INCLUSION

THE EFFECTS OF DIVERSITY MANAGEMENT AND

INCLUSION

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Table of Contents
1.0 Introduction...........................................................................................................................................3

2.0 Background of the study........................................................................................................................3

3.0 Problem statement.................................................................................................................................3

4.0 Scope and relevance of the study...........................................................................................................5

5.0 Research Design....................................................................................................................................5

6. Time frame of the study...........................................................................................................................7

7. Budget.....................................................................................................................................................7

8. References...............................................................................................................................................9

Bibliography................................................................................................................................................9

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1.0 Introduction

The inclusion and management of the workforce have become salient problems and major
concerns problems in firms moreover around every sector. Developed nations like the United
States and some countries of Europe have received recognition in inclusion and diversity
management. A country like Nigeria is yet to need inclusion and diversity management. In this
research the background of the study, problem statement, the scope of study and relevance, data
collection, the types of study, data analysis and sample design are needed to be introduced. In the
end, the budget and frame are required to explain on the basis of the data required.

2.0 Background of the study

Before the year 1970, the approaches which are majorly made for the management of diversity
which was made are the radical and liberal approaches. (Olivas et al. 2019) Approaches that are
liberal are usually fallen in the category of sameness in philosophy, while it was found that the
diversity of management that was made has defined the utility of practices in human resources
for the variations, usually, that variation does not influence the achievement which was made by
the objective and goals of the organization.

The management of diversity has also defined the utilization of resources in human management
practices for the maintenance of variation in ensuring that variance, that variation does not have
any influence which gives the negative impact for achieving the goals of an organization and
objectives. Imperative of social diversity and aspects of desired activities are made by an
organization. The influence of inclusion and management of diversity on behaviour at the
workplace has received attention and the finding of studies exists for such a construct can be
inconsistent. (Ohunakin et. al 2019) The corporation of multinationals has the knowledge to
influence the management of diversity and inclusion of job satisfaction and performance
activities made by an organization.

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3.0 Problem statement

The importance of inclusion and diversity management affects the outcomes of an organization.
The importance of diversity inclusion and management of an organization is of immense benefit
in a corporation of multinationals, where inclusion and diversity are part of core values. It has
been identified that the most diverse countries in Africa have established inclusion and
management in the workforce of diverse which is beneficial for the organization. The fact which
is coupled into the diverse has become the workforce of any organizational activities. (Masone et
al. 2019) Such activities can be beneficial for any organization but they create issues for the
employees. According to BBC.com, having diversity at a workforce is very important as it can
provide the organizations will real benefits.

Aim: To create research proposals on the effect of diversity inclusion and management on the
outcomes of an organization.

Objectives:

● To define the emergence of diversity management in developing business in cross-

cultural countries
● To identify the problems of workforce management in diversity management
● To address mitigation strategies for the detected issues

Research question

The research has following research questions based on which the whole study has been
conducted:
RQ 1: what is the impact of Diversity management will be positive on the job satisfaction of
employees?
RQ 2: what job performance of employees will be impacted by inclusion?
RQ 3: what is the employee’s job performance will be positively impacted by diversity
management?
RQ 4: What job satisfaction of employees will have a positive impact by inclusion?

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4.0 Scope and relevance of the study

The main aim of the study is to assess the effect of Diversity management on the outcomes of an
organization where case study of a multinational corporation has been taken into account to
better understand the scope of the present study. This study therefore will be relevant for most of
the multinational corporation of the UK where the organizations want diversity management to
produce a favourable result for the company.

5.0 Research Design, approach and philosophy

Considering the research approach of the study, deductive approach will be used in the study.
This type of research approach is associated with scientific approach. Apart from that
interpretivism research philosophy will be used in the study in which it states that research
performs a specific role and based mainly on the interest of the research.

Theories used in research

Considering the theory that will be used in the research, “theory of acceptance” has been used in
the study where the aim of the study has been assessing how diversity management is affecting
the organizational outcome of a multinational corporation. Talking about the marketing theories,
there are many theories available which can be used but “Ansoff Matrix” will be used as
diversification management is there is this marketing theory where it is based on two type of
diversification that is related diversification and unrelated diversification. This theory was
developed by “Igor Ansoff” in the year 1965.

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Conceptual framework

Figure 1: Conceptual framework

(Source:Ohunakin et al. 2019)
The conceptual framework of the study will be based on the hypothesis of the study. The
dependent variable will be “Employee’s job performance” and the independent variables will be
“Employee job satisfaction”, “Diversity management” and “Inclusion”.
Methodologies
Quantitative research methodology will be used in the study. The methodology will be based on
primary research methodology where a questionnaire set will be designed and statistical and
numerical data will be collected from customers. The questions include multiple choices such as
“agree”, “Strongly agree”, “disagree” etc. both open ended and closed ended questions will be
prepared in the study for the collection of relevant data. Apart from that there will be many
questions related to the buying behaviour of customers based on social media and relationship
management (Ohunakin et al. 2019). Apart from that, a reliability and validity test will be done
in the study.
Sample size
For the purpose of the study 384 people in the UK from different age groups and also different
income groups will be considered. The detailed data of the sample size will be seen in a table.
Results
All the data collected from the primary research methodology will be analysed through the SPSS
tool where a number of tests such as reliability, normality and validity test will be done. For the
test the significant value will be set to 0.05 (Francis et al. 20210. Apart from that, the p level of
the test will be significant at p<0.001. Beyond that value the test will be treated as null. Based on

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the impact of the job performances on the company “shell Corporation” will be evaluated. Apart
from these tests some of the other tests like the chi-square test will also be performed. A
regression analysis of data will be performed in the test and based on that finding of the test will
be evaluated. All the hypotheses developed in the study will be tested and based on that verdict
will be given as “supported” and unsupported”.

