Tesco's Strategies: Building a Diverse and Inclusive Workforce

This report analyzes the strategies and initiatives implemented by companies, specifically Tesco, to foster a diverse and inclusive workforce. The introduction outlines the research's aim to identify effective strategies through a case study approach, focusing on the benefits of equality, diversity, and an inclusive workplace. The literature review explores the advantages of diversity, such as increased innovation and a strong brand image, and highlights the importance of equality and proactive measures. The research methodology employs a quantitative approach using questionnaires to gather employee opinions, with a random sampling method. The findings reveal employees' perceptions of the benefits of diversity, challenges faced, and preferred strategies, such as employee resource groups and diversity training. The discussion interprets these findings, offering recommendations for Tesco to enhance its diversity and inclusion efforts, ultimately aiming to improve organizational performance and create a harmonious work environment. The report concludes by summarizing the key findings and suggesting avenues for future research.

Managing a Successful
Business Project
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Table of Content
TITLE: What strategies and initiatives do companies put in place to build a diverse and inclusive
workforce?.......................................................................................................................................3
INTRODUCTION...........................................................................................................................3
LITERATURE REVIEW................................................................................................................3
RESEARCH METHODOLOGY....................................................................................................5
FINDING, ANALYSIS AND DISCUSSION.................................................................................6
CONCLUSION AND RECOMMENDATIONS..........................................................................11
REFERENCES..............................................................................................................................12
REFERENCES..............................................................................................................................12
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TITLE: What strategies and initiatives do companies put in place to build a
diverse and inclusive workforce?
INTRODUCTION
Overview: The research is undertaken for determining various strategies that can be
adopted by the company for making their workforce inclusive. For this the existing strategies
that are followed by Tesco are analysed. Along with this research is conducted with the help of
which the opinion of the employees working in the organisation can be analysed. Such analysis
facilitated interpretation with which various recommendations are provided to the company by
the investigator that can promote equality and diversity at the workplace (Hawkins, 2017).
Aims: The aim of the project is to identify various strategies that can be adopted by the company
for building a diverse and inclusive workforce. A case study on Tesco.
Objectives: The objectives of this research are:
 To create an understanding of benefits of equality, diversity and inclusive workforce at
the workplace.
 To determine various challenges that can be faced by the company due to diversity in the
workforce.
 To identify various strategies and initiatives that is adopted by the managers of Tesco.
Questions:
 What can be the benefits of equality, diversity and inclusive workforce at the workplace?
 What are the challenges that can be faced by Tesco due to diversity among the
employees?
 Which strategies can be adopted by Tesco for developing a diverse and inclusive
workforce?
LITERATURE REVIEW
MNC’s strategies and initiatives
According to Katie Reynolds, 2017, promotion of inclusiveness and diversity in workplace
can help in building an open-minded global company culture. It helps businesses to better
understand it employees, clients and customers around the world while making the working
environment more friendly and innovative. Having a diverse working environment will help in
increasing innovation in company as people belonging to different experiences and backgrounds
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can work together so that company goals and objectives can be successfully met. There are
various strategies through which diversity in workplace can be built like increasing cross-cultural
diversity in workplace, valuing the perspectives and ideas of people, increasing equal
opportunities to all etc. which can help in increasing diversity and inclusion in company. These
strategies can help MNCs in becoming successful and sustainable in the competitive business
environment. This also helps the company to create a strong brand image in market and
attracting talented people to apply for job roles in the company (Iganski and Mason, 2018). Thus
the company must take proactive steps in embracing equality in company and building a diverse
working environment so that workers belonging to different culture, age, sex, religion etc. can
work together in harmony. This also help in increasing integrity in company which is important
for achieving company goals in an efficient and effective manner.
Equality
As per the views of Zach Lazzari, 2019, equality in workplace helps in ensuring fair and
equal treatment to all the workers who work at a workplace which help in increasing their growth
and development and creating a friendly working environment. This is also important to be
followed in company so that legal legislations of country can be followed which help the
company in working within the legal framework of country. This help in increasing the brand
image of company and boosting the confidence of all its stakeholders those ethical and legal
practices are followed n company. Equality is related with giving equal and indiscriminate
opportunities to all the workers irrespective of their caste, religion, culture etc. which is
important so that growth of workers can be achieved. Equal working conditions also increase
motivation of workers and they try hard to achieve company goals in an efficient manner which
helps company in achieving a competitive advantage in market. Equality thus help MNC to grow
and expand in market which can help it in increasing its sales and profitability and also
expanding its customer base.
