool which
facilitates better management of team through properly divining their work and role. Work
breakdown structure is basically a hierarchical decomposition of work into different groups or
task so that proper emphasis can be given to each task. Use of work breakdown structures is
made by a manger or researcher to identify the various risk associated with the timely
completion of project as it facilitates better and effective decomposition of work into various
team. Use of Work breakdown structure is made for this researcher as it facilitates a more
realistic project schedule and budget that should be followed by team members for completion of
work on time and to achieve the desired targets. WBS allows more effective allocation of time
and cost estimates for all the specific tasks and activities of a project (Honeyman and Jana,
2019).
4

Gantt chart- It is basically a horizontal bar chart that is formulated by Henry L. Gantt in
1917. the main purpose of Gantt chart is to control the production process and also provides a
timeline to illustrate how task and activities of project will run. Use of Gantt chart is made for
this research as it provide specific information about all individual tasks, their duration and also
provide sequence of these activities which facilitates proper control and lead to timely
completion of work (Minbaeva, 2018)(Northouse, 2017).
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LO 2
P4. Small-scale research by Applying Qualitative and Quantitative Research
The main purpose of a research is to determine, collect, select, process and evaluate
a set of data related with a specific or particular topic to make an effective and most suitable
decision to meet the desire objectives. Use of different process and techniques are made to
conduct a effective research (O’SULLIVAN1a and KEARNEY, 2018). The two important
methods used for applying research are described below:
Qualitative method– Use of this type of research method is made for collection of in
depth data regarding any particular topic. Under qualitative research method open ended and
conversational communication is made by researcher to collect information which includes
use of in depth interview, focus group,case analysis, etc. to collect data. The data collected
through this method is theoretical in nature therefore, it is time consuming and difficult to
represent this data as graph, tables and charts and evaluation of this data require a deep
knowledge and skills.
Quantitative Research Method- It is a method of research in which data is collected
in numerical or denotative form which can be easily converted into graphs and tables thus,
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provide better presentation of data. Use of different statistical tool, figures and facts are
made to properly analysis the quantitative data to reach an effective and appropriate
decision can be made (Pleasant, 2017).
For effectiveness of research and to draw a better conclusion about opinion of
respondents use of both qualitative and quantitative research methods are made for this
research. Use of qualitative data ensure in-depth information for effective decision making
and quantitative data makes presentation of data easy and more attractive. 9 close ended
questions are included in this research which represent collection of quantitative data and
two opened questions are also there which will provide qualitative data.
Source of data
It represent the root of data from where data is actually generated or assembled . The
two main sources or origin of data are as follows:
Primary source- It represent the first hand data which is originally gathered by
researcher through making its own personal efforts. It provide most authentic and latest data
as it is related to present scenario and current situation. Use of questionnaires, surveys,
interviews are made to collect data from primary source. Collection of data from this
method is time consuming (Rao and Roberts, 2018).
Use of both primary and secondary data is made for this research. Questionnaire is
used to collect primary and authentic information from stakeholders and use of online
websites are made to collect secondary data for this research.
Secondary source- This data is already in existence and used or collected by some
other researcher for conducting any past research. Data collection from this source is easy
and not much time consuming but it can be out dated or obsolete thus, not relevant for an
important topic or project. The main source of secondary data are old journals, records,
books, document, magazines, newspapers, online website, etc (Kane, 2017).
Sampling- It is process used for selecting or choosing a predetermined unit of data or
observation from total population with respect to some common features or characteristics .
It facilitates better and fast analysis and investigation of various units of population. Various
types of sampling includes probability and non-probability sampling which are further
classified into many types like random sampling, convenience sampling, systematic
sampling, consecutive sampling, etc.
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Use of random sampling method is made for this particular research to remove
chances of biasness and favouritism in selection process. For conducting this research a
group of 20 individuals are chosen from stakeholders of Aviva plc. These stakeholders
include the mangers, employees, business partners and some customers of Aviva plc so that
views and opinion of all related parties can be evaluated effectively for better decision
making. Views and opinions of theses respondents are taken on the topic “Equality and
diversity in the workplace” through making use of an questionnaire.
