diversity in workplace
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AURO UNIVERSITY
A STUDY ON DIVERSITY IN WORKPLACE AT TAJ HOTELS
A Project Report Submitted for the partial fulfillment of the Bachelor of Business
Administration
2012-2015
SEMESTER V
In the subject of
PRODUCTION AND OPERATION MANAGEMENT
Submitted by :
Chirag Singhvi
Radhika Bansal
Razin Gajiwala
Vaibhav Jain
Vinita Gunecha
Vikas Agarwal
Submitted to :
Mrs. Jyoti Chandwani
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SR.
NO. TABLE NO.
PAGE
NO.
1Table 0.1: The table shows the sampling size and instrument used.
2 Table 3.1: The below Table shows the age group of the sample.
3 Table 3.2: The below table shows gender of the sample.
4
Table 3.3: the below table shows the experience of the employees in
the organisation of the sample.
5
Table 3.4: The below table shows flexibility of arrangement acquired
by staff for work and personal work.
6Table 3.5: The below table shows whether employees have disputewith their supervisors.
7
Table 3.6: The below table shows whether the organisation has
effective means of identifying conflicts.
8
Table 3.7: The below table shows whether employees problems and
complains are entertained by the org.?
9
Table 3.8: The below table shows whether org. have policies and
procedure for female to encourage and support participation.
10
Table 3.9: The below table shows how many sentences are relevant in
context to diversity in workplace.
11
Table 3.10: The below table shows if diverse employees identify
customers needs well?
12
Table 3.11: The below table shows if diverse employees can be
valuable.
13Table 3.12: The below table shows can diverse employees enhanceinnovation by fresh ideas?
14
Table 3.13: The table shows whether diverse employees improve
internal morale.
15
Table 3.14: The below table shows the organisation is naturally
diverse.
16
Table 3.15: The below table shows do diverse employees make richer
experience with teamwork.
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LIST OF FIGURES
SR.
NO.FIGURE NO.
PAGE
NO.
1Figure 3.1: The below table shows the age group of the sample
2 Figure 3.2: The below chart shows the gender of the sample.
3
Figure 3.3: The below graph shows the experience of the employees in the
organisation of the sample.
4
Figure 3.4: The below graph table shows flexibility of arrangement acquired by
staff for work and personal work.
5
Figure 3.5: The below graph shows whether employees have dispute with their
supervisors.
6
Figure 3.6: The below pie chart shows whether the organisation has effective
means of identifying conflicts.
7
Figure 3.7: The below graph shows whether employees problems and complains
are entertained by the org.?
8Figure 3.8: The below graph shows whether org. have policies and procedure forfemale to encourage and support participation.
9
Figure 3.9: The below graph shows how many sentences are relevant in context
to diversity in workplace.
10
Figure 3.10: The below graph shows if diverse employees identify customers
needs well?
11Figure 3.11: The below graph shows if diverse employees can be valuable.
12
Figure 3.12: The below graph shows can diverse employees enhance innovation
by fresh ideas?
13
Figure 3.13: The below graph shows whether diverse employees improve internal
morale.
14 Figure 3.14: The below graph shows the organisation is naturally diverse.
15
Figure 3.15: The below graph shows do diverse employees make richer
experience with teamwork
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ACKNOWLEDGEMENTS
Diversity in the world is a basic characteristic of human society, and also the key
condition for a lively and dynamic world as we see today.
Jinato Hu
When it comes to an appeal of fathomless gratitude and obligation first of all, we owe our
head heartily to all who have been inspirational, motivating and supportive throughout the
project work, this report is the sensible team effort of all those people mentioned or not
mentioned here. We express our benevolent thanks to our module instructor Ms. JYOTI
CHANDWANI not only for giving excellent guidance, but also for
hernever ending willingness to deliver generous research methodologies, timely attention
and kind interest.
We would also love to thank the MANAGER of GATEWAY OF TAJ, SURAT, for
giving us the permission in conducting the survey, without which the research would not
have been possible.
Also we will not forget to thank the sample population, that is, the EMPLOYEES of
GATEWAY OF TAJ for spending their precious time in filling the questionnaire and
discussing their problems and issues with us and helping us in our project report.
