Importance of Equality and Diversity in Apple Inc. (Research)

This research project examines the importance of equality and diversity within Apple Inc. in the UK. It investigates Apple's approach to managing cultural diversity in the workplace, considering the influence of globalization and the increasing demands for corporate social responsibility (CSR). The study explores Apple's CSR reports, focusing on the integration of diversity and equal opportunity themes. The research delves into the company's policies, practices, and organizational culture, aiming to identify potential contradictions between stated goals and actual implementation. Through an analysis of Apple's strategies, the project seeks to assess the current practices, identify changes in organizational culture, and recommend improved strategies that support Apple's financial interests while fostering a more inclusive and equitable environment. The methodology includes a literature review, research questions, and objectives aimed at assessing the importance of equality and diversity, identifying how Apple manages these aspects, and evaluating the application of diversified approaches in its policies. The project concludes with recommendations for better strategies to enhance diversity policies and support Apple's financial interests.

Research Project

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Table of Contents
CHAPTER ONE: INTRODUCTION........................................................................................3
1.1 Background of the Study..................................................................................................3
1.2 Research Questions..........................................................................................................4
1.3 Aim of the Study..............................................................................................................4
1.4 Objectives of the Study....................................................................................................4
1.5 Structure of the Study.......................................................................................................5
1.6 Rationale...........................................................................................................................5
CHAPTER TWO: LITERATURE REVIEW............................................................................7
2.1 The Issue of Diversity and Equal Opportunities in Companies.......................................7
2.2 The Sustainability Report and the Themes of Diversity and Equality ............................8
2.3 The Investigation of Diversity and Equality in the UK....................................................9
2.4 Diversity and Equality in Apple Inc...............................................................................11
CHAPTER THREE: METHODOLOGY.................................................................................14
CHAPTER FOUR: RESULTS & ANALYSIS........................................................................16
Discussion............................................................................................................................31
CHAPTER FIVE......................................................................................................................32
Conclusion............................................................................................................................33
Reflection.............................................................................................................................33
Recommendation..................................................................................................................33
REFERENCES.........................................................................................................................35
APPENDIX..............................................................................................................................37
Questionnaire........................................................................................................................38

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Research Topic:
Topic selected for conducting the research is ‘Managing cultural diversity in the workplace.’
Research Title:
To assess the importance of equality and diversity in Apple Inc. UK.
CHAPTER ONE: INTRODUCTION
1.1 Background of the Study
The phenomenon of globalisation has meant that companies increasingly have to
dealing with issues that go far beyond making a profit (Sarvaiya and Eweje, 2016). Thus, the
growing changes in the international panorama, both at the economic and social levels, led
companies to deal with relatively new concepts. The fact that companies have branches
around the world and have to compete internationally with other companies, in addition to the
increasing mobility of people and goods, led them to live with very socio-economic realities
varied (Ravazzani, 2016). Companies have been forced to react to the increasingly wide-
ranging requests for information by its stakeholders and started to incorporate in their reports
issues related to sustainability.
In this context, traditional accounting has become unable to report all the dynamics
business environment (Nachmias, et al., 2019), namely in the recognition of mutual
influences that occur between them and the communities where they live insert (Nachmias, et
al., 2019). This set of measures that aim to identify, evaluate and report all the information on
the social context of companies called the Social Responsibility of companies (CSR)
(Klarsfeld, et al., 2016), which elects as one of its themes the problematic of diversity and
equal opportunities. These themes, in spite of their increasing diffusion, are still not well
studied and published in the UK. That is why this report explores the report of diversity and
equal opportunities presented by Apple Inc. It is also intended to verify whether there are
differences in terms of disclosure about these aspects depending on the sector of activity.
In the search for credibility regarding its disclosure of CSR, more and more
companies seek certified bodies to guide themselves in the preparation of their reports, the
Global Reporting Initiative (GRI) being the most used. All information that is made public by
companies to communicate their social relations can be considered CSR, although the report
and accounts, for be an annual report, it remains a privileged means of information, because
for moreover, it is also an instrument that allows companies to disseminate information that

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they consider most important and allows them to reconcile information, both financial and
social (Khanum, et al., 2019).
Its importance is even more emphasised when it comes to listed companies because it
is a mandatory and available report (Nachmias, et al., 2019). In case of this study, was chosen
precisely for these characteristics, since it is intends to analyse the diversified and equality
practices in Apple Inc. With the world in crisis, economic and values, the importance of this
theme is revealed competitive advantage that companies can enjoy by providing a good
organisational environment, which can be acquired through reflection and implementation
measures aimed at knowing its human resources, as a way to satisfy the employees and
motivate them to achieve their best performance, in front of those who are not aware of these
issues. This study is intended contribute to increase knowledge about the treatment and
dissemination of these matters, in Apple Inc., because according to Sharma, (2016) social
accounting when compared to financial accounting.
1.2 Research Questions
1. What is the importance of incorporation of diversity and equality for Apple Inc.?
2. How does Apple Inc. manage diversity and equality?
3. Does Apple Inc. apply a diversified approach in all its policies?
4. How does Apple Inc. incorporate diversity and equality policies?
1.3 Aim of the Study
The aim of this project is to assess the importance of equality and diversity in Apple
Inc.
1.4 Objectives of the Study
1. To identify possible contradictions between the formal discourse and the practice of
Apple Inc. with reference to diversity;
2. To assess the current practices and identify changes in the organisational culture due
to application of diversity policies; and
3. To be able to recommend better strategies for the application of diversity policies
which support Apple Inc.’s financial interests.

