Diversity refers to the difference in the behaviours, social belief, and cultural norm and mindset do different employees. Inclusion at workplace refers to generating confidence and sense of belongings among employees that assist in involvement of employees within the functioning of organisation (Arsel, Crockett and Scott 2022). Each organization aims at expanding their operation which will help in enhancing company’s profits and its overall development. With increases in the operation of company, number and type of employees also raises which require introducing diversity within the organisation. It is very important for company to maintain diversity and inclusion at the workplaces that helps in bringing innovation within company and reducing turnover rate of employees. These approaches have a huge significance impact on profitability and stability as it assists in improving the efficiency of decision making by including diverse workforces.
Current trend in diversity places more emphasis on including multigenerational workforce that helps in combining expertises with creativity leading to overcoming all the obstacles. Diversity and inclusion at workforces help in increasing the involvement of employees leading to increasing their satisfaction level and assist in effectively accomplishing of organizational objective. Managing diversity helps company in creating competitive edge in the market results in improving overall reputation and goodwill of the firm. Employee’s engagement is very crucial in organization as it helps in motivating employees towards achieving the goals and assist in creating positive work place environment (DeBenedectis et al, 2020). This dissertation will shed light on the impact of diversity and employees engagement on organizational success. It will also discuss on interrelationship between employee’s engagement and the inclusion program at workplaces. Details will also be provided regarding the impact of diversity program on the growth of international company.
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1.2 Research aim and objectives
Aim
The aim behind initiating current study is to determine the impact of diversity & inclusion program on the operations of global companies.
Objective
To assess the impact of diversity & inclusion programs on employee’s engagement.
To investigate relationship between diversity & inclusion program and organizational success at global level.
To recommend competent diversity & inclusion strategies for the growth and success of firms.
1.3 Research questions
Q.1 What effect do initiatives promoting diversity and inclusion have on staff involvement?
Q.2 How does diversity and inclusion programs relate to the success of a business on a global scale?
1.4 Rationale
In this report, research will be conducted on the influence of diversity and inclusion program on the success and development of organization. This research issue has been taken as globalization has results in establishing companies in more than one country. This requires company to hire employees that belong to different culture and country. Business entity faces issue in managing the diverse workforces which results in impacting overall operations’ of the firm. To reduce the risk associated with including different employees, diversity & inclusion program should be introduced as to increase collaboration within firm. In the current times, company is focusing on reducing employee’s turnover and enhance innovation which necessitates firm to focus on managing diversity within its operations.
This will help in improving satisfaction level of worker by providing equal rights and opportunities to each worker resulting into increasing their retention (Williams and Karim, 2020) This also helps firm in understanding the different point of view which helps it in gaining creative and innovative ideas. This research will also help in understanding the impact of diversity at workplaces and also assist firm in forming policies that results into improving employee’s involvement. This eventually results into overcoming uncertainties and thereby helps in improving overall organizational performances. Thematic research analysis will be used that assists in shedding light on the diversify program and its influence on the employees engagement and organizational operations.
1.5 Significance
The research conducted on the diversity and inclusion will enhance knowledge regarding the importance of such program at workplaces. This will also help organisation in determining the positive impact by including diverse workforces in their operations. Awareness will also be created regarding the influence of inclusion program on employee’s engagement and organisational success. By conducting this research company will able to formulate strategies that can increase employee’s satisfaction leading to enhance their involvement in the working (Snyder, 2019). The study will enhance understanding of manager regarding the factors that can influence performance of international organisational. This will also provide suggestion to organisation regarding strategies which will help in creating positive workplace environment. Thai will also helps companies in creating a completive edge in the industry by collaboration and cooperating activities of employees towards common goals leading to increasing organizational performances. Other scholars who want to conduct study in the similar areas can also use this study for assessing gap and developing hypothesis for further evaluation.
1.6 Dissertation structure
In the dissertation the following structures is going to be followed:
Chapter 1: Introduction
In this part information regarding the topic and its significance has been discussed. This also includes aim and objectives which need to be followed throughout the study. Importance of the research study for organization in current time is also provided under this section.
