A Study on Workplace Discrimination and Employee Productivity at ASDA

This research report investigates the impact of workplace discrimination on employee productivity at ASDA. The study begins with an introduction to the topic, outlining the research aim, objectives, and questions, along with the limitations of the study. A literature review provides context, followed by an explanation of the research methodology, including the selection of a quantitative study approach, data sources (primary and secondary), sampling techniques, and data collection tools like questionnaires. The data analysis section presents the findings from a questionnaire survey, examining employee understanding of workplace discrimination, awareness of equity and diversity initiatives, the need for an inclusive workforce, and the impact of discrimination on productivity. Key themes are analyzed using frequency distributions and interpretations. The report concludes with findings, recommendations, and references, as well as an ethics approval form.

Research Project

Table of Contents
TITLE..............................................................................................................................................1
INTRODUCTION...........................................................................................................................1
RESERCH AIM...............................................................................................................................1
RESERCH OBJECTIVES:..............................................................................................................2
RESERCH QUESTIONS:...............................................................................................................2
LIMITATION OF THE STUDY:....................................................................................................2
LITERATURE REVIEW................................................................................................................2
RESERACH METHODOLOGY.....................................................................................................3
DATA ANALYSIS:........................................................................................................................5
RESERCH FINDINGS:................................................................................................................14
CONCLUSION..............................................................................................................................15
RECOMMENDATION.................................................................................................................15
REFERENCES..............................................................................................................................16
APPENDIXES..........................................................................................................................18
Research Ethics Approval Form...............................................................................................18

TITLE
“Equality and diversity at workplace.”
INTRODUCTION
To remain in the leading position among it is essential to build diverse culture in the
working premises. Equality and diversity plays a vital role in making the business successful in
the global market. In order to introduce diverse culture in the working premises the hiring
process need to be changed (Assari and Moghani Lankarani, 2018). By doing so skilled and
potential candidate can be recruited for the vacant position from different geographical region.
Workplace discrimination directly or indirectly influence the overall productivity of staff
members. Due to which set goals and objectives are not accomplished in the specified time
duration. Top management need to work on the issues raised because of workplace
discrimination so that skilled and talented candidate can be retained back in the working
premises for longer time duration. By doing so competitive advantages against rivalry can be
gained easily.
ASDA is undertaken for completion of the report. Peter and Fred Asquith was the
founder of this leading organization. It came into existence in the year 1949 and management is
working effectively and efficiently to meet the emerging needs of the customers. Apart from this
firm is located in West Yorkshire, England. On the other hand distinguish products are offered
by the organization which are, financial services, grocery, general merchandise and many more.
This assignment covers, aims and objectives of the study. Limitation of the study is
measured in order to make necessary improvements in the weak area. Primary data collection
method is used for accumulation of the data on the given topic. Numerous tools and techniques
adopted for the explanation of the gathered data are illustrated properly (Bader and Schuster,
2018). Additionally, questionnaire is selected for the collection of the data or information from
the communicator.
RESERCH AIM
“To study the impact of workplace discrimination on employee's productivity. A case
study on ASDA.”
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RESERCH OBJECTIVES:
 To study the concept of workplace discrimination.
 To determine the impact of workplace discrimination on employee's productivity.
 To identify the practices that could be implemented by ASDA to deal with workplace
discrimination.
RESERCH QUESTIONS:
 What do you mean by workplace discrimination?
 How you can determine the impact of workplace discrimination on employee's
productivity?
 Mention the practices that could be implemented by ASDA to deal with workplace
discrimination?
LIMITATION OF THE STUDY:
In an organization work place discrimination is the major issue which is raising day by
day. It directly resulted in reduction of staff members overall performance to a large extent.
While conducting the research report numerous limitation where identified like, lack of capital
and time (Cockayne, 2018). It has restricted me to gather in-depth information on the research
topic.
LITERATURE REVIEW
Concept of workplace discrimination.