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1.5 Structure of the Study
The work is organised as follows. In chapter two, an attempt is made to brief
bibliographic review, contextualise the issue of diversity and equality of opportunities,
present the GRI as a guide generally accepted and used in the preparation of reports and show
how these topics are disseminated. The following chapter describes the methodology
analysis, defining the sample and data collection method. In chapter four proceed with the
presentation and analysis of the results obtained, and in the chapter next, we present the
conclusions, as well as the limitations of this investigation and suggestions for future studies.
1.6 Rationale
Access and legitimacy organisations tend to emphasise the role of cultural differences
in the organisation without actually analysing these differences to see if they actually affect
the work being done (Bain, 2017). That is, what is behind it is a perspective that merit and
diversity are two poles in a continuous: if there is merit, there is no possibility of diversity
and vice versa (Barak, 2016). If these characteristics are assessed individually: merit or
diversity, in a process, for example, of recruitment and selection, which may occur and has
already been described in the literature, is that leaders choose the worst candidates possible to
undermine and affirm that affirmative policies do not work (Guillaume, et al., 2017).
The learning and effectiveness paradigm in organisations developed a vision of
diversity and inclusion that allows them to incorporate the contributions of employees in the
organisation’s work. The latter paradigm in contrast to the previous two is organised around
the theme of integration and inclusion. This new model for diversity leads the organisation to
internalise the differences between employees so that it can learn and grow from the
differences. The focus is: “We are the same team, with our differences - and not despite
them”.
Unless organisations that are currently working with the other two perspectives can revise
their view of diversity to avoid cognitive blind spots, several opportunities will be lost,
tensions will be misdiagnosed, and organisations will continue to perceive the potentials
of diversity as effusive. Therefore, a question arises: what happens to organisations that
follow the emerging perspective that makes them get the best out of their diversity? The
research lines guided by Lindblom, (2017) suggest preconditions that help organisations
to use the differences of identity groups in service of organisations and their growth and
renewal. These preconditions can be found in .the study by Sarvaiya and Eweje, (2016)
and, in general, refer to the attitudes, behaviours and policies of the leadership, the

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organisational culture, the mission and the organisational structure. Therefore, in order to
assess the importance of diversity and equality, the case study of Apple Inc. has been
selected as taking into consideration all the organisations in UK would have been
challenging due to limited time and resources.

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CHAPTER TWO: LITERATURE REVIEW
2.1 The Issue of Diversity and Equal Opportunities in Companies
The issue of diversity and equal opportunities is part of the CSR theme, therefore,
framing each one of them. CSR has undergone several developments over time. First the CSR
studies focused on research and dissemination of environmental information, subsequently
also focusing on the investigation and dissemination of social issues (Gordon, 2018), aiming
to cover all issues related with sustainability. Since CSR is mostly voluntary, the motivations
for its reporting by the companies, can cover the most varied reasons, namely to comply with
legal requirements, to consider the business benefits of showing what is being done, or
apparently done, to satisfy the need for information and expectations of various audiences, to
comply with the requirements required to finance themselves, to overcome negative effects
that already exist or may arise, to attract investment, to enforce legislation on these matters,
to increase its reputation, (Avis, 2018), to cultivate his image, to legitimise certain actions, to
reflect their social commitment (Ashe and Nazroo, 2017).
The importance of CSR is highlighted by the continuous increase in studies that have
emerged and that investigate the most diverse themes, going through studies on: its evolution
history; systems that can improve the information contained therein; the report; the attempt to
establish relations between his report and the performance of companies at various levels; the
impact of regulation on CSR. In addition to the subject itself all of these investigations use
varied approaches, theories and study methods (Brown, 2017), always contributing to the
enrichment of the theme. In other words, although not a new topic, the issue of diversity and
equal opportunities in the business environment, it has only recently begun to be addressed,
as companies have become aware that work is an essential asset to its employees, affecting
their life experiences and access to various needs, in addition to being a means of livelihood
and an important vehicle for the acquisition of social status (Georgiadou, et al., 2019).
Hence in all relationships diversity must be taken into account in order to allow
equality of opportunities for all. Hawkins, (2017) points out that it is important to take
advantage of and diversity, as this can contribute to a more productive environment, in which
all feel valued and where their talents are maximised, getting more tuned and open to comply
with organisational objectives. Managing that diversity it is not simple, as it implies a
constant change and improvement of values to ensure that all employees perceive, in a
positive, these issues. Hatipoglu and Inelmen, (2018) state that companies have been slow in
the process of managing diversity and that the way they have done it can jeopardise the whole

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process, creating a lack of involvement on the part of employees. He suggests a change
diversity management, especially focusing on the needs and aspirations individual
employees; that a shared vision of values and behaviours to adopt, where everyone
contributes, understands and accepts these values, for appropriate behaviours to emerge; that
these questions be asked as priorities for the day-to-day life of the company and linking the
objectives of diversity and equal opportunities to business objectives.
Also Cletus, et al., (2018) argue that linking business goals to diversity and equality
goals opportunities, is a smart way to align these goals, although they suggest which is also a
useful tool to achieve less resistance to policies unpopular. For Flynn, et al., (2017) the
importance of addressing the theme of diversity and equality opportunities becomes more or
less depending on the historical context of each country. Thus, countries where there are large
mixes of peoples of different origins, religions, races, etc. feel more need to legislate, hold
accountable and report with greater preponderance of these issues. For Benschop, (2016), the
UK is an interesting location to perform a study on diversity and equal opportunities, because
the various changes that has taken place in social terms, such as the 1974 revolution, which
attracted populations from several former colonies and integration into the European Union,
made one of the companies more homogeneous in Europe if it becomes a society with several
social problems, where there is diversity and lack of equal opportunities.
2.2 The Sustainability Report and the Themes of Diversity and Equality
Most of the information contained in the CSR reports is voluntary and therefore
according to Rojas, (2018), “studies on social communication corporate governance, often
depend on management decisions and usually have little or no opportunity to compare what is
reported with reality underlying or alternative realities, and there may be a gap between these
realities”. Due to its voluntary character, although the CSR report is several years old, there is
still uniformity on the correct disclosure of these matters (Roberson, 2019). It is important for
companies to find a reporting strategy that allows them to satisfy the expectations of all
stakeholders on sustainability and CSR reporting.
One of the most popular approaches is the GRI guidelines. GRI is an international
organisation that intends to establish a conceptual framework for reporting of sustainability
(Manfredi, 2016). For that, it presents in its guidelines a set of principles and protocols that
help companies learn how to report and standard information and industry supplements to
know what to report. This set of principles supports companies in deciding on content
(participation interest groups, materiality, sustainability context and completeness), the