Chapter 2: Literature review
Under this session, critical evaluation of research issue or problem is discussed. This chapter presents both positive and negative aspect associated with the research issue. Theoretical and empirical research literature will be used to provide to oppose and support the research topics.
Chapter 3: Methodology
This session will include information regarding the research method, philosophies and the methodologies that will be used to collect and analyse data (Patel and Patel, 2019). Descriptive research will be used to describe the collect data in a logical manner and evaluate it to get and outcome.
Chapter 4: Finding
This is one of the main chapters which describe the key results derived through data assessment or evaluation. Findings that have been generated will also be supported with literature and conducting research.
This is last chapter which provide brief information of research and finding that has been done in the dissertation. It also includes various recommendations that organization can used for enhancing employee’s engagement, performance and the success via diversity programs.
Chapter 2: Literature Review
2.1 Introduction
Literature review technique emphasizes on evaluating books, journals and articles, related to the research issue being investigated, with the motive to draw valid inferences. In this, themes have been drafted by taking into account research objectives. For fulfilling aim pertaining to the impact of diversity & inclusion on employee engagement and performance several secondary sources have been evaluated.
2.2 Concept of diversity & inclusion programs, employee engagement and its significance
According to Aggarwal, Jindal & Seth (2019) diversity and inclusion are two concepts that focus towards improving the working of the organisation. These concepts are generally understood similar but there are differences in both topics. Diversity refers to the appointing and hiring employees’ that belong to different caste, religion gender and country. Inclusion focuses toward the determining the value, perception and ideas of individual that have been valued by firm. Al-Swidi, Gelaidan, & Saleh (2021) described that both concepts are not being distinct from each other. Diversity without inclusion result in creating chaos and conflicts within work place that will result in reducing overall working and growth of the company. To encourage diversity and inclusion within workplace, firm should focus towards conducting various diversity programs.
Azim et al, (2019) explained that Diversity initiative helps in enhancing the efficiency of decision making as suggestion and opinion could be gained from various people. Diverse workforce will provide information and suggestion based on their beliefs and opinion this will help in understanding the impact of decision on various individual resulting enhancing decision making process. On the author hand Barnett (2020) described that by taking suggestion and advices from large number of individual will results in creating confusion while taking decision. Taking advice from each individual will require more time and difference in opinion will creates mystification for management in determining best among all.
Bernstein et al, (2020) identified that diverse workforces will results in increases in creativity and innovation within the organisation. Each employees have difference capability and idea that can be used by firm in the bring innovation within firm. On the critical point of Blake et al, (2020) describes that conducting diversity and inclusion program requires investment by company that will have negative impact on the financial position of the firm. This also requires company to indulge time of employees resulting in delay in achieving organisational objective. It has been identified by Bojica et al, (2020) that Inclusion and diversity program within firm will help in creating positive environment resulting in increasing satisfaction level of employees. This will help in decreases retention rate of employees leading to increasing overall performance of workers.
Based on opinion of Bui et al, (2019) it has been determined that cultural misunderstanding has been developed within employees which may results in negative impacting on the culture of workplaces. Communication or misunderstanding of one’s cultures and belief may results in reducing motivation of workers leading to impacting overall functioning of firm. Chan et al, (2022) identified that company that have introduces diversity program is able to creates reputation and goodwill in the industry. Company is able to attract more customer and employees as it focuses towards needs and wants of individual that are belonging to different culture, religion and have different mindset.
Chanana, & Sangeeta (2021) described that employee’s engagement is one such factor that is having high impact on the growth and success of the organisation. An employee engagement refers to the level of involvement and enthusiasm an individual has towards its job. Employment engagement is crucial for improving overall functioning and working of organization. According to Chaudhry, Paquibut, & Tunio (2021) employee’s engagement helps in improving job satisfaction of employees as their opinion and ideas as being valued within firm. This helps in cresting positive image in the mind of the workers results in improving their overall satisfaction level.
On the other hand Ciampi et al, (2021) claimed that employee’s engagement may hamper the quality of decision making as increases in opinion may distract manager form taking most effective decision. Employee’s engagement in decision making process is more time consuming and ignoring perception of workers might results in creating dissatisfaction among them. Based on point of view of Cooke et al, (2019) it stated that encouraging employee’s involvement will results in developing sense of belongings among them results in increase in retention of employees. This will help company in reducing their overall cost as they need not invest towards acquiring new and skilled employees within firm.
