Tesco's Diversity and Inclusion: A Strategic Workforce Analysis

This report provides a comprehensive analysis of Tesco's strategies and initiatives to ensure a diverse workforce. The report begins with an introduction outlining the importance of diversity in the retail industry, followed by the aim and objectives of the study, which includes understanding equality and diversity concepts, identifying company policies, assessing the relationship between policies and employee activities, and recommending strategies for improvement. A detailed project management plan is presented, covering deliverables, timelines, quality control, communication strategies, risk assessment, and resource allocation. A Work Breakdown Structure (WBS) and Gantt chart are included to visualize the project's timeline and tasks. The report then delves into a literature review, exploring the concept of equality and diversity, policies used by companies for employee performance, and the relationship between policy implementation and employee activities. The research methodology section outlines the qualitative data type, inductive approach, interpretivism research philosophy, and the use of primary data collection and probability sampling. The data analysis approach involves thematic analysis, and ethical considerations are addressed. Finally, the report presents findings and data analysis, including a table summarizing responses related to the concept of equality and diversity.

Strategic and Initiative to
ensure a diverse workforce

INTRODUCTION
Strategies and initiatives to ensure diverse workforce has been analyzed as one of the
most actively rising aspect where companies are actively heading imperatively for gaining
informative growth within business domains. Tesco is one of the best retail company within
global industry, having wide range of products and services practically focusing on improving
smarter diverse employees at workforce. The report will be conducting in depth analysis in
research based on aspects of TESCO management structure for gaining analysis towards
company workforce diversity and equality aspects. The research shall bring on focus for gaining
the best data at usage for creative strengthened in formations for research, also functionally up
grading new domains to potentially enrich cultural growth.
P1 Devise aim and objectives
Aim: To investigate how do company policies on equality and diversity (E&D) translate into an
employee’s day to day activity: A study on Tesco”
Objectives:
 To understand the concept of equality and diversity
 To identify different policies, use by company for employee’s performance.
 To assess the relationship between policy implemented under E&D and employee’s
activities.
 To recommend the best strategy which help firm to improve the performance of
employee.
P2 Project management plan
The project management plan is a type of plan which outlines the process or the steps through
which the whole project will be completed (Wang, Ren and Liu, 2017). For the project to be
successful the most essential thing is to decide for all the steps in clear and effective manner. The
different aspect of the PMP are as follows- Deliverables- the major deliverables of the PMP are the aim and objective on which the
whole study is being based. The major deliverable of the current study is on evaluating
the impact of the equality policy over the day to day performance of the employees.

 Time- the time is the total duration which will be undertaken in order to complete the
whole study in successful and effective manner. The total duration of the completion of
the study is around 34 days. Quality- for the purpose of the research to be successful the most essential thing is to
make the use of the quality methods of the research. For this the major important thing
for the company to make the use of the appropriate methods which will be highly
assistive in the management of the project in proper and effective manner. It is very
important for the company to make the use of right method at right time so that the aim
and objective of the study can be attained. Communication- this is the most essential thing for the researcher as if this will not be
used in proper manner then this will create problem and issues in reaching to the aim and
objectives. For this the major focus is on the written communication. This is particularly
because this type of communication will assist in communicating all the research
outcome in proper and effective manner. For the communication the most essential thing
is to be clear and in simple language so that it is clearly understandable (Silvius, 2017). Risk- the risk is the associated uncertainties which are associated with the study or the
area of and process of the study. This is of utmost importance for the researcher to
effectively manage all the risk which is being related to the completion of the whole of
the study. The different types of risk which are being attached with study on impact of
equality and diversity policies on the employees day to day performance are like lack of
data, different response of different people, financial risk, technical risk and many other
different types of risk associated with the whole study.
 Resources- this is the most important and essential aspect in the study as if the resources
will not be proper and effective then this will not work in effective manner (Chen, Kang
and Lee, 2017). Thus, the major resources in the completion of the study relating to
effects to policies relating to E & D are proper access to data, financial resources,
technical resources, computers, laptops and many other different types of the resources. It
is very essential for the scholar to effectively make the use of the limited and scarce
resources.
P3 WBS and Gantt chart
WBS

Gantt chart
Task
Mode Task Name Duration Start Finish Predecessors
1 Identification of the aim and objective of
study 2 days Tue 1/5/21 Wed
1/6/21
2 Project management plan 4 days Thu 1/7/21 Tue
1/12/21 1
3 Selection of the different research
methods 5 days Wed
1/13/21
Tue
1/19/21 2
4 Preparing the questionnaire 3 days Wed
1/20/21 Fri 1/22/21 3
5 Distributing questionnaire to collect
primary data 2 days Mon
1/25/21
Tue
1/26/21 2,4
6 Collecting the data 5 days Wed
1/27/21 Tue 2/2/21 5
7 Analyzing and interpreting the collected
data 7 days Wed 2/3/21 Thu
2/11/21 6
8 Concluding the finding 2 days Fri 2/12/21 Mon
2/15/21 7
9 Recommending on basis of conclusions 2 days Tue
2/16/21
Wed
2/17/21 8
10 Reflecting on the learning 2 days Thu
2/18/21 Fri 2/19/21 9