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quality of elaboration (comparability, between companies and over time, balance and
accuracy) and the understanding and confidence of the report (transparency, periodicity and
reliability) (Daniels and Thornton, 2019).
Standard information should contain the organisation’s profile and strategy, the
structure of governance and performance indicators (Lindblom, 2017). The performance
indicators should follow technical protocols to allow easy interpretation. Sector supplements
help companies to interpret the guidelines accordingly with the sector in which they operate.
To inform readers of the report about the levels of application of the GRI guidelines, this
establishes a rating according to the criteria that are met in the preparation of the reports. This
notation is A, B or C, depending on the greater or lesser extent of criteria in the report, and a
“plus sign” (+) can be added in each notation, in the if an external assurance assessment has
been used.
2.3 The Investigation of Diversity and Equality in the UK
Although the theme of diversity and equal opportunities is not a recent one, its report,
in general, is not very developed in the literature. First, based on a previous study (Daniels
and Thornton, 2019) and using the same methodology and analysis, extended their research
to a period between 2009-2019. They concluded that there was an increase in the number of
companies report on diversity and equal opportunities, except in relation to the issue of
people with disabilities but that there have been no major developments in reporting the
information quantitatively. Two other great pieces of evidence have been drawn from this
study. The first findings showed that most firms were not complying with legislation existing
legislation, namely with legislation on people with disabilities. The second, related to non-
reporting, is that unlike other authors who claim that the report is related to the attempt to
legitimise their behaviour, companies may not report precisely so as not to affect this
legitimation due to the weak performance in these matters.
Second, they presented the conclusions of an earlier study (Nachmias, et al., 2019),
where they had carried out a longitudinal analysis of ten companies in the sector banking and
eight companies in the non-food retail sector in the UK in the period 2015-2019, focusing on
the issue of gender equality. Due to the sample, they had divided it into six periods of time, in
order to able to carry out a more complete analysis of social, political and economic
influences in these matters. They came to the conclusion that these influences led to in the
analysed period there were few disclosures about gender equality presented. In the third

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study, they investigated three case studies, where they sought to compare what was reported
in the reports and accounts for the past five years, with other information public.
For this public information they resorted to several bodies that monitored these
companies, the courts and the unions. They explain that they had great difficulties in
obtaining this information and that this type of study really requires a great cooperation from
the companies under analysis, which was not the case and found internal information that was
not disclosed in the reports and accounts. They concluded that although one of them
apparently reports more fully the information about diversity and equal opportunities,
basically all three report little about these themes. Klarsfeld, et al., (2016) analysing several
previous works, theirs and those of other authors, criticise the way in which the report on
diversity and equal opportunities has been made by companies and suggest five proposals for
them to make their disclosures on these matters less limited, more complete, detailed and
transparent.
The first proposal is that companies should publish in their reports more details on the
equal opportunities policies used to combat the various items of diversity. They further argue
that it must be explained how diversity and equal opportunities policies fit into the strategy of
the company. Second, they recommend that companies should describe their commitment to
diversity and equal opportunities, reporting it in detail for each item and offering explanations
of its concrete realisation. Then they propose that companies establish a system of
information that allows monitoring of diversity and equality of opportunities, so that there is
better knowledge and planning of these questions. For this, it will be necessary that the
monitoring is regular and that goals to achieve and indicators to calculate its performance.
The fourth proposal presented is that companies report on investigations and legal
cases that may exist about the company, related to diversity and equal opportunities. Finally,
they propose that employees, unions and legal authorities be involved in all developments on
diversity and equal opportunities, namely in the establishment of its policies, information
systems and quantification. There are some studies focusing only on one or two items on
diversity and equality opportunities. Khanum, et al., (2019) prepared a study on the reporting
of ethnic minorities. For this examined the reports and accounts of the largest companies in
the banking and the UK. They divided the results into three time periods. Sharma, (2016)
carried out a study on the report of people with deficiencies, considering the reports and
accounts of the 100 companies listed on the stock exchange London values with FTSE 100
Index between 2000 and 2015. They concluded that over the time the report on this item of
diversity has increased but it continues relatively low.

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Few studies are known about reporting diversity and equality of opportunities in the
UK companies. Gordon, (2018) studied the rhetoric report on diversity and equality
opportunities adopted by the UK companies. They analysed the websites of the 50 largest UK
companies and the 20 best companies to work for in the UK, in 2018. In their content
analysis, they considered five categories: values and organisational aspects related to
diversity; minorities in organisations; diversity management policies, practices and
initiatives; awards and recognitions in diversity area; specific diversity issues. They
concluded that only 15% companies report on issues related to diversity and equality of
opportunities. They also concluded that the companies that report the most are those that have
the foreign control and that aim to reach international audiences.
2.4 Diversity and Equality in Apple Inc.
For Apple Inc., being the most innovative company is also the one that includes the
most and has the most diverse employee profile. Apple Inc. is known for being transparent in
disclosing its inclusion and diversity policies. The company releases annual inclusion and
diversity report. The company released details on hiring women and racial minorities over the
past year, reporting that 54% of new hires were from professionals from underrepresented
tech minorities (27%) and women (37%) (Sarvaiya and Eweje, 2016). The category "racial
minorities historically underrepresented in technology includes blacks, Hispanics, Native
Americans, Hawaiian natives, and other Pacific Islander races. The report covers all hires
made between July 2015 and June 2016 and shows that the hiring profile is focused on
improving the overall balance of the company's employees, which still depends on white men
(Nachmias, et al., 2019).
The number of women working for Apple worldwide has increased by 1% per year
since 2014, currently representing 32% of the global total of employees. In the racial
minorities category, the company arrives in June 2016 with 22% of employees in the USA
coming from racial minorities. In the USA, 56% of the company's employees are white.
Equal pay is also part of Apple's effort to eliminate differences and, according to the report,
can already be considered a reality in the United States where, according to the company,
women earn one dollar for every dollar earned by male employees. And sub minorities -
represented earn a dollar for every dollar earned by white employees.
Nachmias, et al., (2019) mention that Apple Inc. achieved the maximum score of the
Corporate Equality Index, an organization annual indicator Human Rights Campaign
Foundation (HRCF) that monitors companies with LGBTQ inclusion and equality policies.

