Research Project Part 2: Data Analysis Report on Cultural Diversity

This research project, presented as a report, investigates the impact of cultural diversity on organizational performance. It employs a quantitative research method, utilizing a deductive approach and exploratory design. The study focuses on a sample of 50 respondents, employing random sampling and primary data collection through questionnaires. The data analysis, using thematic analysis, reveals insights into employees' familiarity with cultural diversity, satisfaction with the working environment, and the perceived impact of a diverse workforce on organizational success. The report also examines strategies for promoting inclusion, including training programs, and identifies challenges related to managing cultural diversity, such as employee resistance and communication issues. The findings suggest that a culturally diverse workforce is generally viewed positively, with a majority of respondents acknowledging its beneficial impact on organizational performance and the effectiveness of strategies employed by companies like McKinsey. The research concludes by highlighting the importance of addressing challenges to maximize the benefits of a diverse workplace.

Research Project
Part – 2

Table of Contents
RESEARCH METHODOLOGIES............................................................................................3
Data analysis..............................................................................................................................4
REFERENCES.........................................................................................................................17
Appendix..................................................................................................................................18

RESEARCH METHODOLOGIES
Research methods: It is a prominent strategy which is useful in gathering specific set
of data to find valid answers to the research questions. It is sorted into two varied
methodologies which are qualitative and quantitative. Qualitative methods analyses the non-
numerical set of data which is highly significant in understanding key opinions and concepts
(Kumar, 2019). The investigator of the project has selected quantitative method because it
helps in attaining descriptive analytical information which helps in determining the impact
related with the cultural diverse workplace upon the performance of organization.
Research philosophy: It is associated with the key development and nature linked
with the knowledge. It is sorted into two varied philosophy which are interpretivism and
positivism. Interpretivism philosophy is prominent in effectively interpreting key elements
linked with the study. It is shaped by social context and human experience. Positivism
method adheres with the facts and figures which has been gained with the help of
observation. The investigator of the project has selected positivism philosophy which helps in
developing key linkage on impact of cultural diverse workforce and organizational
performance.
Research approach: This is a planned procedure which consist of specific
assumptions to address the research problem. It is sorted into two varied approach which are
inductive and deductive. The investigator of the project has selected deductive approach
because it develops hypothesis and test within the process of research.
Research design: It is a specific strategy which is useful in integrating varied set of
components in a logical manner (Taherdoost, 2016). It is sorted into two varied design which
are exploratory and descriptive. The investigator of the project has selected exploratory
method which is useful in investigating on the specific research problem because it has no
relevant set of past records or information. It is useful for the proper discovering of existing
knowledge and other set of unfamiliar concepts.
Research strategy: This method helps the researcher in addressing the key relevant
objectives of the research project. Appropriate set of questionnaire has been framed where the
quantitative set of information has been collected to manage culturally diverse workforce
with appropriate strategies.

Data collection: This is a prominent procedure which measures and effectively
collect data on the key set variables to answer stated set of research questions and also
evaluate the outcomes. It is sorted into two varied sources of collecting data which are
primary and secondary. Moreover, the secondary source is the data which has already been
collected and has been further used for the purpose of investigation (Kumar, 2019). The
investigator of the project has selected primary source of collecting data. Here, the first-hand
information has been gathered by developing a questionnaire.
Sampling: It is useful for the appropriate selection of the sample who has desired set
of features and characteristics from the large set of population. It is sorted into two varied
sampling method which are probabilistic and non- probabilistic. Probabilistic method
generally looks to provide all the respondent an equal chance to get selected in the sample
size (Wang and et.al., 2019). At the same time non probabilistic do not provide an equal
chance for the respondent to get selected in the sample size of the company. In regard to the
current study simple random sampling method has been used to find out the sample size of
the company in long run. The investigator of the project has selected random sampling
method where 50 respondents has been chosen.
Data Analysis: Data collected with the help of data collection tool need to be
analyzed and present in a way that it used to give clear image to the reader of the same. For
the same reason thematic data analysis tool will be used in the research. Under the same data
analysis tool variety of different themes will be made and different outcome will be presented
with the help of the table and graphs in the report in general.
Data analysis
Statistics