Del Carmen Triana, Richard & Su (2019) explicated that higher involvement will results in reducing disciple and decorum of the workplace. Engagement results in forming various line of communication will leads to reduce discipline within organization. As communication increases it may results in spreading of confidential information within firm results in creating conflicts among workers. According to Dewidar, Elmestekawy & Welch (2022) involvement of employees will help in increasing loyalty among workers leading to improving their performances. Through their continuous involvement employees will feel connected with mission and objective of firm and emphasis on attaining goals with full efficiency. This will also help in establishing good relationship with its seniors and supervisions results in creating good working environment. This together helps in increasing loyalty of employees for firm which results in enhancing overall working of organisation.
Djoemadi et al, (2019) defined that employees engagement is high time consuming process which distract firm form its prime gaols. Manager that are incur on determining ways to involve employees may left with less time to focus on the goals and objective of the firm. This eventually impact on the efficiency and effectiveness of management forming appropriate strategies. On critical point, Dover, Kaiser & Major, (2020) assessed that organizational culture can be enhance and improved by involving employees within the working of firm. Creating culture that aims at valuing workers, respecting their thought and opinion will help in improving motivation and engagement of employees. This will help in stabilising cultures that promotes growth and development of each employee result in improving their overall satisfaction level and reducing absenteeism.
Fatumo et al, (2022) explained that cost of company will be hampered by high rate of employees’ engagemnt. Firm needs to conduct training and development session that will help them in understanding the importance of hiding confidential information. According to Fernando et al, (2020) cooperation and team work will be enhancing by using the promoting employee’s engagement. Environment and culture of the firm will optimum resulting in improving overall working and performance of workers. This helps in promoting team collaboration and reduces the scope of conflicts among team. Font et al, (2023) analysed that 5 ‘C model of employees engagement should be implement by organization that helps in improving employee’s involvement within of workers. 5C’s include care, Coach, connect, Congratulate and contributes. This indicates that manger should focus towards providing appropriate care and creating interpersonal relationship with workers. Manager should focus towards conducting training session that helps in proving coaching to employees and developing their skill and abilities.
2.3 Impact of diversity & inclusion programs on employee’s engagement
Based on the Hamto (2022) point of view it has been presented that diversity and inclusion program help in enhancing employees‘s engagement. Increases in diverse workforces helps in motivating employees to take part in decision making process. Diversity program aims at determining view point and opinion of different employees regarding particular situation. This will help in enhancing the involvement of workers in decision making process results in improving employees’ engagement. Heslina & Syahruni (2021) ascertained that increase in diversity creates situation of conflicts within working of organization that results in reducing employee’s engagement. Due to increases in diverse workforces, communication issues has been arise in the firm that leads to false interpretation and understanding of individual’s opinion and thought. This results in reduction in team collaboration and demotes employee’s engagement in operation of business entity.
Hossain et al, (2020) outlined in the study that conducting diversity and inclusion program within firm helps in developing the skill and techniques leading to increasing employee’s engagement. These programs are targeting both employers and employees which help in developing an interpersonal relationship among them resulting in promoting employees involvement. Hutchins & Kovach (2019) depicted that after implementing various diverse strategies, manager will not be able to maintain an environment that does not involve any king of discrimination. It ahs been determining that as the diversity within workforces increases firm, the feeling of discrimination, basis and harassment has been increases in the employees. This will results in reducing feeling of attachment with the company and results in impacting on employees involvement within firm.
Based on the view point of Inegbedion et al, (2020) it has been mentioned that employee’s engagement is enhancing within firm that are more concerned towards creating inclusion cultures. Managing diversity focuses towards fulfilling cultural needs of different individual by forming strategies and policies that can effectively accomplish their personal goals. For example: Tesco has been focus towards conducting session that promotes inclusion and involvement of all employees. This involves planning outdoors meetings, celebrating different festively which help in fulfilling their needs. This together helps in increases employees’ engagement within firm leading to improving overall performance of the organisation.
