Building an Inclusive Workforce: Unilever's Strategies and Initiatives

This report analyzes Unilever's strategies and initiatives for building a diverse and inclusive workforce. The project includes a project management plan with aims, objectives, and scope. A literature review examines the importance of diversity, strategies for implementation, and long-term benefits. The report details the use of qualitative and quantitative research methods, including data interpretation and recommendations. A Gantt chart and work breakdown structure are developed for project management. The research investigates the challenges faced by Unilever, and a reflection on the report is provided in the conclusion. The report uses a case study approach to examine the strategies and initiatives employed by Unilever, offering insights into building a diverse and inclusive workplace.

Managing a
Successful Business
Project

Contents
INTRODUCTION.....................................................................................................................................4
TASK 1....................................................................................................................................................4
P1 Aims and objectives of the project...............................................................................................4
LITERATURE REVIEW..............................................................................................................................5
P2 Project management plan..............................................................................................................6
P3 Develop a Gantt chart and Work Breakdown structure................................................................8
TASK 2....................................................................................................................................................9
P4 Qualitative and quantitative research method...............................................................................9
TASK 3..................................................................................................................................................12
P5 Data Interpretation......................................................................................................................12
P6 Recommendation........................................................................................................................20
TASK 4..................................................................................................................................................21
P7 Reflection of report....................................................................................................................21
CONCLUSION.......................................................................................................................................23
REFERENCES........................................................................................................................................24
Appendix.............................................................................................................................................26
Logbook...........................................................................................................................................26

Topic: “The types of Strategies and Initiatives companies put in place to build a diverse and
inclusive workforce”
INTRODUCTION
Inclusion and diversity is referred to a procedure which includes in the strategies and
initiatives with an objective of maximising working behaviour of employees so as to increase
their performance level as well as an organisation. Employees are considered as a valuable
asset whose contribution decides the growth and success of an organisation in competitive
market (Rumens, 2016). For this, it is important for the management to understand the
importance of inclusive and diverse workforce which can be possible through conducting a
research. For this, it is important to hire researcher who have sufficient knowledge and skills
to carry out an effective research. The present assignment report is based on Unilever which
is engaged in offering wide range of products such as food, energy drink, ice cream and
beverages and many more. Unilever owns more than 400 brands with having turnover of 53.7
billion euros in the year 2017. In the present research report, the management is hiring
researcher to identify the concept and importance of inclusive and diverse workforce. Along
with this, aims and objectives are framed, Project management plan, Literature review,
research methodology, data collection and analysis using different research methods
techniques, recommendations and valid conclusion at the end research.
TASK 1
P1 Aims and objectives of the project
Project aim:
The main aim of research project is “To analysis kinds of strategies and initiatives for
building diverse and inclusive workforce within an organisation. A case study on Unilever”.
Project objectives:
 To understand the importance of diverse and inclusive workforce within an
organisation.
 To identify the different kinds of strategies and initiatives implemented by Unilever
for building inclusive and diverse workforce at workplace.
 To determine the challenges that can be faced by Unilever to build inclusive and
diverse workforce in working environment.

LITERATURE REVIEW
The concept for adoption of diverse and inclusive employees and understanding of its
importance.
According to Sharon Florentine, The strong and diverse workforce helps an
organisation in bringing the new and innovative talent into the work place considers as a very
important part because innovative and creative idea is all a company needs. The new diverse
and inclusive employees bring up the new idea which results into the increase in efficiency of
business. Various ideas presented by these employees help the organisation in bringing new
blood and innovation into the system. These talented diverse people have too much to offer to
the organisation. Innovation is considers as a crucial factor in every industry and so in
hospitality industry. The industry searches for the ways in which it can serves their customers
in a better way. Many of the hospitality companies have brought change to add on the value
in their services which they have been providing to their customers and one of the change
includes the diverse and inclusive workforce hire by the companies which enables them to
outperform. To establish this change there are some strategies and plan which needs to get
adopted by the companies to deal with such implication of the stakeholders or of the
government. (Benefits of Diversity in the Workplace, 2018)
Various strategies which can help the business in making their workforce diverse and
inclusive.
According to Tom Wells, It has been observed that the diverse and inclusive workforce
educate the organisation about different ethnicities, religions, believes, cultures, values and so
forth and all these cultures and ethnicities should be treated equally with the same position
and dignity. The human resource department duties are also concerned with making sure that
the organisation workforce is diverse and inclusive or not. They are responsible to hire and
bring diversity into the workforce. The department also makes some strategies which help the
organisation to accept the diverse workforce so that these people don’t feel unequal or left out
into the workplace. Some of the strategies may include influencing the leaders, making
employees understand the purpose for diverse workforce, through orientation and training
programmes, developing of mentoring programmes, giving required coaching to the people
and the so forth. These initiatives help the organisation in bringing the required change into
the working environment and by this the organisation can also achieve its goals and
objectives. (Diversity and inclusion: 8 best practices for changing your culture, 2019).
The merits of these strategies and initiatives for long term benefits in the company