Questionnaire: It is mainly a written document that includes a set or group of questions
that are used to gather views and opinions of respondent on a specific topic.
Questionnaire
Q1) Do you have knowledge about the concept of equality and diversity in the workplace?
a) Yes
b) No
Q2) What factors are responsible for increasing diversity at workplace?
a) Globalisation
b) Expansion of business
c) Policy of recruiting employees from other countries
Q3) Do you think diverse and inclusive workforce will provide competitive advantage to
Aviva plc?
a) Agree
b) Disagree
Q4) What challenges and issues could be faced by Aviva Plc because of increasing
diversity at workplace?
a) Increase in number of conflicts
b) More culture differences
c) Ineffective communication
Q5) What possible strategies can be designed, developed and implemented by Aviva Plc to
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build a diverse and inclusive workforce?
a) Better orientation programmes
b) Improved cultural training
c) Timely analysis of work culture
d) All of the above
Q6) What are the positive outcomes of equality and diversity at workplace that can be
availed by Aviva plc?
a) Increase in creativity and innovation
b) Boost morale of employees
c) Increase productivity
Q7) What steps can be taken by Aviva plc to increase harmony and equality at workplace?
a) No discrimination in pay
b) Strict punishment to stop discrimination
c) No favouritism or biasness in selection process.
d) Equal decision making rights to all employees
Q8) What consequences can be faced by Aviva plc in absence of equality and diversity at
workplace?
a) Reduction in productivity
b) Hamper morale of employees
c) Limit innovation and creativity
Q9) Is recruiting process and other HR policies of Aviva plc are supporting diverse culture
in organisation?
a) Yes
b) No
Q10) Why effective management of equality and diversity is important for Aviva plc?
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Q11) How concept of equality and diversity is useful for Aviva plc in gaining more
competitive strength at international level?
Q12) Any further recommendation for Aviva plc to implement strategies to build equality
and diversity in organisation?
LO 3
P5) Presentation of findings and data using appropriate tools and techniques
Theme 1: Knowledge about the concept of equality and diversity in the workplace.
Q1) Do you have knowledge about the concept of equality and
diversity in the workplace?
Frequency
a) Yes 15
b) No 5
15
5
a) Yes
b) No
Interpretation
On the basis of over-headed diagram, it can be evaluated that 75% of respondent (i.e.
15 out of 20) are having information about the concept of equality and diversity in the workplace
while 25% respondent are not much aware about the concept of equality and diversity.
Theme 2: Factors responsible for increasing diversity at workplace.
Q2) What factors are responsible for increasing diversity at
workplace?
Frequency
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a) Globalisation 8
b) Expansion of business 5
c) Policy of recruiting employees from other countries 7
8
5
7
a) Globalisation
b) Expansion of business
c) Policy of recruiting
employees from other
countries
Interpretation
With respect to above stated diagram it can be evaluated that, 8 respondents are in
favour of the fact that globalisation is responsible for increasing diversity at workplace as it has
lead to removal of many international barriers which is providing better interaction among
different countries and organisation. 5 respondents are in favour of expansion of business which
lead to geographic enlargement of business thus, it comes across various culture which lead to
increase in diversity. 7 respondents are having an opinion that policy of organisation of
recruiting employees from other countries to get labour at cheap rates and to employ more
skilled employees is the reason behind increase in diversity at workplace.
Theme 3: Diverse and inclusive workforce will provide competitive advantage to Aviva plc.
Q3) Do you think diverse and inclusive workforce will provide
competitive advantage to Aviva plc?
Frequency
a) Agree 14
b) Disagree 6
11

14
6
a) Agree
b) Disagree
Interpretation
From the above chart, it can be analysed that 14 communicator are in favour of the fact
that diverse and inclusive workforce will provide more competitive advantage to Aviva plc as it
will improve its capabilities and strength. 6 respondents are disagree with the importance of
diverse and equality in providing competitive advantage to Aviva plc as this concept also create
many issues and conflicts in an organisation.
Theme 4: Challenges and issues faced by Aviva Plc because of increasing diversity at
workplace
Q4) What challenges and issues could be faced by Aviva Plc because
of increasing diversity at workplace?