At last we would love to thank AURO UNIVERSITYfor supporting us humbly in every
way and helping us in the completion of our project report
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Executive summary
The objective of the survey is to provide quantitative data to identify areas in the careers ofall employees which may require greater attention to ensure that the business benefits of
diverse and inclusive workplaces are reaped. The survey identifies differences in pay,turnover, age at seniority levels and other factors to indicate where further work should bedirected. Company should determine the true extent of and the causes for a gender gap incorporate leadership roles and take action to ensure that men and women are provided withequal work. The usual hypotheses for gener disparity, such as the comparative value of rolesor the value of traditional working arrangements, must be challenged. Company shouldexpand identification and promotion of women with talent to positions of leadership beyondthe entry level leadership roles, and continue this throughout the leadership career stream.
Company leaders should examine flexible working arrangements (FWA) to determine how to
utilise them more effectively. To ensure company-wide buy-in of the importance of flexible
working and understanding of how to make it work effectively, this work should include the
individuals who want to work flexibly, their peers, line managers and business unit leaders.
The examination of FWA should encompass all forms of employment: full time with
flexibility, fixed non- standard hours, casual and contracting, and all other forms of FWA
required to ensure staff are able to work effectively while balancing personal needs.
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COMPANY INTRODUCTION
he Indian Hotel Company Limited (IHCL) and its subsidiaries are collectively knownas Taj Hotel Resorts and Palaces and is recognised as one of Asia's largest and finesthotel company. Incorporated by the founder of the Tata Group, Mr. Jamsetji N. Tata,
the company opened its first property, The Taj Mahal Hotel, Bombay in 1903. The Taj, asymbol of Indian hospitality, completed its centenary year in 2003.Taj Hotel Resorts and Palaces comprises 93 hotels in 55 locations across India with anadditional 16 international hotels in the Maldives, Malaysia, Australia, UK, USA, Bhutan, SriLanka, Africa and the Middle East.Spanning the length and breadth of the country, gracing important industrial towns and cities,
beaches, hill stations, historical and pilgrim centres and wildlife destinations, each Taj hoteloffers the luxury of service, the apogee of Indian hospitality, vantage locations, modernamenities and business facilities.
Revenue 1924.79 crore (US$310 million)(FY2012-13)
Operating
income
453.34 crore (US$73 million)
(FY2012-13)
Net income1924.79 crore (US$310 million)
(FY2012-13)
IHCL operate in the luxury, premium, mid-market and value segments of the market throughthe following:
Taj(luxury full-service hotels, resorts and palaces) is our flagship brand for the world's mostdiscerning travellers seeking authentic experiences given that luxury is a way of life to whichthey are accustomed. Spanning world-renowned landmarks, modern business hotels, idyllic
beach resorts, authentic Rajput palaces and rustic safari lodges, each Taj hotel reinterprets thetradition of hospitality in a refreshingly modern way to create unique experiences andlifelong memories.
Taj Exoticais our resort and spa brand found in the most exotic and relaxing locales of theworld. The properties are defined by the privacy and intimacy they provide. The hotels areclearly differentiated by their product philosophy and service design. They are centered onhigh end accommodation, intimacy and an environment that allows its guest unrivalledcomfort and privacy. They are defined by a sensibility of intimate design and by their variedand eclectic culinary experiences, impeccable service and authentic Indian Spa sanctuaries.
Taj Safarisare wildlife lodges that allow travellers to experience the unparalleled beauty ofthe Indian jungle amidst luxurious surroundings. They offer India's first and only wildlifeluxury lodge circuit. Taj Safaris provide guests with the ultimate, interpretive, wild lifeexperience based on a proven sustainable ecotourism model.
Vivanta by Taj Hotel & Resortsspan options for the work-hard-play-hard traveller across
metropolitan cities, other commercially important centres as well as some of the best-lovedvacation spots. Stylish & sophisticated, Vivanta by Taj delivers premium hotel experiences
T
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Company profile: GATEWAY OF TAJ
Who are we?