Are you
familiar with
the concept of
cultural
diversity
Are you
satisfied
with the
working
environment
of the
company?
Do you
think that
cultural
diverse
workforce
creates
direct
impact upon
organization
al
performance
?
Does your
organization
prioritize
inclusion of
cultural
diversity
among
employees?
Does the
firm provide
training
program to
promote the
diversity
and
inclusion?
What are the
challenges
company
faces while
managing
cultural
diversity?
Which one
of the
following
strategy is
used by
McKinsey
to manage
culturally
diverse
workforce?
N
Valid 50 50 50 50 50 50 50
Missi
ng 0 0 0 0 0 0 0
Mean 1.2400 2.3200 1.2600 1.3000 2.4000 3.0000 3.0400
Median 1.0000 2.0000 1.0000 1.0000 2.0000 4.0000 4.0000
Mode 1.00 2.00 1.00 1.00 2.00 4.00 4.00
Std.
Deviation .43142 1.01900 .44309 .46291 1.08797 1.21218 1.17734
Interpretation: From the above statistical analysis it has been interpreted that average
respondents are aware with the concept of cultural diversity and 50% of the sample size are
satisfied with the working environment of the company. Moreover, the table also depicts that
majority of the respondent favors that cultural diverse workforce creates direct impact upon
organizational performance. On the others side, it is also analyzed that McKinsey develop
different strategy in order to keep aware their employees with regards to inclusion and
diversity. From the overall assessment, it is clearly reflected that average number of
respondents are highly satisfied that company have diverse workforce that will leads a
business towards a success direction.

Theme 1: Concept of cultural diversity
Are you familiar with the concept of cultural diversity
Frequency Percent Valid Percent Cumulative
Percent
Valid
Yes 38 76.0 76.0 76.0
No 12 24.0 24.0 100.0
Total 50 100.0 100.0

Interpretation: After going through the variety of different data which was collected with
the help of primary data collection tool, it was clearly understood that there is good sort of
understanding about the cultural diversity in the organization. Collected data shows that out
of the pool of 50 participant, 38 participant has gone with the option of yes in the survey and
only 12 participant has gone with the option of no. Hence, it is very good sign for the
company as if any decision will be taken in regard to maintaining cultural diversity all the
employee will understand the importance of same and will support the management as well.
Theme 2: Respondents are satisfied with the working environment
Are you satisfied with the working environment of the company?
Frequency Percent Valid Percent Cumulative
Percent
Strongly satisfied 7 14.0 14.0 14.0
Satisfied 30 60.0 60.0 74.0
Neutral 6 12.0 12.0 86.0
Dissatisfied 4 8.0 8.0 94.0
Strongly dissatisfied 3 6.0 6.0 100.0
Total 50 100.0 100.0

Interpretation: Collected data as a form of primary data collection form used to give idea
that there are good number of the respondent in the survey who are happy with the type of
working environment which is maintained in the organization. As collected data shows that
out of pool of 50 participants 30 respondent has gone with the same topic in the research. It is
good sign for the company but on the another flip of coin organization also has to consider
that there are only 7 participants who are strongly agreed. Hence, organization has to take
different decision to manage working environment at workplace.
Theme 3: Cultural diverse workforce creates direct impact upon organizational
performance

Do you think that cultural diverse workforce creates direct impact upon
organizational performance?
Frequency Percent Valid Percent Cumulative
Percent
Valid
Yes 37 74.0 74.0 74.0
No 13 26.0 26.0 100.0
Total 50 100.0 100.0
Interpretation: Collected data as a part of data collection section help the research in
understanding and passing on the information that building a cultural diversified workforce
used to bring the impact on the performance of the organization in the long run. Out of total
data collected 37 participant has gone with the option of Yes, whereas remaining 13

participant has gone with the option of No. This result was also passed on by the author in
Literature review section that building good culturally diverse workforce used to bring
variety of different sort of negative and positive impact for the company in long run.
Theme 4: Yes, McKinsey prioritize inclusion
Does your organization prioritize inclusion of cultural diversity among
employees?
Frequency Percent Valid Percent Cumulative
Percent
Valid
Yes 35 70.0 70.0 70.0
No 15 30.0 30.0 100.0
Total 50 100.0 100.0