Jonsen et al, (2021) labelled that it is culture within firm is negatively impacting by the diverse workers. As the diversity increases it creates challenges for manager to integrating multicultural within it operation. Inefficiency in implementing such strategies results in reducing overall satisfaction level of employee’s results in creating situation of conflicts among employees. This results in reducing employee’s engagement and team cooperation leading to impacting on the operational efficiency of firm. Joshi et al, (2020) entitled that Manager in firm focuses towards developing a working environment which promotes inclusion and involvement of each employee. It focuses on democratic leadership style which will help employees in freely share their views, opinions and issue as well. This will support management of firm to focus on their issue and take steps which can overcome all this issue. Inclusion program also aim, at developing the confidence and satisfaction level of workers leading to create healthy & good environment (Yadav, Shankar and Singh, 2020). Increase in employee confidence results into improving their performance and assists them in taking part in other activities of organisation which further enhances their engagement level.
According to Khan et al, (2019) organizational culture and employee’s belief also impacts the effectiveness of diversity & inclusion program. Employer in the firm is not interested in working with people who belong from different culture results in creating obstacle while introducing diversity. This results in forming groups within organisation and reduces the feeling of togetherness results in decreasing their engagement in operation and working of organisation. On the critical points Kwon & Kim, (2020) stated that team collaboration and cooperation has been enhancing by promoting inclusion within firms operation. Diversity and inclusion program assists in removing biasness and discrimination among the mind set of individual that helps in improving collaboration among workers within firm. Increase in collaborations among employee’s results in enhancing involvement of employees in the working of organisation.
2.4 Influence of diversity & inclusion programs on businesses performance at global level
According to the view point of Lee et al, (2022) it has been determined that diversity and inclusion program has a great impact on the overall working and success of international business organization. Companies that are operating on international level have to conduct such program as employees within firm are belong to distinct country and culture. Executing this program will help in overcoming various difficulty and results in improving overall performance of organisation. On the contrary Lehner, Harrer & Quast (2019) claimed that diversity and inclusion program resulting in reducing focuses of management towards crucial gaols and concern towards other thing has been increased. This will results in impacting on the overall function of firm leading to reducing performance of organisation.
Lemon, (2019) defined that business entity working on the global level need to focus towards forming policies and strategies that does not impact or hurt the feeling and sentiment of any individual. Managing diverse workforces and conducting inclusion program help in getting better insight of reaction and responses that will be gained by undertaking particular decision. This will help in boosting the efficiency of decision making process resulting in improving overall performances and profitability of organization. Based on the view point of Lynch et al, (2020) it has been determined that diversity and inclusion program provide opportunity to each individual to share their opinion and ideas before forming strategies. Manager needs to focus on view point and cultural belief of each employees so that polices does not crates difficulty or issue any employees. This process requires huge time investment by manager and leading to slow down the process of strategies formulation. Delay in decision making results in decreasing efficiency of organization in achieving its objective results in negatively impacting overall performance and working of organization.
Men et al, (2020) described that innovation and creativity within firm has been increased by implementing such programs. It has been identified that company that are more involved in innovation has greater changes of profits than others. According to report company that introduces continuous innovation have 59% more growth rate than other company. Diversity helps in determining various new idea and opportunities that assist in fulfilling needs and requirement of customer. This wills results in attracting more clients leading to enhance overall profitability and performance of firm. Mitchell et al, (2020) mentioned that most of employees are not interested in take part in such session and program. If employees do not adequately follow the policies and regulation that has been formed for managing diversity then the situation of conflicts will arise in the organization’s operation. Developing such situations result in hampering the working of employees’ results in negatively impacting on the performances of organisation.
Rasool et al, (2021) explained that organization faced various challenges while achieving and attaining gaols and objective. Inclusion of distinct workforces helps firm in determining various measures and solutions that will assist in effective solving all the issue. Increases in problem solving efficiency result in overcoming various uncertainness and obstacles easily, leading to enhancing overall performance of organization. On the other hand, Riyanto, Endri & Herlisha (2021) defined that opinion and suggestion provided by the diverse workforces may not be effective and adequate. If organization focus on taking decision based on the view point of majority then it may results in reducing the effeminacy and effectiveness of decision taken. Issue related to inappropriate decision results in impacting on overall functioning of business entity leading to negatively impacting on the performance and profitability of company. Saks (2022) described that financial position and profits of the organisation is being enhanced though conducting such program. Based on survey it has been identify that company that are having diverse workforces are able to earn more profits than others. It has been occurred as diverse employees have more knowledge and information regarding measures by which particular objective could be achieved. This helps in reducing wastage in accomplish work and assist in improving efficiency while performing particular task.