The Gateway hotel & Resorts, designed keeping you, the modern nomad, in mind. At The
Gateway, we believe in keeping things simple. Part of the Taj Group of Hotels, the Gateway
Hotel & Resorts are full service upscale hotels and resorts in the South Asia region. We offer
consistent, quick and crisp service for smart travellers seeking hassle-free and contemporary
experiences.
We know that you're looking for comfort, familiarity and flexibility when you travel. That'swhy our hotels are divided into 8 zones - Enter, Stay, Hangout, Meet, Work, Workout,Unwind and Explore. Our 24/7 services such as the 24/7 breakfast, 24/7 'active studio' and24/7 laundry are all designed to cater to guests round-the-clock. We deliver fitness throughservices like 'in-room yoga' and 'active foods'. We let you guests enjoy your space. We takethe unwanted surprises out of travel with a welcoming, consistent and enjoyable stayexperience, unobtrusive service and warm, friendly hospitality.
The Gateway Hotels & Resorts are located in 24 cities and holiday destinations with plans toopen in many more. We currently have 40 operating and signed up hotels and plan to takethis number to at least 50 over the next few years.
So that no matter where you go, you are never far away from a stay at your home away fromhome.
What do we do?
As travel often means more hassle than harmony, more stress than satisfaction, moderntravellers are looking for smarter choices. Driven by our passion for perfection, we welcomeour customers to a refreshingly enjoyable and hassle-free experience, anytime, everywhere.Offering the highest consistency in quality, service and style we set new standards and takethe unwanted surprises out of travelling. Our warm welcome makes you feel at home and ourcrisp and courteous service empowers you to get more done with greater effectiveness andcontrol. Through our unrivalled network we provide welcome perfection, anywhere ourcustomers want or need to be.
What do we offer?
A relaxed, refreshing and contemporary experience across our zones - enter, stay, hangout,meet, work, workout, unwind and explore to better deliver the brand promise. Be it 24/7, our
belief that all key hotel services should be available round-the-clock, or menus that helpyou take advantage of what every day has to offer, the focus is always on creating sanctuariesthat refresh, refuel and renew the modern day traveller. 'Active foods' - superfoods and lowglycemic index foods for the health conscious; 'eat-in' - our refreshed in-room dining menu;'wake up' - the buffet breakfast with a range of healthy & indulgent options and regional
home-style cuisine. 'In-room yoga' amenities for the yoga enthusiasts; 'explore' - packagesthat lend themselves to exploring the destinations our hotels are located in.
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We are flexible, on the move, and instantly responsive. We work around the clock and aroundguests' schedules. We have a 24/7 attitude. We are the breakfast at 2 PM. We are the workoutat night. We are about active and healthier choices. We are about flexibility and freedom.Freedom to make whatever demands you want of us so that you can go about your businessuninterrupted
New Hotel launches and Expansions
Taj launched three new Gateway hotels in the year 2013-14 and expanded its inventory in
one hotel.
The Gateway Hotel Lakeside, Hubli
Your Company launched its fourth Gateway branded hotel in Karnataka, in addition to the
existing hotels at Bangalore, Mangalore and Chikmagalur. The hotel is located on the arterial
road connecting Hubli to Dharwad and is close to the city centre. Spread over 9 acres ofpristine lush greenery, the hotel sits pretty on the banks of the picturesque Lake Unkal. The
hotel has 92 spacious rooms including 4 suites, each room offering serene views of Lake
Unkal.
The Gateway Hotel IT Expressway, Chennai
Your Company marked the debut of the Gateway Brand in Chennai located near
Sholinganallur junction on Old Mahabalipuram Road. The Gateway Hotel IT Expressway
Chennai offers guests the dual advantage of being right where the IT action is, as well as
being within easy reach of the temple town of Mahabalipuram and the French influencedUnion Territory of Puducherry. Each of the 200 spacious rooms have an uninterrupted view
of the citys skyline.