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According to Ashe and Nazroo, (2017), the indicator considers non-discrimination policies in
business entities, equitable benefits for LGBTQ workers and their families and support for an
inclusive culture and corporate social responsibility. Thus, companies obtain a percentage
rating based on their stated policies, which range from the possibility of including partners of
the same gender in health care coverage to LGBTQ inclusion in various programs.
As per Ravazzani, (2016) UK organisations operate, primarily within the paradigms
of discrimination and justice and access (i.e. when concerned with diversity and inclusion) -
the working group and not the organisational structure as a whole, seems to be the catalyst for
the inclusion. Nachmias, et al., (2019) made a direct application of the Theory of Social
Identity (TSI) to diversity and identity among military police officers. Its “Military Police
Professional Identity Scale”, built on the basis of TSI, captured valuable evidence on ageism
(age discrimination) and promotion within the police corporation. Still on ageism, Klarsfeld,
et al., (2016) presented the UK panorama on discrimination against elderly people at work
and retirement, while Khanum, et al., (2019) pointed to the need to develop a program for
preparing for retirement with workers who work in urban cleaning, a very little researched
category and the target of constant class discrimination. Still within this functional category,
cleaning servants, two jobs carried out Nachmias, et al., (2019) pointed out that
discrimination at work occurs in several ways. Both surveys were done with sequences of in-
depth interviews.
In general, in the UK organisations, cleaning servants are subcontracted (i.e.,
outsourced) and, for this reason, considered second-level by other employees. It is also a type
of work with a high turnover rate, indicating a problem in the functional category, and not in
the company. Reports found about not responding to a good morning in the room, about total
ignorance or even curiosity in knowing the name of the outsourced by other employees,
among other aspects, are perceived as invisibility from work or social devaluation . This type
of work is typically performed by women (Sharma, 2016), although some companies choose
to hire men due to some heavier services (Gordon, 2018).
The low professional qualification, the sense and the meaning of the work emptied,
the perception of the work as discriminated are challenges that these individuals face in their
daily work environment. Social invisibility was also the subject of research by Avis, (2018)
in his work. Ashe and Nazroo, (2017) investigated women's opportunities for us to have
equality in occupying high-ranking positions in developing a measure to analyse the attitude
of civil servants regarding the possibilities and limits of the rise of women in the
organisation's job structure. The authors observed that the opportunities to occupy a senior

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manager position are less for women than for men, even with women with higher
qualifications than them. Such an effect is described as “glass ceiling” (i.e., glass ceiling) in
UK public organisations.
The same was also observed by Brown, (2017) in hospital organisations. Brown,
(2017) analysed discrimination by sexual orientation in organisations highlighting the
humour of heterosexuals about homosexuals as a way of manifesting this
discrimination currently legitimised by the organisations. Georgiadou, et al., (2019)
analysed the effectiveness of implementing diversity policies in the UK branches of a
multinational company, suggesting the existence of counter- conditions between
discourses and practices adopted. For the authors, these contradictions occur, among
other factors, by directing diversity and inclusion policies that are more focused on
the market than on society's demands, which again points to the prevalence of the
paradigms of discrimination and justice and access and legitimacy (Hawkins, 2017) in
the UK organizations.

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CHAPTER THREE: METHODOLOGY
It is related with the methods which will be applied by researcher so as to conduct a
research in an effective manner so that highly authentic and reliable results can be achieved.
Research onion framework which was developed by Saunders needs to be efficiently applied
by researcher so that all the research processes can be applied effectively in carrying out
research in a stepwise manner. Following are the stages which are involved in the research
onion:
Figure 1: Research Onion
Research philosophy: It is the belief related with the way in which data related to a
topic should be gathered, analysed and used so that the research objectives can be achieved in
an efficient manner. There are four types of research philosophies like positivism,
interpretivism, pragmatism and realistic which help in gathering different types of data for a
given topic. The researcher will make use of positivism philosophy as it help in the collection
of quantitative data and its interpretation (Best and Kahn, 2016).
Research approach: It is related with the approach which can help in collecting data,
analysing and interpreting it to draw conclusions. From the two approaches which are
deductive and inductive, the researcher will use deductive approach so that data can be
collected related with an existing theory so that it can be efficiently proved.

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Research strategy: These are related with the strategy which is applied by researcher
in conducting a research based on the data required for research and purpose of study. Survey
can be conducted by researcher so that data related with a topic can be efficiently collected in
the form of questionnaire.
Research methods and techniques: There are two types of methods qualitative and
quantitative in which data can be collected which can help in its interpretation. The
researcher will use quantitative method so that effective interpretation of data can be done by
using tables, graphs, pie-charts etc.
Research choices: It is related with the choice of of methods which will be used by
researcher like mono-method, mixed method and multi-method. In this the researcher will use
mixed method in which qualitative method will help in literature review while quantitative
method will help in collecting data based on questionnaire (Clandinin, Cave and Berendonk,
2017).
Research Instruments: Various instruments can be used in order to collect
information and the researcher will make use of questionnaire so as to collect information
regarding the research topic.
Sampling Methods: In order to conduct a research a sample size is selected from large
population having similar characteristics so that research can be conducted on the small
sample. The researcher will take a sample size of 20 who will be the employees of Amazon
so that through questionnaire data can be collected.
Ethical Issues: It is important that ethical code of conduct are followed while
gathering information so that data can be collected from participants by taking their consent
along with informing them about their rights while participating in the research (Daniel,
2018).
Data Analysis and Interpretation: There are two ways in which data can be collected
which are primary and secondary sources. The primary sources help in collecting fresh
information by researcher through interview, questionnaire etc. so that their interpretation can
be done by researcher. Secondary sources help in collecting information from articles in
books, journals, internet etc. so that it can be reviewed so that researcher can form
interpretation. In this research primary source will help in forming questionnaire while
secondary sources will help in forming literature review.

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M1 Evaluation of different research approaches and methodologies
In order to conduct research various research approaches and methodologies can be
used so that information can be collected from authentic and reliable sources which can help
in finding effective results. In this research the researcher will use deductive approach as it
help in collecting data related to an existing theory from authentic sources so that it can be
proved which can help in conducting the research effectively. It can help also help in
measuring the quantitative research effectively so that the findings of research can be
effectively explained along with generalising research findings to a certain extent. Research
method which will be used by researcher is quantitative as it help in collecting data which can
be depicted on graphs, tables, pie-charts etc. so that the results can be efficiently interpreted.
M2 Merits, limitations and pitfalls of approaches of data collection
The research approach used by researcher is survey method in which questionnaire is
used as an instrument so that data can be collected based on online questionnaire which can
help in collecting quantitative data. The merits of using this method is that it will help in
collecting data online which will be feasible in the current situation of COVID-19 wherein it
is difficult to contact the respondents for interview. Also through this method a small sample
size can be selected on which research can be done so that the results can be equally applied
on large population. The limitation of using this method however is that the sample size
selection is difficult as the findings from a selected sample size cannot be applied to all the
locations of Apple Inc. Also the perspectives of only the employees of Apple Inc. UK are
considered and not the managers or leaders which can affect the research findings. Further
the respondents might not be able to give a clear picture regarding questions asked due to
personal bias. The pitfalls of using this research method are the potential hazards which can
affect the quality of research like lack of time due to ineffective time management by
researcher, the differences in working environment in various locations where Apple is
established. Also the inability of employees in understanding the questions asked in
questionnaire can also affect research results along with taking their consent to participative
in the research.
CHAPTER FOUR: RESULTS & ANALYSIS
This chapter presents the results from the interviews conducted. A total of 15
participants who were employees at Apple Inc. were interviewed to analyse how diversity
and equality are observed at their organisations. The results were analysed using content
analysis and are discussed briefly in this chapter comparing the findings from secondary