According to Anja Zojceska, there are many advantages of these diverse and
inclusive workforce into an organisation for example it helps the company in incorporating
higher innovation and creation levels which can offer various benefits to the organisation
such as low turnover ratio, higher profits, motivated and innovated employees, new updates
into the system and much more. All these benefits would result into increase into the overall
performance of organisation. The need for the employment engagement needs to be very
much high in hospitality industry and through the help of strategies which were formed by
human resource department can help the employees in taking part into all such activities
which enable the organisation in managing and bringing change. (Effective Strategies to
Build a Diverse and Inclusive Workplace, 2018).
P2 Project management plan
Project Type: Managing a successful business Project.
Project aim and objectives:
Project aim:
The main aim of research project is “To analysis kinds of strategies and initiatives for
building diverse and inclusive workforce within an organisation. A case study on Unilever.”
Project objectives:
 To understand the importance of diverse and inclusive workforce within an
organisation.
 To identify the different kinds of strategies and initiatives implemented by Unilever
for building inclusive and diverse workforce at workplace.
 To determine the challenges that can be faced by Unilever to build inclusive and
diverse workforce in working environment.
Scope: The scope of project is wide as for undertaking this project both primary and
secondary data will be collected from primary and secondary sources along with various
methods of research. With the help of the data so gathered from these two sources will be
used by the researcher for calculating the results for this project by analysing the data. In
addition to this the scope of the project includes identification of various strategies and
initiative with the help of which Unilever can develop diverse and inclusive workforce that
will improve productivity of the organisation as well as their employees (Ravazzani, 2016).

Communication: While undertaking research it is important for the investigator to identify
various channel of communication with the help of which they can communicate with the
project manager of the company. The channels that can be used for communication by
researcher for this project are video conference, emails, consent form, telephonic
conversation etc.
Resources: For efficiently conducting the research various resources must be identified by
the research that can facilitate them in collecting the data and its analysis (Lindberg, 2016).
The resources that will be required for this research include funds, communication channels,
time etc. Apart from this, the researcher will require various resources of secondary sources
for data collection which includes books, journals, research papers etc.
Quality: It is important for the researcher to maintain the quality of the research that they are
undertaking and to ensure this they need to take into consideration the reliability and
accuracy of the sources from where they are gathering the information. For ensuring the
quality of the primary data it is important for the researcher to consider the responses directly
from the people who fall under the research. The quality of the project can also be managed
by taking into consideration the size of the organisation the nature of product that they are
offering because the strategies and initiative to be created will be dependent upon it. The
quality of data can also be ensured with the help of quality chart in which the specifications
are given on the basis of which the quality can be measured. Also the technique of
benchmarking can be used for setting standards of quality (Kirton, Robertson and Avdelidou‐
Fischer, 2016).
Cost: For conducting the research it is important for the researcher to estimate the cost that
they will incur as on the basis of this they procure funds and will allocate funds to different
activities. The estimation of cost can be done by the researcher by formulating budget and for
this research they will be required around 200 pound. While for implementing the strategies
and initiatives that are recommended by the researcher will include 700 pounds as they need
to organise various sessions for the employees.
Time: Time component defines the time limit within which the project has to be completed
by the investigator. For completing this project they will be required a period of 7 weeks in
which they will be conducting various activities related to the research. For ensuring the
timely completion of the project they will prepare Gantt chart so that time can be allocated to
different activities in which they have to be completed. With this they can manage their