The Gateway Hotel EM Bypass, Kolkata
Your Company launched the first Gateway branded hotel in Kolkata and the second Taj
property after 24 years post the launch of Taj Bengal in 1989. Built on 1.9 acres of prime real
estate, the property is optimally located at the junction of the Rashbehari Connector and
within touching distance of the citys IT hub and principal business districts. With 197
elegantly designed rooms and suites, a grand ballroom spread across 6,400 sq ft, 24 hourbusiness center and meeting rooms, high speed wi-fi connectivity throughout the hotel,
coupled with fitness center and swimming pool, the hotel will redefine the citys hospitality
backdrop, blending in the most of sophistication, with traditional heritage and modern
efficiency.
The Gateway Hotel Airport Garden, Colombo
The Gateway Hotel Airport Garden Colombo opened a new block consisting of 98 Executive
Rooms, 2 Gateway Suites and a new lobby. The hotel is nestled in midst of a 38-acre coconut
plantation bordering the Negombo Lagoon and the Colombo-Katunayeke Expressway.
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Designed by Singapore-based architects Warner Wong, the new wing of the hotel has a
contemporary look and feel which embraces the modern Sri Lanka.
-''. "*. /%0%1"2%Home Food by Home Makers @ Gateway Hotels
This initiative resulted in better guest experiences and an increase in the food scores. The Top
2 Boxes (Excellent and Very Good) Scores of GSTS for food is 84 % against the score of 82
% in the corresponding period previous year. New additions of home style food
Bayulusime at Hubli, Thanjavur Virundhu at Chennai and Purbo banglar khabar at
Kolkata Gateway hotel have been very well received.
Chefs Hat @ gateway -
Based on the concept of Co-creating with the guest a special trolley designed exclusively
for
Interactive Cooking and positioned in the All Day Dining, allowing resident guests to indulge
in inventing a new dish of their choice.
3%".%1,456 7%0%$'68%*+
During the year over 90 senior managers were taken through a very structured and intensiveleadership development program to prepare them for larger roles as the organization grows.
This initiative has had a significant developmental impact on the managers and will providethe organization with the required leadership bandwidth for future growth.
9+1%*2+4,
Organization Culture: IHCL has a highly engaged and loyal workforce, which is responsiveto guest needs and requirements. Benchmark levels of employee engagement have translatedto a guest first culture at touch points within the hotel, where employees consistently striveto meet and exceed guest expectations. This is a hallmark of the Taj brand, and helps theorganization stand out amongst its competitors.
9"(%+:
To ensure that Safety remains a prime focus at the work place, Benchmarking site visits werearranged for Senior Leaders as well as General Managers to other Tata Companies tofacilitate sharing and learning. Your Company has also intensified its Safety audit systems atthe hotels by engaging Bureau Veritas (India) Ltd to conduct a detailed 2-3 day audit at eachof your Companys hotels. The Safety audit process now includes Ginger hotels as well asInternational hotels in Sri Lanka, Bhutan as well as Maldives. This year audits have beencompleted for 73 hotels.
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1. Minimal addition to Workforce:The drive to improve the manning standard across the organization by scrutiny of vacant
positions and selectively closing critical positions at all levels was continued this year. As inthe previous few years, new hirings have been kept at a minimum and most new positionshave been filled with internal redeployment.
2. Filling positions in new hotels through internal redeployment:This initiative of redeploying existing and trained workforce from current hotels to newopenings was continued during this year. Staffs have been redeployed into all the new hotels.3. Leadership Development:The Taj Leadership Program is focused to develop leadership capability in middle managerswho have the potential to become future leaders - Functional heads or Hotel GeneralManagers. Each batch has to go through a 6 day phase of the workshop, interspersed with 3-4weeks of work, such that the participant can practice his / her learning in daily work routine.This year your Company has successfully completed the program for the third batch of 31
participants.4. Smart layering the organization:The organization had initiated an effort to drive efficiency by achieving a healthier managerto staff ratio in the previous year. The effort has been continued in the current year and theoverall number of managers in the Company has reduced despite the addition of new hotelsin the Taj fold.
@'8%* ;86'B%18%*+ "*. C*+5 9%D
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Be working at a Taj Hotel, but also aspire to do more for their family as well as forthemselves. Babul, for example, is a differently-abled associate, who works in theHousekeeping Department and eagerly aspires to be a Housekeeping Manager some day. Hewas elected Partner of the Month in December 2011 for having returned guest money foundwhile doing laundry.