Equality & Diversity 17
sources. The participants described diversity in organisations as means of the inclusion of
different people. According to majority of the participants, the most important aspects of the
diversity in the organisational context are inclusion, recognition of individuals with different
backgrounds, reinforcement and valuing differences and similarities between people, which
will help to achieve organisational and individual goals in a win-win proposal.
Again, the effect is different from the intention. The popular saying goes that, “with
good intentions, hell is full”. Therefore, as per the participants diversity is related to increased
communication, better ways of solving problems, more effective decision-making, increased
productivity, greater flexibility and high morale among employees. The majority of the
participants of the study clearly talked about predominantly affective domain training. It is
important to consider, however, that, in Apple Inc., there is a certain appreciation of the
different origins of individuals, but work positions are still defined by economic and racial
origins.
One of the participants in this regard mentioned that:
“Still, there are regions, religions, skin colours, etc., which are rated as more
hardworking than others. Or if so, they call for the need to manage diversity. But is there a
single way to manage diversity? Should we reject or accept and emphasise quota systems and
affirmative actions? And isn't the white man, heterosexual not being forgotten? What is the
“best” way to treat women, non-white people, PCDs or people with disabilities, or people
with special needs (PNEs) and other “minority” groups in the organisation? If you have ever
suffered any discrimination for being, for example, the UK (outside the country), for being a
woman, for being homosexual, for being a mother or father, for not having a Camaro or
Lamborghini, for being dark, etc. ., you will understand that this discrimination, occurring
every day when leaving home, is an ordeal that can be modified. This change is slow, but it is
not even that difficult and I still face it. In addition to a question of profitability (of course,
the entrepreneur needs to think about it, because if he doesn't survive, he sends everyone
away), it is a human question, of justice, of equality, of valorisation and, why not, of fun!
What we have presented here were some concepts and tools to work with and, fundamentally,
to understand the process of diversity in the organisational context, which we hope will be
useful.”
The diversity planning and implementing systems and practices in the organisation to
treat people in such a way that the potential advantages of diversity are maximised and their
potential disadvantages are minimised. One of the participants suggested that the effects of
diversity on the effectiveness or performance of teams are not yet clear. This lack of clarity is

Equality & Diversity 18
mainly due to four factors: nature of the task; what are the results you want to tell me (e.g.
creativity or reaction time); time (i.e., in the short term, its effect tends to be slower; over
time, its effect improves, with the group tending to present itself as more creative); and the
measured diversity attribute (i.e. deformation or, for example, differences in professional
training, personality, skill levels, etc.).
However, the effect of diversity depends directly on the paradigm, or the way it is
thought of in the organisation. There is agreement between the participants which are the
diversity paradigms that can be adopted by organisations. Diversity paradigms include
discrimination and justice, access and legitimacy, learning and effectiveness. These
paradigms are listed by majority of the participants highlighting the reasons for the
organisations to manage diversity. The authors name these paradigms as ‘discrimination and
justice’, ‘access and legitimacy’ and ‘learning and effectiveness’. They are also detailed in
Sarvaiya and Eweje, (2016). What follows is a brief summary, with the inclusion of
discussions hitherto not included. It is important to note that most people believe that
diversity in work refers to if only to increase racial, national, gender or class representation.
The issue of demographic distribution is important, but not enough to understand
diversity. Other variables, such as job stability, diversity at different organisational levels and
collaboration or competition between accomplices (cohort), must be considered (Ravazzani,
2016). In other words, the “diversity” phenomenon in organisations can be both an
antecedent and a consequent variable. Diversity can be a precedent of, for example,
organisational climate or a consequence of organisational policies. The measure here is made
based on demographics and job stability. Often, there is horizontal but not vertical diversity,
that is, the picture is different, but the type of work is not.
These findings from the interviews can be compared with the study by Nachmias, et
al., (2019) who conducted a survey on workers with disabilities. The author interviewed
several workers with various categories of disability and described how people with
disabilities (PCDs) perceive themselves in the performance of their work. In general terms,
PCDs are not limited. On the contrary, they report the astonishment of other people when
they see a PCD at work, perhaps relating the work to some form of heroism, and not to the
competence or the possibility that type of work is performed by people. There are often
reports of down word social comparison, that is, comparing oneself with people with more
severe disabilities to feel better and better able as predicted by Klarsfeld, et al., (2016). The
clear paradigm that these participants live in is that of discrimination and justice, as they were
all selected for the job thanks to varying quota systems.

Equality & Diversity 19
It should be noted, however, that professionals working in recruitment and selection
often suffer from government programs and the disinterest of some groups of PCDs in
working (Khanum, et al., 2019). Sometimes a job opportunity is presented, the professional is
located in the market, but does not show interest in the job, since the scholarship provided by
the State is similar to or greater than that offered by the position. Thus, such programs also
end up hindering the entry of PCDs into the labor market. Apparently, it is “providing the
fish”, but not “teaching how to fish” and this has been a challenge for the area and for a
country. Highlight should be given to the studies conducted by Nachmias, et al., (2019) on
both diversity and inclusion.
With a fruitful production, the author and her collaborators have investigated both
concepts in the country, making a great contribution to the understanding and measurement
of these organisational phenomena in the UK culture. For example, the participants
interviewed in this study also presented a scale of attitudes towards organisational actions in
favour of valuing diversity and then presented together with colleagues, evidence of
validation of the scale of organisational inclusion behaviour in the UK, originally developed
by Sharma, (2016) in the USA, obtaining an emic version of the measure for the country.
Such a scale fills a gap in the operationalisation of the concept of inclusion, which
systematically has had an unreasonable evolution when compared to that of diversity. The
participants agreed that the proposition of a theoretical model for understanding the attitude
towards diversity in organisations on diversity and inclusion in organisations. It is noted,
from the findings of literature review, that some academic works in the UK are already being
developed, which clearly shows a difference from what was presented in the chapter.
However, there is still a need to investigate several other research topics. As a
research agenda, it is suggested to evaluate intervention programs. Research on intervention
is rare in the UK, and in this area it would be no different. Furthermore, what is not evaluated
is not valued. Therefore, for the valorisation of diversity and inclusion actions in the country,
there is a need for systematic evaluations of the programs already implemented. Some sub-
areas of research are practically non-existent, such as, for example, work performance
(Gordon, 2018), creativity and organisational subsystems. These and others are a fruitful field
of research in the area, in addition to providing clear managerial implications on inclusion as
part of organisational strategies.
On the basis of primary research done based on the questionnaire prepared following
are findings and discussions:
Q1) Do you understand about the concept of Frequency