activities within the time frame (Bacouël-Jentjens and Christiansen, 2016).
Risk: It is important for the investigator to determine the risk project so that they can plan
well in advance to manage its impact. The risk which are related to this project are lack of
time for the activities it is to be completed, lack of funds, inaccuracy of the information so
gathered etc. For this the researcher must ensure the use of Gantt chart for the completion of
the project on time while for ensuring the accuracy of the data the sources from where they
are collected must be analysed appropriately at the time of data collection (Carter, 2018).
P3 Develop a Gantt chart and Work Breakdown structure
Work Breakdown structure: WBS is considered as a key project deliverable that
manages the team’s work into manageable actions. PMBOK is defined as the work
breakdown structure as a “deliverable oriented hierarchical of the activities that to be
executed by the project team. WBS divides the project activities into sub-activities so as to
make easy for researcher to allot roles and responsibilities to their team members. It increases
the possibilities for the researcher to achieve desired goals and objectives within pre-
determined time period. Thus, using WBS tool becomes effective to adopt by the researcher
for completion of research project (Segovia-San-Juan and Fernández-de-Tejada, 2017).
Gantt chart: Gantt chart is a horizontal chart that depicts the progress of research
project by representing the time of execution of each and every research activity. It makes
easy for researcher to track the progress which assist investigator to make further actions and
decisions in order to speed up the research project activities. This brings motivation among

team mates to work hard and contributes towards the completion the research project. This
makes easy for researcher to draw a valid conclusion at the end of research which further
communicate to their clients (Syed and Ozbilgin, 2019).
TASK 2
P4 Qualitative and quantitative research method
Research methodology is an important aspect that must be considered by researcher
while completion of research activities. It consists of various methods that must be taken into
consideration by the researcher which are described as below:
Quantitative method: It is a method which is used to measure the information which are
numeric in nature. It brings difficulties among researcher to represent the actual meaning of
gathered data by interpreting numerical information but once it can be understood by the
users then it kept with them for longer duration with facts and figures (Sharma and Mukherji,
2016).
Qualitative method: It is a method which is used to gather information by identifying
actual perceptions and opinions of people thus more difficult for the researcher to interpret
their actual emotions towards their clients but gives data with more reliability and accuracy.
Thus, it is considered as an effective method to adopt during progress of research work
(Ozturk and Tatli, 2016).

These two methods must be adopted by researcher in order to collect data and
information related with the research topic. The researcher can adopt these methods
according to the availability of resources.
Primary data: It is an effective method of researcher to adopt in order to collect data
related to the research topic. It consumes less time, energy and resources that it is important
for the researcher to utilise the same in an optimum manner (Kruskal, 2018). On the other
hand, it brings beneficial outcomes to the researcher in terms of getting accurate and reliable
information related with the research topic.
Secondary data: It is another method of raising data from the secondary sources such as
articles, newspapers, books etc. It requires less time, energy and money due to getting data
easily through online resources. Alongside, it provides less accurate and reliable data related
to the research topic. Thus, it can be adopted by researcher according to the availability of
resources (Ibarra and Kitsuse, 2017).
The investigator has adopted both primary and secondary sources to collect data related
with research topic with an aim of drawing a valid conclusion after the completion of
research work. Under the primary method, questionnaire tool is used to gather information by
distributing it to the selected respondents. On the other hand, researcher opts secondary
sources including articles, books, journals and other internet sources to collect second hand
information related with research topic (Kaplan and Donovan, 2016).
Sampling is the division of population into number of respondents whose
recommendations and views related with the research topic has been undertaken with a
motive of drawing a valid conclusion after the completion of research work. 40
respondentshas been taken as sampling size to carry out present research work which
includes employees, customers and other stakeholders are involved due to having their
adequate knowledge about the factors that drives an organisation to achieve huge growth and
success in competitive market (Davis, Frolova and Callahan, 2016).
Quantitative research questions
Q1) Do you have understanding of the importance of inclusive and diverse workforce within
an organisation?
a) Yes

b) No
Q2) How does inclusive and diverse workforce contributes in improving the overall
performance of the organisation?
a) Incorporate innovation
b) Improves decision making
c) Improves the image of the company
Q3) What strategies can be adopted by the Unilever for making diverse and inclusive
workplace?
a) Leaders of the company must be educated
b) Organise various cultural events
c) Training and empowerment sessions
d) Collect feedbacks from the employees regularly
Q4) According to you, which policies can be adopted by the Unilever for promoting
inclusiveness at the workplace?
a) Suggestions from the employees
b) Resolve their complaints
Q5) Do you agree that the strategy of inclusive and diverse workforce will enable the
company to retrain their employees for a longer period of time?
a) Agree
b) Disagree
Q6) What initiatives can be taken by the company for building inclusive and diverse
workforce?
a) Develop understanding among people
b) Inclusion of the employees must be considered
c) Diverse training must be facilitated
d) Resources groups for employees must be created
Q7) What challenges can be faced by the organisation while building inclusive and diverse
workforce?