I am very happy here. I love working at The Gateway Hotel, Vadodara. Ive learnt a lothere.
-SurinderCommunicated in sign language, since Surinder is hearing and speech impaired
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Chapter 2: Theoretical Framework and
Research Methodology
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Theoretical framework
Workplace Diversity in Hospitality
The United States Department of Commerce statistics estimated that a total of 59.7 milliontourists from different part of the world visited the U.S. in 2010. Similarly, a total of 2million U.S. citizens visited China alone as tourists in 2010. Statistics show that 8 million
people are employed in the travel and tourism industry and the report further reported that 1.2million are linked directly with international tourists. These statistics confirm just howdiverse the workforce composition in the industry has become. Workplace diversity inhospitality and tourism is therefore a key factor in facilitating cultural exchange on a global
level.
Nature of Hospitality
Globalization has enhanced the diversity experienced in the hospitality and tourism industrybecause of its multicultural nature. Tourism involves the movement of people from theirusual surroundings to places of interest either within the country or across international
borders for leisure, business, fun or adventure. Hospitality, on the other hand, involvesproviding services such as travel, accommodation and entertainment to meet the needs oftourists. Hospitality and tourism aims at optimizing the experience of tourists in culturalenvironments that differ from those of their home countries or regions.
Understanding Workplace Diversity in Hospitality
Hospitality and tourism present a unique opportunity to understand new cultural experiencesfor both employees and the tourists. It is important for the personnel to understand andappreciate different cultures to enhance the nature of their interactions with tourists ofdifferent cultures, religions, races, creeds, colors, ages, genders and sexual orientations. It isfor this reason that businesses plying their trade in this industry must endeavor to train their
personnel to appreciate and accommodate people from diverse backgrounds around theworld. As such, workplace diversity not only facilitates easy understanding of differentcultural, social and economic perspectives but also enhances the delivery of satisfactoryservices through communication and observation.
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Influence of Workplace Diversity in Hospitality
The workforce composition in the hospitality and tourism establishments is definitely vastand diverse. Indeed, it is necessary to employ people from all walks of life and nationalitiesso as to nurture workplace diversity that portends positive influence and enhanced
productivity in the hospitality and tourism industry. Workplace diversity also enablesbusinesses in the hospitality and tourism industry to nurture and portray a positive image ofinclusive equal employment opportunities for all without regard to race, gender or nationality.
Appreciating Workplace Diversity in Hospitality
Workplace diversity in the hospitality and tourism industry is enhanced through visions thatpromote equal employment opportunity to cater for the different nationalities in the market .
The industry gets to appreciate the world's socio-cultural and economic differences throughthe recruitment of people of diverse backgrounds. As such, businesses in this industry need toestablish organizational policies that not only discourage discrimination but also encourageintercultural activities such as cultural educational programs and forums. Businesses alsoshould employ organizational structure that comprise of people from different regions andraces and spread key appointments to qualified staff from across the board.
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Research methodology
Research design
The study has utilized both descriptive and causal research design. The research problems
and objective posed at the beginning of the study will be answered through a descriptive and
research design. The design will focus on diversity of workplace in an organization. A close-
ended questionnaire was used to obtain the data. Interpretation would enable us to know
about the level of diversity within the organization and will help to recommend and suggest if
required for the workplace.
Time and place of survey
The survey was conducted on 5th November 2014 in GATEWAY OF TAJ; our respondents
were employees of Taj Hotel from various sectors and knowing about their diversity policies
availability in the organization in which they work in.
Table 2.1: The table shows the sampling size and instrument used
Population that has been studied GATEWAY OF TAJ employees
Sampling size 50
Instrument used Questionnaires
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Sample size
The sample size for our survey was 50 employees respondents from Surat city. The
respondents are working as employees in GATEWAY OF TAJ in various sectors.
Sources of data
The data used in the report were both primary and secondary data. The primary data was
conducted by survey and was used for analysis and interpretation whereas, the secondary data
was collected from various journals, research papers and web browsing and were used for
literature review and theoretical framework of the topic.