6. Time frame of the study

The study will be expected to be completed in a span of 1 month where time for each task will be
allocated separately according to their importance.

Figure 2: Time frame of study

(Source: Self-created)

7. Budget

The estimated budget for the research will be $2000 where for each task a specific amount will
be allocated. It can be estimated that data collection method, literature review will use the major
part of cost.

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 Figure 3: Budget
(Source: Self-created)
From the above budget structure, the budget allocation for each activity can be seen where
estimated budget and actual expenses, both can be observed.

Impact of the study

Impact of the study from each perspective will be given in the study where the study will assess
the contribution of the study towards country, research and company as well. This study is also
expected to provide a detailed insight to the company regarding the diversity management.
Research limitations and area of further research
This section of the study will discuss the research limitation where a number of limitations will
be identified in the study and the reason for such limitations will also be highlighted.
Furthermore, the study will also discuss what area of the present topic is eligible for further
research so that a more in-depth knowledge on the particular topic can be gained in future.
Strength and weakness of the study
This part of the study will assess the strengths and weaknesses of the study, where both strengths
and weaknesses will be identified as what is the strong point of the study and what the study
lacks.
Conclusion and Recommendation
Based on the strength and weakness of the study a brief conclusion will be drawn and also
recommendations will be given such as inclusion of which information would have been better
for the research purpose. Apart from that the study will also recommend some of the methods

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which could be implemented in the study (Buengeler et al. 2018). Apart from that
recommendation will also be given based on the fact that what other measures can be adopted to
remove the potential weaknesses of the study that will be identified and what other techniques
can be adopted by the study to make the study more convincing and stronger.

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8. References

Buengeler, C., Leroy, H. and De Stobbeleir, K., 2018. How leaders shape the impact of HR's
diversity practices on employee inclusion. Human Resource Management Review, 28(3),
pp.289-303.
Francis, V. and Michielsens, E., 2021. Exclusion and inclusion in the Australian AEC industry
and its significance for women and their organizations. Journal of Management in Engineering,
37(5), p.04021051.
Georgiadou, A., Gonzalez-Perez, M.A. and Olivas-Luján, M.R., 2019. Diversity within diversity
management: Where we are, where we should go, and how we are getting there. In Diversity
within diversity management. Emerald Publishing Limited.
Masone, A., Sterle, C., Vasilyev, I. and Ushakov, A., 2019. A three‐stage p‐median based exact
method for the optimal diversity management problem. Networks, 74(2), pp.174-189.
Miranda, M. and Prikladnicki, R., 2020, October. Towards a model for Managing Diversity and
Inclusion in Software Development Teams. In Proceedings of the 34th Brazilian Symposium on
Software Engineering (pp. 325-331).
Ohunakin, F., Adeniji, A., Ogunnaike, O.O., Igbadume, F. and Akintayo, D.I., 2019. The effects
of diversity management and inclusion on organisational outcomes: a case of multinational
corporation. Business: Theory and Practice, 20(3), pp.93-102.
Ohunakin, F., Adeniji, A., Ogunnaike, O.O., Igbadume, F. and Akintayo, D.I., 2019. The effects
of diversity management and inclusion on organisational outcomes: a case of multinational
corporation. Business: Theory and Practice, 20(3), pp.93-102.
Wolfgruber, D., Stürmer, L. and Einwiller, S., 2021. Talking inclusion into being:
communication as a facilitator and obstructor of an inclusive work environment. Personnel
Review.

Bibliography

Blanck, P., Hyseni, F. and Wise, F.A., 2020. Diversity and inclusion in the American legal
profession: workplace accommodations for lawyers with disabilities and lawyers who identify as
LGBTQ+. Journal of Occupational Rehabilitation, 30(4), pp.537-564.

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Grissom, A.R., 2018. The alert collector: Workplace diversity and inclusion. Reference & User
Services Quarterly, 57(4), pp.243-247.
Murphy, W., 2018. Distinguishing diversity from inclusion in the workplace: Legal necessity or
common sense conclusion. Journal of Business Diversity, 18(4), pp.65-83.
Agbontaen, O.O., 2019. Workplace diversity and inclusion policies: Insights from a foreign firm
in the Nigeria banking sector. In Diversity within diversity management. Emerald Publishing
Limited.
Jonsen, K., Point, S., Kelan, E.K. and Grieble, A., 2021. Diversity and inclusion branding: a five-
country comparison of corporate websites. The International Journal of Human Resource
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