Equality & Diversity in the Workplace.

Issues & Challenges faced and measures to resolve

them

TASK 2: REPORT
 Table of Contents
Table of Contents ......................................................................................................................................... 2
Abstract ........................................................................................................................................................ 3
Research Questions & Hypothesis ............................................................................................................... 3
Methodology ................................................................................................................................................ 3
Primary & Qualitative .............................................................................................................................. 3
Salary .................................................................................................................................................... 3
Experiences in workplace..................................................................................................................... 4
Harassment and safe workplace regulations ...................................................................................... 4
HR Special Opportunities for Diversity ................................................................................................ 4
Employees who have reported against discrimination ...................................................................... 4
UBL & Other Companies ...................................................................................................................... 4
Feedback ............................................................................................................................................... 4
Secondary ................................................................................................................................................. 4
Analysis & Results ........................................................................................................................................ 5
The Industry & other Organizations & Their Measures for Equality & Diversity ....................................... 5
Accuracy and Reliability of the Methodology ............................................................................................. 5
Value and Benefits of Equality & Diversity in terms of improving the Workplace .................................... 6
Project Management Plan & Research ........................................................................................................ 6
Conclusions ................................................................................................................................................... 7
Acknowledgment ......................................................................................................................................... 7
Limitations of Research ................................................................................................................................ 7
References .................................................................................................................................................... 7
Abstract
The purpose of the research was to understand & evaluate the growth of women and otherwise
marginalized groups in the workplace. The hypothesis made was that while the progressive generations
claims to be inclusive and gives increased importance to inclusivity, to what extent has it created a safer
workplace which provides opportunities to its diverse employees. The procedure used to conduct the
research was a whole project, for which a project management plan was created to see the conditions in
one workplace; “United Bank Limited.” The primary method of collecting data was to interview
employees and get their first-hand experiences and feedbacks on the problem stated. Moreover,
secondary research was also conducted to compare the firm’s practices with other firms and also to find
solutions of the challenges faced by the people in context of the study.

The results of the primary research conducted may have been predictable. Most employees interviewed
had faced some kind of discrimination because of the group they belonged to. It may be possible that
some employees may have not spoken honestly during the interview due to peer pressure and other
factors may not be known by the interviewer. Evaluating other opportunities, we see there has been a
significant increase for opportunities for employees from diverse backgrounds. However, the increase is
still not enough to be called as equality. One particular example of this is that while the President of the
Bank may be a female. The 12 board of directors who manage the bank on daily basis are all men
coming straight from the city with no otherwise diverse backgrounds.

To conclude, there is still a lot that should be done in order to promote equality & diversity in workplace
to make sure that equal opportunities are available to all.

Research Questions & Hypothesis

The hypothesis was that while there may be an increased progressive world where there may more an
increased opportunities for women and people of marginalized groups, there may still be a lot of
challenges that they might have in the workplace.

Diversity is important in order to have better ideas and creativity in the workplace. It has been proven
through several tests and researches that diversity brings in more ideas coming into the company which
otherwise cannot be accumulated.

Methodology
Data was collected through two methods. However, only one of them could be categorized as primary.
Primary data was collected through interviewing employees & ex-employees of the firm in different
manners & settings. The questions asked with their subcategory were:

Primary & Qualitative

Salary
 Do you think your salary is justifiable for the position you have?
 Have you ever felt that the pay you are receiving is less than what your colleagues may be
making?
 If yes, what measures did you take to confirm the hypothesis?
  Did you take it up with HR? What was their response to your inquiry?
 Did your male counterparts stand up for you in this situation? Or were they indifferent to the
discrimination against you?

Experiences in workplace
 Have you ever faced discrimination in the workplace in your daily work life? This question is
essentially targeted towards your colleagues. Have they ever made you uncomfortable/tried to
belittle you because of the group you belong to?
 In case of the above situation, did you report your supervisor?
 If not, why not?
 If yes, what action did they take against those particular employees?
 What do you think should be measures against this kind of discrimination? Should the said
employees be fired, given a warning? What measure do you suggest?