As per Alison Doyle, 2019, workplace discrimination is stated as unfair or unethical
treatment of staff members based on certain prejudices. Employees are able to work effectively
and efficiently when are given positive working environment in an organization (Concept of
workplace discrimination, 2019). The set goals and objectives of ASDA is achieved because
equal treatment is given all the human assets of the firm despite of any religion, gender, colour
and many more. Top level management is accountable for the elimination of workplace
discrimination. It is the core task on which immediate steps need to be taken for improvements.
By doing so skilled and talented employees turn out ratio can be reduced to a large extent.
Impact of workplace discrimination on employee's productivity
According to Jill Harness, 2019, from the past decades workplace discrimination has
been problem in an organization. Discrimination not only cut down employee's productivity but
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also impact their physical well being and mental health (Impact of workplace discrimination of
employees productivity, 2019). In order to gain competitive advantages against rivalry it is
essential to eliminate workplace discrimination from the premises. In context of ASDA emerging
needs of targeted customers can be full-filled by providing staff members positive working
atmosphere so that their overall workforce efficiency can be raised accordingly.
Additionally, discrimination directly impact staff members productivity in negative way.
Identify the practices that could be implemented by ASDA to deal with workplace
discrimination
From the view point of Joanna Weekes, 2017, Business administration is able to deal
with the external challenges when smooth and positive working environment is given to them in
the working premises. On the other hand there are numerous practices that can be followed by
ASDA in order to deal with problems related to workplace discrimination. Some of the practices
by which workplace discrimination can be abolished are, immediate action should be taken on
unethical behaviour conducted by any one, train management regarding to respond to
discrimination in the premises, illiterate staff members about discrimination, Workforce policy
are enforced properly, Overlook policy regularly so that effectiveness is maintained and many
more.
RESERACH METHODOLOGY
Research methodology is explained as the process through which investigator is able to
perform their activities related to research in proper manner (Colella and King, 2018). This is
mainly used to analyse, select and process data regarding the topic. On the other hand research
methodology permits readers to critically examine validity and reliability of the study. Moreover,
it covers the study of cause and effect relationship among numerous variables. Additionally,
trends in certain variables are identified with the help of research methodology.
Types of study: Qualitative and quantitative are the part of methodology. Out of the two
study quantitative study is selected as it provide information in numerical way as well as does
not use more resources of researcher. On the other hand Qualitative study is inappropriate for
the present study because lot of time is required and provide qualitative data.
Data sources: Primary and secondary data sources are two aspects from where data can
be collected easily. Fresh data regarding the specific field of the study is collected through
primary data sources. Analysis, evaluation, synthesis or interpretation of primary sources are
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included in secondary sources (Combs and Milosevic, 2016). In depth knowledge regarding
workplace discrimination can be assembled through both primary and secondary data sources.
Sampling: It is categorised into two different parts which are, Probability and non-
probability. Researcher in their findings mostly use Probability sampling. This is because in this
sampling equal chance of being selected is given to all the members. On the other it directly
assist them to gain choose large sample size. 40 employees are selected for the survey.
Data collection tools: Observation, questionnaire, focus study, interview and many more
are certain tools of data collection. All theses are the main aspects through which data can be
accumulated easily for the study (Lucifora and Vigani, 2016). But in order to gain authentic data
in context of workplace discrimination questionnaire is selected. The other reason of choosing
this data collection tool is that it requires less capital and time.
Data analysis: It involves distinguish number of analytical techniques like, content
analysis, trend analysis, coding, etc. For examining data regarding the field of the study all
these methods are taken into account. However, content analysis is followed because it directly
aid in analysing of collected data. Additionally, several themes will be needed by investigator
for examining information in organized manner (Cundiff and Vescio, 2016).
Ethics: Irrespective of the time or place these is the moral principles which an researcher
must apply. Giving the right to withdraw, protecting confidentiality,, minimising the risk of
harm, anonymity and obtaining informed consent are certain principles of ethics which must be
adopted by researcher in their report. However, these ethics directly assist researcher to full-fill
each work of study ethically and systematically.
Reliability and validity: As it is based on questionnaire this is another method in research
methodology. It is used by researcher so as to test reliability and validity of the findings.