Sample frame
The survey was conducted in GATEWAY OF TAJ, a chain hotel of The Indian Hotels
Company Limited (IHLC) , Surat city. The areas covered under our survey were the lower
level workers and their superior employees.
Analytic procedure
The analytical procedure included the questionnaire on the basis of which study was
conducted .The data collected was analyzed by using graphical method. The data was
represented in the form of graphs and charts and then were interpreted which would help us
to get the approximately appropriate conclusion and results in order to get few
recommendations and suggestions for the use of diversity policy in an organization.
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Chapter 3:
Data analysis and interpretation
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Personal Questions:
1.
Age
Table 3.1: the below table shows the age group of the sample
Figure 3.1: the below bar graph shows the age group of the sample
Interpretation:
The above table shows that the organization constitutes out of 50 employees a large number
of group age is 18-25 with percentile of 56%, which shows working of young generation in
hospitality sector is uprising which brings new and innovative ideas. Out of 50, 40% of the
employees lies in the age group of 25-40 and a very few percentage of employees lies in the
age of 40 or above.
18-25 28 56%
25-40 20 40%
40 and above 2 4%
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2. Gender
Table 3.2: the below table shows the gender of the sample
Figure 3.2: the below column chart shows the gender of the sample
Interpretation:
From the above table, we can easily witness that men have outnumbered women in the
organization dramatically. The table shows men with number of 32 with a percentile of 64%
whereas women being 18 with percentile of only 36%.
Man 32 64%
Woman 18 36%
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3. Experience in your workplace
Table 3.3: the below table shows the experience of employees in the organization
of the sample
Figure 3.3: the below pie chart shows the experience of employees in the
organization of the sample
Interpretation:
According to the table given above, we can clearly see that majority of employees working in
the organisation is for 2-5 years, with percentile of 48%.
2 years 16 32%
2-5 years 24 48%
5-10 years 6 12%
10+ years 4 8%
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Question 1: does the organisation provide flexible arrangements to enable staff and
volunteers to better balance work and personal responsibilities?
Table 3.4: the below table shows flexibility of arrangements acquired by staff for their
work and personal responsibilities.
Figure 3.4: the below graph shows flexibility of arrangements acquired by staff and
volunteers for their work and personal responsibilities.
Interpretation:
According to the given graph and table, 78% of the employees agree to the fact that their
organisation does act flexible and support them. Thus, provide necessary facilities required.
During the survey, we witnessed that 4% of employees who disagree with the statement
belonged to laundry section.
yes 25 50%
sometimes 8 16%
no 2 4%
always 15 30%
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Question 2: do you have dispute with your supervisor?
Table 3.5: the below table shows whether employees have dispute with their supervisor.
Figure 3.5: the below graph shows whether employees have dispute with their
supervisor.
Interpretation:
From the above graph, we can see that there is harmony within the organisation because 60%
of the employees say that they do not have any dispute with their supervisors, which shows
the organisation is working smoothly. According to the topic - diversity in workplace, it is
natural to have a few conflicts (40% of the employees believe that).
most of the time 1 2%
sometimes 20 40%
never 29 58%
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Question 3: does the organisation have an effective means of identifying and addressing
conflicts?
Table 3.6: the below table shows whether the organisation has effective means foridentifying and addressing conflict.
Figure 3.6: the below pie chart shows whether the organisation has effective means of
identifying and addressing conflicts.
Interpretation:
The above pie chart clearly portraits that the organisation does have an effective means of
identifying and addressing conflicts as 98% of the employees agree to it. In hospitality sector,
there is a wide range of hierarchy which tells us that conflicts are bound to occur. Hence, the
organisation needs to keep effective means to avoid mismanagement.
C9?
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yes 49 98%
no 1 2%
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Question 4: are your problems and complains entertained by the organisation?
Table 3.7: the below table shows whether employees problems and complains are
entertained by the organisation?
Figure 3.7: the below graph shows whether employees problems and complains are
entertained by the organisation.