P4 Small scale research by using primary and secondary methods
LITERATURE REVIEW
Concept of equality and diversity within workforce
As per the views of Sharma (2016), equality and diversity (E&D) within organization
enhances functional strengths at workplace for bringing on skilled goal functional advancement
on varied domains and also up scale performance aspects within varied domains for gaining
informative goodwill. The development of E&D enriches workforce strengths imperatively and
also potentially develops competitiveness within new horizons for which new creative efficacy
can be analysed widely. Author brings forward in research papers aspects of workforce
diversity as one of the newest scaled effective step for building commercial growth and
innovative functional diversion to yield on new efficacy paradigms. It can be analysed that there
is up scaled new competitive diversity within aspects on which E&D is enhanced competitively,
where companies HR fundamentals are focusing on new avenues for developing innovative
business reach. It can be strategically analysed that equality and diversity pools on talents among
workforce, keenly bringing on new structured avenues keenly within HR policies through which
quest goals have varied scope raising into new competencies rise.
Policies used by company for employee performance
As noted by Vickers (2017), there are various new policies coming within business place
used by companies for enhancing E&D at workforce and enriching new structural innovation

boosting on motivation on varied domains. It can be also analysed that dynamic new avenues
coming in within HR policies at structural company parameters play large importance for
recognizing new domains of strengths, also,for up scaling new competencies among employees.
It can be also analysed that recruiting over broader areas and focusing on retention boosts
attention within company culture, which in turn gives positive push to new avenues imperatively
for E&D in business standards. Author also brings in push to focus on research that diversity
training such as evolving needs to bring on new quest goals committed towards goals on longer
term basis, boosts equality among departments. There shall be competencies growth among
workforce by providing new scale evolving avenues within keen parameters by functionally
raising new aspects of work-related hemispheres. However as per the views of Klein (2016),
author contradicts the views that there is work growth complications by bringing on rise within
HR policies change which gives varied surge within investments. This also raises varied new
horizons of risk for company on new scenarios widely and also up scales connective strengths
imperatively .
As per the views of Sarvaiya and Eweje (2016), relationship between policy
implementation under E&D and employees activities raises new horizons for up scale functional
horizons which boosts new scaled developing efficacy among company revenue standards.
Various HR policies and new structured aspects of initiatives taken by determinants taken by
functional aspects raises functional revenue standards, larger scale growth and also productive
developed efficacy goals on new domains. Various commercial revenue commitment targets are
able to be developed when there is up scale connective strength for bringing on new scale
efficacy for E&D, which has been identified as one of the widely essential aspect raising among
new scenarios for boosting new ideas informatively. Author has researched in papers that
identification of competent scale functional raise keen standards upraises new scale informative
domains generates new horizons for up scale avenues within goodwill domains and revenue
targets.
Research Methodology
Research type: Qualitative data type can be understood as data where approximation and
characteristics development is done by observation and are non numerical in format which
makes easy for readers to evaluate. This type of data is collected from various methods of
observations and interviews within focus groups , by which developed connectivity can be

analysed imperatively. Quantitative data being numerical in format are typical to evaluate for
readers, where there are graphs and numerical aspects which are complicated to evaluate. For
this research qualitative data will be used as it will be easy to evaluate for further analysis.
Research approach: Inductive approach starts with observations and theories which are
proposed towards patterns, resemblance aspects where it moves from specific observations to
broad generalizations. Deductive approach aims at testing the other way around which composes
new scale evolution aspects for which new scaled domains have varied efficacy, research will be
done on using inductive approach (Brown, 2017).
Research philosophy: Interpretivism research can be understood as one of the most important
research philosophy identified on the aspects where it is based on principle which states that
researcher performs specific role in observing social aspects. Positivism research philosophy is
quantitative aspect where focus is pertained on using new research aspects for gaining accurate
new functional informations among varied domains. For this research interpretivism research
philosophy shall be used.
Data collection: Primary data collection can be understood as one of the most reliable data
collection method for keeping up with creative standards domains widely and also conducting
direct research base. The secondary data collection holds less transparency as data is collected
from second hand source and also variably there is varied difference in authenticity of functional
information. For this research primary data shall be used.
Sampling: Probable sampling can be understood as taking sample from group of people who are
working within company and are selected based on probability basis which are majorly
concerned to keep only reliable information in touch. The non-probability method is technique
where odd number of members are being selected for samples which cannot be calculated and
are in complicated structure, for this research probability sampling will be used where questions
will be asked from 20 employees (Shortland and Perkins, 2020).
Data analysis: The data analysis will be done in format of thematic analysis where qualitative
research is analysed with use of patterns, figures and facts where there are various functional
scenarios to be taken care of. With usage of thematic analysis researcher will be focusing on
aspects of various themes, topics and patterns for analyzing research effectively and