Equality & Diversity 20
equality and diversity in workplace?
Yes 12
No 8
Yes No
0
2
4
6
8
10
12
12
8
Frequency
From the above graph it can be said that from the 20 respondents, 12 know about the
concept of equality and diversity while the other 8 do not know about the same. This mean
that it is important that the awareness about the importance having an equal and diverse
working environment is generated among employees of Amazon Inc., UK so that they can
work effectively which can help in increasing the profitability of organisation and also help in
increasing their job satisfaction (Hickson, 2016).
Q2) Do you think that equal treatment must be
given to workers irrespective of their
differences?
Frequency
Yes 15
No 5

Equality & Diversity 21
Yes No
0
2
4
6
8
10
12
14
16 15
5
Frequency
This graph helps in interpreting that from the 20 respondents, 15 say that equal
opportunities of growth and development must be given to the employees irrespective of their
differences based on caste, race, religion, age, sex etc. while the other 5 do not agree on the
same. Equal treatment is important so that efficiency among workers in conducting their
work can be increased which can help in increasing the ability of organisation in improving
its profits (King and Mackey, 2016).
Q3) How do you think can equality among
workers help the company?
Frequency
Improved performance 7
Better productivity 5
Competitive advantage 8

Equality & Diversity 22
Improved performance Better productivity Competitive advantage
0
1
2
3
4
5
6
7
8
Frequency
This graph help in making interpretations that from the 20 employees of Amazon, 7
say that equality among workers can help in improving their performance, 5 say that it can
help in improving their productivity while the rest 8 say that it can help the company in
gaining a competitive advantage in market. Equality among workers must thus be increased
by improving company policies so that they can be given similar opportunities to use their
skills and talents in an efficient manner which can help in increasing the profits of company.
Q4) Why is equal treatment among workers
important for them?
Frequency
Job satisfaction 6
Equal chance of growth 8
Better working environment 6

Equality & Diversity 23
Job satisfaction
Equal chance of growth
Better working environment
0
1
2
3
4
5
6
7
8
Frequency
From this graph it can be said that from the 20 employees, 6 are of the view that
equality can help in increasing their job satisfaction, 8 say that it can give them equal chances
to grow while rest 6 say that it can help in creating a better working environment. All these
factors can help the workers in using their skills efficiently so that better customer services
can be provided.
Q5) How is diversity among employees in
Apple Inc. Helpful for the company?
Frequency
Varied ideas 7
Innovation 6
Variety of work 7

Equality & Diversity 24
Varied ideas Innovation Variety of work
5.4
5.6
5.8
6
6.2
6.4
6.6
6.8
7
Frequency
This graph helps in concluding that from the 20 participants, 7 say that varied ideas in
crease in company, 6 say that it improves innovation while the rest say that a variety of work
can eb conducted in company. Thus through diversity among workers a large range of work
can be done so that customer base can be increased along with improving customer
satisfaction through increased innovation.
Q6) How is diversity among workers important
for the employees?
Frequency
Diverse working environment 6
Personal and professional development 6
Increased chance to work 8

Equality & Diversity 25
Diverse working environment
Personal and professional development
Increased chance to work
0
1
2
3
4
5
6
7
8
Frequency
From this graph it can be said that from the 20 participants, 6 say that a diverse
working atmosphere can be created, 8 say that it help in their personal and professional
development while the rest are of the view that it help in increasing chance to work. Diversity
in Amazon can help in providing large number of opportunities to workers so that they can
use their skills in achieving its goals and objectives (Kumar, 2019).
Q7) What is the importance of incorporation of
diversity and equality for Apple Inc.?
Frequency
Increased competitiveness 10
Better brand image 10

Equality & Diversity 26
Increased competitiveness Better brand image
0
1
2
3
4
5
6
7
8
9
10
10 10
Frequency
This graph helps in interpreting that from 20 respondents, equal views for increased
competitiveness and better brand image have been gained which means that having an equal
and diverse working environment is important for Amazon so that it can continue to grow
sustainably in market.
The primary information collected help in proving the secondary information which is
gained from literature review for which the information was collected from articles written by
different authors and writers. This help in achieving the objective of research which is the
importance of incorporation of equality and diversity from Apple Inc.
Q8) How can creating an equal and diverse
working environment be managed in Apple
Inc.?
Frequency
Improvement in policies 9
Training and development 4
Effective implementation of Equality Act, 2010 7

Equality & Diversity 27
Improvement in policies
Training and development
Effective implementation of Equality Act, 2010
0
1
2
3
4
5
6
7
8
9
Frequency
From the views of 20 respondents it can be said that 9 employees are of the view that
equality and diversity in Amazon can be created through improvement in policies, 4 say that
increased training and development programmes while the rest say that implementation of
Equality Act, 2010 can help in creating such working environment in Amazon. Thus all these
strategies can be applied effectively in Apple Inc. so that better working environment can be
created in company through increasing equality and diversity among workers (Merriam and
Grenier, 2019).
Thus the primary information collected by the way of questionnaire relates with the
information collected through secondary sources like articles of books, internet, journals etc.
so that the objective of research related with ability of Apple Inc. in managing equality and
diversity in company has been achieved.
Q9) Is Apple Inc. effectively able to apply a
diversified approach in its policies?
Frequency
Yes 7
No 13

Equality & Diversity 28
Yes No
0
2
4
6
8
10
12
14
7
13
Frequency
From the above graph it can be said that of the 20 employees, only 7 say that Amazon
effectively apply diverse strategies while the rest say that it is incapable of applying
diversified approaches in its policies. The company can improve its effectiveness in
application of policies so that better results can be achieved and a friendly working
environment can be created in company so that high profits can be generated (Mills and Gay,
2019).
The primary information collected relates to the secondary data collected for literature
review which helps in achieving the objective of research which is related with application of
diversified approaches in all its policies.
Q10) How can Apple Inc. Increase diversity in
company?
Frequency
Indiscriminate recruitment 8
Improving work culture 5
Training of employees 7