Whereas, it is a part of data collection.
Cost, access and ethical issues: Researcher activities can be performed by the
investigator by focusing on certain area. It is done for meeting suitable findings for the research.
In order to conduct the research work smoothly sufficient finance is required. Apart from this
access associated with few resources are also kept by researcher in beforehand because this aid
them to complete research work in well-organized order (DeSouza and Ispas, 2017). Researcher
follows distinguish ethical practices for proper closing of the study like, authenticity,informed
consent and many more.
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DATA ANALYSIS:
Questionnaire
Q1) Do you carry understanding regarding workplace discrimination in an organization?
a) May be
b) May not be
Q2) Are you aware about equity and diversity at ASDA?
a) I am aware
b) I am not aware
Q3) Do you agree that ADSA need to introduce inclusive workforce in the premises?
a) Agree
b) Dis-agree
Q4) Explain the impact of workplace discrimination on employee's productivity?
a) Positive impact
b) Negative impact
Q5) Which type of benefits can be enjoyed by ASDA after eliminating workplace
discrimination?
a) More productivity
b) Set goals achieved
Q6) Mention some of the practices that could be implemented by ASDA to deal with workplace
discrimination?
a) Equal employment opportunity policies
b) Anti-Harassment policies
Q7) Sate some of the common discrimination seen in an organization workplace?
a) Age-discrimination
b) Disability discrimination
Q8) Ways to reduce work place discrimination in ASDA?
a) Aware workers about discrimination
b) Revert immediately on issues related to discrimination
Q9) Do you think workplace discrimination is the main cause of employee turnout ratio in
ASDA?
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a) It is the reason
b) It is not the reason
Q10) Suggest appropriate recommendation regarding the impact of workplace discrimination on
employee's productivity.
Theme 1: Understanding regarding workplace discrimination in an organization
Q1) Do you carry understanding regarding workplace discrimination in
an organization?
Frequency
a) May be 30
b) May not be 10
a) May be
b) May not be
0 5 10 15 20 25 30
30
10
Column B
Interpretation: From the diagram it can be concluded that from the sample size of 40
respondents, 30 people are saying that they carry understanding regarding workplace
discrimination in an organization (Marchiondo and Williams, 2019.. While, rest 10 are
mentioning that they are not aware about it.
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Theme 2: Aware about equity and diversity at ASDA
Q2) Are you aware about equity and diversity at ASDA? Frequency
a) I am aware 25
b) I am not aware 15
a) I am aware
b) I am not aware
0 5 10 15 20 25
25
15
Column B
Interpretation: Out of 40 communicator, 25 respondents are holding basic understanding
regarding equity and diversity at ASDA. But the remaining 15 are sharing their view that they
are not holding knowledge about the above mentioned statement (Dhanani and Joseph, 2018).
Theme 3: ADSA need to introduce inclusive workforce in the premises
Q3) Do you agree that ADSA need to introduce inclusive workforce in
the premises?
Frequency
a) Agree 22
b) Dis-agree 18
7

a) Agree
b) Dis-agree
0 5 10 15 20 25
22
18
Column B
Interpretation:The meaningful conclusion which is drawn from the above image is that
out of 40 answerer, 22 person in favour that ADSA need to introduce inclusive workforce in the
premises (Rosenblat and Hwang, 2017). Whereas, left over, 18 communicator are against it and
does not agree with the statement.
Theme 4: Impact of workplace discrimination on employee's productivity
Q4) Explain the impact of workplace discrimination on employee's
productivity?
Frequency
a) Positive impact 27
b) Negative impact 13
8

a) Positive impact
b) Negative impact
0 5 10 15 20 25 30
27
13
Column B
Interpretation: The numerical figure stated above provide the conclusion that from 40
respondents 27 people are strongly agreeing on the fact that workplace discrimination positively
impacting on employee's productivity (Fink, 2018). On the other hand 13 responder are telling
that discrimination in workplace are negatively influencing staff members overall productivity.
Theme 5: Benefits can be enjoyed by ASDA after eliminating workplace discrimination
Q5) Which type of benefits can be enjoyed by ASDA after eliminating
workplace discrimination?