Harassment and safe workplace regulations

 Is the company’s guidebook against harassment & regulations for safe workplace given to all of
the employees?
 How effective are these guidelines to combat workplace harassment?
 Do you think there may be a point which is missing in this guideline? Can you elaborate on it?

HR Special Opportunities for Diversity

 Are there any specific measures that the company takes in order to promote diversity in the
workplace?
 Is there any specific quota to ensure enough diverse people are employed?

Employees who have reported against discrimination

 Can you elaborate on the discrimination you faced in the company?
 Did the company give you enough support to combat the discrimination faced?
 Did you ever feel the company was involved in the practices?
 Was your complaint against the company? Do you think working in this company has a lot of
challenges that may hinder your career?

UBL & Other Companies

 Have you been employed in another company before this?
 Did you feel are more encouraging/discouraging compare to the other organization?

Feedback
 What do you feel equality is?
 What do you feel diversity is?
 What measures do you think should be taken to combat the challenges faced in this
organization?

Secondary
Secondary research was conducted in order to understand the industry and other companies in the
industry. This was done by looking at reports, journals and other official documents from the
government & from respective companies.
Analysis & Results
The research conducted had results which may have been predicted from the start. Most employees
interviewed had faced some kind of discrimination because of the group they belonged to. It may be
possible that some employees may have not spoken honestly during the interview due to peer pressure
and other factors may not be known by the interviewer. Evaluating other opportunities, we see there
has been a significant increase for opportunities for employees from diverse backgrounds. However, the
increase is still not enough to be called as equality. One particular example of this is that while the
President of the Bank may be a female. The 12 board of directors who manage the bank on daily basis
are all men coming straight from the city with no otherwise diverse backgrounds.

To analyze the data further and look for appropriate solutions, the feedback from employees is for more
inclusivity in decision making. It is vital that the company included its workforce, specifically diverse
employees who can provide insight on issues which may be un-understandable otherwise. Moreover,
the policies may improve a lot better if they are created by the same people who will be directly
affected by them.

From the questions asked and feedback received, it should be noted that one of the increased important
factor would be to have awareness programs for the non-marginalized groups in the company to ensure
they understand the importance of inclusivity and effects of their actions on the employees and the
decision making of the company.

Except the interviews conducted in the primary research method, there was also a secondary research
conducted to compare UBL with other organizations in the industry. While the results may be very
similar in nature, there are banks such as Standard Chartered who make their inclusivity programs to be
much better than that of UBL’s. They have done this by providing better career opportunities of growth
for women & making sure they are able to reach higher positions in the board. UBL should encourage
women to be more involved in the organization and aim for higher positions so that more diversity &
equality can be practiced at hierarchal levels in the crucial decision making so that the organization can
benefit more.

The Industry & other Organizations & Their Measures for Equality & Diversity
There was also a secondary research conducted to compare UBL with other organizations in the
industry. While the results may be very similar in nature, there are banks such as Standard Chartered
who make their inclusivity programs to be much better than that of UBL’s. They have done this by
providing better career opportunities of growth for women & making sure they are able to reach higher
positions in the board. Other organizations, in their race to be more progressive and inclusive & to
benefit from the advantages of diversity, have been doing a lot more empowerment and inclusivity
programs which should also be channeled by UBL.

Accuracy and Reliability of the Methodology

The primary method of research was interviews. However, it should be noted that interviews are not
very successful method of research as there are people involved who may give answers based upon the
environment and what they think the interviewer wants to listen to, not what they actually need to
understand. This could be due to feeling intimidated by the interviewer or not feeling comfortable in the
workplace. This may have tampered with the accuracy of the results.
The secondary method of research was research into journals of the industry. This may not have been
hundred percent accurate or reliable since a lot of organizations window dress their practices in order to
look good in front of the customers and the market which could again tamper with analysis of the
research conducted.