Conflicts among the employees
a) Lack of understanding among the employees
b) Cognitive Biases
Q8) What can be the ways with the help of which Unilever can meet with various challenges
that are faced by them?
a) Developing understanding with the employees
b) Developing effective communication
Qualitative Research Questions
Q1) What is does the concept of diversity and inclusiveness means at Unilever?
Q2) What is the importance of diverse and inclusive workforce for Unilever?
TASK 3
P5 Data Interpretation
Frequency Table
Quantitative research questions
Q1) Do you have understanding of the
importance of inclusive and diverse workforce
within an organisation?
Frequency
a) Yes 26
b) No 14
Q2) How does inclusive and diverse workforce
contributes in improving the overall
performance of the organisation?
Frequency
a) Incorporate innovation 10
b) Improves decision making 20
c) Improves the image of the company 10
Q3) What strategies can be adopted by the
Unilever for making diverse and inclusive
Frequency

workplace?
a) Leaders of the company must be
educated
10
b) Organise various cultural events 6
c) Training and empowerment sessions 12
d) Collect feedbacks from the employees
regularly
12
Q4) According to you, which policies can be
adopted by the Unilever for promoting
inclusiveness at the workplace?
Frequency
a) Suggestions from the employees 25
b) Resolve their complaints 15
Q5) Do you agree that the strategy of inclusive
and diverse workforce will enable the company
to retain their employees for a longer period of
time?
Frequency
a) Agree 34
b) Disagree 6
Q6) What initiatives can be taken by the
company for building inclusive and diverse
workforce?
Frequency
a) Develop understanding among people 10
b) Inclusion of the employees must be
considered
12
c) Diverse training must be facilitated 8
d) Resources groups for employees must be
created
10
Q7) What challenges can be faced by the
organisation while building inclusive and
diverse workforce?
Frequency
a) Conflicts among the employees 15
b) Lack of understanding among the
employees
14

c) Cognitive Biases 11
Q8) What can be the ways with the help of
which Unilever can meet with various
challenges that are faced by them?
Frequency
a) Developing understanding with the
employees
23
b) Developing effective communication 17
Interpretation of the data
Q1) Do you have understanding of the
importance of inclusive and diverse
workforce within an organisation?
Frequency
Yes 26
No 14
Yes No
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
26 14
Frequency
Frequency
Interpretation: From the above graph, it is clearly seen that majority of the selected
respondents are aware about the concept and importance of inclusive and diverse workforce
within an organisation. Out of 40 respondents, 26 have knowledge regarding the same
concept whereas the remaining 14 doesn’t.
Q2) How does inclusive and diverse
workforce contributes in improving the
Frequency

overall performance of the organisation?
Incorporate innovation 10
Improves decision making 20
Improves the image of the comp
any
10
Incorporate
innovation Improves decision
making Improves the
image of the comp
0
2
4
6
8
10
12
14
16
18
20
10
20
10
Frequency
Frequency
Interpretation: It is clearly observed from the above figures that diverse and inclusive
strategies help Unilever in incorporating vision as well as other benefits. Out of 40
respondents, 10 believes that such strategy brings innovation within an organisation whereas
other 20 respondents thinks it increases effectiveness of decision making of management.
The rest 10 thinks such strategy enhances the brand image of company.
Q3) What strategies can be adopted by the
Unilever for making diverse and inclusive
workplace?
Frequency
Leaders of the company must be educated 10
Organise various cultural events 6
Training and empowerment sessions 12
Collect feedbacks from the employees
regularly
12

