Research Proposal: Workplace Diversity's Role in Competitive Business

This research proposal investigates the role and importance of workplace diversity in making businesses competitive, focusing on Unilever in the United Kingdom. It aims to define workplace diversity, analyze the impacts of workplace discrimination on organizational performance, and discover ways to promote diversity within businesses. The proposal includes a literature review covering the concept of workplace diversity, the impacts of discrimination, and strategies for promoting diversity, such as implementing anti-discrimination policies, team working, and training. The research methodology utilizes both primary data collected through questionnaires from Unilever employees and secondary data from literature reviews. Ethical considerations are addressed to ensure fair treatment of participants and data confidentiality. The study seeks to provide insights for retailers to enhance staff retention rates and gain a competitive advantage by fostering a diverse and inclusive workplace.

RESEARCH PROPOSAL

Table of Contents
TITLE: ROLE AND IMPORTANCE OF WORKPLACE DIVERSITY.......................................3
INTRODUCTION...........................................................................................................................3
Research aim and research objectives.........................................................................................3
Research background...................................................................................................................3
Rationale......................................................................................................................................3
LITERATURE REVIEW................................................................................................................4
Concept of workplace diversity...................................................................................................4
Impacts of workplace discrimination on organisational performance.........................................4
Ways of promoting diversity within business.............................................................................5
Timeline.......................................................................................................................................5
RESEARCH METHODOLOGY....................................................................................................6
Questionnaire...............................................................................................................................7
Ethical consideration...................................................................................................................7
BIBLIOGRAPHY............................................................................................................................1
REFERENCES................................................................................................................................7

TITLE: ROLE AND IMPORTANCE OF WORKPLACE DIVERSITY.
INTRODUCTION
Workplace diversity refers a workforce that comprised of employees with different
characteristics like gender, age, culture and race (Singh and Banerji, 2022). Workplace diversity
plays a vital role as it motivates employees towards accomplishing goals. Whereas, workplace
discrimination can affect overall performance and image of company in a negative manner. This
study will be conducted in UK within 60 days.
Research aim and research objectives
Aim: “To identify importance of workplace diversity in making business competitive”
Study on Unilever. United Kingdom
Objectives
 To discuss the definition of diversity in workplace.
 To analyse impacts of workplace discrimination on organisational performance.
 To discover ways of promoting diversity within business.
 To recommend the best strategy by which Unilever can make its workplace diverse.
Research background
An organisation that employs different characteristics of employees is known as diverse
organisation. This study is going to discuss common business problem that affects organisational
performance and productivity (Lall-Trail, Salter and Xu, 2021). Workplace discrimination is the
main problem that can create barriers in the path of companies of taking competitive advantages.
There are number of strategies by which retailers can promote diversity at its workplace and can
increase staff retention rate such as: team working, training and implementation of anti-
discrimination policies. Further, it will discuss effectiveness of all elements of research
methodology (Roberson, 2019). This study can help out retailers in increasing staff retention rate
and becoming the market leader.
Rationale
The main reason of selecting this topic is to help out retailers in taking competitive advantages.
This topic can help out them in knowing ways by which they can protect employees from
discrimination, can promote diversity and can take competitive advantage. Personal interest is
other main reasons of selecting this topic (Ravichandran, 2021).
.

LITERATURE REVIEW
Concept of workplace diversity
As per the view of Halley and et.al., (2018) workplace diversity refers a workplace where
employees of different characteristics such as: gender, age and race work altogether. When an
organisation employs different age group, sexual status and gender of people and provide equal
as well as fair opportunities then it is known as an effective diverse workplace. In addition, it is
also stated that companies that employs different characteristics of employees, need to
implement anti-discrimination policies so that employees can be protected from discrimination.
Sharma, Pandita and Domnic, (2019) supported this view and stated that a workplace
with different characteristics of employees has positive impact on overall organisational
performance. Whereas, non-diverse workplace is more likely to have poor image and poor
organisational performance. Such companies do not have skilled employees and they find
difficulties in accomplishing goals.
Impacts of workplace discrimination on organisational performance
According to the Taylor, McLoughlin and Earl, (2018) workplace discrimination has direct
impact on organisational performance. When employees are being discriminated on the basis of
age, gender and race then it makes them feel de-valued and de-motivated. They are less likely to
stay with business for long run. When employees are not being provided fair opportunities then it
lowers their morale. It affects their concentration and they find difficulties in performing their
tasks. It affects their performance and lower productivity as well.
In addition, Daniels and Thornton, (2019) stated that workplace discrimination has
negative impacts on overall performance and sales of companies. When employees are being
discriminated and not provided with promotional opportunities then it affects their loyalty
towards company. They are less likely to strive hard and support their company in accomplishing
goals. It affects their concentration and poor performance lead poor quality of products and
services. When customers get poor quality of products then it affects their trust and they also
switch brand. So, on the basis of these examples and review, it can be said that workplace
discrimination affects profitability and performance of companies.