Frequency
a) More productivity 33
b) Set goals achieved 7
9

a) More productivity
b) Set goals achieved
0 5 10 15 20 25 30 35
33
7
Column B
Interpretation: From the above image it is clear that 33 out of 40 respondents are sharing
their perception that more productivity is the type of benefits which can be enjoyed by ASDA
after eliminating workplace discrimination. But left out 7 communicator are stating that by
eliminating workplace discrimination set standards can be attained in the set deadline (Shen and
Dhanani, 2018).
Theme 6: Practices that could be implemented by ASDA to deal with workplace discrimination
Q6) Mention some of the practices that could be implemented by ASDA
to deal with workplace discrimination?
Frequency
a) Equal employment opportunity policies 20
b) Anti-Harassment policies 20
10

a) Equal employment opportunity policies
b) Anti-Harassment policies
0 2 4 6 8 10 12 14 16 18 20
20
20
Column B
Interpretation: The information which can be collected from the statistical figure is that
20 respondents from 40 people are saying that by providing equal employment opportunity
policies ASDA to deal with workplace discrimination. Whereas, some of left over 20 person are
sharing their view that by framing Anti-Harassment policies ASDA can deal with workplace
discrimination (Green Jr, 2017).
Theme 7: Common discrimination seen in an organization workplace
Q7) Sate some of the common discrimination seen in an organization
workplace?
Frequency
a) Age-discrimination 11
b) Disability discrimination 29
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a) Age-discrimination
b) Disability discrimination
0 5 10 15 20 25 30
11
29
Interpretation: From the above it can be summarized that 29 responsive are mentioning
some of the common discrimination seen in an organization workplace. Out of which disability
discrimination is one of them (Sipe and Moss, 2016). But out of 40 respondents, 11 people are
telling that Age-discrimination is the common discrimination found in any organization.
Theme 8: Reduce work place discrimination in ASDA
Q8) Ways to reduce work place discrimination in ASDA? Frequency
a) Aware workers about discrimination 24
b) Revert immediately on issues related to discrimination 16
12

a) Aware workers about discrimination
b) Revert immediately on issues related to discrimination
0 5 10 15 20 25
24
16
Column B
Interpretation: Work place discrimination is the core task which need to be focused by the
management in order to gain productive results. From 40 communicator who are selected for the
survey from that 24 people are thinking that by awaring workers about discrimination work place
discrimination in ASDA can be reduced to a large extent. However, rest 16 candidate are
strongly opposing it any are telling that by revert immediately on issues related to discrimination
it can be reduced (Gregory, 2018).
Theme 9: Workplace discrimination is the main cause of employee turnout ratio in ASDA
Q9) Do you think workplace discrimination is the main cause of
employee turnout ratio in ASDA?
Frequency
a) It is the reason 5
b) It is not the reason 35
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a) It is the reason
b) It is not the reason
0 5 10 15 20 25 30 35
5
35
Column B
Interpretation: From the above picture it can be summarized that 5 candidate out of 40
respondents are stating that workplace discrimination is the main cause of employee turnout ratio
in ASDA. But on the other hand 35 people who are left out are saying that it is not the reason for
staff members turn out ratio (Harnois and Bastos, 2018).
RESERCH FINDINGS:
Stakeholders: These plays a vital role in making the business successful in the global
market. Stakeholders includes, owners, employees, managers, government and many more. In
order to assemble information regarding workplace discrimination these stakeholders plays
significant role. For accumulating and examining suitable information regarding the present
study 40staff members are undertaken.
Communicating research outcomes: In order to communicating research outcomes to
the stakeholders distinguish ways are adopted such as, written words, spoken word,
presentation, report and so on. Spoken word is used mostly by organization in order to convey
outcomes to the employees, managers etc. This form of communication research outcomes is
followed because spoken words and presentation makes clear image in the minds of the
stakeholders (Heilman and Caleo, 2018).
