Research Project: Workplace Discrimination and Employee Performance

This report, an executive summary of a research project, investigates the impact of workplace discrimination on employee performance, specifically within the context of Aston Martin. The study explores how biased behaviors and prejudices affect employee motivation, leading to increased stress and workplace conflict. Employing a quantitative research method, the project utilizes secondary data from online articles and journals to support its findings. The report includes an introduction outlining the research aims, objectives, and rationale, followed by a literature review that defines workplace discrimination and its implications. The methodology section details the research approach, strategy, and data collection methods, including the use of a survey as a primary data collection tool and the application of the research onion. The research aims to provide a comprehensive understanding of workplace discrimination and suggest strategies for fostering equality and diversity within Aston Martin, ultimately improving employee performance and organizational effectiveness.

Unit 11– Research
Project

Executive Summery
Workplace discrimination in the main topic on which the findings of current investigation is
based. The specific topic opted for current study is based in the Impact lead by Workplace
Discrimination on performance of employees for which selected organisation is Aston martin.
Discrimination at the place of work creates negative impact on action done of employees along
with reduction in their motivation of level of employees through leading higher level of stress
and workplace conflict. Use of suitable research technique i.e. quantitative form of method is
made as it leads to more measurable and efficient result to accomplish set objectives in a better
way. Secondary sources of data provide significant support and framework to research findings
through the help of online article and journals.
Table of Contents

Research Title: “To evaluate about the Impact of Workplace Discrimination
on performance of employees”. A research conducted on Aston martin.
Chapter 1: Introduction
Background to the study
The current conception of discrimination at workplace is related to the prejudice and
biased behaviour and nature at workplace that leads to unfavoured treatment for set of employees
on the basis of their cultural difference, gender, colour, race or any other basis (Bowl, 2018).
This discriminated behaviours hampers the motivation level of employees and leads to high
cases of workplace harassment and stress. Thus, current investigation is conducted on Aston
martin which is global automotive organisation selling sports cars and other vehicles at various
location of world to determine the impact lead by Workplace Discrimination on performance of
employees.
Research aims & objectives
Aim of the research
The aim of this research work is, “To investigate about the impact lead by workplace
discrimination on overall performance and efficiency level of employees”. An investigation
leads out on Stratstone Aston Martin Mayfair situated at 113 Park Ln, Mayfair, London W1K
7AJ, United Kingdom.
Research objectives
 To develop better understanding about the concept of workplace discrimination and its
implication on an organisation.
 To investigate about the impact lead by workplace discrimination on overall performance
and efficiency level of employees of Aston martin.
 To determine the set of strategies that would lead to reduction in issue of workplace
discrimination at Aston martin in order to create equality and diversity.
Rationale for the research
The adoption of current research topic is rationale as it ensures better undersatnding and
evaluation of concept of workplace discrimination that is a common issues and challenges faced
1

by all organisation. Thus, current investigation would meet the professional implication of
researcher through leading better evaluation of ways and strategies which ensures check on
discrimination level at workplace with respect to ensure equality and diversity at workplace.
Apart from this, managerial skills remittent and increased researcher competencies are also
assured through currents study to fulfil personal interest and academic purpose of researcher.
Research questions
- What do you meant by concept of workplace discrimination and its implication on an
organisation?
- What impact is lead by workplace discrimination on overall performance and efficiency
level of employees of Aston martin?
- What are the possible set of strategies that would lead to reduction in issue of workplace
discrimination at Aston martin in order to create equality and diversity?
Chapter 2: Literature Review
To develop better understanding about the concept of workplace discrimination and its
implication on an organisation.
According to the views of Sarah Benstead, 2018, discrimination in workplace is a
prejudice concept that is occurring when an individual or group of individuals are treated
unfavourably and different from others on the several basis such as their gender, religion, race,
maternity, any disabilities and others. Discrimination takes place due to only on specific reason
and that is the other person or group possess different characteristics than other staff members.
According to several countries laws and regulations any kind of discrimination is unlawful. Any
person or group of people or an organisation engaging in any sort of discriminative activities
amongst the people and the workforce present will be face sever consequences and outcomes.
Discrimination in an organisation if taking place will me in various forms such as unequal and
unfair pay scale, rendering lesser opportunities for career development and moving ahead in
company, unethical behaviour towards the person and may other (Caulley, 2017). The
discrimination taking place in organisation have dividing impact over it as the growth and
development of company stops too with increasing discriminative activities being flourishing.
The organisation Aston Martin have to go through huge losses if any legal chargers are issued by
any employee as the laws for discrimination in workplace are complexed and very aggressive
2