0
4
8
12
10 12 8 10
Frequency
Frequency
Interpretation: From the above analysis, it is clearly interpreted that there are
different strategies that could bring by the management of Unilever for their betterment of
their staff. Out of 40 respondents, 10 thinks that Unilever must educate their leaders whereas
other 6 things that management should conduct various cultural events. The remaining 24
thinks that Unilever must provide training session to their employees as well as collecting
feedbacks from them so as to identify their issues that they faced during execution of their
allotted task.
Q4) According to you, which policies can be
adopted by the Unilever for promoting
inclusiveness at the workplace?
Frequency
a) Suggestions from the employees 25
b) Resolve their complaints 15

a) Developing
understanding with the
employees
b) Developing effective
communication
0
5
10
15
20
25
23
17
Frequency
Frequency
Interpretation: On the this graph it can b analysed that most of the employees believe that by
taking suggestions from the employees the company can efficiently promote the policies of
inclusiveness within the workplace. Out of 40 respondents 25 are in favour of suggestions
from the employees. While 15 remaining employees have a belief that resolving the
complaints will facilitate the company in promoting such policies as with this they can
develop understanding among their employees.
Q5) Do you agree that the strategy of inclusive
and diverse workforce will enable the company
to retain their employees for a longer period of
time?
Frequency
a) Agree 34
b) Disagree 6
0
10
20 23 17
Frequency
Frequency

Interpretation: On the basis of the above graph, it can be analysed that out of 40, 34
respondents are in favour that strategy of an inclusive and diverse workforce will have a
positive impact on the organisation due to which they can retain their employee for a longer
period of time. While 6 of the respondent disagree to it as they believe with better
opportunity employees moves to other organisation.
Q6) What initiatives can be taken by the
company for building inclusive and diverse
workforce?
Frequency
a) Develop understanding among people 10
b) Inclusion of the employees must be
considered
12
c) Diverse training must be facilitated 8
d) Resources groups for employees must be
created
10
a) Develop
understanding
among people
b) Inclusion of
the employees
must be
considered
c) Diverse
training must be
facilitated
d) Resources
groups for
employees must
be created
0
2
4
6
8
10
12
10
12
8
10
Frequency
Frequency
Interpretation: On the basis of the analysis of this graph, it can be identified that different
employees have different perception in context to various initiatives to be taken by the
organisation. 10 respondents are in favour of developing understanding, while 12 believes
that inclusion of the employees will have a greater impact in building an inclusive and
diverse workforce. 10 believe that with the help of resource groups the company can build an
inclusive and diverse workforce.

Q7) What challenges can be faced by the
organisation while building inclusive and
diverse workforce?
Frequency
a) Conflicts among the employees 15
b) Lack of understanding among the
employees
14
c) Cognitive Biases 11
Incorporate
innovation Improves decision
making Improves the
image of the comp
0
2
4
6
8
10
12
14
16
18
20
10
20
10
Frequency
Frequency
Interpretation: With the help of this graph the challenges that can be faced by the
organisation are analysed. 15 out of 40 are in favour that the company will face the challenge
of conflicts among the employees as they may not agree to the policies adopted by the
company. 14 of them has a belief that lack of understanding will be a challenge while 11 out
of 40 are in favour that the company will face the problem of cognitive biases.
Q8) What can be the ways with the help of
which Unilever can meet with various
challenges that are faced by them?
Frequency
a) Developing understanding with the
employees
23
b) Developing effective communication 17

a) Developing
understanding with the
employees
b) Developing effective
communication
0
5
10
15
20
25
23 17
Frequency
Frequency
Interpretation: From the analysis of this graph it can be identified that 23 employees are in
favour of developing understanding among the employees as this well lead to better decision
making with which they can overcome the challenge while 17 employees believes that with
effective communication the company can overcome the challenges because with this they
can make them understand the importance of suggest strategies.
Qualitative Research Questions
Q1) What is does the concept of diversity and inclusiveness means at Unilever?
Explanation: On the basis of the responses of the employees it is identified that diversity and
inclusive for Unilever means that their employees must be considered as integral part of the
organisation and must allowed to take part in all the activities so that organisational objective
can be accomplished in a better way.
Q2) What is the importance of diverse and inclusive workforce for Unilever?
Explanation: From the analysis of the responses, it is identified that with the help of diverse
and inclusive workforce Unilever will be able to improve their brand image, implement
innovative ideas, incorporating creativity etc.
P6 Recommendation
On the basis of the data so gathered and its analysis it can be recommended that with the
help of various initiative Unilever can make their workforce inclusive and diverse which will
offer various advantages to them. For this the management of the company must ensure
equality and diversity at the workplace is this has direct impact on the people. Also they must

