Abstract
This research paper explores the prospects of equality and diversity inclusion within three prominent multinational corporations (MNCs) based in the UK.
Currently, some of the world’s largest corporations operating in the country include Vodafone, GlaxoSmithKline (GSK), and Barclays.
As a secondary research study, it assesses the equality and diversity policies/sustainability practised by these organisations and their success in building an organisational culture that embraces diversity.
The findings offer a specific concept of how these MNCs have advanced their objectives of diversity and inclusion, and they present systematic, numerical information to substantiate the findings.
Introduction
The search for gender and diversity in employment offers components of MNCs of equal opportunity that remains one of the pressing issues of contemporary management providing for the enhancement of experience, participation and productivity. The present paper analyses the key concepts of diversity and inclusion by focusing on the practices implemented by three large British MNCs: Vodafone, GlaxoSmithKline (GSK), and Barclays. This research is intended to evaluate and establish the efficiency within the organisational performance of the above-stated initiatives.
Aim and Objectives
The impact of diversity and inclusion, as a stream of research, in organisations like Vodafone, GSK, and Barclays will be assessed in this study. The specific objectives are:
- To compare the current findings with the existing diversity and inclusion policies within these MNCs.
- To evaluate the effectiveness of these policies to enhance the level of engagement of the employees and improve the organisational performance.
- To establish what problems are experienced in the formulation and continuation of efficient equality and diversity strategies.
- To present a set of actionable steps that would improve D&I approaches in the organisations.
Literature Review
Scholars and business researchers have over the recent past called for increased attention to diversity and inclusion in the workplace to improve the innovation process and employee satisfaction (Deloitte, 2023; McKinsey & Company, 2023).
Some of the implemented policies and programs are; Vodafone, Global policy on employment of people with disabilities, GSK workplace inclusion, Barclays, and Working with you Policy.
However, the fact that some of these programs are more effective than others suggests that there is more to be learned about how these programs work and what they accomplish.
The literature identified by the Harvard Business Review in 2023 indicates that for diversity initiatives to work in organisations, they need to have a good culture, commitment and resources.
Methodology
This research adopts a secondary research approach, using the Research Onion model as conceptualised by Saunders et al., (2019). The methodology is detailed as follows: The methodology is detailed as follows:
Research Philosophy
The research philosophy that has been used in the study is positivism whereby the study has relied more on factual data and statistics. This philosophy is applicable for assessing the strategies on diversity and inclusion since it entails hard facts found in the annual reports, questionnaires, and other research papers.
Research Approach
The research is classified under deductive research where the researcher begins by reviewing theories and literature on equality and diversity inclusion. The approach enables the realisation of these theories in the current practices of Vodafone, GSK, and Barclays to determine the extent of an inclusive workplace.
Research Strategy
A comparative case study approach is used to compare and contrast the diversity and inclusion policies of the three MNCs under investigation. This approach allows for the identification of the distinct equality and diversity policies, plans and results in the respective organisations.
Data Collection Method
The study utilises secondary data collection methods, gathering data from various sources, including The study utilizes secondary data collection methods, gathering data from various sources, including:
- Company Reports: business annual reports in addition to sustainability reports of Vodafone, GSK, and Barclays.
- Industry Reports: Research works carried out by firms such as Deloitte and McKinsey on diversity along with inclusion up to 2023.
- Academic Journals and Articles: Scholarly articles and journals that give information on the efficiency of diversity policies.
Data Analysis
The collected data is analysed using thematic analysis, focusing on three main themes: equal opportunities and diversity provisions, effects of integrated measures, and difficulties in their application. This method enables one to be able to capture trends and patterns within the data to come up with a holistic view of the effectiveness of the D&I interventions.
Findings and Discussion
Equality and Diversity Policies
All three firms; Vodafone, GSK, and Barclays have adopted effective diversity and inclusion policies to eliminate prejudices in their operations across the world.
Vodafone’s policy entails gender diversity and the organisation’s goal is to ensure that at least 40% of its board of directors is women by the year 2030 (Vodafone, 2023).
To encourage disabled employees, GSK has started the disability employment programme, and for racial diversity, Barclays has started a very effective ‘black in the future’ program.
Impact of Inclusion Strategies
As it was earlier noted, these inclusion strategies have different effects on the three MNCs. Specifically, Vodafone has focused on gender diversity, and the latter has shown an increase in the representation of women in leadership positions from 29% to 35% in the years 2020–2023 (Vodafone, 2023).
GSK’s disability inclusion programs have increased the employee satisfaction rating among disabled persons in the company by 15 per cent during the same period (GSK, 2023).
This has been achieved through Barclays’ racial diversity programmes which have increased the number of minorities in senior management roles by 10% (Barclays, 2023).
Challenges in Implementation
Nonetheless, several issues are still to be addressed. In some of the countries, Vodafone is experiencing cultural barriers when it comes to diversity and gender diversity in particular.
GSK has a problem with mainstreaming disability in the corporation; it meets a lot of resistance from mid-level management.
Barclays however; still has issues that it grapples with about unconscious bias and actual racial diversity across organisational layers.
Summary
The findings indicate that while Vodafone, GSK, and Barclays have made strides in promoting diversity and inclusion, there remain significant challenges. Each company must address these challenges to enhance the effectiveness of its D&I strategies further.
Conclusion
The research therefore establishes that while lots of progress has been made by Vodafone, GSK and Barclays to provide an inclusive workplace, it is a process that must be ongoing and reflects constant improvement.
Some of the future strategies that organisations should employ include; combating against culture that resists change in diversity, ensuring Diversity and Inclusion a central values in corporate culture, and eradicating unconscious bias from the working environment.
References
Deloitte. (2023). Diversity and Inclusion in the Workplace: Trends and Insights.
McKinsey & Company. (2023). Diversity Wins: How Inclusion Matters.
Harvard Business Review. (2023). Why Diverse Teams Are Smarter.
Vodafone. (2023). Annual Report and Sustainability Review.
GlaxoSmithKline (GSK). (2023). Corporate Responsibility Report.
Barclays. (2023). Diversity and Inclusion Report.
Saunders, M., Lewis, P., & Thornhill, A. (2019). Research Methods for Business Students (8th ed.). Pearson.
