YASHWANTRAO CHAVAN MAHARASHTRA OPEN

UNIVERSITY, DNYANGANGOTRI, NEAR GANGAPUR DAM,

NASHIK 422222
MBA-GENERAL (P79)

PROFORMA FOR SYNOPSIS

(USE CAPITAL LETTERS ONLY)

PRN NO. 2 0 1 4 0 1 7 0 0 2 2 1 4 7 2 1

1. NAME OF THE STUDENT: SHINDE SHITAL JAYAVANTRAO

2. CONTACT NO. :9156135977
3. E-MAIL ID: satishbodhke95@gmail.com
4. STUDY CENTRE NAME : SANT DNYANESHWAR MAHAVIDYALAYA,
SOYEGAON
5. STUDY CENTRE CODE: 21235

6. TITLE OF THE A Comprehensive Assessment of

PROJECT:“
Workplace Diversity and Inclusion among SBI and Maharashtra
Bank Employees in Jalgaon City ”
7. NAME OF THE SUPERVISOR: DR. L. C. KURPATWAR
8. SPECIALIZATION : HUMAN RESOURCE MANAGEMENT.
9. ADDRESS OF THE SUPERVISOR : SANT DNYANESHWAR MAHAVIDYALAYA,
SOYEGAON, CHHATRAPARI SAMBHAJINAGAR.
10. EMAIL:……………………………… CONTACT NO. :

11. IS THE SUPERVISOR AN ACADEMIC YES:……… NO:…………….

COUNSELLOR OF THE MANAGEMENT PROGRAMME OF YCMOU

12. IF YES, NAME OF STUDY CENTRE AND THE COURSES / HE / SHE IS

COUNSELLING FOR AND SINCE WHEN:

Signature of Student Study Center Signature of Supervisor

Date: Stamp Date:

…………………………………………Please do not forget to enclose the synopsis……………………………

 A Synopsis on

“A Comprehensive Assessment of Workplace Diversity and

Inclusion among SBI and Maharashtra Bank Employees in Jalgaon
City"

Submitted to
The Director,
School of Commerce and Management
YCMOU, Nashik.

As partial fulfilment for the award of

Master of Business Administration (MBA)

By

SHINDE SHITAL JAYAVANTRAO

PRN: 2014017002214721

Under the Guidance of

Prof. DR. L.C. KURPATWAR
Through

SANT DNYANESHWAR MAHAVIDYALAYA, SOYEGAON

(21235)
Introduction:-

In the contemporary landscape, the importance of workplace diversity and inclusion is increasingly
recognized as a catalyst for organizational success and societal progress. This study focuses on evaluating
and enhancing diversity and inclusion practices among employees of the State Bank of India (SBI) and
Maharashtra Bank in Jalgaon City. As the workforce becomes more heterogeneous, understanding and
addressing diversity-related issues become imperative for fostering a positive organizational culture. The
significance of this research lies in its potential to contribute to several key aspects of organizational
effectiveness. Firstly, by promoting a diverse and inclusive workplace, the study aims to enhance
productivity through the stimulation of innovation and collaboration.

Additionally, the research addresses employee retention and satisfaction, aiming to create an
environment where all employees feel valued and supported. Furthermore, the positive impact on
organizational image, legal compliance, and adaptability to market dynamics underscores the broader
societal and economic relevance of cultivating diversity and inclusion within banking institutions.
Ultimately, the study's findings and recommendations aspire to guide SBI and Maharashtra Bank in creating
workplaces that not only meet legal and ethical standards but also contribute to their global competitiveness
and positive societal impact.

Rationale of Study:-

The study aims to explore and enhance workplace diversity and inclusion among SBI and
Maharashtra Bank employees in Jalgaon City. By assessing current practices and identifying potential
barriers, the research seeks to contribute valuable insights for fostering a more equitable work environment.
The rationale lies in promoting employee satisfaction, engagement, and overall well-being, ultimately
aligning with the broader societal goal of creating inclusive workplaces that embrace diversity. This study's
findings will inform actionable recommendations to improve diversity initiatives, supporting the banks in
fostering a culture that values and leverages the diverse talents and perspectives of their workforce.

Significance of the Study:-

 • Enhancing Workplace Productivity: A more diverse and inclusive workplace fosters creativity,
innovation, and collaboration among employees, leading to increased productivity and efficiency.
• Employee Retention and Satisfaction: Understanding and addressing diversity-related issues can
improve job satisfaction and retention rates, as employees feel valued and supported in their unique
contributions.
 Positive Organizational Image: Demonstrating a commitment to diversity and inclusion enhances
the banks' reputation, attracting a diverse talent pool and strengthening relationships with customers
and stakeholders.
 Legal and Ethical Compliance: Addressing diversity and inclusion aligns with legal requirements
and ethical standards, mitigating potential legal risks and reinforcing the banks' commitment to fair
employment practices.
 Adaptability to Market Dynamics: Embracing diversity ensures that the banks' workforce is
reflective of the diverse customer base in Jalgaon City, enhancing their ability to understand and
respond to the needs of a varied clientele.
 Global Competitiveness: In an interconnected global economy, a diverse and inclusive workplace
positions SBI and Maharashtra Bank as forward-thinking institutions, contributing to their
competitiveness in the broader financial industry.