Diversity
According to the views of Elisabeth Natter, 2019, workplace diversity has been increasing
with the increase in expansion of companies which has lead to a change in the composition of
workforce. People belonging to a range of religion, sex, caste, age etc. work together in a
company resulting in a diverse working environment. Diverse working environment help
businesses in increasing their profits and brand image in marketplace which increase their
profitability and help in their expansion. Diversity also help in bringing varied ideas from people
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having different experiences and backgrounds which also help in innovating company products
and services which can help them in gaining a competitive edge in market and increase their
sales.
Research gap
According to Sanaullah Panezai, 2016, research gap is about the insufficient or missing
information which is available for a defined topic or area which limits the ability of making
conclusions for a research question. This affects the ability of decision makers as they are unable
to find complete information about their research topic. The research gap in this report is less as
there have been many sources available for gathering information about the strategies and
initiatives which can be taken by MNCs so that diversity and equality can be established in
company.
RESEARCH METHODOLOGY
The research method which has been used during the research is quantitative method which
help in gathering numerical information which can be freshly gathered and also help in making
appropriate conclusions so that effective results can be drawn through graphs or tables. The
method of data collection is through the way of questionnaire in which a sample audience is
asked to give responses to a set number of questions so that data can be gathered freshly and
based on a practical research. This also helps in gathering information through which graphs or
tables can be drawn for interpretation (Li and Lu, 2017).
The respondents which are selected are the employees of company so that proper strategies
and initiatives can be formed in company which can help in increasing an inclusive and diverse
working environment in company. The sampling method which will be used to carry out this
research is random method which means that employees will be randomly selected to answer the
questions which are contained in questionnaire (Gatsi, 2016).
The number of respondents which will be selected for carrying out this research will be 30.
The data collected will be analysed through graphical method so that correct interpretations can
be made from the responses collected from the sample population. The data analysis can help in
making effective decisions in company so that an inclusive and diverse working environment can
be formed (PMP, 2016). The validity and reliability of such information gained can be judged
from the effectiveness of results which can be drawn from the data analysis which help in taking
effective and correct decisions so that benefits can be ensured for company. This also help in
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increasing the credibility of information so collected so that company can create equality and
diversity at workplace so that diverse workers can work together in harmony to achieve company
goals and objectives (Englund and Graham, 2019) (Basu, 2017).
FINDING, ANALYSIS AND DISCUSSION
The questionnaire that is used for undertaking the research is given below:
Questionnaire
Q1) Do you think equality, diversity and inclusive workforce is beneficial for the growth
of the organisation?
a) Yes
b) No
Q2) What can be the benefits of the making a diverse and inclusive workforce?
a) Motivate employees
b) Comfortable and friendly workplace environment
c) Both of these
Q3) According to you what challenges can be faced by Tesco due to diversity at the
workplace?
a) Conflicts among employees
b) Efficiency of employees may reduce
c) Profitability of the company may fall
Q4) According to you which strategy must be adopted by the managers of Tesco for
developing an inclusive workforce?
a) Significant interaction among employees
b) Investing in diversity Trainings
c) Formation of employee resource group
Q5) What role will the inclusive workforce plays in improving the performance of the
organisation?
a) Diverse talent have better efficiency
b) Makes employees competitive
c) Both of these
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On the basis of responses of the employees working in the organisation various strategies
can be identified that can be incorporated within the workplace. For this the interpretation of the
responses need to be analysed which is given below:
Theme 1: Equality, diversity and inclusive workforce is beneficial for the growth
Q1) Do you think equality, diversity and inclusive workforce is
beneficial for the growth of the organisation?
Frequency
a) Yes 22
b) No 8
Interpretation: On the basis of this graph it can be analysed that employees of the organisation
believes equality and diversity among the employees working in the organisation have various
benefits. Also it can be analysed that inclusive workforce can lead to the better performance of
the company that can take them towards the growth and success. Most of the employees
responded in favour of the concept.
Theme 2: Benefits of the making a diverse and inclusive workforce
Q2) What can be the benefits of the making a diverse and inclusive
workforce?
Frequency
a) Motivate employees 5
b) Comfortable and friendly workplace environment 6
c) Both of these 19
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Interpretation: On the basis of the above graph it can be analysed that most of the employees
believed that the incorporation of the policies related to the equality and diversity within the
workplace increased the motivation level of the employees. With this the environment of the
organisation can be made friendly and comfortable as it develops understanding among the
employees. But some of the employees believe that it only motivates the employees while some
believes that it only improves workplace environment.
Theme 3: Challenges that can be faced by Tesco
Q3) According to you what challenges can be faced by Tesco due to
diversity at the workplace?
