Promoting Equality and Diversity in the Workplace

Introduction

Managing a successful business requires proper planning, developing proper aims and objective, collecting appropriate data and information to analyse the environment and develop the project plan for achieving future success. The study is helpful to develop the project aims and objective and create plan to succeed in the project. In the study, the company is facing problem to manage equality and diversity in the workplace in order to promote equality by hiring equal numbers of female and male staff in the workplace. It is the objective of the company to hire equal numbers of male and female members in the organisation in order to run the organisational without any diversity. Sainsbury’s is the famous UK retail chain, providing quality retail products and efficient services to the customers across the country at affordable price. The company is efficient to serve the customers and there are 116800 workers in the company. It has been that, there are more male members in the workplace as compared to the female members (Sainsbury’s, 2020a). In such era of globalisation, the company aims to promoting diversity and equality and thus tries to hire equal numbers of female members like male members so that female members can also get equal opportunity to get hired in the organisation and perform efficiently. The project is effective to develop effective planning and create time frame to complete the project efficiently (Sainsbury’s, 2020b). Business dissertation help is necessary for organizations aiming to address diversity and equality challenges while optimizing their workforce strategies.

Importance of managing equality and diversity

Equality and diversity is necessary to be controlled in the organisation in order to provide equal opportunity to all the male and female members in the institution by actively encouraging the equality and diversity, it is possible for the organisation to develop efficient workplace with diversified workers and skill and this further contributes in maximising the organisational performance in long run. It further allows the recruiter to manage the members and enhance equality and diversity at the workplace (Sharma, 2016). It is also effective to develop proper bonding and create diversified workplace successfully in long run. Equality and diversity management is also necessary to manage internal conflicts at the workplace of Sainsbury’s and it further provides a scope to the employer to manage the workers and lead them towards achieving future organisational success. Equitable treatment and management of diversity can be possible under managing equality and diversity (Davis, Frolova and Callahan, 2016).

On the other hand, there are people coming from different background and skill which in turn helps the organisation like Sainsbury’s to improve efficiency in serving the customers in long run. Moreover, the organisational performance can be enhanced and maximising the organisational values is possible, where the female and male members can contribute with their capabilities and potential (Ozturk and Tatli, 2016). It further improves innovation and creativity at the organisation where the employees try to develop partnership working practice and share their skill to achieve future organisational success. On the other hand, it helps to manage labour shortage, reduce the turnover rate of the employees and improve the access of new skill and capabilities to improve the organisational performance. Managing equality and diversity is hereby beneficial at the workplace of Sainsbury’s to manage the employees, build string relationship, trust and loyalty at the workplace and encourage the workers as a whole to perform better for contributing positively in achieving the organisational success.

Issues related to recruitment and selection

There are different issues regarding recruitment and selection, which may cause difficulties in the organisation to hire the right candidate for the organisational responsibilities. the major issues are such as hiring older workforce, discrimination in the recruitment and selection, lack of employment of the foreigners, poor outsourcing strategy of the company, lack of scrutiny of the employees, attrition rate and talent shortage. There are some organisations, which prefer male employees over female employees and in this regard their raises the issue of inequality in recruitment and selection. Additionally, the organisational payment structure is different, where the female employees feel devalued due to higher payment for the male members. Additionally, in the upper position of the organisation, most of the employees are male and thus the female members do not get equal opportunity to apply for better organisational position. Here, there exists discrimination in hiring the female employees in the organisational workplace (Gutiérrez-Martínez and Olivas-Luján, 2019).

Additionally, there are problems related to lack of understanding about talent pool and the efficiency of the female members. Sometimes, the female members are not efficient enough and they are not experienced and thus the organisations hire the male members on the basis of the working experience. Moreover, some female members are not serious about their workplace responsibility and they have social barriers for which some organisations prefer male members over female. These are the major recruitment and selection issues, faced by the organisations and this raises the issue of inequality in recruiting the female members (Thomson, Wei and Swallow, 2019). In this regard, Sainsbury’s also face the problem of managing equality and diversity as the numbers of male members in the organisation is higher than female, the company is related to retail production and manufacturing, distribution of the goods and services, managing the physical store and managing the customers where there are many male members, who are experienced in this field and thus the company prefer the experienced staff in retail industry for which the recruitment and selection of the female members becomes less.

Aims and objective of the project

The aim of the project is to increase equality and diversity by developing effective strategic planning for recruitment and staffing. The organisation aims at manage equality and diversity in the workplace of Sainsbury’s in order to enhance fair treatment and hire equal numbers of male and female members in the organisation to manage diversity and equality. The objectives of the project are,

To improve equality at the workplace

To manage diversity at the workplace of the organisation of Sainsbury’s

To hire equal numbers of male and female members in the organisation

To develop effective strategic planning for hiring more female members

To recommend some suitable suggestions for better recruitment and selection by ensuring no gender biasness

Small scale research

Primary data collection and evaluation:

The primary data collection and evaluation of the data is mandatory for understanding the project plan, where it is possible for the organisation to gather important data and information for progressing in the project. In this regard, in order to collect the primary data, it is possible to conduct interview with the management team of Sainsbury’s.

Interview transcript and evaluation:

Q1: Is it possible to improve equality and diversity at the workplace?

It is possible for the organisation Sainsbury’s to improve equality and diversity at the workplace by providing cultural training and the organisation is financially stable retail chain across the UK and it has the capability to utilise the organisational capital and physical infrastructure as well as the skill of the human resource managers to develop proper recruitment and selection process to hire the female employees in the workplace.