Ways of promoting diversity within business
As per the view of Huber, Lindenthal and Waldinger, (2021) implementation of anti-
discrimination policies including: age discrimination act, sex discrimination act, disability and
others, Unilever and other retailers can promote diversity. By encouraging employees to abide all
rules and regulations of anti-discrimination policy, employers can maintain diversity at its
workplace. By promoting diversity, it can increase staff retention rate and can increase
profitability.
Lee, (2019) argued and stated that team working and training is one of the best ways by
which Unilever and other retailers can promote diversity at workplace. When employees of
different culture and race work in a group task then they communicate with each other’s and
respect their values by understanding each other. It improves their relations and they are more
likely to treat each other’s in a fair and equal manner. Training can also increase knowledge of
employees and by providing knowledge regarding importance of workplace diversity, managers
can promote diversity. Overall, it can be said that there are number of strategies by which
Unilever can make its workplace diverse
Timeline
Activities Week 1 Week
2
Wee
k 3
Week
4
Week
5
Week 6 Week 7 Week 8 Week 9
Selection of
research topic
Development
of research aim
and objectives
Literature
review

Research
methodology
Selection of
appropriate
data collection
method
Data analysis
Submission
RESEARCH METHODOLOGY
Research methodology uses both primary and secondary sources. Primary data is known as
first hand data that researcher collects for the very first time by conducting questionnaire, survey
and interview. Secondary data refers data that are published and easily accessible to all. Second
hand data that have been used before by others is known as secondary (Serafin and et.al., 2020).
The aim of collecting primary data or information is to know reliable information regarding
workplace diversity. First hand data can provide latest information and it can help out researcher
in completing study in a successful manner.
Primary sources: Questionnaire, survey, interview and focus group are some examples
or tools to collect primary data. All questions will be related to strategies of developing
workplace diversity, challenges faced by them related to discrimination, suggestions that they
need to provide to company and others. Some questions will be open ended and some will be
close ended in order to provide opportunity to sample to share their feelings freely. 30 employees
of Unilever as a sample will be selected for collecting primary data with random sampling
method.
Secondary sources: Literature review will be conducted to collect secondary data.
Reviewing literature or published reports related to workplace diversity, strategies to making

workplace diverse and strategies to decrease discrimination at workplace on PubMed, google
scholar and CINAHAL will be accessed.
Questionnaire
1. Do you believe that workplace diversity can increase organisational profitability?
 Yes
 No
2. Does your company provide equal and fair promotional opportunities to employees?
 Yes
 No
3. Do you believe implementation of equality act can promote workplace diversity?
 Yes
 No
4. How does your company can make itself beneficial by promoting workplace diversity?
 It can increase sales
 It can increase profitability
 It can increase staff retention rate
5. How workplace discrimination can affect organisational performance?
 It can affect brand image
 It can increase staff turnover
 It can decrease profitability
6. What has been done by your company to promote workplace diversity
 Implementation of anti-discrimination act
 Training
7. Suggest one of the best strategy by which your company can promote workplace
diversity?
Ethical consideration
Ethics play an important role in research study. It helps out researchers in knowing the difference
between the right conduct and wrong conduct. By knowing this difference, researchers can
conduct study in a successful manner and can improve his image. When researcher conduct
study in an ethical and fair manner then it boosts his confidence and morale as well (Dobbin and

Kalev, 2018). Some ethics that will be considered by scholar for making this study successful
include:
 To provide fair and equal opportunities to participants regarding sharing feelings and
providing suggestions.
 To maintain personal and professional data safe manner.
 To maintain confidentiality by not sharing information with others.
 To abide all legal rules and provide reliable information to participants.
 To be honest and have openness while providing information to viewers about research.
By considering all these ethics, researcher can accomplish the main research aim and can
conduct such projects in the future with effectiveness.

