Literature Review: Corporate Social Responsibility and Equality

This report provides a literature review on Corporate Social Responsibility (CSR) and workplace equality, with a focus on the practices of Marks & Spencer. The introduction defines CSR and workplace equality, emphasizing the importance of sustainable development and a positive working environment. The report then delves into a detailed literature review, exploring various authors' perspectives on CSR and equality, including James Chen, Patrizia Gazzola, Sofia Flykt, and others. It examines how CSR drives equality, the benefits of workplace diversity, and the business case for CSR. The report also addresses the role of government decisions, human rights, and diversity in fostering equality, along with the importance of inclusive policies and practices within organizations. The report concludes with a discussion on how M&S can develop and maintain equality in the workplace, considering factors such as policy audits and a commitment to fairness. The report highlights the importance of creating a work environment free from discrimination and harassment and links CSR and HRM practices to promote socially responsible actions.

Individual Report

Table of Contents
INTRODUCTION...........................................................................................................................1
1. Define literature review and how it can be attained................................................................1
2. Literature review on Corporate Social responsibility and equality in workplace...................2
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Corporate social responsibility comprises of practices which are considered by
organisation to uphold principles of sustainable development. It is a voluntary mechanism which
companies hold to have ecological, social, ethical and legal standards (Baird, McFerran and
Wright, 2014). Equality in workplace refers to ways in which individuals are treated within
organisation. This ensures that healthy and positive working environment is created. In this
assignment Marks & Spencer is taken into consideration. It is a British multinational retailer
which is headquartered in Westminster, London. This assignment consists of literature review
which provides details related with specific topic and viewpoint of different authors is
considered. Moreover, corporate social responsibility and equality within organisation are also
discussed on basis of point of view of various authors.
1. Define literature review and how it can be attained.
It is defined as a explicit, organized and consistent method for identification, evaluation
and synthesize existing body of accomplished and pre-recorded work carried out by scholars,
practitioners and researchers. It documents state of art in context of topic or subject individual is
writing about. It provides in-depth knowledge subject and scrutiny to find out where research fits
into and what value it will add into knowledge of existing body. Suppose researcher is carrying
out research in topic advanced authentication using OpenCv using any specific language
consider Java, now if researcher is using same language and conducting same research then it
will not be validated as it has been already occurred and effort which was needed to conduct
research will be wasted.
Purpose of literature review: It has been elaborated below:
 It assists in description of relationship of each work with others which are under
consideration. It assist in finding out what all has been done with respect to specific topic.
 Identification of new ways to explicate antecedent research. It aids in identifying what
new can be done depending upon previous improvisations (Beirne and Hunter, 2013).
 It helps in evaluation of prior scholarship so that duplication of effort can be prevented.
As researcher will have knowledge of what all have been done.
 With usage of literature review, what contributions have been made in respective domain
can be ascertained.
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Contribution of literature review in work and study: There are various reasons for which
literature review is conducted. Main contributions of this are analysed below:
 Assessment of present state of research on particular topic. This is very evident
contribution of literature review, as it will help to identify how extensively research has
been carried out in specific topic (Guay, Goncalves and Jarvis, 2014).
 Literature review helps to identify key questions related with topic which needs to be
researched in future. Researcher can determine angles by exploring what has been written
on particular topic.
Specific role played by Literature review: It has large role when individual is conducting
research. It helps to gain insight into what has already been done in specific topic and what all
has been done. It will furnish understanding of scholarly research in researchers topic. Its role is
described below:
 It determine that scholar is well informed with knowledge and expertise in specific field
by providing analysis of current state of literature (Ravazzani, 2016).
 It assists in finding gap within literature or professional issue or acknowledge business
with respect to study programme, it will elaborate ways in which research is contributing
in scholarly conversations.
 It will furnish synthesis of trends, concepts and issues which are surrounding research. It
assists in gaining complete brainstorm into specific topic.
2. Literature review on Corporate Social responsibility and equality in workplace.
According to James Chen, corporate social responsibility is defined as self-activating
business model which assist organisation to be socially responsible to themselves, their
stakeholders and to public. It is essential for M&S to be self-aware about impact which they are
creating on all perspectives of society which includes environment, social and economy. When
M&S is engaged in CSR then it means that organisation is carrying out their operations in such a
way that they can make improvements in environment and society, instead of having negative
impact on them (Hayes and et.al., 2012).
According to Patrizia Gazzola, major factors which drives equality within organisation
are CSR and government decisions. Essential driver a country has is financial resources by
which equality can be attained. There should be respect for human rights, rule of law, democracy
and opacity is necessary in these factors. M&S ensures that there is effective development and
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appropriate usage of labour potential of every gender which stands high with national
development strategies. Every organisation needs to focus on skilled employees rather than
taking into consideration biological disparity (CSR As A Mean to promote gender equality,
2016). Other driver of equality within workplace according to Patrizia Gazzola is CSR.