Q2: What is the strategy to improve female participation?

The manager provided the answer that they try to restructure the salary and incentive for the female employees. The performance related pay is there to encourage the women. Apart from that, there are paid holiday leaves and paid maternity leaves in the organisation which would be effective to motivate the female members to get empowered in Sainsbury’s.

Secondary data collection and analysis:

The secondary research can be conducted through collecting the secondary sources of information including books, online articles, journals and other business letters, which are effective to gather relevant data and information. The thematic analysis is appropriate to conduct the secondary research, where the qualitative data analysis technique is conducted after gathering the secondary sources of information.

Thematic analysis:

Theme 1: Equality and diversity is essential to run the organisation sustainably.

Equality and diversity is necessary in the organisational workplace, where the organisational leader and management team implements Equality Act 2010 as well as non-discriminatory practice in the workplace in order to improve fair treatment and manage transparency in the organisational workplace (Hawkins, 2017). The organisations in the recent years try to encourage more employees from diversified knowledge and skill for improving organisational innovation and creativity. The companies also try to improve equality by considering both the female and male employees to take higher position in the workplace.

Theme 2: it is necessary for the organisations to contribute positively in the economy by providing fair opportunity and scope to the female employees

Fair opportunity need to be provided to the employees, where it is possible for the organisation to hire the female members in the workplace. The organisations recently try to provide more scope to the female employees in order to make positive contribution in the economy by increasing the numbers of female employees, so that the female members can be empowered well and can get proper payment to maximise their wellbeing and utilising their skill and capabilities (Morden, 2016).

Theme 3: recruitment and selection of the organisational job is necessary to improve equality and diversity by recruiting more female employees in the organisation.

The organisations develop proper strategic planning to recruit and select the female employees to manage equal scope for the male and female members. The companies try to restructure the salary and provide performance related pay to the female members as well as the maternity leaves; paid holiday leaves and other benefit and compensation are introduced by the human resource management team to encourage female participation (Rojo and Beauregard, 2017).

Project management plan

Project cost:

Scope of the project:

The scopes of the project are such as,

The organisation can develop diversified workplace, where the members including male and female can participate actively and efficiently to maximise the organisational aims.

The organisation can enhance equality at the workplace by implementing the regulatory practice by executing Equality Act 2010 and enhance fair treatment at the workplace.

The company can manage diversity respective of the differences in language culture, race, ethnicity and gender, so that the diversity can be maintained positively where the organisation can utilise the skill and knowledge of the workers.

Enhancing equal employment opportunity for both the female and male embers in the organisation.

The project is effective to enhance female participation in the economy by increasing opportunity to get higher payment and influencing the female members to get proper employment.

Quality of the project:

The quality of the project is necessary to be managed well in order to maximise the above mentioned project aims and objectives. The quality of the project is determined by performance, functionality, suitability, reliability, consistency where the organisation can improve the participation of the female employees in the workplace. the stakeholders of the Sainsbury’s are the employees, human resource management team, internal board members are effective to participate positively to fulfil the project and in this regard proper cooperation of the board of director in Sainsbury’s and human resource department are efficient to improve the condition of workplace and increase the female participation in the organisation. The performance of the stakeholders are also efficient where all the stakeholders contribute positively in managing consistency and reliability in the workplace to attract more female members to get empowered in the organisation.

Risks associated with the project:

The risks associated with the project are,

Cost risks where the above mentioned cost needs to be borne by the organisation.

Time constraint is another risk to accomplish the project activity in the workplace.

Performance risk is also there, where lack of efficiency of the staff members and human resource management team fails to support the organisational practice to fulfil the project.

Resources available for the project:

The available resources of the organisation to fulfil the project are,

Financial resources of Sainsbury’s, where there is financial strengthen as the company is successful in generating profitability.

Human resource is also strength of Sainsbury’s where the stakeholders can play efficient role to maximise the project.

Physical infrastructure of the store and the organisational internal policies and practice are also other resources that are beneficial to fulfil the project. Discover additional insights on Banking Industry Post-2008 Financial Crisis by navigating to our other resources hub.

Work break down structure:

Gantt chart

Reference List

Davis, P.J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in Australia. Equality, Diversity and Inclusion: An International Journal.

Gutiérrez-Martínez, I. and Olivas-Luján, M.R., 2019. Managing Workplace Inequality in Mexico: An Analysis of Gender, Age, and (Dis) Ability Status', Diversity within Diversity Management (Advanced Series in Management, Volume 22).

Hawkins, S.L., 2017. The Long Arc of Diversity Bends Towards Equality: Deconstructing the Progressive Critique of Workplace Diversity Efforts. U. Md. LJ Race, Religion, Gender & Class, 17, p.61.

Morden, T., 2016. Equality, Diversity and Opportunity Management: Costs, Strategies and Leadership. London: Routledge.

Ozturk, M.B. and Tatli, A., 2016. Gender identity inclusion in the workplace: broadening diversity management research and practice through the case of transgender employees in the UK. The International Journal of Human Resource Management, 27(8), pp.781-802.

Rojo, G.F. and Beauregard, T.A., 2017. A Latin American Perspective on Diversity Management: What Does “Inclusion” Mean in a Peruvian Context?', Management and Diversity (International Perspectives on Equality, Diversity and Inclusion, Volume 3).

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