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Convincing arguments: The research is all about ASDA so as to identify the impact of
workplace discrimination on employee's productivity. By understanding the impact of workplace
discrimination organization is able to frame effective tactics in order to overcome their
challenges. Through strategies business associates is able to enhance the employees productivity
to a large extent (Jones and Williams, 2015).
CONCLUSION
From the above research report it can be concluded that workplace discrimination directly
or indirectly impact employees productivity to a large extent. Management of the business
administration need to make strategies to overcomer the challenges which emerged because of
workplace discrimination in the working premises. By doing so set standards can be attained
easily which is a positive mark for the business in the global market. Questionnaire is used so as
to get wider understanding for the project. Primary data collection method is used by the
researcher in order to collect relevant and authentic data for their findings.
RECOMMENDATION
The appropriate recommendations are elaborated as under:
 Various sessions should be conducted by experts regarding drawbacks of workplace
discrimination. By doing so discrimination in workplace can be eliminated easily.
 Aware all the customers regarding workplace discrimination so that they can voluntary
participate for its elimination in the working premises.
 The HR practices of the organization should be modified so that inclusive workforce can
be build at the workplace easily (Stergiou-Kita and Kirsh, 2016).
 Employees of the firm must be invited in the decision making process regarding building
inclusive workforce in the premises. By doing so less resistance will be there from
employee side.
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REFERENCES
Books and Journals
Assari, S. and Moghani Lankarani, M., 2018. Workplace racial composition explains high
perceived discrimination of high socioeconomic status African American men. Brain
sciences. 8(8). p.139.
Bader, B., Stoermer, S., Bader, A. K. and Schuster, T., 2018. Institutional discrimination of
women and workplace harassment of female expatriates. Journal of Global Mobility.
Cockayne, D. G., 2018. Underperformative economies: Discrimination and gendered ideas of
workplace culture in San Francisco’s digital media sector. Environment and Planning A:
Economy and Space. 50(4). pp.756-772.
Colella, A. and King, E. eds., 2018. The Oxford handbook of workplace discrimination. Oxford
University Press.
Combs, G. M. and Milosevic, I., 2016. Workplace discrimination and the wellbeing of minority
women: Overview, prospects, and implications. In Handbook on well-being of working
women (pp. 17-31). Springer, Dordrecht.
Cundiff, J. L. and Vescio, T. K., 2016. Gender stereotypes influence how people explain gender
disparities in the workplace. Sex Roles. 75(3-4). pp.126-138.
DeSouza, E. R., Wesselmann, E. D. and Ispas, D., 2017. Workplace Discrimination against
Sexual Minorities: Subtle and not‐so‐subtle. Canadian Journal of Administrative
Sciences/Revue Canadienne des Sciences de l'Administration. 34(2). pp.121-132.
Dhanani, L. Y., Beus, J. M. and Joseph, D. L., 2018. Workplace discrimination: A meta‐analytic
extension, critique, and future research agenda. Personnel Psychology. 71(2). pp.147-
179.
Fink, J., 2018. Gender sidelining and the problem of unactionable discrimination. Stan. L. &
Pol'y Rev., 29, p.57.
Green Jr, M. W., 2017. Same-sex sex and immutable traits: Why Obergefell v. Hodges clears a
path to protecting gay and lesbian employees from workplace discrimination under Title
VII. J. Gender Race & Just., 20, p.1.
Gregory, R. F., 2018. Unwelcome and unlawful: sexual harassment in the American workplace.
Cornell University Press.
Harnois, C. E. and Bastos, J. L., 2018. Discrimination, harassment, and gendered health
inequalities: do perceptions of workplace mistreatment contribute to the gender gap in
self-reported health?. Journal of health and social behavior. 59(2). pp.283-299.
Heilman, M. E. and Caleo, S., 2018. Gender discrimination in the workplace.
Jones, M. and Williams, M. L., 2015. Twenty years on: Lesbian, gay and bisexual police officers'
experiences of workplace discrimination in England and Wales. Policing and
society. 25(2). pp.188-211.
Lucifora, C. and Vigani, D., 2016. What if your boss is a woman? Work organization, work-life
balance and gender discrimination at the workplace.