Frequency
a) Increase in number of conflicts 6
b) More culture differences 6
c) Ineffective communication 8
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6
6
8
a) Increase in number of
conflicts
b) More culture differences
c) Ineffective communication
Interpretation
With respect to above picture , it can be said that 6 respondents are having a view that
with the increase in level of diversity at workplace chances of conflicts will also increase as it
become hard to get acceptation of all employees who coming from different culture. 6
respondents are in favour of the fact that increase in diversity will lead to more culture
differences as employees from different background are working at one place thus, chances of
differences and chaos are more. 8 respondents believes that increase in diversity will hamper the
communication of organisation.
Theme 5: Possible strategies that can be designed, developed and implemented by Aviva
Plc to build a diverse and inclusive workforce.
Q5) What possible strategies can be designed, developed and
implemented by Aviva Plc to build a diverse and inclusive
workforce?
Frequency
a) Better orientation programmes 9
b) Improved cultural training 5
c) Timely analysis of work culture 3
d) All of the above 3
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9
5
3
3
a) Better orientation
programmes
b) Improved cultural training
c) Timely analysis of work
culture
d) All of the above
Interpretation
From the above diagram it can be evaluated that 9 respondents believes that better
orientation programmes is the best strategy that can be designed, developed and implemented by
Aviva Plc to build a diverse and inclusive workforce as it provide better interaction and
conversation between employees. 5 respondent are in favour of Improved cultural training as it
will enhance the understanding of employees about different culture which will enhance the
diversity and equality in Aviva Plc. 3 respondent are having a view point that timely analysis of
work culture is also an effective strategy to build diverse and inclusive workforce. 3 respondents
are in favour that a combination of all these strategies is most suitable for Aviva plc.
Theme 6: Positive outcomes of equality and diversity at workplace that can be availed by
Aviva plc.
Q6) What are the positive outcomes of equality and diversity at
workplace that can be availed by Aviva plc?
Frequency
a) Increase in creativity and innovation 10
b) Boost morale of employees 4
c) Increase productivity 6
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10
4
6
a) Increase in creativity and
innovation
b) Boost morale of employees
c) Increase productivity
Interpretation
With the help of this picture it can be interpreted that, 10 respondents are having an
opinion that equality and diversity at workplace is helpful in increasing creativity and innovation
in Aviva plc as it brings talented and more skilled employees from different culture. 4
respondents believes that diversity and equality at workplace will enhance the team spirit of
workforce as it provide equivalent chances to all employees without any discrimination on basis
of culture or background. 6 respondents are in favour of the fact that a diverse and inclusive
workforce facilitate increase in productivity through improving skills and efficiency of
employees.
Theme 7: Steps should be taken by Aviva plc to increase harmony and equality at
workplace.
Q7) What steps can be taken by Aviva plc to increase harmony and
equality at workplace?
Frequency
a) No discrimination in pay 5
b) Strict punishment to stop discrimination 4
c) No favouritism or biasness in selection process. 5
d) Equal decision making rights to all employees 6
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5
4 5
6
a) No discrimination in pay
b) Strict punishment to stop
discrimination
c) No favouritism or biasness
in selection process.
d) Equal decision making rights
to all employees
Interpretation
From the above pie chart it can be analysed that 5 respondents are in favour of the fact
that removal of discrimination in pay or incentives will increase the harmony and equality at
workplace. 4 respondents favoured that strict punishment and actions against employees who are
involved in enhancing discrimination will lead to better harmony and equality. 5 respondents
support the fact that removal of biasness and favouritism is a good step to increase the equality
and diversity in organisation as provide equal chance of employment to individual of different
culture. 6 respondents are having a view that providing equal decision making rights will
facilitate equity and harmony in organisation.
Theme 8: Consequences that can be faced by Aviva plc in absence of equality and diversity
at workplace
Q8) What consequences can be faced by Aviva plc in absence of
equality and diversity at workplace?
Frequency
a) Reduction in productivity 5
b) Hamper morale of employees 5
c) Limit innovation and creativity 10
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5
5
10
a) Reduction in productivity
b) Hamper morale of
employees
c) Limit innovation and
creativity
Interpretation
With respect to this pie chart it can be evaluated that 5 respondent are in support of the
fact that absence of equity and diversity can reduce the productivity of organisation. 5
respondents are having an pinion that absence of quality and diversity at workplace can hamper
the morale of employees as it enhance biasness and favouritism in organisation. 10 respondents
believes that lack of equality and diversity at workplace reduce the capability of annotation and
creativity as more talented and creative people of other culture are not allowed in absence of
diversity.