Value and Benefits of Equality & Diversity in terms of improving the Workplace
There are several values & benefits of equality & diversity in the workplace. These include:

1) Variety of different perspectives

Diversity in the work environment guarantees a wide range of viewpoints. Since diversity in the working
environment implies that representatives will have various qualities and foundations, they are likewise
bound to have a wide range of abilities and encounters. Therefore, employees in an organization with
higher work environment diversity will approach a wide range of points of view, which is profoundly
helpful with regards to arranging and executing a strategy.

2) Increased creativity & higher innovation

Diversity in the working environment prompts expanded innovations. At the point when you set up
together individuals who see something very similar in various manners, the company bound to get a
blend of new, new thoughts, in this way improving the inventiveness of your workforce.

3) Higher employee engagement & reduced employee turnover

Work environment diversity prompts higher worker commitment. The connection between work
environment diversity and motivation is truly direct - when employees feel included, they are
progressively locked in. Diversity and incorporation in the work environment cause all employees to feel
acknowledged and esteemed. At the point when employees feel acknowledged and esteemed, they are
likewise more joyful in their work environment and remain longer with an organization. Therefore,
organizations with more noteworthy diversity in the working environment have lower turnover rates.

4) Better company reputation

Work environment diversity helps the organization's reputation and brand. Organizations who are
committed to building and advancing diversity in the working environment are viewed as great,
progressively human and socially capable associations. Workplace diversity additionally makes your
organization look all the more fascinating. When there is diversity, it causes a wide range of individuals
to identify with your organization and your image, opening ways to new markets, clients and colleagues.
(Martic, 2018)

Project Management Plan & Research

The project was the most crucial part which provided the basis and all the data required for this
research. The project provided enough insights & data which proved for this research to draw viable
analysis and solutions.
Conclusions
Evaluate the appropriateness of the selected tools and techniques for arriving at these
recommendations, i.e. have the recommendations been accurate, authentic and relevant (take into
account any variance in data due to the methods used in research).

The results include that UBL can do more to more inclusive & practice equality in order to benefit more
from the benefits of the aforementioned. The methods used may not have been the best to reach to this
conclusion however, as per mentioned in reliability of methods & limitations in the report.

Acknowledgment
I, as Project Head, would like to acknowledge the CEO of UBL for providing all the resources and the
approval to conduct the project which was the most crucial part of conducting this research. I would
also like to acknowledge all the departments of UBL and the employees who gave their consent to
conduct interviews and use the data for official purposes. Would also like to thank officials from the
government and other organization who provided data and resources that contributed widely to the
study. Conclusively, I would like to thank my team who worked hard for months for this research. All
credits goes to them.

Limitations of Research
To talk about the project & its relation with the research, there were many time constraints. The plan
was asked to be conducted in four months, which was very less time considering the nature of the plan.
This caused all tasks to be done hurriedly which may have compromised the quality of the actions
executed. Moreover, the risks are less likely to be controlled which makes the project risky for the
business to execute.

To talk about the methodologies of research, the primary method of research was interviews. However,
it should be noted that interviews are not very successful method of research as there are people
involved who may give answers based upon the environment and what they think the interviewer wants
to listen to, not what they actually need to understand. This could be due to feeling intimidated by the
interviewer or not feeling comfortable in the workplace. This may have tampered with the accuracy of
the results. The secondary method of research was research into journals of the industry. This may not
have been hundred percent accurate or reliable since a lot of organizations window dress their practices
in order to look good in front of the customers and the market which could again tamper with analysis
of the research conducted.

In the future, more time should be taken in order to project the plan and also to conduct the research so
that more valid and viable conclusions & analysis can be drawn.

References
Martic, K. (2018). Top 10 Benefits of Diversity in the Workplace. Talent Lyft.