leading the firm to face huge penalties fee. Moreover, the company will lose talents and expertise
as the professional skills and knowledge is developed by the individuals themselves these do not
related to any features like religion, sex, age etc. The firm Aston Martin overall performance as a
firm will also be impacted as the work environment will be unsatisfactory and unpleasant to
work in efficiently in consideration to it the performances of staff reduces and becomes
unfavourably for the entity as it do not match the standards and motives (Daniels and Thornton,
2019).
To investigate about the impact lead by workplace discrimination on overall performance and
efficiency level of employees of Aston martin.
In accordance to the opinion of Neslie A. Etheridge, 2015, every business organisation
employees keeps their focus towards success and recognition. These two are the most common
and most important motivational elements in every company and profession. The employee hope
for best and fair shot of development, skills enhancement and moving upwards in career.
Amongst this when discrimination occurs in workplace specially in organisation like Aston
Martin it severely affects the company as the overall performance of employees are impacted
moreover the efficiency standards of workforce also reduces. Discrimination in workplace is
always harmful sometimes it is visible and open in the environment on the other hand sometimes
it is not recognised. In both of the cases employees and organisation gets hurt, first up is the
individuals professional and personal develop stops. That is employees do not get any exposure
towards new and fresh ideologies their motivation level falls as well as their performances too. In
the organisation working conditions are unfavourable which make individuals suffer and their
efficiency gets affected. All the aspects of discrimination in company taking place and exercised
by management or by staff members ultimately affects the firm (Enoksen, 2016). The
productivity standards reduces, staff turnover increases, leading to increase in cost and capital
expenditures and ultimately organisational profitability shows a downwards curve as well.
To determine the set of strategies that would lead to reduction in issue of workplace
discrimination at Aston martin in order to create equality and diversity.
In view of Jon-Mark Sabel, 2018, the discriminating activities occurring in different
organizations have to be stopped and have to be reduced to zero level in order to keep functions
and operations of company running and flourishing. In similar way Aston Martin also need to
reduce discrimination from workplace and eventually completely end it. For this purpose there
3

are few strategies and methods that can be adopted for effectively reducing the discrimination.
These are suggested to Aston Martin and therefore, elaborated in its context underneath:
 Set expectation and gather feedback- The company that is Aston Martin have to set the
expectation that the discriminating practices are needed to be mitigated and make it a
priority of company. The management have to inform people by making company wide
announcement and begin to take feedback which is the initial initiative step of the
following process. The company have to be focused towards the procedure and the
motive of removing discrimination for which effective and continuous communication
needs to be running by way of surveys, feedback and even informal conversations with
staff (Greene, 2019).
 Employee Engagement and effective participation- the anther way that leads to
reduction in workplace discrimination comprises of leading effective employees
enhancement and bonding which leads to positive relation among employees at
workplace to ensure a fair and healthy workplace environment. Further, allowing
effective participation of employees in decision among and formulation of strategy is also
a viable way for Aston martin as it ensures equal opportunities for all employees and also
lead to formulation of fair polices to ensure reduction in workplace discrimination and
leads to creation of equality and diversity (Kim and Park, 2017).
Chapter 3: Methodology and Data Collection
It is an important part of any research project that facilitates evidence regarding the method
and techniques used for collection, analysis and interpretation of data for any particular study
(Kulkarni, Boehm and Basu, 2016). With respect to this particular study on Aston martin use and
implication of research onion is made to select and opt appropriate type of method of research
together with leading a valid and suitable justification for their selection.
4