Interpretation: After understanding the different data which has been collected with the help
of data analysis tool it was understood by the scholar that McKinsey generally used to
include the prioritization of different activity to maintain the cultural diversity among the
employee in organization. As out of pool of 50 participants 35 respondent has gone with the
option of Yes, whereas 15 participants have gone with the option of No in the survey. Hence,
it is very good sign for the company but at the same time organization also has to make sure
that they do not overlook the opinion of 15 participants as 15 participants is not that small
number to be ignored at all.
Theme 5: Cited firm offer range of training programs to their employees for create
awareness

Does the firm provide training program to promote the diversity and inclusion?
Frequency Percent Valid Percent Cumulative
Percent
Valid
Strongly agreed 7 14.0 14.0 14.0
Agreed 28 56.0 56.0 70.0
Neutral 7 14.0 14.0 84.0
Disagreed 4 8.0 8.0 92.0
Strongly disagreed 4 8.0 8.0 100.0
Total 50 100.0 100.0

Interpretation: After going through the variety of the data collected as a part of primary data
collection tool, it has been understood that organization used to provide the good sort of
training to the respondent in the organization in regard to the cultural diversity in the
organization. This is very good sign as author also highlights that having good sort of training
platform in the organization used to help the company in maintaining and building good
human workforce in the organization. Collected data shows that out of 50 participant pool 7
has gone with strongly agree, 28 has gone with the option of agree remaining 7,4 and 4
participant has gone with option of Neutral, Disagree and strongly disagree option.
Theme 6: McKinsey perform different challenge while managing cultural diversity
What are the challenges company faces while managing cultural diversity?
Frequency Percent Valid Percent Cumulative
Percent
Valid
Employee resistance 9 18.0 18.0 18.0
Communication issue 9 18.0 18.0 36.0
Ethical and cultural
difference 5 10.0 10.0 46.0
All of these 27 54.0 54.0 100.0
Total 50 100.0 100.0

Interpretation: After going through the different data collected with the help of primary data
collection tool it was understood that there are more than one type of the benefit which is
seen by the organization by having good sort of cultural diversity in the organization. This
was also highlighted by the author in the literature review section. As literature review
section shows that out of pool of 50 participant 9 participant has gone with the option of
employee resistance, 9 with communication issue, 5 with the Ethical and cultural difference
and remaining 27 has gone with the option of all of the above.
Theme 7: Different strategy are used by the firm to maintain culture diverse workforce
Which one of the following strategy is used by McKinsey to manage culturally diverse
workforce?

Frequency Percent Valid Percent Cumulative
Percent
Valid
Understand the cultural
differences 8 16.0 16.0 16.0
Introducing the free speech 9 18.0 18.0 34.0
Open effective
communication 6 12.0 12.0 46.0
All of these 27 54.0 54.0 100.0
Total 50 100.0 100.0

Interpretation: Collected data gives an idea that there are more than one type of strategy
which can be used by the organization to manage the impact of cultural diversity in the
organization. As collected data shows that out of 50 participant pool in the research 27
participant has selected the option of all of the above. Remaining 8, 9 and 6 participant has
selected the option of Understand the cultural differences, Introducing the free speech and
Open effective communication respectively.

REFERENCES
Books and Journals
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage
Publications Limited.
Taherdoost, H., 2016. Sampling methods in research methodology; how to choose a sampling
technique for research. How to Choose a Sampling Technique for Research (April 10,
2016).
Wang, Z. and et.al., 2019. Basic research methodology in wireless communications: The first
course for research-based graduate students. IEEE Access. 7. pp.86678-86696.