Theme 9: Recruiting process and other HR policies of Aviva plc are supporting diverse
culture in organisation
Q9) Is recruiting process and other HR policies of Aviva plc are
supporting diverse culture in organisation?
Frequency
a) Yes 16
b) No 4
17

16
4
a) Yes
b) No
Interpretation
From the above diagram it can be analysed that 16 respondents out of 20 are are in favour
of the fact that current recruiting process and other HR policies of Aviva plc are supporting
diverse culture in organisation while 4 respondents are not having this view point.
Analysis of qualitative questions
Q10) Why effective management of equality and diversity is important for Aviva plc?
Interpretation- It has been interpreted from replies of various respondents that effective
governance of equality and diversity is important for Aviva plc as it is having its business
operations in more than 16 countries of world thus, facing and coming in interaction with
different culture so it become necessary for it to properly mange the equality and diversity at
organisation.
Q11) How concept of equality and diversity is useful for Aviva plc in gaining more
competitive strength at international level?
Interpretation- Majority of communicator are having a opinion that equality and diversity is
useful in gaining more competitive strength at international level as it provide more creative and
talented workforce to Aviva plc which will enhance its productivity and performance thus,
provide better competitive advantage.
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P6) Recommendation
On the basis of above analysis following recommendation can be made for Aviva plc to
properly design, develop and implement strategies to build a diverse and inclusive workforce :
 Aviva plc should provided cultural training to its employees to provide them information
about different culture so that a feeling of respect can be generated in workforce towards
all culture which will lead to a diverse and inclusive workforce.
 Execution of better orientation programs is also a good strategy which can be adopted by
Aviva plc to create better understanding and interaction between employees.
 Removal of biasness from requirement and selection process is also recommended for
Aviva plc as it provide equal opportunity to all individuals and this will also improve the
competitive strength of Aviva plc through providing better and more skilled employees.
LO 4
P7) Reflection
From this research work I had come throw a lot of new things and my knowledge is also
got enhanced. I got information with respect to the conception of equality and diversity at
workplace and also understand its positive and negative aspects. This project has also improved
my communication skills as I have interacted with lots of people and employees of Aviva plc and
got an opportunity to understand their views and opinion. My time management ability are also
got enhanced as many time magnet tools are used by me for timely completion of this report. I
had made use of Work breakdown structure and Gantt chart to properly divided the task into
various teams which also facilities efficiency in work. A project management plan is also
prepared by me to estimate or evaluate the cost, resources, time, scope, etc. of project. I had also
made use of quantitative and qualitative research method to collect most authentic and suitable
information about the current topic.
Many problems and issues are also faced by me which are related with non availability of
resources and insufficient time. But these problems are properly handled by through making use
of Gantt chart and WBS which provides proper allocation and distribution of resources and tasks
into different teams and also lead to timely achievement of goals and objective. At end of this
project all the objectives and goals are met by me on time thus, it is a successful project for me.
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It has opened many new opportunity for me as it has enhanced by confidence and also improved
by personality and skills as a researcher.
CONCLUSION
On the basis of this report it can be summarised that management of a business require a
lot of skill and research work to understand and coordinate the efforts of all employees. With the
increase in equality and diversity at workplace role of management is also becoming more
crucial. Beside this project management plan is also made to evaluate the expected cost, time,
resources, etc. of the project. Qualitative and quantitative methods are used for conducting an
effective research. Diversity and equality at workplace provides better competitive strengths and
skills and productivity of an organisation is also get improved. Use of many strategies like better
orientation programmes etc. can be used to have diverse and inclusive manpower.
REFERENCES
Books and Journals
Bouncken, R. B. and Reuschl, A. J., 2018. Coworking-spaces: how a phenomenon of the sharing
economy builds a novel trend for the workplace and for entrepreneurship. Review of
managerial science. 12(1). pp.317-334.