Interpretation:
According to the above graph, 94% of the employees state that their complain and problems
are well entertained and looked into. This depicts to maintain diversity in workplace; the firm
keeps every individuals need under well consideration to maintain harmony. Whereas, the
other 4% disagree this is natural as no firm can wholly balance the environment.
yes 46 94%
no 1 2%
sometimes 3 4%
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Question 5: does your organisation have policies and procedure to encourage and
support participation of female?
Table 3.8: the below table shows whether the organisation has policies and procedurefor female to encourage and support participation.
Figure 3.8: the below graph shows whether the organisation has policies and procedure
for female to encourage and support participation.
Interpretation:
Most of the departments in Gateway of Taj, such as Front Desk, F&B, Housekeeping and so
forth give equal importance to male and female. According to the survey, 68% of theemployees believe that females are encouraged. Nevertheless, there are a few departments
such as Laundry, Engineering where male are more preferable. Thereby, the remaining 32%
of employees say no. As women are stepping in business and service market immensely,
hoteliers are upholding policies to get more female number in the hospitality sector by
encouraging and supporting them.
Yes 34 68%
No 16 32%
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Question 6: Has your organisation ever:
Table 3.9: the below table shows how many sentences are relevant in terms of diversity
of workforce.
Figure 3.9: the below graph shows how many sentences are relevant in terms of
diversity of workforce
Interpretation:
From the above table and graph, it depicts that Gateway of Taj has an overall diversity in
workplace policy which they strictly follow. One of the statement where is says installed
specialist facilities for diverse groups, this means the hoteliers takes great interest in every
individuals need; also have harassment policy where any employee of the organisation can
drogue a complain and management could look into the matter instantly.
Installed specialist facilities for diverse groups. 33 66%
Examined your salary arrangements for potential discrimination. 6 12%
Offer pro-rata pay and holidays to part time workers 31 62%
Run any special training sessions for diverse groups (e.g. women only) 39 78%
Ensure that you are complying with the relevant equality legislation 7 14%
Offer unpaid placements to applicants from diverse groups 3 6%
Have a written harassment policy 50 100 %
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Question 7: agree or disagree to the given sentences about diverse employees.
(a) Diverse employees identify more accurately the needs of customers?
Table 3.10: the below table shows if diverse employees identify needs of customers well.
Figure 3.10: the below graph shows if diverse employees identify needs of customers
well.
Interpretation:
48% of the employees strongly agree that diverse employees will give better service to the
customers because people are more easily engaged when they feel represented amongst their
colleagues and peers. When employees are members of the communities that an organization
is working inor working withit adds to both credibility and trust.
strongly agree 10 20%
agree 19 38%
dont know 17 34%
disagree 4 8%
strongly disagree 0 0%
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(b) Diverse employees can be valuable because they have a wide variety of skills.
Table 3.11: the below table shows if diverse employees can be valuable.
Figure 3.11: the below graph shows if diverse employees can be valuable.
Interpretation:
62% of the employees agree that diverse employees are valuable because they have wide
range of skills. As diversity can contribute to more effective decision-making and problem-
solving by providing a range of perspectives, a broad spectrum of expertise and a more robust
process for critical evaluation. Different perspectives can draw attention to shared
assumptions that may be implicitly guiding current practices.
strongly agree 8 16%
agree 23 46%
dont know 13 26%
disagree 6 12%
strongly disagree 0 0%
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(c) Diverse employees can enhance innovation with fresh ideas.
Table 3.12: the below table shows can diverse employees enhance innovation
with fresh ideas.
Figure 3.12: the below figure shows can diverse employees enhance innovation
with fresh ideas.
Interpretation:
78% of the respondents believe enhanced innovation and creativity as a benefit that wouldlikely flow from a more diverse workforce, as diverse employees provide fresh perspectivesand different points of view. Research from many sectors supports this, showing a strong link
between diversity and innovation. Well-managed heterogeneous teams are more productive,more creative and more effective than homogeneous groups.
strongly agree 7 14%
agree 32 64%
Dont know 2 4%
disagree 6 12%
strongly disagree 3 6%
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(e) Diverse employees make team working a richer experience.
Table 3.15: the below table shows do diverse employees make richer experience
with teamwork.