Diversity and equality within workplace acts as major pillars of corporate social responsibility.
Incorporation of gender perspectives within CSR practices and policies play vital role for
attaining equality within workplace by executing strategies, initiatives and activities which
render equal access for job opportunities.
According to Sofia Flykt, corporate social responsibility within organisation helps them
to acknowledge social and environmental issues. Employees are major stakeholders within CSR
and it is necessary for organisation to formulate policies when they are practising these
responsibilities within working premises. It is necessary to consider equality needs (it means that
within organisation there is no discrimination on basis of gender, age, income, colour, religion
and race). For this M&S has incorporated CSR policies within their working structure. As per
Josefin Holmberg, it has been observed that equality within workplace is beneficial. This means
that environment where there is no discrimination, performance of employees is high as they are
satisfied with their work and they have positive working environment which encourage them to
work in systematic manner. Workforce diversity is defined as mixed workforce which comprises
of different experience, strengths, knowledge and abilities due to variations in religious and
political beliefs, sex, physical abilities, ethnicity, background, age and other dimensions (Gender
equality, better practiced as workforce diversity, 2015). Business case of CSR within M&S is to
consider various aspects of society by which profitability and competitive vantage can be
obtained. Equality is considered as moral and ethical aspect of business case. Workforce
diversity facilitate innovation and creativity which assists in creation of efficiency. This will
have positive impact impact in terms of profitability, efficiency, creativity, innovation and
competitive edge within market.
According to Kato Takao, CSR, diversity and equality are qualitative. An example can be
taken to understand this concept, in Japan public policies emphasise to promote gender equality
and female employment for advancement in career. In 2012, within Japan around 29% women
earned less than males (Corporate Social Responsibility and Gender Diversity in the Workplace:
Evidence from Japan, 2016). The proportion of educated women have significantly increased
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which have altered composition of workers dramatically. There ambition is to increase women
share within leadership positions to around 30% in 2020 in all fields of society. This means that
they have formulated strong policies for equality.
The UN Global Compact in 2010 has placed equality on CSR agenda by launching
principles of Women Empowerment. Focus of these principles include supply chains,
entrepreneurship and leadership to provide equality within organisations. As per Merhawi
Kidane, Oxford dictionary has represented diverse culture as existence of various ethnic groups
or culture within society. Within workplace of M&S, diverse culture is considered as beliefs of
employees with respect to religion, gender, age, ethics and many more. Globalisation is major
factor which drives diverse culture within organisation (Beirne and Hunter, 2013). Managment
of M&S have designed their plans and strategies by taking into consideration wide range of
culture. They are also involved in celebrating employees diversity which creates a sense of
motivation among them which creates significant impact on their performance. When there
exists diverse culture within organisation it results in innovation which creates significant
positive impact on functionalities of organisation. This is due to reason that when people from
different culture and background works together then this results in something new as everyone
has their own point of view. This assist M&S to have high productivity and enhancement in their
brand image (The Importance of Cultural Diversity in the Workplace, 2017 ).
As per Guay, when there is equality within workplace, every individual gets an
opportunity for development in career with this productivity of each employee is enhanced. It is
essential that there are impelling leaders who maintains and manage workforce in required
manner so that each employee can have equal opportunities (Guay, Goncalves and Jarvis, 2014).
Rules and regulations of UK at state, local and federal level supports equality within
workplace to make sure that any kind of discrimination do not take place. M&S promotes
equality and commitment by which affirmative culture can be maintained within workplace.
Employees are from various backgrounds and areas due to which they are unique from each
other and possess different ideas.
According to Harshakumari Sarvaiya, organisations who behave socially responsible will
enhance development of human who are both inside and outside. CSR deals with both internal
and external stakeholders. Internal agenda of CSR of M&S is related with HRM practices which
includes labour and employment practices which comprises of diversity, gender equality, well
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being of employees, their health and training. External stakeholders of M&S includes suppliers,
customers, environment and community. It is essential to link CSR and HRM so that they can
have shared objectives by which they can promote social responsible practices. Another issue is
ageing population. Ageing is defined as accelerating process which will bring modifications in
labour and skill requirements (Lanctôt and Guay, 2014). As per equal employment opportunities
trust, mostly retired person opt to work at flexible hours or part-time. This causes discrimination
within workplace. M&S needs to ensure that people who are at the age of retirement must be
given job role as per their capabilities and they must not be pressurised more. Furthermore, if
they want to continue after their retirement then some relaxation must be given to them.