Brennan, M., 2018. Diversity metrics, measurement, and evaluation.
Bryson, J. M., 2018. Strategic planning for public and nonprofit organizations: A guide to
strengthening and sustaining organizational achievement. John Wiley & Sons.
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Hajro, A., Gibson, C. B. and Pudelko, M., 2017. Knowledge exchange processes in multicultural
teams: Linking organizational diversity climates to teams’ effectiveness. Academy of
Management Journal. 60(1). pp.345-372.
Honeyman, R. and Jana, T., 2019. The B Corp Handbook: How You Can Use Business as a
Force for Good. Berrett-Koehler Publishers.s.
Minbaeva, D. B., 2018. Building credible human capital analytics for organizational competitive
advantage. Human Resource Management. 57(3). pp.701-713.
Northouse, P. G., 2017. Introduction to leadership: Concepts and practice. Sage Publications.
O’SULLIVAN1a, M. and KEARNEY, G., 2018, October. Virtual Reality (VR) echnology:
Empowering Managers to Reduce and Eliminate Accessibility Barriers for People with
Autism Spectrum Disorders. In Transforming our World Through Design, Diversity
and Education: Proceedings of Universal Design and Higher Education in
Transformation Congress 2018 (Vol. 256, p. 253). IOS Press.
Pleasant, S., 2017. Crossing the boundaries of employee engagement and workplace diversity
and inclusion: Moving HRD forward in a complicated sociopolitical climate. New
Horizons in Adult Education and Human Resource Development. 29(3). pp.38-44.
Rao, T. and Roberts, N. S., 2018. Voices of women of colour: Dreaming of an inclusive outdoor
leadership environment. In The Palgrave International Handbook of Women and
Outdoor Learning (pp. 815-835). Palgrave Macmillan, Cham.
Kane, G. C., 2017. The evolutionary implications of social media for organizational knowledge
management. Information and organization. 27(1). pp.37-46.
Byrd, M. Y. and Scott, C. L. eds., 2018. Diversity in the workforce: Current issues and emerging
trends. Routledge.
Ng, E. and Rumens, N., 2017. Diversity and inclusion for LGBT workers: Current issues and
new horizons for research. Canadian Journal of Administrative Sciences. 34(2). pp.109-
120.
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APPENDIX I
Template for evidence collection to be attached with the report by the learner:
Project Logbook for the chosen organisation:
Name of the learner: Name of the Supervisor:
Project Title: Date:
Update of weekly research/ tasks achieved (Account
for a minimum of six weeks with dates)
 What have you completed?
 Did you fulfil Task requirements?
 Are you on track and within deadlines set?
 Did you need to make any changes to your
project management plan?
Comments
I have completed project on “To create and
implement the strategies and polices to design
and develop a diverse and inclusive workforce
in Aviva plc .”
Yes
yes
no
Any risks and / or issues identified?
 Did you identify risks/issues with a lack of
skills required for undertaking research
tasks?
 Did you identify any additional risks/issues
that have an impact on the project
management plan?
Yes, some issues are faced by me regarding lack
of resources and insufficient time.
No
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Problems encountered
 What barriers did you face?
 How did you overcome them?
The barriers faced by me during this project is lack
of proper communication between me and my team
members.
To overcome this barriers different team bonding
activities are carried out by me and effective
channels of communication are also implemented
New Ideas and change of project direction I require 1 more week for executing my project in an
impressive manner.
What Have I learnt about myself this week? How did I feel when I had to deal with
tasks/problems? Did I find it useful to complete the tasks? How well have I performed? What did I
contribute?
 What can I improve on next week?
 How might this learning apply in the future?
I had developed the feeling of discontent.
Yes
I tried to perform good and my performance was
satisfactory. I had contributed by time and skills
for this project.
I can gratify myself in better team bonding
activities and can also improve my
communication and time management skills.
This research has developed my communication
skills and my overall personality is also get
improved that I can be utilise by me in future.
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Tasks planned for next week Which tasks are priority?
 Have you set aside sufficient time for
completion?
To collect authentic and most reliable
information is priority.
Yes
Project plan status to date (on, ahead, behind)
Supervisor comments to address
Signature of the Supervisor and date:
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