consider that indiscrimination exists in the organisation, various policies for equality adopted,
employees are allowed to take part decision making process and other activities, effective
communication exist which create awareness among them and various policies inclusion of
the employees must be communicated. With the help of these the company can efficiently
develop inclusive and diverse workforce for them. Various other specific recommendations to
the company are given below:
 It is recommended to Unilever that by promoting the strategies and initiative for
inclusive and diverse workforce they can retain their employees longer period of time
as this will make their employees committed towards organisation.
 Another recommendation to the company is that they must incorporate and implement
various regulations of equality act 2010 as with the help of this they can improve
satisfaction level of the employees and can protect them from any type of
discrimination within the workplace.
TASK 4
P7 Reflection of report
As a researcher, I am successfully complete my undertaking research which is based
on the topic of “To analysis kinds of strategies and initiatives for building diverse and
inclusive workforce within an organisation. A case study on Unilever”.” During progress of
research, I have faced various kinds of problems related with collection of data from different
kinds of respondents. For example. Influencing them to fill questionnaire form through
bringing confidence among them about not disclosing their persona information in the
general public. Along with this, due to limited financial resources and time I am able to reach
to limited respondents to get their opinions related with the research topic. While
performing this research, As a researcher needs to develop lots of thing which would only
help them in bringing the development of different programs that would be going to benefit
the organisation in its growth and also into the improvement of their products and service
which would going to head into the increment of higher level of performance at market which
would ultimately head to acquire the stability in market of the hotel. Various skills which can
be essential to acquire by the researcher are explained below:
Competency How hotel researcher can
gain development into their
area.
Why researcher need to
bring change into this area of
operations for development.

Analytical skills Such skills are moreover
very much necessary in
solving the problems or the
issue of the hotel. analytical
skills helps the employees in
knowing and analysing what
strategy is useful for the
growth and the development
of organisation.
This skill has helped the
researcherin observing and
analysing about the factors
which is very much essential
for the development and
growth of the hotel and what
factors are creating problem.
The skill help in detecting the
area where the real problem as
occurred. It also help in
bringing the solutions which
can cure the problems for the
hotel .
Research skills Research is very much
necessary. It enable the
researcherin knowing the
recent trend which is been
running into the market place.
It also helps in determining the
taste and preferences of the
customers so that appropriate
services would be providing to
them.
There are various types of
method i.e. quantitative method
and qualitative method which
can be used by the researcherin
analysing the research and
come up with required results.
Project planning Project planning is very much
necessary if the
researcherwants to get its
project or task fully
successful. The managers or
the employees should have the
ability to plan for the projects
which includes the time taken,
resources needs, activities
Through project planning the
researcherwould able to
execute the project with greater
efficiency and effectively
which would help them in
completing the planned project
at the right time which was
decided by the hotel. (Sharma

includes and etc, and Mukherji, 2016).
Communication Skill This skill is crucial in
researcheras this the employee
only who encounters first with
the customer so this skill is of
paramount importance.
Hotel needs to get great
relational abilities so as to pass
on all data about business
items, administrations and
procedure, since it will help
hotel troughs and staff in
passing on the data all the more
proficiently and viably between
one another.
Report writing This skill can be develop
through set up classes,
meeting, coaching and etc
where the employees can get
educated about this skill and
there they can learn how to
write a report.
The important information can
be stored in the form of report
where all the things which is
associated with it can get
included into the report.
Progress monitoring Various kinds of programmes
can be organised by the hotel
to bring up this skill into their
workforce
to control and monitor all the
activities which are taking
place into hotel would get
develop through this skill.
CONCLUSION
It is concluded from the above report that most of the respondents had awareness of the
concept of inclusive and diverse workforce and the existing policies of the company
regarding the same. Apart from this challenges that are faced by the organisation while
implementing such policies are identified that has to be managed by the organisation in such
a manner that their influence can be minimised For undertaking this research data was
gathered from various methods and then analyse with the help of content analysis on the basis
of which various recommendations are provided to the company.

