Analysis of Equality, Diversity, and Inclusion at Tesco Corporation

This essay examines the critical aspects of equality, diversity, and inclusion within organizations, using Tesco as a case study. It begins by defining these concepts and emphasizing their importance in today's competitive business environment. The main body of the essay focuses on the challenges Tesco faces due to its diverse workforce, including cultural differences and potential discrimination issues, particularly regarding gender and age. It explores how Tesco manages these challenges, such as through informal meetings and adjustments to employee pay. The essay further analyzes the impact of these issues on employee turnover and overall company performance. It proposes alternative strategies for managing equality and diversity, including prioritizing communication, valuing employee capabilities, forming small work teams, creating development programs, organizing cultural events, and setting clear work standards. The conclusion reinforces the necessity of maintaining equality and diversity for effective organizational function, summarizing the problems and management strategies discussed throughout the essay. The essay utilizes academic sources to support its arguments and provides a comprehensive overview of the topic.

EQUALITY AND
DIVERSITY AND
INCLUSION IN SOCIETY
AND ORGANIZATION

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Equality and diversity refer to as a situation where the company treats all its employees
equal and do not discriminate among many employees (Sharma, 2016). In this competitive world
it is very necessary for the company to ensure that they do not differentiate among the employees
on basis of different factors like age, race, gender, religion, abilities and disabilities, sexual
orientation and many other factors. The following essay will outline the problems Tesco faces
because of diversity and managing equality at the workplace and the resulting outcome of those
factors.
MAIN BODY
Tesco is a British company which deals in different general merchandising and groceries
which is headquartered in Welwyn Garden City situated in Hertfordshire, United Kingdom. The
company was founded by Jack Cohen in the year 1919 and deals in the retail industry.
This is a large company employing a large number of employees coming from different
cultural background. Therefore, the company has to ensure that it does not discriminates among
the diverse employees and maintains equality within the company. It is very crucial for the
company to maintain equality among the employees because of the reason that if there will not
be equality then the employees will not like the working environment of the company. Thus, this
will result in increase in employee’s turnover and this will be a loss for the company.
The main problem faced by the company is the fact that most of the employees are from
different cultural background and this impacts the working of the company. This is because of
the reason that all the employees come from diverse cultures and the company has to manage
these employees to work effectively and efficiently (Martínez Palacios, 2016). This is majorly
because of the reason that as the employees comes from diverse background there can be lack of
coordination among the employees and this may impact the efficiency of the overall working of
the company. Also, this can lead to communication barrier. It is so because of the reason that if
the employees are form diverse culture they will not be able to understand the other person who
is also from another culture (Kyriakidou and et.al., 2016).
Therefore, for dealing with his diversity problem the company frequently arranges for
some different types of informal meetings and get together. The company organizes this kind of
events with the intention that the employees will communicate better and this will increase the

communication and coordination among the employees as they will come to know each other in
a better way.
Also, the company was alleged based ion the gender and age discrimination when the
supermarket cut down its rates for the weekend and night shifts employees (Bendl and et.al.,
2015). This was made a big issue and a group of 17 employees were fighting a case against the
company as this decision would have impacted 38000 staff of the company as they were paid
wages by hour. For managing this problem, the company increased the pay of the employees
(Tesco workers take company to court over alleged discrimination, 2016).
In accordance with the analysis of the situation it is analysed that this situation needs to
be solved because of the reason that if these employees leave the company than it will be a great
loss for the company. The alternative strategy that the company can use to manage the equality
and diversity at the workplace is to firstly prioritize the communication. It is mainly because of
the reason that if communication is not proper then the work will not be accomplished in proper
way. This is because of the reason that employees will not clearly know that the what work they
have to perform.
Also, the company can avoid this problem of diversity and inequality by treating all the
employees according to their capabilities. This will ensure optimum working by the employees
as they will be motivated that they get the work to be done in accordance with the capability and
not with the post at which they are working.
The strategy which the company should implement to manage the diversity problem are
as follows-
 Make small teams of the employees and assign them group work. This is due to the
reason that this strategy will make sure that the communication and coordination among
all those team members will be good and effective.
 Another strategy is to create some development and learning programs for the employees
so that they get acquainted with the new and latest skills and learning which are
necessary for the employees to work in the competitive world (Sheehan and Anderson,
2015). This practice will connect the employees more with the company as they will
build a positive feeling for the company as it takes care of the needs of the employees.
 Another strategy for maintaining equality and diversity is to organize for some religious
and cultural events so that the employees feel happy that their important festivals and

cultural programs are being celebrated by the company. With this strategy the employees
build a positive feeling and connection with the company and this increases their beliefs
and trust in favour of company.
 Another important strategy which can be adopted by the company is that set some
standards for the working of the employees in accordance with the objective of the
company. This is because of the reason that the employees will work for achieving the
standards and this will improve the working of the company (Klarsfeld and et.al., 2016).
This strategy will also make sure that there is equality as same standards have been set
for all the employees and now the employees will work in accordance with their ability
and will try their best to achieve those standards.
CONCLUSION
With the analysis of the above essay it is concluded that maintenance of equality and
diversity at the workplace is very necessary for the effective and efficient working of the
company. The underlying reason behind this fact is that if the employees are not treated well
then, the employees will not work properly and this will impact the efficiency and effectiveness
of the company. The essay discussed about the different problem which company faces due to
inequality and different ways which it can use to manage this and the problem of diversity.

REFERENCES
Books and Journals
Bendl, R., and et.al., 2015. The Oxford handbook of diversity in organizations. Oxford
University Press.
Klarsfeld, A., and et.al.,, 2016. Comparative equality and diversity: main findings and research
gaps. Cross Cultural & Strategic Management. 23(3). pp.394-412.
Kyriakidou, O. and et.al., 2016. Equality, diversity and inclusion in accounting. Critical
perspectives on accounting. 35. pp.1-12.
Martínez Palacios, J., 2016. Equality and diversity in democracy: how can we democratize
inclusively?. Equality, Diversity and Inclusion: An International Journal, 35(5/6).
pp.350-363.
Sharma, A., 2016. Managing diversity and equality in the workplace. Cogent Business &
Management. 3(1). p.1212682.
Sheehan, M. and Anderson, V., 2015. Talent management and organizational diversity: A call
for research. Human Resource Development Quarterly. 26(4). pp.349-358.
Online
Tesco workers take company to court over alleged discrimination. 2016. [Online]. Available
through: <https://www.theguardian.com/business/2016/oct/16/tesco-workers-take-
company-to-court-for-discrimination>