BIBLIOGRAPHY
Singh, A. and Banerji, R., 2022. Happiness at work, organization citizenship behaviour and
workplace diversity: a study on Indian private sector bank employees. Industrial and
Commercial Training, (ahead-of-print).
From this article is has been determined that workplace diversity is one of those concepts that
make employees happy and productive. The information collects from current source provide a
lot of benefits to individuals in term of developing their understanding related to the concept and
that is diversity in the work area. It plays significant role in the context of employee happiness as
well as organizational behaviour in the private sector companies. In this article, 498 respondents
have been chosen, who provided their review and points of view related to topic.
Roberson, Q.M., 2019. Diversity in the workplace: A review, synthesis, and future research
agenda. Annual Review of Organizational Psychology and Organizational Behavior. 6.
pp.69-88.
This article has defined that concept of diversity which may affect organizational success and
growth, in term of increasing productivity and performance, while it may also impact
profitability of venture as well. For purpose of this practice, management focus on managing
diversity and creating the same environment in the workplace. It drives their attention toward
aim achievement and commitment fulfilment, which is quite essential. The information
researcher collects throughout chosen respondents.
Lall-Trail, S. F., Salter, N. P. and Xu, X., 2021. How Personality Relates to Attitudes Toward
Diversity and Workplace Diversity Initiatives. Personality and Social Psychology Bulletin.
p.01461672211057755.
The study has defined that overall concepts as personality is one of those factors that affect and
drive the attention of individual in the workplace toward diversity and creating the similar
atmosphere, which impact positively upon others. There are different types of initiatives conduct
in the companies for purpose of diversity creation and management, that lead to increase
employee retention rate, even better than last few months or years effectively.
Ravichandran, S., 2021. Generational Diversity at Workplace. NHRD Network Journal. 14(3).
pp.350-354.
In this article the concept of diversity has been covered. For purpose of diversity in the work
area, management take approach to consider employees as essential part of their organizational
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structure and family, which is considered as their price of venture. They also take approach to
engage each candidate in decision-making which is beneficial and essential for continuous
growth of ventures. It leads to increase profitability and productivity as well as operational
efficiency.
Halley, M.C and et.al., 2018. Physician mothers’ experience of workplace discrimination: a
qualitative analysis. Bmj. 363.
The current study has conducted for purpose of highlighting the context and that is workplace
discrimination which is one of the worst factors that impacts negatively upon individual’s
success and growth as well as their well-being either mental or physical. There is some female in
the world of business working, with great hard work, who are also facing challenge such as
workplace discrimination based on their roles as a single mother. It is the worst situation that
they face
Pandita, R. and Domnic, J., 2019. Overcoming workplace discrimination and job dissatisfaction
in academic libraries: A Study. Library Philosophy and Practice. pp.1-24.
The study defined that recently, workplace discrimination is considered as quite common issue
that employees are facing on the basis of varied factors or things, especially female. All across
the world, number of candidates are facing the similar situation, which is not good for their
growth and mind development. Professionals in the academic world face this issue and take
strategic decision because of that. 264 respondents chosen by researcher provide the outcome of
search in term of reviews related to topic.
Taylor, P., McLoughlin, C. and Earl, C., 2018. Everyday discrimination in the Australian
workplace: Assessing its prevalence and age and gender differences. Australasian Journal
on Ageing. 37(4). pp.245-251.
The study defined that in the varied nations including Australia, people are facing challenge to
work and live life normally because of discrimination in the workplace that put negative impact
on their performance and mental stability. They face discrimination on the bases of gender and
age, which are the most common factors behind conducting the current practice in the corporate
world, within varied organizations. Australian workers are chosen as respondents for current
study who provide their review regarding the current concept.
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Daniels, S. and Thornton, L. M., 2019. Race and workplace discrimination: The mediating role
of cyber incivility and interpersonal incivility. Equality, Diversity and Inclusion: An
International Journal.
From this study it has been identified that workplace discrimination drive the attention of
individual toward conducting those activities and taking decisions that are not suitable for their
better live. They always expect to obtain equal and fair employment growth opportunities in the
workplace, which is not possible because of some unfair activities. This article covers some
concepts and models as well as theories related to modern discrimination that specify clearly.
Researcher collected data from 408 full time working adults who respond appropriately to
survey.
Huber, K., Lindenthal, V. and Waldinger, F., 2021. Discrimination, managers, and firm
performance: Evidence from “aryanizations” in nazi germany. Journal of Political
Economy. 129(9). pp.2455-2503.
From current article is has been determined that discrimination in the workplace among
employees on the bases of gender, age and race, put adverse impact on organizational
performance. It leads to decrease the effectiveness of business operations and efficiency, which
is not good for continuous organizational progress. It may impact in form of decreasing sales and
creating negative publicity in the market, which impact customer decision-making adversely.
Lee, Y., 2019. JD-R model on psychological well-being and the moderating effect of job
discrimination in the model: Findings from the MIDUS. European Journal of Training and
Development.
The report covered key data related to concept, discrimination in the workplace related to
manage, leader and other employees put direct influence on business performance. It leads to
decrease the effectiveness of business functions and operations and also impact its success in the
competitive world of venture. The psychological and other form of well-being impact from
workplace discrimination, that affect business performance, which is not good for continuous
and rapid growth.
Serafini, K and et.al., 2020. Racism as experienced by physicians of color in the health care
setting. Family medicine. 52(4). pp.282-287.
The current article has covered that data and that is related to subject. There are different types of
approaches or ways accessible in the corporate world that companies used to promote diversity.
3