Appendix
Questionnaire
Are you familiar with the concept of cultural diversity?
• Yes
• No
Are you satisfied with the working environment of the company?
• Strongly satisfied
• satisfied
• Neutral
• Dissatisfied
• Strongly dissatisfied
Do you think that cultural diverse workforce creates direct impact upon organizational
performance?
• Yes
• No
Does your organization prioritize inclusion of cultural diversity among employees?
• Yes
• No
Does the firm provide training program to promote the diversity and inclusion?
• Strongly agreed
• Agreed
• Neutral
• Disagreed
• Strongly disagreed
What are the challenges company faces while managing cultural diversity?
• Employee resistance
• Communication issue
• Ethnic and Cultural Differences
• All of these
Which one of the following strategy is used by McKinsey to manage culturally diverse
workforce?
• Understand the cultural differences

• Introducing the free speech
• Open effective communication
• All of above
Please share your experience if you face any discrimination within a workplace (if any)

APPENDIX
Research Proposal Form
Student Name: ______________________ Student ID:
______________________
Centre Name: _____________________
Tutor: ________________ Date:
___________________
Unit: ____________________
Proposed Title: Managing cultural diversity in the workplace.
Section One: Title, objective, responsibilities
Title or working title of the research project (in the form of a
question, objective or hypothesis)
Title: To determine impact of cultural diverse workforce on organisational performance. A study
on McKinsey & Company, The Post Building, 100 Museum St, London WC1A 1PB, United
Kingdom.
Questions
 What do you mean by the cultural diversity in context to organisation?
 In which manner cultural diverse workforce affect on the performance level of a company?
 What are different issues arising from managing diverse workforce?
 For manage culturally diverse workforce, what effective strategies firm needs to use?
Objectives
 To understand cultural diversity concept at workplace.
 To identify impact of cultural diverse workforce on organisational performance.
 To identify challenges faced through McKinsey & Company while managing the culturally
diverse workforce.
 To identify various ways McKinsey & Company used for managing the culturally diverse
workforce.
Section Two: Reasons for choosing this research project
Reasons for choosing the project (e.g links to other subjects you are
studying, personal interest, future plans, knowledge/skills you want to

improve, why the topic is important):
Given report is based on determine impact of cultural diverse workforce on organisational
performance. This is a specific knowledge expansion which is essential for the effective awareness
of cultural diversity and how it impact on the performance level of business. The main reason
behind choosing this topic is that researcher can know about the cultural diversity and also
determine the issues which arisen from it. The researcher mainly conducts this investigation in the
personal as well as professional context. In personal context, researcher wants to enhance its
knowledge and the understanding about cultural diversity. In professional context, ability and
research skills of researcher will be enhanced and it can able to conduct similar kind of
investigation in future.
Section Three: Literature sources searched
Use of key literature sources to support your research question,
objective or hypothesis:
Cultural diversity at workplace
On the basis of Dr. Richard T. Alpert (2020) The cultural diversity in organization arises regards
to irrespective of ethnicity, culture and religion are open to seeking members of the team from any
context. Complexities. Persons of different backgrounds and their contribution enable the group to
examine the complexities from all the angles. Cultural diversity in the workplace is the
consequence of age, ethnicity, class and race behaviors, customs and values of workers. Managers
should encourage the diversity of workers to prevent issues such as conflict and discouragement at
their workplace. Cultural diversity is mainly known as multi-culturalism, a wide set of values
which respects and fosters interests of all groups that shape organizations. Each individual may be
identified as diverse because the only point of view is that diversity at work is linked to a specific
group that has been discriminated against. In order to overcome the barriers of different groups of
people who work together productively, diversity and company inclusion programs are created.
Cultural diversity would also illustrate the implementation of a systemic diversity and inclusion
strategy.
Impact of cultural diverse workforce on organizational performance
According to opinion of Felicity Menzies (2018) The cultural diverse workforce develops the
negative and positive impact on the performance level of an organization.