Shahzad et al, (2021) explained that company need to incur huge cost and expense on mainating diversity within firm. These costs are related to conducting sessions and initiating programs that helps in promoting inclusion within firm. Diversity could be effectively managed by encouraging employee’s engagement for which company need to incur cots. This eventually results in increasing the operational cost of business entity leading to decreasing overall profitability position of firm. On the other hand, Sun & Bunchapattanasakda, (2019) identified that long term retention and satisfactions of the employees are linked with the inclusion and diversity that has been promoted by company. Firm that are taking initiates for maintain diversity in its operations are able to develop sense of attachment in the employees. This helps them in concentrating their focus on improving performances that will help in better organisational growth. Reducing in employee’s turnover rate helps firm in increasing their efficiency as existing employees have developed expertise in accomplishing particular task results in improving organisational performances.
According to Tian & Robertson (2019) companies which are not able to resolve the issue relating to diverse workforces which results in reducing satisfaction level of various workers. It may be possible that decision taken by manager is not always able to fulfil cultural and social needs of each employee that results in creating disappointment among workforces. This dissatisfaction results in increases in the employee’s turnover rate results in negatively impacting on operation of the firm. Company’s financial position has been negatively impacted as it needs to incur expenses towards hiring new employees and conducting various training session to make them familiar with company’s regulation. This eventually results in decreasing overall profitability of firm leading to negatively impacting on the working of entity. On the other hand Van Knippenberg, Nishii & Dwertmann (2020) described that including a diverse and inclusive workforces help in better understanding need and preference of customer. In an international market there are various type of customer with difference in their languages and cultural. It creates difficulty for employees belong to different background to clearly understand preference of customer. Diverse workforce helps in effective understanding customer’s perception that is belonging to different culture and assists in improving overall function of organisation. It has been determine that company that is having diverse forces are able to gain customer easily and satisfy their needs more effectively.
On the critical point of view Wijethilake & Lama (2019) explained that there are employees within organization that resist diversity in their workforces. Theses have been occurred due to misconception or misunderstand of one’s cultural and fear of collaborating with different cultural people. This creates issue for the company in effectively managing diversity within its operation results in negative impact on the overall performance of business entity.
Chapter 3 Research Methodology
3.1 Research type
Research type involves various types of data which should be collected for carry out further research. The type of data is decided on the basis of the research issue which needs to be answered. There are broadly two category of research type which includes qualitative research and quantitative research. Quantitative research refers to the gathering and evaluating statistical data for further enhancing knowledge regarding topic. Qualitative research involves conducting market research through which data related to real experience of individual and other non-numerical information is gathered (Pandey and Pandey, 2021).
Qualitative research type has been used in studying the impact of diversity and inclusion program within the global firm. This research type has been used as it assists in providing more indebt knowledge which leads to getting information regarding real world issues. These research types help in gathering information regarding the perception, opinion and ideas of employees within firm. Qualitative research type has been selected ad it promotes flexibility which helps in collecting more authentic data. In this reach, it has been focused on diversity and inclusion program which will have different impact on diverse workforces. The perception of employees cannot be measures and collected in the numerical form and required to be collected through qualitative research for better results.
3.2 Research approach
Research approach is regarded as a framework that is being used in the research to collect, analyze and interoperate the data in a way that it help the researcher in getting required result. There are mainly two approaches that are being used commonly being used by the research ly inductive and deductive. In research, deductive research approach is the one that used to test the theory and hypothesis on the basis of observation (Nayak and Singh, 2021). At the same time the inductive research approach is the one in which data are collected to develop theory and hypothesis out of the same.