Objectives of the Study:-

The following are the objectives of the study

1) Evaluate the current levels of diversity within the workforce of SBI and Maharashtra Bank in
Jalgaon City.
2) Assess the existing inclusion practices and policies implemented by SBI and Maharashtra Bank to
foster a supportive and inclusive work environment.
3) Identify any potential barriers to diversity and inclusion faced by employees in both banks within the
Jalgaon City context.
4) Measure the impact of diversity and inclusion on employee satisfaction, engagement, and overall
well-being within SBI and Maharashtra Bank.
5) Propose recommendations for enhancing diversity and inclusion initiatives based on the findings,
aiming to create a more equitable workplace environment.
6) Establish a baseline for future assessments by developing a framework for ongoing monitoring and
improvement of diversity and inclusion efforts among bank employees in Jalgaon City.
Hypothesis of Study:-

Hypothesis 1:

Null Hypothesis (H0): There is no significant difference in the levels of workplace diversity among
employees of SBI and Maharashtra Bank in Jalgaon City.

Alternative Hypothesis (H1): There is a significant difference in the levels of workplace diversity among
employees of SBI and Maharashtra Bank in Jalgaon City.

Hypothesis 2:

Null Hypothesis (H0): The current diversity and inclusion initiatives implemented by SBI and Maharashtra
Bank in Jalgaon City do not have a measurable impact on employee satisfaction, engagement, and overall
well-being.

Alternative Hypothesis (H1): The current diversity and inclusion initiatives implemented by SBI and
Maharashtra Bank in Jalgaon City have a significant positive impact on employee satisfaction, engagement,
and overall well-being.

Research Methodology

SOURCES OF DATA

 Primary Data
 Secondary Data
 PRIMARY DATA- The research will employ a structured questionnaire to gather comprehensive
insights from employees of the State Bank of India (SBI) and Maharashtra Bank in Jalgaon City
regarding workplace diversity and inclusion. The questionnaire will consist of both closed-ended and
Likert-scale questions, allowing for quantitative analysis of responses.
 SECONDARY DATA- Secondary data relevant to the study is gathered from published sources
such as standard text books, magazines and internets.

SAMPLE DESIGN

The sample for this study will consist of 60 employees, with 30 participants from each of the two banks,
namely the State Bank of India (SBI) and Maharashtra Bank, in Jalgaon City. The selection of participants
will follow a stratified random sampling approach to ensure representation from diverse job roles within
each bank.
TOOLS AND TECHNIQUES

The following tools and techniques has been applied by the researcher to analysis the primary data

 Simple % analysis
 Chi-Square test
 Tables
 Graphs

Limitations of the study:-

 Sample Size and Generalization: The study's findings may have limitations in terms of
generalizability due to the relatively small sample size of 60 employees, comprising 30 from each
bank. The results may not fully represent the diverse perspectives of all employees in these banks.
 Response Bias: The reliance on self-reported data through questionnaires introduces the possibility
of response bias. Participants may provide socially desirable responses, impacting the accuracy and
reliability of the collected information.
 Cross-Sectional Nature of the Study: The study's cross-sectional design provides a snapshot of
diversity and inclusion at a specific point in time. It may not capture the dynamic nature of
workplace dynamics, and changes over time may not be adequately addressed.
 Limited Scope of Questionnaire: The questionnaire method may not capture the full complexity of
workplace diversity and inclusion, as certain qualitative aspects and nuances may be overlooked. In-
depth interviews or focus groups could provide richer insights.
 Potential Cultural Biases: The study's focus on Jalgaon City may not fully account for regional or
cultural variations that could influence perceptions of diversity and inclusion. Cultural factors not
addressed in the questionnaire may impact the interpretation of responses.
 Inability to Establish Causation: The study may identify correlations between variables but may
not establish causal relationships. Factors influencing workplace diversity and inclusion are
multifaceted, and causation may be influenced by external or unobserved variables not considered in
this research.

Expected Contribution:-

This study anticipates making significant contributions on both academic and practical fronts. Academically,
it enriches the literature on workplace diversity and inclusion, focusing on the banking sector in Jalgaon
City, offering a localized perspective. On a practical level, the research provides actionable insights for the
State Bank of India (SBI) and Maharashtra Bank, aiding in the enhancement of diversity and inclusion
initiatives. The study establishes a baseline for ongoing assessments, offering a framework for continual
improvement. Implementing these recommendations is expected to positively impact the banks'
organizational image, attracting top talent, and contributing to their competitiveness in the global financial
industry. Moreover, the emphasis on fostering inclusivity aligns with societal values, promising positive
changes beyond organizational boundaries.

References:-

 K. C. Sreenath, "Breaking barriers: Towards inclusion," [Online]. Available:

http://www.equip123.net/docs/E1-REACHInclusion.pdf.
 U. G. C. UGC, "Higher education in India: Issues related to expansion, inclusiveness, quality and
finance," November 2008. [Online]. Available: http://117.239.33.193/oldpdf/pub/report/12.pdf.
[Accessed 18 November 2014].
 B. R. Ambedkar, "The Constitution of India," 1950. [Online]. Available:
http://lawmin.nic.in/olwing/coi/coi-english/coi-indexenglish.htm. [Accessed 18 November 2014]. .
 S. Thorat, K. M. Shyamprasad and R. K. Srivastava, "Report of the committee to enquire into the
allegation of differential treatment of SC/ST students in All India Institute of Medical Science, W.P.
No. 2015-03-34 Page No. 31 Delhi," 2007.

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