Positive impact
Culturally diverse workforce at workplace develops rich flow of the ideas and potential to enhance
the innovation as well as creativity. This is helpful in improving as well as increasing the
organizational performance. Workplace diversity is important to workers as it creates a
trustworthy organization that contributes to higher productivity and workers' opportunities.
Diversity in the workforce is critical both inside and outside the organization. A diverse workforce
of culture can understand consumers worldwide and adapt to their needs. A diverse cultural
workforce will improve access to new markets by providers and other stakeholders (Ashe and
Nazroo, 2017).
Negative impact
The tendency of the organizational workers to participate in interpersonal disputes is a negative
consequence of cultural diversity in workplace. Many culturally diverse workers have various
opinions, thoughts, beliefs, norms, practices, principles, patterns and traditions. The cultural
diverse workforce has the different opinions and develops the many issues such as conflicts,
miscommunication, creation of the barriers and others (Cletus and et. al., 2018).
There are some theories regarding cultural diversity mention below:
Contingency theory- This theory of cultural diversity stated that the diversity management and
success of business is based on attitude of company in several areas for an instance organizational
as well as cultural strategies, working culture of company and performance of staff members.
Goal theory- It states about conflict within organizational objectives and lack of the clarity that
leads to complexities in acceptance through employees which reduce organistaional performance.
In addition to this there is a need to management to clarify objectives nu the managing diversity
effectively (Georgiadou, Gonzalez-Perez and Olivas-Lujan, 2019).
Challenges faced through McKinsey & Company while managing the culturally diverse workforce
On the basis of Angela (2020) There are some challenges faced through McKinsey & Company
while managing culturally diverse workforce at workplace. Some challenges are given below:
Acceptance and Respect- Respect between employers and employees is one of the main values
which contribute to successfully diversified business. If the diverse culture and values of workers
are not accepted, there will be conflicts. This disagreement often leads to conflict and may even
create violent situations. When workers embrace their differences, they exchange ideas and work

together effectively.
Physical and Mental Disabilities- Disabled workers find it difficult to navigate their workplace,
as the appropriate accommodations are not available, as simple as the wheelchair ramps. Service
dogs have other special requirements and certain office buildings do not permit them inside.
Provide arrangements to include service dogs in workplace (Davis, Frolova and Callahan, 2016).
Communication issues- With a diverse staff, team leaders may have a difficult time of
communication. English cannot be their first language for several members of team. Language
gaps can lead to team members interacting inefficiently and finding each other difficult to
understand. If instructions are not completely understood, efficiency and team cohesion may
decline significantly (Georgiadou, Gonzalez-Perez and Olivas-Lujan, 2019). Diversity
organizations aim to tackle gender and racial gaps. Staff members can find it difficult to
collectively understand when demographic differences cause them to use phrases or different types
of language.
Ethnic and Cultural Differences- Ethnical and cultural gaps tend to be presented at work. Some
people often stereotype who are ethnically, culturally and religiously different. This bias and
discrimination on the job can never be accepted.
Various ways McKinsey & Company used for managing the culturally diverse workforce
As per opinion of Eric Dyson (2020) Managing the cultural diverse workforce in an organization
is helpful in making the business successful. It is the responsibility of management to focus on
preventing the workplace from diversity. There are some of the effective ways give below which
McKinsey & Company used for managing the culturally diverse workforce at workplace:
Understand the cultural differences- The aspects of cultural diversity in an organization
consisting of understanding of time, modes of contact, hierarchy, distance etc. employees should
be understood. It is essential for educating the Human Resources department and the management
team on problems that may occur to improve employee efficiency and to reduce the negative
effects of cultural differences on the workplace. With an adequate attention to differences,
McKinsey & Company managers will collaborate with staff to develop a better strategy for
workers at work (Klarsfeld and et. al., 2016).
Introducing the free speech- Acceptance and respect are main factors for diverse cultural
workforce to create a harmonious working environment. Managers and employees can work
effectively, because workers can speak freely about disagreements in a conditioned environment.