fundamentally. It can be analyzed that thematic analysis will be used to productively factor on
analysis effectively and also up scaling benchmarks imperatively.
Ethical considerations: The research will be done by using best research methods to use only
ethical information which is bias free, for which employees within companies will be got signed
with consent forms. There will be no use of unproductive data which will make sure only
authentic data and information is used further, this will also focus on keeping up with reliable
data within longer run (Foma, E., 2014
Reliability and validity: The reliability and validity of data will be maintained for report
research by focusing on operational innovation within productive aspects and also heading on
information’s which have complete relevance with information’s related to E&D within Tesco.
P5 Presenting findings and data analysis
Theme 1: Concept of equality and diversity
Responde
nts
Percenta
ge
Yes 12 60%
No 8 40%
Total 20 100%
60%
40%
Do you understand the concept of
equality and diversity
Yes No

Interpretation: Through the above it has been interpreted that majority of the respondents
are agreed that they understand the concept of equality and diversity. Such that more than
50% of them are stated yes whereas, only 25% of them stated no. Thus, equality and
diversity is referred to providing equal opportunities to their employees so that they meet the
define aim of company.
Theme 2: Organization implement policy with regards to maintain E&D
Responde
nts
Percenta
ge
Yes 13 65%
No 6 30%
Don't
know 1 5%
Total 20 100%
Yes No Don't know
65%
30%
5%
Does your organization implement
any policy with regards to maintain
E&D
Interpretation: In accordance with the above table, it is interpreted that 65% of the
employees are stated yes that Tesco implement policy with regards to maintain equality and
diversity. Whereas, only 30% stated no, while 5% did not know about anything. Thus, it is
clearly reflected that company implement many strategies or policies with regards to provide
equal opportunities to their employees within a workplace.

Theme 3: Benefit of implementing Equality and diversity policy at workplace
Respond
ents
Percent
age
Highly
satisfied 8 40%
Satisfie
d 6 30%
Neutral 1 5%
Dissatis
fied 3 15%
Highly
dissatisf
ied 2 10%
Total 20 100%
Highly satisfied Satisfied Neutral Dissatisfied Highly
dissatisfied
0%
5%
10%
15%
20%
25%
30%
35%
40%
40%
30%
5%
15% 10%
Is there any benefit of implementing E&D policy
at workplace
Interpretation: Yes, 40% of the selected respondents are highly satisfied with the statement
that there are many benefit of implementing policy at workplace. While 30% of them are
satisfied and only 15% of them are dissatisfied. Thus, it is also supported by Shortland and
Perkins (2020) that with the help of implementing such policy company is able to boost the
company’s performance and maintain healthy working environment which in turn improve
the overall performance of a company in positive manner. Thus, there are many benefits
related to implementing any equality and diversity policy at workplace.

Theme 4: Key area/department which needs to be monitored with regards to E&D
Responde
nts
Percenta
ge
Yes 5 25%
No 12 60%
Don't
know 3 15%
Total 20 100%
.
25%
60%
15%
Is there any key area/department in your
organization which needs to be monitored with
regards to E&D
Yes No Don't know
Interpretation: From the primary research, it is exhibit that there is no key area which a
company needs to monitored because it implements range of policy with regards to E&D.
Such that out of 100%. 60% are stated no, while 25% stated yes, but 15% of the selected
respondents are do not know anything about the same. Hence, it is clearly reflected that
Tesco has a positive working environment where employees are highly satisfied and leaders
always support them which in turn improve their overall working performance as well.
Theme 5: Different policy implement by Tesco to maintain E&D at workplace
Responde
nts
Percenta
ge

Equali
ty Act 3 15%
Race
relatio
n act 5 25%
Huma
n
Right
Act 3 15%
All of
these 9 45%
Total 20 100%
Equality Act Race relation act Human Right Act All of these
15%
25%
15%
45%
What are the different policy
implement by Tesco to maintain E&D
at workplace
Interpretation: In accordance with the above table, it is reflected that there are many
policies implemented by the company such that 15% stated equality act, whereas 25% stated
that Race Relation Act and 15% of them stated that Human Right act is used by the company.
Among all, 45% of the selected respondents are stated that these all act are implemented by
the quoted firm in order to improve the performance.
Theme 6: Policies implemented by Tesco has any impact upon employee’s day to day
activities
Respondents Percentage