Institutional policies are considered the best techniques that companies uses to promote diversity,
which is quite essential for them to do that appropriately without making any mistake or creating
issue. When management follow each policy appropriate they may obtain and provide desire
outcomes. Researcher for purpose of research select 71 participants who belong to similar field.
Dobbin, F. and Kalev, A., 2018. Why doesn't diversity training work? The challenge for industry
and academia. Anthropology Now. 10(2). pp.48-55.
The study has discussed that training is the key approach that majority of organizations used to
promote diversity in the workplace that help to reach desire outcomes and also contribute to
achieve target aims, which is not that easy for any firm to do that appropriately. From this
article, it has been identified that training approach contribute to achieve target goals, in effective
and systematic manner in term of engaging candidates toward developing or improving their
skills, collaboratively.
Barak, M.E.M., 2022. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
The published article has been summarised the inclusive workplace, includes new and up to date
information applicable in the research areas. it reflects on the change of business culture or
environment at national as well as international level. The Study has probably gathering ideas,
background of diversity in the workplace. It reminding us that create a diversify culture or
environment.
Riccucci, N.M., 2021. Managing diversity in public sector workforces. Routledge.
The article has been shown the managing diversity in public sectors, focused on the demand of
government employers, who are managing the large number of diverse populations. Throughout
this article, it has been examined the importance of inclusive & diversity that appear on the paper
through practices. Moreover, it exploring the workforces demand on the basis of demographic
level and meet the needs & interests of people in 21st century.
Mousa, M., 2021. Does gender diversity affect workplace happiness for academics? The role of
diversity management and organizational inclusion. Public Organization Review, 21(1),
pp.119-135.
The research study has been focused on the relationship between gender diversity &
organisational inclusion. It concerns about the level of gender diversity or management at
workplace. In this article, it has been predicting the workplace happiness while gathering or
4

collecting information through 320 questionnaires from academics. Findings showed no
relationship but confirmed the importance of gender diversity at workplace.
Gaitonde, D.S. and Lele, U., 2021. Adoption of Talent Management Practices for Managing
Diversity Related Issues In Service Organizations In Pune Region. International Journal of
Business Management & Research (IJBMR), 11, pp.1-8.
The paper reports on the assets of enterprise and finding the best or talent with them. Recently
research indicated the demand of employee diversity that could be developed conflicts among
employees at workplace. The author has been expressed the use of leadership, management in
order to generate the better results or outcomes. Conducting the exploratory study about the
practices of talent management which being followed by enterprise.
Goletiani, K., Mushkudiani, Z., Gulua, E. and Janelidze, N., 2021. Difficulties in managing
diversity in Georgian educational organizations. Access to science, business, innovation in
digital economy, pp.123-137.
In this paper, it has been identified the importance of globalization, considering the difference
between peoples of different nations. Due to the relevant fact, it increases the level of
productivity in terms of human capital, certain kind of process are implemented in step by step
manner. The paper should be considered both qualitative as well as quantitative studies and
carried in the educational level, improving the workforce diversity in proper manner.
Garg, S. and Sangwan, S., 2021. Literature Review on Diversity and Inclusion at Workplace,
2010–2017. Vision, 25(1), pp.12-22.
The article has been highlights different aspect of workforce diversity and inclusion. Evolution
of diversity as well as inclusion at workplace. The paper should be consider the literature reviews
for purpose of analysis and gathering relevant data through journals. Analysing the management
approach in the context of inclusion & diversity, finding the suitable results or outcomes.
Chuks, N.O. and Chuks, O.U., 2022. The role of leadership in workplace diversity
management. Вестник Томского государственного университета. Экономика, (57),
pp.192-201.
The article has been proposed the issues regarding the diversity so that it should be implementing
diversity management strategy through leadership approach. In order to examine the objective of
5