Figure 1: Research Onion, 2020.
Research philosophy- This forms the first outer stratum of this research onion which is
bifid into the four main section or categories comprises of positivism. Realism, interpretivism
and pragmatism form of philosophies (Lucash, 2019). Among these set of research philosophies
adoption of positivism form of philosophies is most appropriate and justifiable as it lad to better
testing of quantities and also provide a systematic along with scentific way of leading current
study.
Research approach- This part of onion of research consists of two main types i.e.
deductive and the second one is inductive approach which are utilised as per the nature of study.
The current investigation is based on quantitative nature of data thus, utilisation of deductive
approach is suitable and justifiable for better scanning and analysis of numeric format of data.
Research strategy- This layer of the research onion comprises of action research,
observation, experimental research, systematic review, interviews, surveys, archival research and
case study as main form of research strategy which provides framework and complete design to
an investigation (McCord and et. al., 2018). Out of these various types of strategy for research,
utilisation and implication of survey as research strategy is most suitable and viable for current
investigation. The main justification for adoption of survey method comprises of the evidence
that it leads to most easy and simplest form of data collection through making use of the
Questionnaire would be opted as instrument of research.
Choices of method- This is taken out as the fourth layer of research onion and divided
into three most common form of research method that is qualitative, quantitative and mixed
method of research from which application of suitable method is made (Spring, 2016). In order
to complete current research project in shorter time period and to ensures effective presentation
5

and communication of collected data, utilisation of quantitative form of research method is made
for current study on Aston martin. The justification for selection of quantitative research method
comprises of evidence that it leads to collection of numeric set of information that is easy to
collect along with ensuring effective presentation by making use of various statistical charts and
tables to lead a more measurable results.
Time Horizons- This layer consist of cross sectional time horizons and the longitudinal
set of the time horizons from which use of cross sectional time frames is made to have better
presentation of research activities at single point of time along with there effective presentation
with the use of under drawn Gantt chart.
Collection of data- This layer mainly has two main sources from where data could be
gathered by a researcher for performing a study which consists primary and secondary sources
(Thomas, 2016). With respect to this particular research work utilisation of both the form or
research data collection sources are made. The justification for implication of primary sources
6

consist of the evidence that it lead to first hand and updated information where as secondary
sources are also vital to lead support to investigation with the help of past facts and literature.
Sampling method- It is process that consists of selection of pre determined number of
observation and set of data for effective analysis and evaluation of fact from a larger population
(Thompson, 2016). A sample size of 30 responders is taken for current investigation from
employees of Aston Martin through making utilisation of Random sampling method. Below
drawn questionnaire would be used by researcher for collecting primary data from these 30
selected participants from the employees of Aston martin.
Questionnaire
Q1) Any conception and view point are you having on the topic of discrimination at
workplace?
a) Yes
b) No
c) Neutral view point
Q2) What could be the possible reasons that facilitates and create issues of discrimination
and biasness at the place of work
a) Male dominant society
b) Globalisation of economies
c) Biased nature of leaders
Q3) What implication do you having regarding the impact of discrimination and biasness
on the overall efficiency level and performance of employees?
a) Negative
b) No impact
c) Positive
Q4) As per your personal view point, up to what extent the level of workplace
discrimination is present and exists at place of work of Aston Martin?
a) Low
b) High
c) Medium
Q5) What are the various forms of discrimination and favouritism that exists or prevailed
7

at the place of work of an organisation?
a) Cultural discrimination
b) Sexual discrimination
c) Racial discrimination
d) Age discrimination
Q6) What are the main negative consequences and challenges faced by Aston Martin due to
presence and implication of discrimination at its place of work?
a) Enhanced workplace conflicts
b) Lack of coordination
c) High stress level and depression
d) Reduction in morale of employees
Q7) Are you agreed with this stated fact that, high employees turnover and reduction in job
satisfaction are also the negative implication of workplace discrimination?
a) Disagreed
b) Agreed
c) No view point
Q8) Is it become vital and essential for Aston martin to have equality and sense of fairness
at its place of work to ensures high employee performance and efficiency?
a) Yes
b) No
c) Neutral
Q9) What are the most viable set of ways and strategies that can be adopted by Aston
Martin to reduce discrimination in order to create equality at its workplace?
a) Fair HR practises
b) strict action against discrimination
c) Participative approach of leadership
d) Proper channels of communication
Q10) Any further suggestion for Aston martin to lead equality and diversity at its place of work?
8

Cost, access and ethical
The below stated budget is providing the estimated cost of the current investigation:
Bifurcation of cost Amount
Transpiration cost £60
Expenses on procurement of technology £70
Data collection cost £100
Other expected Expenses £ 50
Total Cost £ 280
Further, access to data is only provided to the researcher and tutor to maintain the authenticity of
collected data. Beside this, implication of BERA code of ethics and data protection act is also
made to meet the ethical consideration while conducting current research work.
Chapter 4: Data analysis and interpretations
With the help of pie chart and table of frequency, analysis and interpretation of collected
data is providing below:
Theme 1: Topic of discrimination at workplace
Q1) Any conception and view point are you having on the topic of
discrimination at workplace?
Frequency
a) Yes 25
b) No 2
c) Neutral view point 3
9

Interpretation
It could be have been find out with respect to current study that 25 participants from a
total 30 were deemed to have view point on topic of workplace discrimination where as 2 were
seemed to be unaware of this above written fact along with the other 3 participants who were
having a neutral view point in stated topic of discrimination at workplace.
Theme 2: Reasons that facilitates and create issues of discrimination and biasness at the
place of work
Q2) What could be the possible reasons that facilitates and create
issues of discrimination and biasness at the place of work?
Frequency
a) Male dominant society 10
b) Globalisation of economies 11
c) Biased nature of leaders 9
10

Interpretation
It has been brought into light from above diagram that male dominant society is a main
reason behind creation of issue of workplace discrimination as favoured by 10 individuals where
as 11 participates were seemed to support globalisation of economies. Apart from this, the other
9 left out respondents were also share there view in favour of biased nature of leaders which
could be a possible reason to create issues of discrimination and biasness at the place of work.
Theme 3: Impact of discrimination and biasness on the overall efficiency level and
performance of employees
Q3) What implication does you having regarding the impact of
discrimination and biasness on the overall efficiency level and
performance of employees?
Frequency
a) Negative 24
b) No impact 2
c) Positive 4
11

Interpretation
In accordance with findings of current investigation, an interpretation can be made that
24 participants believed that negative impact of discrimination and biasness at workplace is seen
on the overall efficiency level and performance of employees where as only 2 supported its
positive impact along with 4 more other respondents who favoured the positive implication of
discrimination at workplace.
Theme 4: Level of workplace discrimination is present and exists at place of work of Aston
Martin
Q4) As per your personal view point, up to what extent the level of
workplace discrimination is present and exists at place of work of
Aston Martin?
Frequency
a) Low 11
b) High 9
c) Medium 10
12

Interpretation
An observation is made from current investigation that 11 participants from a total of 30
supported low level of workplace discrimination is present and exists at place of work of Aston
Martin where as the other 9 supported higher extent of discrimination. Apart from this the, the
left out 10 participants were having an opinion that a medium extent of level of discrimination is
exits at place of work of Aston Martin.
Theme 5: Various forms of discrimination prevailed at the place of work of an organisation
Q5) What are the various forms of discrimination and favouritism
that exists or prevailed at the place of work of an organisation?
Frequency
a) Cultural discrimination 5
b) Sexual discrimination 8
c) Racial discrimination 9
d) Age discrimination 8
13

Interpretation
A analysis could be made in the basis of the above stated findings of current
investigation that 5 participants supported cultural discrimination that exists or prevailed at the
place of work of an organisation where as 8 seemed in favour of sexual form of discrimination.
Beside this, the 9 other respondents were also having a view point that racial discrimination is
most common at place of work whereas left out 8 responders favoured age discrimination.
Theme 6: Main negative consequences and challenges faced by Aston Martin due to
presence and implication of discrimination
Q6) What are the main negative consequences and challenges faced
by Aston Martin due to presence and implication of discrimination
at its place of work?
Frequency
a) Enhanced workplace conflicts 9
b) Lack of coordination 6
c) High stress level and depression 8
d) Reduction in morale of employees 7
14

Interpretation
An interpretation had been made with respect to above drawn pie chart that enhanced
workplace conflicts is a negative consequence and challenge faced by Aston Martin due to
presence and implication of discrimination at its place of work where as 6 had favoured lack of
coordination. Along with this, 8 respondents were also there who believed that High stress level
and depression is created by workplace discrimination where as 7 respondents seemed to believe
that Reduction in morale of worker is also faced by Aston Martin due to presence and
implication of discrimination at its place of work.
Theme 7: High employees turnover and reduction in job satisfaction are also the negative
implication of workplace discrimination
Q7) Are you agreed with this stated fact that, high employees
turnover and reduction in job satisfaction are also the negative
implication of workplace discrimination?
Frequency
a) Disagreed 7
b) Agreed 20
c) No view point 3
15

Interpretation
An analysis of facts could be made from above diagram based on current study that 7
respondents seemed to be disagreed with evidence that high employees turnover and reduction in
job satisfaction are also the main pessimistic significance of discrimination at the place of work
where as 20 participants are fully agreed with written piece of evidence. Apart from this, the
other 3 respondents were seemed to have no view point regarding the above stated negative
implication of workplace discrimination.
Theme 8: Become vital and essential to have equality and sense of fairness at its place of
work
Q8) Is it become vital and essential for Aston martin to have
equality and sense of fairness at its place of work to ensures high
employee performance and efficiency?
Frequency
a) Yes 22
b) No 2
c) Neutral 6
16

Interpretation
The main observation of current investigation consists of the interpretation of the fact that
it has become vital and essential for Aston martin to have equality and sense of fairness at its
place of work to ensures high employee performance and efficiency which was supported by 22
participants from a total of 30. Apart from this, the other 2 favoured for no option where as 6
seemed to be neutral regarding the fact that it has become vital and essential for Aston martin to
have equality and sense of fairness.
Theme 9: Viable set of ways and strategies to reduce discrimination in order to create
equality at workplace
Q9) What are the most viable set of ways and strategies that can be
adopted by Aston Martin to reduce discrimination in order to create
equality at its workplace?
Frequency
a) Fair HR practises 7
b) strict action against discrimination 8
c) Participative approach of leadership 9
d) Proper channels of communication 5
17

Interpretation
It had been interpreted with accordance to the analysis of current study that 7 participants
had supported Fair HR practises as a viable way that can be adopted by Aston Martin to reduce
discrimination to create and ensure equality at its workplace where as 8 were in favour of strict
action against discrimination. Apart from this, 9 more participants deemed to be in support of
participative approach of leadership while 5 favoured Proper channels of communication for
Aston martin to reduce discrimination in order to create equality at its place of the work.
Chapter 5: Research Outcomes
Covered In PPT
PPT slides are attached at end of project as appendix
Chapter 6: Conclusion and Recommendations
Conclusion
On the basis of analysis of above research findings it has been concluded that the main
possible reasons that facilitates and create issues of discrimination and biasness at the place of
work comprises of Globalisation of economies, Male dominant society along with the Biased
nature of leaders. Further, it has been summarised that negative impact of discrimination and
biasness is seen on the overall efficiency level and performance of employees of a company.
Beside this, an observation is also made about the various forms of favouritism are there which
mainly exists or prevailed at the place of work of an organisation which consists of Cultural
18

discrimination, Sexual discrimination, Racal discrimination and Age discrimination. Apart from
this, a conclusion regarding the main negative consequences and challenges faced by a company
due to presence and implication of discrimination at its place of work is also drawn from above
research which consists of Enhanced workplace conflicts, Lack of coordination, High stress level
and depression along with Reduction in morale of employees which leads to high employees
turnover and reduction in job satisfaction. At last, a summarisation can be made that the Fair HR
practises, Participative approach of leadership, strict action against discrimination and Proper
channels of communication are viable strategy to reduce discrimination in order to lead sense of
equality at its place of work.
Recommendation
With respect to findings of this particular study following set of recommendation could
be made for Aston martin to reduce discrimination from its place of work in order to create
equality at its workplace:
 Implication of Fair set of HR practises are highly recommended for the Aston Martin as it
ensures a sense of fairness in recruitment and selection process along with leading fair
pay and incentives for all employees to have reduction in workplace discrimination.
 Adoption of Participative approach of management is recommended for Aston martin as
it ensures equal participation opportunities for all individuals and employees working to
lead a sense of fairness in making of decision and strategy formulation.
 Apart from this, strict action against discrimination should also be taken by Aston Martin
to keep a mental pressure and check on all employees and leaders to ensures reduction in
cases of discrimination and harassment at its workplace on order to create equality at its
place of work.
Chapter 7: Reflection & Recommendation of alternative research
methodology
The current research study based in the topic associated with workplace discrimination is
very knowledgeable and informative journey for me that enriched my awareness and
understanding about the need and importance of equality for an organisation. Further, a better
learning about the research methods and practical application of research techniques is also
learnt by me. For this particular research work, I had made used of Positivism philosophies along
19

with implication of deductive form of approach that is efficient to have better scan and testing of
set objectives. Further, utilisation of quantitative mode of research method is also viable to meet
all objectives in time through leading collection of reliable data for study in numeric terms in
relatively shorter period of time. Along with this, use of survey method and questionnaire has
also lead to positive results by making presentation and collection of more easy and effective.
The only challenge and pitfall of use of current research method is associated with the lack of
theoretical form of data for in-depth study. Thus, the recommended alternative research
methodology for conducting future investigation by me comprises of qualitative nature of
method along with deductive approach which ensures investigation and collection of theoretical
data through making implication of Interview as research instrument. Therefore, a reflection can
be made out that limited time periods and insufficient resources are the pitfall faced for
overcoming which use of quantitative method is made. The only drawback of quantitative data is
that it does not provided in—depth information thus, use of qualitative mature of data along with
interview method is suggested as recommended and proposed methodology for future. Thus,
overall the current research is viable and efficient in meeting set objectives along with ensuring
improved managerial skills and other needed research competencies in me for leading better
study and investigation in future.
20