Frequency
a) Conflicts among employees 11
b) Efficiency of employees may reduce 9
c) Profitability of the company may fall 10
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Interpretation: The above graph it can be interpreted that due to diversity various challenges are
faced by the company. On the basis of the responses of the employees it is analysed that the
managers faces conflict among the employees due to the belief that they are not treated equally.
Also 10 out of 30 employees believes that they profitability of the company has influence of this
as due to this the efficiency of employees gets affected.
Theme 4: Strategy that must be adopted by the managers
Q4) According to you, which strategy must be adopted by the
managers of Tesco for developing an inclusive workforce?
Frequency
a) Significant interaction among employees 8
b) Investing in diversity Trainings 10
c) Formation of employee resource group 12
Interpretation: On the basis of above graph it is analysed that various strategies need to be
adopted by the managers of Tesco so that they can effectively meet up with the challenges so
faced by them. 12 employees out of 300 employees are in favour of formation employee resource
group as this will enable them in effectively managing the diversity of the employees. While 10
employees are in favour of investing the training relating to the diversity as with this all the
employee can be brought at par and understanding can be improved. Also many employees are in
favour of significant interaction among the employees with effective channels of communication.
Theme 5: Role of inclusive workforce
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Q5) What role will the inclusive workforce plays in improving the
performance of the organisation?
Frequency
a) Diverse talent have better efficiency 6
b) Makes employees competitive 8
c) Both of these 16
Interpretation: On the basis of the responses of the employees it can be analysed that the
employees believes that with diversity and inclusive workforce the strengths of the organisation
can be improved. Diverse employees have capabilities of dealing with the problems different
which can improve the overall performance. Also it develops the spirit of competitiveness due to
which the employees focuses upon their performances. But some employees believes either it
enhances competition among employee or have improved efficiency.
On the basis of analyses of responses given by the employees and the finding in literature
review it is analysed that most of the MNC’s need to make their employees open minded so that
they can adopt the culture at global level. Both have a belief that better understanding of the
employees will enable them to develop a comfortable environment in which employees can
express their opinions, thoughts and beliefs. The employees of Tesco are in favour of effective
interaction that can make the workforce sustainable which can contribute a lot in the growth and
success of the organisation. In addition to this the employees of Tesco are in favour of equality
and diversity as they believe that it motivates the employees working. This makes them feel that
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they are treated equal and fair. In Literature review also they are supported as it enables the
organisation to meet up with all the legal requirement related with the employees and making
their employees efficient enough (Kulkarni and Gopakumar, 2014).
CONCLUSION AND RECOMMENDATIONS
With the help of this research I got to know the importance and benefits of the equality,
diversity and inclusive workforce within the organisation. This research enabled the organisation
in identifying various strategies with the help of which they can develop an inclusive workforce
for them. My level of knowledge is improved which has developed confidence for undertaking
similar type of researches in future. On the basis of the analysis of the responses strategies are
formulated but they are based upon the interpretations. Due to this while implementing such
strategies the managers of Tesco may face resistance of the employees. Also I faced issues while
gathering responses from the employees as all the employees are different and have different
perception. In addition to this the analysis of the responses was quite difficult as what the
employees may wants to convey something else than what I have assumed. Due to this, other
research methods such as observation methods, interview method can be used effectively. This is
because with these methods detailed responses can be taken from the employees and by
interacting with them their perception and level of understanding can also be analysed (Sang and
Powell, 2013). With the help of various analyses various recommendations are made to the
Tesco which can help them in making their workforce inclusive:
 Capabilities of all the employees must be analysed on consistent basis and trainings must
be provided to them so that all the employees can be made competent to deal with the
changes.
 Various policies need to be developed that can enhance the interaction among the
employees. This will develop understanding among them which will reduce the impact
on diversity at the workplace (Wrench, 2016).
 Promotions must be made after conducting various situational test and assessment test as
this will make the employees feel equally treated.
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REFERENCES
Books and Journals
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Economics. 171. pp.394-404.
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Progressive Critique of Workplace Diversity Efforts. U. Md. LJ Race, Religion, Gender
& Class. 17. p.61.
Iganski, P. and Mason, D., 2018. Ethnicity, equality of opportunity and the British National
Health Service. Routledge.
Kulkarni, M. and Gopakumar, K. V., 2014. Career management strategies of people with
disabilities. Human Resource Management. 53(3). pp.445-466.
Sang, K. and Powell, A., 2013. Equality, diversity, inclusion and work–life balance in
construction. In Human Resource Management in Construction. (pp. 187-220).
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Wrench, J., 2016. Diversity management and discrimination: Immigrants and ethnic minorities
in the EU. Routledge.
Online
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<https://smallbusiness.chron.com/define-diversity-workplace-4926.html>
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