REFERENCES
Books and Journals
Davis, P. J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in
Australia. Equality, Diversity and Inclusion: An International Journal.
Kaplan, M. and Donovan, M., 2016. Inclusion dividend: Why investing in diversity &
inclusion pays off. Routledge.
Kruskal, J. B. and et. al., 2018. Fostering diversity and inclusion: a summary of the 2017
intersociety summer conference. Journal of the American College of
Radiology. 15(5). pp.794-802.
Ozturk, M. B. and Tatli, A., 2016. Gender identity inclusion in the workplace: broadening
diversity management research and practice through the case of transgender
employees in the UK. The International Journal of Human Resource Management.
27(8). pp.781-802.
Syed, J. and Ozbilgin, M., 2019. Managing diversity and inclusion: An international
perspective. SAGE Publications Limited.
Segovia-San-Juan and Fernández-de-Tejada, V., 2017. Analyzing disability in socially
responsible companies. Social Indicators Research .130(2). pp.617-645.
Bacouël-Jentjens, S. and Christiansen, L.C., 2016. Diversity management in Denmark and
France: A comparative approach. In Research handbook of international and
comparative perspectives on diversity management. Edward Elgar Publishing.
Kirton, G., Robertson, M. and Avdelidou‐Fischer, N., 2016. Valuing and value in diversity:
the policy‐implementation gap in an IT firm. Human Resource Management Journal
.26(3). pp.321-336.
Lindberg and et. al., 2016. Organizational innovation for gender equality in forestry and
mining. In Research Handbook on Gender and Innovation. Edward Elgar
Publishing.
Ravazzani, S., 2016. Understanding approaches to managing diversity in the workplace.
Equality, Diversity and Inclusion: An International Journal.
Rumens, N., 2016. Queer company: The role and meaning of friendship in gay men's work
lives. Routledge.
Carter, N., 2018. The politics of the environment: Ideas, activism, policy. Cambridge
University Press.
Sharma, R.R. and Mukherji, S., 2016. Women in India: their odyssey towards equality. In
Diversity Quotas, Diverse Perspectives (pp. 109-134). Routledge.
Ibarra, P. R. and Kitsuse, J. I., 2017. Vernacular constituents of moral discourse: An
interactionist proposal for the study of social problems. In Constructionist
controversies (pp. 21-54). Routledge.
Menkel-Meadow, C., 2017. The many ways of mediation: The transformation of traditions,
ideologies, paradigms, and practices. Foundations of Dispute Resolution. 1.
O’SULLIVAN1a, M. and KEARNEY, G., 2018, October. Virtual Reality (VR) echnology:
Empowering Managers to Reduce and Eliminate Accessibility Barriers for People
with Autism Spectrum Disorders. In Transforming our World Through Design,

Diversity and Education: Proceedings of Universal Design and Higher Education in
Transformation Congress 2018 (Vol. 256, p. 253). IOS Press.

Appendix
Template for evidence collection to be attached with the report by the learner:
Logbook
Project Logbook for the chosen organisation: Coca-Cola
Name of the learner: Name of the Supervisor:
Project Title: “To analysis types of
strategies and initiatives for building
divers and inclusive workforce at
workplace
Date:
Update of weekly research/ tasks
achieved (Account for a minimum of six
weeks with dates)
 What have you completed?
 Did you fulfil Task requirements?
 Are you on track and within
deadlines set?
 Did you need to make any
changes to your project
management plan?
Comments
“I complete project on the topic i.e. : “The types of
Strategies and Initiatives companies put in place
to build a diverse and inclusive workforce”
Yes, I fulfil all requirement of task.
Yes, I completed all activities within a given time
Limit.
No
Any risks and / or issues identified?
 Did you identify risks/issues with
a lack of skills required for
undertaking research tasks?
Yes, communication skill were weak that
impacted my data collection process.
No

 Did you identify any additional
risks/issues that have an impact
on the project management plan?
Problems encountered
 What barriers did you face?
 How did you overcome them?
Time was the barrier while undertaking the
research.
With the help of Gantt chart I Overcome this
issue.
New Ideas and change of project
direction
What Have I learnt about myself this
week?
 How did I feel when I had to deal
with tasks/problems?
 Did I find it useful to complete
the tasks?
 How well have I performed?
What did I contribute?
 What can I improve on next
week?
 How might this learning apply in
the future?
I was confused while undertaking with the project.
I had to put a lot of efforts for better outcomes
while performing the activities.
For improving the skills or knowledge of next week I
read books as well as take various online sessions.
In future when I had to undertake such project it
will going to help me a lot.
Tasks planned for next week
 Which tasks are priority?
 Have you set aside sufficient time
for completion?
The main related to the project was analysis of the
data and recommendations to the company.
Yes

Project plan status to date (on, ahead,
behind)
Supervisor comments to address
Signature of the Supervisor and date: