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Ishika answered on
May 26 2021
Running head: ANALYSIS
ANALYSIS
Behaviour that support equality and diversity in the workplace (Mcdonalds)
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Table of Contents
Chapter 2: Literature Review 4
2.1 Introduction 4
2.2 Body 4
McDonald’s Approach 5
Factors Beneficial for McDonald’s 6
2.3 Conclusion 7
Chapter 3: Methodology 8
3.0 Research philosophies 8
3.1 Research Approaches 8
3.2 Research Methods and techniques. 8
3.3 Research Instruments 8
3.4 Sampling methods 9
3.5 Ethical Issues 9
3.6 Data Analysis and Interpretation 9
Chapter 4: Findings and Discussion 9
Introduction 9
Analysis 10
Research Findings 10
Critical Analysis of Findings 15
Merits, Limitations and Pitfalls of Approaches 16
Chapter 5: Conclusion, Recommendation and reflection: 16
5.1 Conclusion 16
5.2 Reflection 17
5.3 Recommendation 17
References 18
Behaviour that support equality and diversity in the workplace (Mcdonalds)
Chapter 2: Literature Review
2.1 Introduction
In this globalised world where people from different backgrounds are coming together to work, there is an inevitable need for promoting and supporting diversity and equality at the workplace. Especially in the cases of multinational companies like McDonald’s, this strategy could provide a competitive advantage over others. To keep evolving with this ever changing workforce, organisations must learn to accommodate and manage a multicultural workforce. Where diversity deals with the minute changes within ourselves, equality refers to providing the same rights, respect and opportunities. According to (Babalola, 2013), diversity is defined as acknowledging, understanding, accepting, and appreciating the small differences like gender, class, age, ethnicity, disabilities, race, etc. Similarly, equality deals with legal rules, tolerance and rights entitled by the government for providing an equal opportunity to minors and women in the work sector. No place is similar, and every place has its own unique and beautiful culture. New demographics demand new management policies and creative approaches. These new and positive changes are to ensure better productivity and recognition of the
and.
2.2 Body
Managers are crucial in this play of diversity and equality; they must understand the need and work for creating a diverse workforce. Active managers must also be aware of the consequences of failure to build a multicultural and collaborative environment for employees to strive for excellence. Human resource teams must understand the advantages of such a healthy workplace and change the hiring procedures (Ceil, 2017). An ethnically mixed team of employees can raise the company’s revenue by 9 per cent. Diverse firms are seventy per cent more likely to capture a new market, with a notable increase in performance by up to eighty per cent. Moreover, every one per cent rise in gender diversity is said to result in three per cent growth in sales. A recent study highlighted that about 49 percent of LGBT staff are in the closet and not able to express themselves. These people can be 10 per cent more productive than others when they are given an environment where they no longer need to hide and can be themselves.
The constitution gives equal work rights to every individual and doesn’t discriminate based on age, sex, gender, sexual orientation, marital status, maternity, race, colour, nationality, ethnicity, origins, religion, belief, or disabilities. Direct discrimination can be easily spotted and stopped with such laws, but it is the indirect discrimination which causes most of the problem. This type of discrimination is where a person cannot adjust with some unjustifiable requirements demanded by the employer (Dennissen, Benschop and van den Brink, 2018). The reason is the belief and protected characteristics, for example, an employer might ask for clean shaved employees, but the beliefs or religion of a person might not allow him to do so. Company’s Policy is a guideline regarding employee’s behaviour and actions that every member must follow strictly. It defines the standards and the behavioural expectations from every one of them.
Writing down some rules and guidelines is not merely enough; the organisation must inspire its staff for living up to those values. Severe actions must be taken against the defaulters to make sure that the activity is demoted and not repeated again. Educating and spreading awareness among employees about diversity and equality is also a mandatory step of the whole process. Special weeks and days can be given for such events. These special events must be aimed to promote uniqueness among every individual and things that make them stand out of the crowd. Another method used by Google is to hire a higher number of minority and women employees at entry-level jobs than at higher levels.
McDonald’s Approach
On the occasion of International Women's Day, 8 March 2019, McDonald’s rotated its logo upside down to spread awareness about unconscious biases and the need for alleviating it. On this very occasion, the company also launched its Better together: Gender Balance and Diversity Strategy. According to the strategy, the goal of the
and is to raise the representation of women in the company by 2023, to gain a competitive advantage over its rivals. The company also signed the United Nation’s Women Empowerment principles to show their dedication towards the goal. According to David Fairhurst, the CPO of McDonald’s, diversity, and gender balance make their company stronger. The company is said to provide jobs to about 2 million people across the globe of which women get a large share. The multinational food chain company is committed to the idea of ideal workplaces where everyone can be themselves and are supported and empowered equally (Fayoumi, 2018). The four wheels that will be responsible for helping the food chain joint achieve its goals and to launch additional activities eyeing towards the same future are: Representation, Rising, Recognition, and Reach. These four Rs are the pillar of the
and’s new Better Together Strategy.
The first pillar refers to the representation of minorities and women at an entry-level to be the same or even stronger than that of the external workforce. The second R refers to Rising; it focuses on equality for everyone in career advancement. The third R is Recognition; it is for acknowledging and cele
ating the input of the minorities and women towards the functioning and growth of the company. Last and fourth R is for Reach, refe
ing to the company’s progress at a global level. It also includes guiding and encouraging their franchise partners and suppliers to work towards the same goal of equality and diversity.
Factors Beneficial for McDonald’s
With everybody in the team looking the same, thinking the same and acting same no progress can be recorded. The core idea behind a team is to get different ideas, different experiences, different opinions, and different connections working on a particular project which can be difficult or even impossible for just an individual to achieve (Gould, 2010). When employees from diverse backgrounds work together, they have an opportunity to share the knowledge between each other that can help in producing higher quality products and services. Leaders are essential for providing a diverse workplace to the staff members where they can grow and thrive. A diverse team will
ing along different skills set, experiences,...