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.

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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.

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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.

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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.


agree 23 46%

dont know 13 26%

disagree 6 12%



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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.


agree 32 64%

Dont know 2 4%

disagree 6 12%



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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.


agree 30 60%

dont know 5 10%

disagree 5 10%



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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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Diversity in Workplace

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