Equality & Diversity 29
Indiscriminate recruitment
Improving work culture
Training of employees
0
1
2
3
4
5
6
7
8
Frequency
This graph helps in concluding that of the 20 participants, 8 say that indiscriminate
recruitment,5 say that improving work culture while the rest 7 say that training employees are
the ways which can help Amazon in developing a diverse working environment in company.
Thus there are various ways through which diverse workers can be employed in an
organisation so that innovation can increase through varied ideas.
Q11) What are the ways in which strategies for
increasing equality and diversity among
workers be effectively implemented in Apple
Inc.?
Frequency
Employee engagement 7
Participative leadership 5
Friendly work environment 8

Equality & Diversity 30
Employee engagement
Participative leadership
Friendly work environment
0
1
2
3
4
5
6
7
8
Frequency
From the above graph it can be concluded that from the 20 respondents, 7 employees
are of the view that employee engagement, 5 say that participative leadership while the rest 8
say that creating a friendly working environment are the ways which can help in creating
equality and diversity among workers. These strategies need to be implemented in company
effectively so that better working environment can be created and objectives of company can
be achieved (Ndlovu-Gatsheni, 2017).
The primary data collected by the way of questionnaire relates with the secondary
data collected for literature review which has helped in achieving the objectives related with
incorporation of equality and diversity policies in Apple Inc.
Q12) How is cultural diversity in Apple Inc.
important?
Frequency
Increased customer satisfaction 6
Better customer service 5
Increased innovation 9

Equality & Diversity 31
Increased customer satisfaction
Better customer service
Increased innovation
0
1
2
3
4
5
6
7
8
9
Frequency
This graph helps in interpreting that from the 20 participants, 6 say that increasing
cultural diversity in company can help in increasing customer satisfaction, 5 say that it help in
improving customer services while the rest 9 say that this can help in increasing innovation in
company. This there are various benefits of having culturally diverse workforce which can
help in increasing the ability of company in enhancing its profits along with their productivity
in company.
Q13) What are the ways in which Apple Inc.
can increase cultural diversity?
Frequency
a) Improving recruitment policies 11
b) Respecting cultural differences 9

Equality & Diversity 32
Improving recruitment policies Respecting cultural differences
0
2
4
6
8
10
12 11
9
Frequency
From the above graph it is clear that from the 20 respondents, 11 say that improving
the recruitment policies of company can help in increasing cultural diversity in company
while the rest 9 say that respecting cultural differences can help in creating an effective
culturally diverse working environment. Thus cultural diversity in Amazon can be created
through improving the company policies and creating a work culture wherein the cultural
differences are respected so that employees belonging to different cultural backgrounds can
help in improving the profitability of company (Nieswiadomy and Bailey, 2018).
Discussion
From the above data interpretation it can be said that the researcher is efficiently able
to achieve the objectives of the research through the application of effective tools and
techniques so that data collected from both primary and secondary sources helped in
achieving the objectives of the research. From the above data analysis and literature review it
can be said that the researcher is effectively able to achieve the objectives of the research
which is important for increasing the authenticity and reliability of research results.
M3 How research findings met research objectives
From the above interpretations it can be said that each of the objectives of research are
efficiently met:
 To determine the importance of equality and diversity in Apple Inc
 To identify the ways in which equality and diversity in Apple can be managed.

Equality & Diversity 33
 To apply diversified approaches in all its policies
 To incorporate equality and diversity policies in Apple Inc
From the above research findings it can be said that equality and diversity among workers
can help in improving their productivity as they can feel valued in company and can equally
grow and develop. This can also help in increasing innovation in company so that a
competitive advantage can be achieved through improved performance and better job
satisfaction. Also it can be said that equality and diversity can be effectively managed by
managers of company by implementing effective strategies like participative leadership,
increased employee engagement, improving training and development programmes,
effectively implementing Equality Act, 2010 etc. Further the diversified approaches can be
applied in company through indiscriminate recruitment of workers so that a diversified
workforce can be created. Improving the work culture and training employees can improve
the respect of workers towards each other thereby improving creating diversity among them.
Thus it can be said that the research findings have been effectively able to achieve the desired
outcomes of research.

Equality & Diversity 34
CHAPTER FIVE
The findings from the study show that social movements being anti-discrimination
(e.g. affirmative action policies) and corporate social responsibility the main agents
disseminating diversity management practices at Apple Inc. Affirmative action policies serve
the moral and legal reasons for favouring diversity in organisations. The management of
diversity and inclusion is linked to economic reasons, being focused on the perspective that
managing diversity can bring financial benefits, in addition to complying with social
responsibility and legislation. It can be emphasised that the need to manage the growing
diversity in organisations, as this is an inevitable and irreversible process due to demographic
changes and market demands. Diversity management advocates a systemic transformation of
organisation and is not only concerned with recruitment and selection systems in
organisations.
Therefore, the management of diversity and inclusion begins with a diagnosis about
demography, the cultural diversity of the organisation and the statistics of its workforce, that
is, this would be the first step. Only then can a diversity plan be developed, which goes
through all organisational subsystems. Then, a cycle is formed. Through institutional policies,
starting with the profession or job description, there are included aspects to be valued in the
different subsystems (from demographics, through skills and training). Recruitment and
selection (often linked to affirmative actions, especially in cases where there is a
demographically homogeneous continent in the organisation - whether for political or
historical reasons), the demographic plurality of the organisation is obtained.
Through training programs and other organisational actions, the next step, the
management of diversity in the organisation, which goes far beyond its plurality or
demographic heterogeneity, can be accomplished. As such, it is only with the management of
diversity in progress that a culture of inclusion can be created, and that culture of inclusion
will lead to the realisation of a hiring and promotion system that will reinforce diversity itself.
Diversity management differs from affirmative actions in terms of two variables: the groups
affected and the effects on companies. In affirmative action, the changes brought about in
organisations are the result of external coercive pressures, such as quota laws for minority
groups or historically discriminated against. In diversity, all different identities are
contemplated, and their effective and effective management makes inclusion seen as a
competitive advantage for the organisation. It is precisely for this reason that there is a need
for a diagnosis about the organisation’s demographics and cultural diversity, that is, the
organisational structure itself.