For the current research, inductive research approach has been used. The reason behind selection of this research approach is the type or nature of the study being initiated. On the basis of this approach focus has been placed on the development of new theoretical framework related to diversity & inclusion program. By following bottom-up approach, underlying facts and opinions have been evaluated.
3.3 Research philosophy
Research philosophy refers to the assumptions and belief which has been adopted while collecting, analysing and interpreting the data. It is framework which provides information regarding the basis and method of decision making. There are generally tow type of research philosophy that involves positivism and interpretivism. Positivism philosophy emphasizes on carefully observing the numerical data which will helps in determining the pattern and trends (Thomas, 2021). This philosophy is based on assumption that objective inspection and measurement are the only ways through which knowledge could be gained.
For analysing relationship between diversity & inclusion programs and employee’s engagement as well as organizational success interpretivism philosophy has been used. To evaluated the qualitative data which focuses on determining the social situation, motivation and mindset of individual before evaluating data interpretivism prove to be more beneficil. Interpretivism philosophy has been used in carrying out research on D&I program as it focuses towards detailed study on human nature. The data obtained through this method assure the validity as it includes complex research which focuses various factors which can impact individual perception such as cross culture. The current research is based on diversity and inclusion program which requires understanding the perception of different employees for determining better insight of the issues. Interpretivism philosophy has been adopted which provides better insight of the human nature and focused on various situation because of which particular data has been generated.
3.4 Data collection
It is the process which involves gathering reliable and accurate data on which further research process could be carrying out. Primary and secondary are two type of data collection method which can be used to gather reliable information. Primary data collection method focuses on collecting original information from the person who posses information regarding the research problem. Conversely, secondary data collection method pays emphasis on taking information from the sources where the information regarding the topic has already present and been collected for some other purpose (Dubey and Kothari, 2022). With reference to the present study, secondary data collection method has been used to collect all the relevant information in less time. Secondary data will be gathered form books, journals, government publications, international publication various other reports. Secondary data has been selected as it is the cost effective and time efficient method of data collection. This method will help in getting large number of information and assist in increasing the effectiveness of research. Primary data is highly influenced by the biasness of researcher which negatively influences the efficiency of collected information. To remove the obstacles associated with biasness, secondary data has been used resulting in getting reliable information about the concept.
3.5 Data analysis
Information form the collected data could be assessed after evaluating it by applying various statistical tools. Data analysis is the process which involves recapping and describing the data by systematically organizing and evaluating it. SPSS and thematic analysis are two methods through which appropriate information could be gathered from the data. SPSS is the research software which assists in testing theories and assists in studying relationship between complex data (Carter et al, 2023). To derive suitable outcome of the current research issue and for analysing qualitative data thematic perception test technique has been used. This method involves indebt reading of the qualitative data and focuses on determining the most appropriate trends and pattern within the data. For analysis the data related to impact of diversity and inclusion program, thematic data analysis method will be applied. This analysis technique aims at determining and discovering new perspective and focuses towards establishing similarities between various participants. To improve the efficiency of the data analysis, graphs has been used to support the research issue which will be prepared based on the responses provided form the respondent.
3.6 Reliability and validity
Reliability refers to the consistent of the data where as validity focuses on maintain the accuracy of data. Reliability and validity of data has been checked while gathering information from the secondary sources. To determine the accuracy of sources exclusion and inclusion criteria has been established on the basis of which further investigation carried out. Along with this, priority has been given to the sources that published after the period of 2018. Further, copyright protected sources or websites have been used to present valid inferences relevant to the concerned research problem. Validity of information has been maintained by finding same data form various sources which helps in providing assurances regarding the accuracy. Along with this, to search valid articles related to the research issue keywords have been used which also contributed in the effectualness of study outcome.
3.7 Ethical considerations
It is very important to use technical and fair measures in carrying out all the operation of research. This session in research methodology deal with using moral and social measures in collecting, organizing, analysis and interpreting the data. To maintain ethnicity in secondary data emphasis has been paid towards maintaining the confidentiality of collected information. Various guidelines and rules have been determined earlier which assists in providing direction according to which all needs to work. Valid sources is another ethical consideration that was consider under this it was make sure that legitimate sources were used to collect the data. Biasness and discrimination has been eliminated in the research process which assists in collecting justifiable information.
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