1. Introduction

1.1 Title

The working title of this research proposal is- Impact of gender and ethnicity equality in Unilever corporation.

1.2. Overview of the company

Unilever is a British-Dutch transnational purchaser products organization co-headquartered in London, England, and Rotterdam, Netherlands. Its items incorporate food, caffeinated drink, frozen yogurt and refreshments (around 40 per cent of its income), cleaning specialists, excellence items, and individual consideration items. Unilever is the biggest maker of cleanser on the planet. Unilever is one of the most established global organizations; its items are accessible in around 190 nations (Unilever.com, 2020).

Unilever possesses more than 400 brands, with a turnover in 2017 of 53.7 billion euros, and thirteen brands with deals of more than one billion euros.

1.3. Aims and objectives

The aim of this project is to determine the impact of Ethnicity, equality, diversity and Gender in Unilever Corporation.

The objectives for this study are:

●      To identify the impacts of ethnicity and gender quality in the business and operational factors of Unilever corporation

●      To evaluate the importance of gender and ethnicity equality in Unilever for better organisational performance.

●      To understand the benefits Unilever can generate by promoting gender based equality in its operations.

●      To evaluate the issues and challenges faced in the management of gender and ethnicity equality in Unilever Corporation.

2.1 Reasons for choosing the topic

Inequality has plagued our world for hundreds of years, inequality on various grounds such as caste, creed, religion, ethnicity and sex. Ethnicity and gender have been serious criteria for discriminating against people, and unfortunately it is still prevalent in bits and pieces across the world. Hence, this subject is extremely critical and I feel I should discuss this subject in the research to spread awareness about it and also evaluate practices that Unilever can take under for gender quality practices. The topic will also allow the study to critically discuss on the impacts that gender and ethnicity equality factors imposes on a particular organisation. Unilever has thus been selected to understand the overall of these factors on companies operations and employee management responsibilities.

3.1 Ethnicity and gender equality in organization

It is important to remember that maintaining a gender and ethnicity based equality in organizations can be extremely beneficial and help them in achieving their direct goals as well. As per Combs et al. (2018, p. 100), implementing a diversified cast of employees can also boost the organizational potential of the company, by adding a new talent pool to the workforce. The research is to closely access and analyze how a number of organizations manage to maintain a strong sense of ethnicity and gender based equality and diversity in their workforce.

3.2 How inequality can affect organizational performance

Treating employees unequally on the basis of their gender or ethnicity can prove to be seriously harmful for the organization. Apart from the damage it will do to the Unilever’s reputation and brand name in the entire industry, according to Nathan (2016, p. 2465), it can also create a sense of tension in the workforce. Discrimination will also prevent organizations to utilize many talented potential employees from whom the company could benefit a lot. The research will aim to look at some instances where organizations practiced inequality and how they were impacted.

3.3 Steps to be taken

Several steps can be undertaken by Unilever to make sure they boast a diverse staff and equality on the basis of gender and ethnicity is maintained among the employees. As per Boudreaux (2020, p. 35), employees can also train and educate their employees to be more open to each other and an organizational culture of mutual respect can be cultivated. This research will also analyse various methods by which equality of ethnicity and gender can be put into force.

Figure 1: Ethnic and gender equality and diversification

(Source: Zhuwaoet al. 2019, p. 7)

4.1 Activities and timescales

 Research approach

The main research approaches are quantitative and qualitative; the quantitative approach is to be taken in this research as it would be based on surveys and interviews.

Research design

There are four main types of research design- explanatory, descriptive, exploratory and evaluation (Lewis et al. 2017, p. 225). This particular research would be based on the descriptive design as it utilizes statistical figures to answer how inequality in ethnicity impacts organizations.

Population

Executive officers from 3 business organizations will be interviewed and a survey is to be conducted on 20 employees working in various sectors.

Data sampling and collection

There will be two types of data sources- primary, which will be obtained via interviews and surveys and secondary, which will be obtained via research papers and journals.

Data findings

The retrieved data is to be analysed acutely and conclusions are to be drawn on the subject.

Gantt Chart

The gantt chart has been prepared according to the overall timescales and activities under the research study.

Refer to Appendix 1.

Timescale

Table 1: Research activities timeline

(Source: Created by researcher)

Target date (set by tutor):

Target date (set by tutor):

Approved by

Rishi

Comments:

Agreed:

PartheepanThambiayah

07/05/20