Marchiondo, L. A., Gonzales, E. and Williams, L. J., 2019. Trajectories of perceived workplace
age discrimination and long-term associations with mental, self-rated, and occupational
health. The Journals of Gerontology: Series B. 74(4). pp.655-663.
Rosenblat, A., Levy, K. E., Barocas, S. and Hwang, T., 2017. Discriminating tastes: Uber's
customer ratings as vehicles for workplace discrimination. Policy & Internet. 9(3).
pp.256-279.
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Shen, W. and Dhanani, L., 2018. Measuring and defining discrimination. The Oxford handbook
of workplace discrimination, pp.297-312.
Sipe, S. R., Larson, L., Mckay, B. A. and Moss, J., 2016. Taking off the blinders: A comparative
study of university students’ changing perceptions of gender discrimination in the
workplace from 2006 to 2013. Academy of Management Learning & Education. 15(2).
pp.232-249.
Stergiou-Kita, M., Pritlove, C. and Kirsh, B., 2016. The “Big C”—stigma, cancer, and workplace
discrimination. Journal of Cancer Survivorship. 10(6). pp.1035-1050.
Online
Concept of workplace discrimination. 2019. [Online]. Available
through:<https://www.thebalancecareers.com/types-of-employment-discrimination-
with-examples-2060914/>.
Impact of workplace discrimination of employees productivity. 2019. [Online]. Available
through:<https://bizfluent.com/about-5035338-effects-discrimination-workplace.html/>.
Practices to deal with workplace discrimination. 2017. [Online]. Available
through:<https://www.healthandsafetyhandbook.com.au/8-ways-to-prevent-
discrimination-in-your-workplace/>.
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APPENDIXES
Research Ethics Approval Form
Section 1: Basic Details
Project title:
.................................................................................................................................................................................................................................................................
“To study the impact of workplace discrimination on employee's productivity. A
case study on ASDA.”
...................................................................................................................................................................................................................................................................................................
Student name: ...................................................................................
Student ID number: ...................................................................................
Programme: ...................................................................................
School: ...................................................................................
Intended research start date: .............................................
Intended research end date: .............................................
Section 2: Project Summary
Please select all research methods that you plan to use as part of your project:
• Interviews:
• Questionnaires:
• Observations:
• Use of Personal Records:
• Data Analysis:
• Action Research:
• Focus Groups:
• Other (please specify): ....................................................................................................................................................................
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Section 4: Data Storage and Security
Confirm that all personal data will be stored and processed in compliance with the Data
Protection Act (1998) Yes: No:
Who will have access to the data and personal information?
Only Researcher
During the research:
Where will the data be stored?
In USB and Laptop
Will mobile devices such as USB storage and laptops be used? Yes: No:
If yes, please provide further details: After the research:
After the research:
Where will the data be stored?
USB and laptop
How long will the data and records be kept for and in what format? Will data be kept for
use by other researchers?
Approx 2-3 years
Yes: No: If yes, please provide further details
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Section 5: Ethical Issues
Are there any particular features of your proposed work which may raise ethical concerns?
If so, please outline how you will deal with these:
It is important that you demonstrate your awareness of potential risks that may arise as a
result of your research. Please consider/address all issues that may apply. Ethical concerns
may include, but are not limited to the following:
• Informed consent.
• Potentially vulnerable participants.
• Sensitive topics.
• Risks to participants and/or researchers.
• Confidentiality/anonymity.
• Disclosures/limits to confidentiality.
• Data storage and security, both during and after
the research (including transfer, sharing, encryption,
protection).
• Reporting.
• Dissemination and use of your findings.
Section 6: Declaration
I have read, understood and will abide by the institution’s
Research and Ethics Policy: Yes: No:
I have discussed the ethical issues relating to my research with
my Unit Tutor: Yes: No:
I confirm that to the best of my knowledge:
The above information is correct and that this is a full description of the ethics issues that
may arise in the course of my research.
Name: .....................................................................................................................................................................
Date: ...................................................................................
Please submit your completed form to ................................
......................................................................................................................................
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