Equality & Diversity 35
Conclusion
From the above research it can be said that cultural diversity plays an important role
in an organisation as it help in having a diverse workforce with a variety of skills and talents
so that a variety of work can be completed in an organisation. It also help in improving the
efficiency of an organisation in competing in the market as a variety of customers can be
effectively dealt with belonging to different cultures. This help in increasing customer
satisfaction so that better brand image of company can be developed which can help in
increasing sales of company. Further it also helps in enhancing the productivity of employees
along with enhancing employee engagement and employee retention in organisation.
Alternative research methodologies
In order to make the findings of research effective use of alternative research
methodologies can also be done which can help in improving the quality of research like
using qualitative method which can help in gaining information from sources like books,
articles, internet etc. This help in determining the views of other authors and writers so that
the correctness of theory can be determined which can help in improving the quality of
research. The current research is done based on a small sample size which is insufficient in
generalising the theory which can be improved by considering the ideas and views of other
authors so that effective research results can be gained. Also it can improve the lessons that
are learnt based on research methodologies which can be improved with the use of alternative
method.
Reflection
The research completed by me was on a very interesting topic which was related with
determining the importance of managing cultural diversity in Apple Inc. This research helped
me in using my research skills in an effective manner so that I was able to efficiently apply
research tools and techniques so that the research can be carried out in an effective manner.
This research has helped me in providing me a platform in using my skills efficiently so that
better research results can be achieved through collection of authentic and reliable
information from a variety of sources. While conducting the research I had to apply my
theoretical knowledge and the ability of selecting an appropriate sample size so that the
research can be conducted in an efficient manner. I made use of my interpretation skills,
effective analytical skill, communication abilities etc. in order to carry out the research so that
it can be completed in an efficient manner. I faced certain problems while conducting the
research like taking consent of participants, managing time effectively, using the resources

Equality & Diversity 36
effectively etc. However with the help of my patience and influential skills I was able to
complete my work on time and in a desired manner. This research will help in my future
development and growth as it can give me opportunities related with further research projects
related with big companies like Apple Inc. which can help me in developing my career as a
researcher and also help me financially. I thus need to continuously improve my research
skills so that I can become an effective researcher which can help me in being successful in
my career.
There are however certain areas where i can make improvements so that effective
results of research can be achieved and better recommendations can be given to the company.
I need to effectively work upon the challenging areas which i faced while conducting a
research like determining effective sample size which must be used so that the quality of
primary research can be improved. For this i need to take help of my teachers and peers who
can guide me through the process so that the research can be conducted on a sufficient sample
size which can help in making the research results better. Also i need to improve my time
management skills so that i can give appropriate time to each area of the research which can
help me in carrying out all the important processes which are important for a research. Also i
need to improve my analytical skills which can help me in determining the methodology
which i can use for a particular research. Also i need to take certain points in consideration
while carrying out research in future like determining sample size effectively, research
approach needs to be considered based on results that are to be achieved etc.
Recommendation
From the above research it can be said that cultural diversity is important in an
organisation which can be created by increasing equality and diversity among workers and
respecting differences among workers. This can help the companies in improving the job
satisfaction of employees so that they can help in increasing the profitability of company so
that a competitive edge can be gained in market. Following are certain recommendations that
can be implemented in Apple Inc. so that cultural diversity in company can be increased:
 Improving the recruitment policies of company so that indiscriminate recruitment can
be encouraged which can help in creating a diverse workforce in company having a
variety of skills and talents (O'Sullivan, Rassel and Taliaferro, 2016).
 Increasing employee engagement can also help the company in effectively managing
cultural diversity along with increasing the commitment of employees towards
organisation so that they can improve their performance in an efficient manner.

Equality & Diversity 37
 Participative leadership can be applied by leaders so that employees can be involved
in decision-making so that their effectiveness in achieving company objectives can be
increased.
 Creating a friendly working environment can also help in managing cultural diversity
along with improving the coordination among workers so that they can work together and
respect cultural differences so that workers efficiency can be improved.

Equality & Diversity 38
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In Sustainability science (pp. 31-41). Springer, Dordrecht.

Equality & Diversity 40
APPENDIX
1. Disability
 Yes
 No
2. Sexual Orientation:
3. Faith/Religion:
4. Gender:
 Male
 Female
5. Age Group
 Under 25
 25-50
 Over 50
6. Ethnic Background:
7. What does equality and diversity mean to you?
8. List what you consider are the main equality & diversity issues to be addressed by
your company?
9. Which of the main aims of these policies have the most impact on employees’ work?
10. How effective are the company’s policies and equality and diversity?
11. What would you change?
12. Have you received training or given any guidance on how to deal with equality and
diversity issues?
 Yes
 No
 If Yes, please specify:

Equality & Diversity 41
Questionnaire
In order to carry out the research effectively the sample size which is chosen by the
researcher is 20 and the participants of the questionnaire will be the employees of Apple Inc.,
UK so that the impact of equality and diversity can be analysed in an efficient manner.
Following are the questions which will be asked to the employees in the form of
questionnaire:
Questionnaire
Q1) Do you understand about the concept of equality and diversity in workplace?
a)Yes
b)No
Q2) Do you think that equal treatment must be given to workers irrespective of their
differences?
a)Yes
b)No
Q3) How do you think can equality among workers help the company?
a)Improved performance
b)Better productivity
c)Competitive advantage
Q4) Why is equal treatment among workers important for them?
a) Job satisfaction
b) Equal chance of growth
c) Better working environment
Q5) How is diversity among employees in Apple Inc. Helpful for the company?
a)Varied ideas
b)Innovation
c)Variety of work
Q6) How is diversity among workers important for the employees?

Equality & Diversity 42
a)Diverse working environment
b)Personal and professional development
c)Increased chance to work
Q7) What is the importance of incorporation of diversity and equality for Apple Inc.?
a)Increased competitiveness
b)Better brand image
Q8) How can creating an equal and diverse working environment be managed in Apple Inc.?
a) Improvement in policies
b) Training and development
c) Effective implementation of Equality Act, 2010
Q9) Is Apple Inc. effectively able to apply a diversified approach in its policies?
a)Yes
b)No
Q10) How can Apple Inc. Increase diversity in company?
a)Indiscriminate recruitment
b)Improving work culture
c)Training of employees
Q11) What are the ways in which strategies for increasing equality and diversity among
workers be effectively implemented in Apple Inc.?
a)Employee engagement
b)Participative leadership
c)Friendly work environment
Q12) How is cultural diversity in Apple Inc. important?
a) Increased customer satisfaction
b) Better customer service

Equality & Diversity 43
c) Increased innovation
Q13) What are the ways in which Apple Inc. can increase cultural diversity?
a) Improving recruitment policies
b) Respecting cultural differences