Figure 3.15: the below graph shows do diverse employees make richer experience
with teamwork
Interpretation:
80% of the respondent highly agrees to the statement that diverse employees make rich
experience in teamwork as employees are being exposed to new ideas, cultures and
perspectives which can help individuals to reach out intellectually and gain a clearer view of
their surroundings and their place in the world. Spending time with culturally diverse co-
workers can slowly break down the subconscious barriers; encourage employees to be more
well-rounded members of society.
strongly agree 10 20%
agree 30 60%
dont know 5 10%
disagree 5 10%
strongly disagree 0 0%
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Chapter 4:
Recommendation and Conclusion
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Recommendation
Creating a more diverse workforce in your small business is important not only for
compliance with anti-discrimination laws, but it can also benefit your company from a
productivity standpoint. Diversifying your workforce can be tricky, as some employees maynot relate well to people from different cultures or backgrounds. Some recommendations can
help you not in the recruitment of a more diverse workforce,
Widen Your Recruiting Base
If you restrict your recruiting to your immediate geographic area, you may be missing an
opportunity to develop a diverse workforce. Use other recruiting vehicles to expand your
base, including online job boards which anyone with Internet access can view. Also, advertise
your openings in publications that appeal to minorities.
Offer Language Training
According to the Workforce Diversity Network website, the Society for Human Resource
Management says that providing or paying for training in English as a second language is a
way to improve diversity. Having this type of program allows you to recruit from a wider
base of candidates, as it removes language barriers as a reason for not considering a qualified
applicant.
Create an Evaluation Form
According to the Strategies and Tactics for Recruiting to Improve Diversity and Excellenceprogram, developing a standardized form to evaluate candidates helps prevent discriminatory
hiring practices. A form allows you to use the same evaluation criteria for all candidates,
which reduces the possibility of interjecting personal prejudices.
Make Use of Current Staff
Use existing members of your staff to help recruit employees. For example, if you already
have quality employees who are minorities, let them know about job openings to see if they
know others who may be qualified or interested. This helps to create a flow of diverse
candidates, and can also reduce your recruiting expenses.
Clarify the Benefits
Emphasize to your employees how diversity benefits the company, and how that ultimately
benefits each employee. For example, if you hire a Latino sales representative, point out that
this can help the company expand into the Latino marketplace, creating growth and more
opportunities for everyone at the firm.
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Conclusion
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References
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ANNEXURE
DIVERSITY IN WORKPLACE
This survey asks questions about diversity in an organization by which we meant the
employment of groups such as gender, age, ethnic minorities, disable and old workers
and others that can be overlooked for employment opportunities.
PERSONAL DATA
Name________________________________________________
Age
18-25
25-40
40 and above
Gender
Man
Woman
Experience in your workplace
0-2 years
2-5 years
5-10 years
10+ years
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YOUR CURRENT EMPLOYMENT STATUS
Question 1: Does the organisaion provide flexible arrangements to enable staff and
volunteers to better balance work and personal responsibilities?
Yes
Sometimes
No
Always
Question 2: Do you have dispute with your supervisor?
Most of the time
Sometimes
Never
Question 3: Does the organisation have an effective means of identifying and
addressing conflicts?
Yes
No
Question 4: Are your problems and complains entertained by the orgnaisations?
Yes
No
Sometimes
Question 5: Is performance appraisal in the organisation affected by caste and class of
employee?
Strongly Agree
Agree
Disagree
Strongly Disagree
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Question 6: Dose your organisation policies to encourage and support participation of
female?
Yes
No
Question 7: Do you know if your organization has a diversity policy (e.g. regarding
hiring, promotion, retention)?
Question 8: Has your organisation ever: (Please tick as many as are relevant. If
initiatives are planned please indicate with an asterisk)
Installed specialist facilities for diverse groups.
examined your salary arrangements for potential discrimination.
Offer pro-rata pay and holidays to part time workers
Run any special training sessions for diverse groups (e.g. women only)
Ensure that you are complying with the relevant equality legislation
Offer unpaid placements to applicants from diverse groups
Have a written harassment policy
Questin 9: Have you ever felt mistreated by co-workers or any other person within
your organization because of factors related to diversity?
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