This can be accomplished by providing the mentoring to new hires and by opening periodically to
each employee's contact section to share ideas and new information (Sharma, 2016).
Open effective communication- Workplace conflicts arise when there is a misunderstanding. The
local people may have different modes of communication, but as locals they understand which
types of communication are useful. They have totally different styles for the people who belong to
other nations. Team members of McKinsey & Company need to get a clear understanding of one
another and talk periodically, rather than in the office, so that they can know about each other's
particular speech style. This allows one another to understand and to share their points of view and
opinion (Ravazzani, 2016).
REFERENCES
Books & Journals
Ashe, S. and Nazroo, J., 2017. Equality, diversity and racism in the workplace: A qualitative
analysis of the 2015 race at work survey. Online: http://hummedia. manchester. ac.
uk/institutes/code/research/raceatwork/Equ...(accessed: 7 April 2017).
Cletus, H. E. and et. al., 2018. Prospects and challenges of workplace diversity in modern day
organizations: A critical review. HOLISTICA–Journal of Business and Public
Administration. 9(2). pp.35-52.
Davis, P. J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in Australia.
Equality, Diversity and Inclusion: An International Journal.
Georgiadou, A., Gonzalez-Perez, M. A. and Olivas-Lujan, M. R. eds., 2019. Diversity Within
Diversity Management: Types of Diversity in Organizations. Emerald Group Publishing.
Klarsfeld, A. and et. al., 2016. Comparative equality and diversity: main findings and research
gaps. Cross Cultural & Strategic Management.
Ravazzani, S., 2016. Understanding approaches to managing diversity in the workplace. Equality,
Diversity and Inclusion: An International Journal.
Sharma, A., 2016. Managing diversity and equality in the workplace. Cogent Business &
Management. 3(1). p.1212682

Online
Alpert, R.T., 2020. Cultural Diversity in the Workplace. [Online]. Available through:
<https://www.diversityresources.com/cultural-diversity-workplace/>.
Angela, 2020. 7 Biggest Diversity Issues in The Workplace. [Online]. Available through:
<https://thiswayglobal.com/blog/2017/07/14/top-diversity-issues-in-the-workplace/>.
Dyson, E., 2020. Managing Diversity in the Workplace. [Online]. Available through:
<https://www.peoplescout.com/insights/managing-diversity-in-workplace/>.
Menzies, F., 2018. Cultural Diversity and Organisational Performance. [Online]. Available
through: <https://cultureplusconsulting.com/2015/05/15/cultural-diversity-organisational-
performance/>.
Section Four: Activities and timescales
Activities to be carried out during the research project (e.g
research, development and analysis of ideas, writing, data
collection, numerical analysis, tutor meetings, production
of final outcome, evaluation, writing the report):
How
long
this will
take:

Milestone one: _________________
Target date (set by tutor): ____________________
Milestone two: _______________________
Target date (set by tutor): ______________________
Section Five: Research approach and methodologies
What type of research approach and methodologies are you likely to
use and why? What your areas of research will cover:
Research onion is mainly explaining research methodology concept. For doing the research
methodology, different layers of the research onion has been used.
Research Philosophy- The research philosophy relates to the collection of beliefs concerning the
existence and choice of research philosophy by the form of knowledge that is being researched in

research. Interpretivism and positivism are two different research philosophies. Among both the
philosophies, there will be positivism philosophy used because manipulating reality with changes
in one individual variable to define and form regularities l inks between some of the social world's
component elements. Predictions may be made based on the facts and the linkages previously
established and explained.
Research Approach- It states about use of the effective research design and the principle is clear.
In addition to this, argument with theory support is backed by the research approach. There will be
deductive research approach used as it is based on the quantitative method and also provide the
clear justifications about the specific subject area.
Research Choice- It is necessary for an investigator to select the better research choice for getting
positive outcomes. Quantitative research choice will be used because it provides the in- depth
understanding about the specific subject area.
Research Strategy- It is one of the most significant components that help in addressing research
objectives. Questionnaire strategy will be used for collection of information from the chosen
respondents.
Data collection methods- Primary and secondary are two different data collection methods. There
will be primary method used for collection of information and data. In this, questionnaire will be
developed on impact of cultural diverse workforce on organisational performance.
Sampling Method- It is related to any group with specific characteristics or features identical to
population and sample is the subset from that population that proof can be collected. There will be
random sampling method used for choosing the respondents. In this sampling technique every
person has a chance of being able to use this to be chosen.
Sampling size- 50 respondents will be chosen for collection of data.
Data analysis- Thematic analysis will be used for analysis of data and information collected by
using the questionnaire. Under this, themes will be develops, graphs develops and make
interpretation of them.
Comments and agreement from tutor
Comments (optional):
I confirm that the project is not work which has been or will be
submitted for another qualification and is appropriate.
Agreed: ________________ (name)_______________ Date ______________