this article and contribute to the cross-cultural management. It also utilised the qualitative
technique analysis and LR as finding the relevant data or information. On the other hand, it
concludes that workforce diversity management supports to minimise the level of conflicts
among employees.
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REFERENCES
Books and journals
Singh, A. and Banerji, R., 2022. Happiness at work, organization citizenship behaviour and
workplace diversity: a study on Indian private sector bank employees. Industrial and
Commercial Training, (ahead-of-print).
Roberson, Q.M., 2019. Diversity in the workplace: A review, synthesis, and future research
agenda. Annual Review of Organizational Psychology and Organizational Behavior. 6.
pp.69-88.
Lall-Trail, S. F., Salter, N. P. and Xu, X., 2021. How Personality Relates to Attitudes Toward
Diversity and Workplace Diversity Initiatives. Personality and Social Psychology
Bulletin. p.01461672211057755.
Ravichandran, S., 2021. Generational Diversity at Workplace. NHRD Network Journal. 14(3).
pp.350-354.
Halley, M.C and et.al., 2018. Physician mothers’ experience of workplace discrimination: a
qualitative analysis. Bmj. 363.
Pandita, R. and Domnic, J., 2019. Overcoming workplace discrimination and job dissatisfaction
in academic libraries: A Study. Library Philosophy and Practice. pp.1-24.
Taylor, P., McLoughlin, C. and Earl, C., 2018. Everyday discrimination in the Australian
workplace: Assessing its prevalence and age and gender differences. Australasian
Journal on Ageing. 37(4). pp.245-251.
Daniels, S. and Thornton, L. M., 2019. Race and workplace discrimination: The mediating role
of cyber incivility and interpersonal incivility. Equality, Diversity and Inclusion: An
International Journal.
Huber, K., Lindenthal, V. and Waldinger, F., 2021. Discrimination, managers, and firm
performance: Evidence from “aryanizations” in nazi germany. Journal of Political
Economy. 129(9). pp.2455-2503.
Lee, Y., 2019. JD-R model on psychological well-being and the moderating effect of job
discrimination in the model: Findings from the MIDUS. European Journal of Training
and Development.
Serafini, K and et.al., 2020. Racism as experienced by physicians of color in the health care
setting. Family medicine. 52(4). pp.282-287.
7

Dobbin, F. and Kalev, A., 2018. Why doesn't diversity training work? The challenge for industry
and academia. Anthropology Now. 10(2). pp.48-55
Barak, M.E.M., 2022. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Riccucci, N.M., 2021. Managing diversity in public sector workforces. Routledge.
Mousa, M., 2021. Does gender diversity affect workplace happiness for academics? The role of
diversity management and organizational inclusion. Public Organization Review, 21(1),
pp.119-135.
Gaitonde, D.S. and Lele, U., 2021. Adoption of Talent Management Practices for Managing
Diversity Related Issues In Service Organizations In Pune Region. International Journal
of Business Management & Research (IJBMR), 11, pp.1-8.
Goletiani, K., Mushkudiani, Z., Gulua, E. and Janelidze, N., 2021. Difficulties in managing
diversity in Georgian educational organizations. Access to science, business, innovation
in digital economy, pp.123-137.
Garg, S. and Sangwan, S., 2021. Literature Review on Diversity and Inclusion at Workplace,
2010–2017. Vision, 25(1), pp.12-22
Chuks, N.O. and Chuks, O.U., 2022. The role of leadership in workplace diversity
management. Вестник Томского государственного университета. Экономика, (57),
pp.192-201.
8

Jiang, Z., DeHart‐Davis, L. and Borry, E.L., 2022. Managerial Practice and Diversity Climate:
The Roles of Workplace Voice, Centralization, and Teamwork. Public Administration
Review, 82(3), pp.459-472.
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