As per conceptualisation of Ryan Westwood, it has identified that equality within
workplace is developed by culture, in which each employee feels that they are being valued and
they are motivated to work till their potential (Why equality matters and four ways to develop an
authenticate?, 2019). M&S ensures that such activities are conducted often so that discrimination
can be reduced and sense of collaboration among employees can be generated who are from
assorted backgrounds. This will eliminate conflict among employees who are different each
other on basis of nationality, linguistic, culture and many other factors. M&S needs to consider
certain points by which they can develop equality within workplace. They are mentioned below:
 Supervise policies of company with an equality audit: When there is gap between female
and male workers then it reflects inequality ratio. When there is no women employee at
higher position or management it denotes lack in human resource policies. It means that
organisations like M&S must give opportunities to people depending upon capabilities,
knowledge and skills possessed by them (McDonald, 2012). Monitoring policies with
respect to equality needs to make sure that each employee is paid according to position
they are on.
 Allegiance to bring equivalence within workplace: For reacting towards business trends,
it is essential that M&S must keep equality at its initial stage by which they can
encourage positive and equal working environment within workplace. Moreover, it will
assist them to build brand at both international as well as national level (Ravazzani,
2016).
According to Louise Petty, main objective of CSR, equality and diversity within
organisation is to ensure that every individual has opportunity for fair treatment and job
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opportunities. Working environment of M&S must be free from victimisation, bullying,
discrimination and harassment. For this they need to have strict policies and should also comply
to employment legislations made by ruling bodies. They need to follow Equality Act 2010, by
this M&S can make judgements so that every eligible individual gets opportunity for career
development (How Equality & Diversity Improves Your Workplace: Examining the Benefits,
2016).
CONCLUSION
From above it can be concluded that literature review plays crucial role to conduct
research. It is defined as analytic and descriptive summary of existing material which is
associated with some specific area of research. By this, researchers are provided with wide range
of data based on perceptions of different professionals and authors. Corporate social
responsibility is referred to sense of responsibility of organisation towards community in which
they furnish their services. It is their commitment by which economic, social and environmental
effects can be managed by considering perspectives of people. Equality is important aspect
which must be considered. It is necessary that individuals must be given responsibilities on the
basis of skills and abilities possessed by them, they should be paid accordingly to their position.
This will build strong brand image within market and healthy work environment will be created.
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REFERENCES
Books & Journals
Baird, M., McFerran, L. and Wright, I., 2014. An equality bargaining breakthrough: Paid
domestic violence leave. Journal of Industrial Relations. 56(2). pp.190-207.
Beirne, M. and Hunter, P., 2013. Workplace bullying and the challenge of pre-emptive
management. Personnel Review. 42(5). pp.595-612.
Guay, S., Goncalves, J. and Jarvis, J., 2014. Verbal violence in the workplace according to
victims' sex—A systematic review of the literature. Aggression and violent behavior.
19(5). pp.572-578.
Hayes, L.J., and et.al., 2012. Nurse turnover: a literature review–an update. International journal
of nursing studies. 49(7). pp.887-905.
Lanctôt, N. and Guay, S., 2014. The aftermath of workplace violence among healthcare workers:
A systematic literature review of the consequences. Aggression and violent behavior.
19(5). pp.492-501.
McDonald, P., 2012. Workplace sexual harassment 30 years on: A review of the literature.
International Journal of Management Reviews. 14(1). pp.1-17.
Ravazzani, S., 2016. Understanding approaches to managing diversity in the workplace: An
empirical investigation in Italy. Equality, Diversity and Inclusion: An International
Journal. 35(2). pp.154-168.
(Baird, McFerran and Wright, 2014) (Beirne and Hunter, 2013) (Guay, Goncalves and Jarvis,
2014) (Hayes and et.al., 2012) (Lanctôt and Guay, 2014) (McDonald, 2012)
(Ravazzani, 2016)
Online
The Importance of Cultural Diversity in the Workplace. 2017. [Online]. Available
through<https://www.deputy.com/blog/the-importance-of-cultural-diversity-
in-the-workplace>
Corporate Social Responsibility and Gender Diversity in the Workplace: Evidence from Japan.
2016. [Online]. Available through:
<https://www.rieti.go.jp/jp/publications/dp/16e063.pdf>.
CSR As A Mean to promote gender equality. 2016. [Online]. Available through:
<file:///home/user/Downloads/1788-7519-1-PB.pdf>.
Gender equality and diversity in the workplace A partnership between CSR and HRM. 2016.
[Online]. Available through:
<https://www.researchgate.net/publication/312125618_Gender_equality_and_diversity_
in_the_workplace_A_partnership_between_CSR_and_HRM>.
Gender equality, better practiced as workforce diversity. 2015 .[Online].Available through:
<http://www.diva-portal.org/smash/get/diva2:844033/FULLTEXT01.pdf>.
Why equality matters and four ways to develop an authenticate?. 2019. [Online] Available
Through:<https://www.forbes.com/sites/ryanwestwood/2018/02/23/why-equality-
matters-and-4-ways-to-develop-an-authentic-workplace/#698879d16eb1>.
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