Comments and agreement form project proposal checker( IV
sampling)
Comments (Optional):
I confirm that the project is appropriate.
Agreed /Disagree: (Name of the IV)
Date

Research Ethics approval form
All students conducting research activity that involves human
participants or the use of data collected form human participants are
required to gain ethical approval before commencing their research.
Please answer all relevant questions and note that your form may be
returned if incomplete.
For further support and guidance please see your respective Unit Tutor:
Before completing this form, we advise that you discuss your proposed
research fully with your unit tutor. Please complete this form in good
time before your research project is due to commence.
Section 1: Basic details:
Project title: Managing cultural diversity in the workplace.
Student name:
Student ID number:
Programme:
College Name:
Intended research start date:
Intended research end date:
Section 2 Project summary
Please select all research methods that you plan to use as a part of
your project:
⮚ Interviews Yes No
⮚ Questionnaires Yes No
⮚ Observations Yes No
⮚ Use of personal records Yes No
⮚ Data Analysis Yes No
⮚ Action Research Yes No

⮚ Focus Groups Yes No
⮚ Others (Please specify) :
Section 3: Participants
Please answer the following questions, giving full details where
necessary.
Will your research involve human participants?
Yes
Who are the participants? Tick all that apply:
Ages 12-16: Young people aged: 17-18 Adults: 18>
How will participants be recruited (identified an approached)?
Through random sampling methods, participants will be recruited.
Describe the processes you will use to inform participants about
what you are doing:
Through use the email method the participants will be informed
about the conducting research on specific area.
How will you obtain consent from participants? Will this be written?
How will it be made clear to participants that they may withdraw
consent to participate at any time?
The consent from participants will be obtained by email method. It
will be in written form.
Studies involving questionnaires: will participants be given the
option of omitting questions that do not wish to answer? Yes
No
If no please explain why below and ensure that you cover any ethical
issues arising from this
Studies involving observation: Confirm whether participants will
be asked for their informed consent to be observed.
Yes No

Will you debrief participants at the end of their participation (i.e
give them a brief explanation of the study)? Yes
No
Will participants be given information about the findings of your
study?(This could be a brief summary of your findings in general)
Yes No
Section 4: Data Storage and Security
Confirm that all personal data will be stored and processed in
compliance with the Data Protection Act (1998) Yes
No
Who will have access to the data and personal information?
Researcher will have to access data and personal information.
During the research:
Where will the data be stored?
It will be stored in personal computer.
Will mobile devices such as USB storage and laptops be used
Yes No
If Yes, please provide further details:
After the research:
Where will the data be stored?
It will be stored in personal computer.

How long will the data and records be kept for and in what format?
It will be kept for 2 years and in word format.
Will data be kept for use by other researchers? Yes
No
Section 5 : Ethical Issues
Are there any particular features of your proposed work, which may
raise ethical concerns? If so, please outline how you will deal with
these:
It is important that you demonstrate your awareness of potential
risks that may arise because of your research. Please
consider/address all issues that may apply. Ethical concerns may
include, but are not limited to the following :
⮚ Informed consent.
⮚ Potentially vulnerable participants.
⮚ Sensitive topics
⮚ Risk to participants and /or researchers
⮚ Confidentiality/anonymity
⮚ Disclosures/ limits to confidentiality
⮚ Data storage and security, both during and after the research
(including transfer, sharing, encryption, protection).
⮚ Reporting
⮚ Dissemination and use of your findings.
Section 6: Declaration
I have read, understood and will abide by the institution’s
Research and Ethics Policy: Yes No
I have discussed the ethical issues relating to my research
with my Unit Tutor:
Yes No
I confirm that to the best of my knowledge:
The above information is correct, and this is a full description

of the ethical issues that may arise in the course of my
research
Name: Date:
Please submit your completed form to the Cohort Leader and
a copy to your supervisor only