REFERENCES
Berrey, E., Nelson, R. L. and Nielsen, L. B., 2017. Rights on trial: How workplace
discrimination law perpetuates inequality. University of Chicago Press.
Bowl, M., 2018. Differentiation, distinction and equality–or diversity? The language of the
marketised university: an England, New Zealand comparison. Studies in Higher
Education. 43(4). pp.671-688.
Caulley, S.L., 2017. The Next Frontier to LGBT Equality: Securing Workplace-Discrimination
Protections. U. Ill. L. Rev..p.909.
Chang, E. H. and Milkman, K. L., 2020. Improving decisions that affect gender equality in the
workplace. Organizational Dynamics. 49(1). p.100709.
Daniels, S. and Thornton, L. M., 2019. Race and workplace discrimination. Equality, Diversity
and Inclusion: An International Journal.
Enoksen, E., 2016. Perceived discrimination against immigrants in the workplace. Equality,
Diversity and Inclusion: An International Journal
Greene, A. M., 2019. HRM, Equality and Diversity. The SAGE Handbook of Human Resource
Management, p.238.
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.
Hsu, F.S., Liu, Y.A. and Tsaur, S.H., 2019. The impact of workplace bullying on hotel
employees’ well-being. International Journal of Contemporary Hospitality Management.
Jin, M., Lee, J. and Lee, M., 2017. Does leadership matter in diversity management? Assessing
the relative impact of diversity policy and inclusive leadership in the public sector.
Leadership & Organization Development Journal.
Kim, S. and Park, S., 2017. Diversity management and fairness in public organizations. Public
Organization Review. 17(2). pp.179-193.
Kim, S. J., Kwangok, S. and Carrola, P.A., 2017. Living together in a diverse world:
Conversations about the stories of two mommies and daddies among Mexican-descent
bilingual kindergarteners. Multicultural Learning and Teaching. 15(1).
Kite, M. E. and Whitley Jr, B. E., 2016. Psychology of prejudice and discrimination. Psychology
Press.
Kosny, A., Santos, I. and Reid, A., 2017. Employment in a “land of opportunity?” Immigrants’
experiences of racism and discrimination in the Australian workplace. Journal of
international migration and integration. 18(2). pp.483-497.
Kulkarni, M., Boehm, S. A. and Basu, S., 2016. Workplace inclusion of persons with a disability.
Equality, Diversity and Inclusion: An International Journal.
21

Lewis, D., Glambek, M. and Hoel, H., 2020. The Role of Discrimination in Workplace Bullying.
Bullying and Harassment in the Workplace: Theory, Research and Practice, p.363.
Lucash, F. S. ed., 2019. Justice and equality here and now. Cornell University Press.
Marchiondo, L. A., Ran, S. and Cortina, L. M., 2018. Modern discrimination.
McCord, M. A. and et. al., 2018. A meta-analysis of sex and race differences in perceived
workplace mistreatment. Journal of applied psychology. 103(2). p.137.
Moen, P., Dempster-McClain, D. and Walker, H.A. eds., 2018. A nation divided: Diversity,
inequality, and community in American society. Cornell University Press.
Rosenblat, A and et al., 2017. Discriminating tastes: Uber's customer ratings as vehicles for
workplace discrimination. Policy & Internet.9(3). pp.256-279.
Spring, J., 2016. Deculturalization and the struggle for equality: A brief history of the education
of dominated cultures in the United States. Routledge.
Thomas, L., 2016. Developing inclusive learning to improve the engagement, belonging,
retention, and success of students from diverse groups. In Widening Higher Education
Participation (pp. 135-159). Chandos Publishing.
Thompson, N., 2016. Anti-discriminatory practice: Equality, diversity and social justice.
Macmillan International Higher Education.
Yoshimura, Y., Bakolis, I. and Henderson, C., 2018. Psychiatric diagnosis and other predictors
of experienced and anticipated workplace discrimination and concealment of mental
illness among mental health service users in England. Social psychiatry and psychiatric
epidemiology. 53(10). pp.1099-1109.
Books and journal
Online:
Sarah Benstead, 2018. What is discrimination in the workplace [Online] Available Through:
<https://www.breathehr.com/blog/what-is-discrimination-in-the-workplace/>
Neslie A. Etheridge, 2015. Effects of discrimination in the workplace. [Online] Available
Through:
<https://www.army.mil/article/142799/effects_of_discrimination_in_the_workplace/>
Jon-Mark Sabel, 2018. 5 STEPS TO REDUCE BIAS IN THE WORKPLACE, 2018. [Online]
Available Through: <https://www.hirevue.com/blog/5-steps-to-mitigating-bias-in-the-
workplace/>
22

Appendix:
PPT slides
23

24

25

26

27

28

29

30

31

32

33

34