Managing Equality and Diversity in The Tesco Plc (GC0443)

Table of Contents

1.0      Introduction.

2.0      How does Tesco manage equality and diversity in its workplace?

3.0      How do practices differ in the UK from other countries in which Tesco operates?

4.0      How do the practices compare and contrast to the theory?

5.0      How could this HR practice be improved if at all?

6.0      Conclusion.

References.

1.0  Introduction

Managing diversity and equality in the workplace is an essential part of businesses because issues related to diversity and equality create several challenges for businesses including Tesco. Diversity refers to a workplace where people come from different cultures and backgrounds that can be along the dimensions of age, status, socio-economic, sexual orientation, political and religious beliefs, and other ideologies (Ogden, 2016). Equality refers to the quality or state of being equal in rank, value, degree, correspondence in quantity, and equality in the promotion.

Equality in a workplace ensures that every staff is treated equally and fairly giving equal rights and without any discrimination (Kumra, 2012). This paper, first, outlines how Tesco manages equality and diversity in its workplace. Then, this paper discusses how equality and diversity practices in Tesco differ from other countries it operates. Next, this paper discusses how the practices of diversity and equality in Tesco compare and contrasts to theories. Finally, how equality and diversity practices can be improved in Tesco workplaces if it fails at all.

2.0  How does Tesco manage equality and diversity in its workplace?

Tesco, the biggest retailer in the UK, is now operating in the global market. It is working in every competitive environment in both domestic and international markets. As it is operating in diverse communities, it needs to hire people from diverse backgrounds (Research Omatic, 2018). There is a balance of people in Tesco’s workplace, where equality, diversity, and inclusion are the key points to ensure fair treatment with its employees. Tesco strictly maintains employment laws and regulations. That is why it avoids unfair practices against the ground of gender, age, race, color, disability, beliefs, sexual orientation (The Times, 2018).

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Equality Management in Tesco 

Tesco has developed four key networks to engage with its people. The “Out at Tesco” network is developed with people of different sexual orientations. The “Women in Business” network supports issues related to women and their career development (Morden, 2013). The “Tesco Asian Network” helps the people in Asia to develop a career at Tesco. The “ABC Network” aims to make Tesco an attractive employers among the Black British, African, and Caribbean colleagues (The Economist, 2018). This network also aims to provide training and development to Tesco people. In addition, Tesco has a strong relationship with many organizations (like Whizzkids) to represent disabled people (Hammett, 2018).

However, Tesco is facing challenges in inequality management. According to Clarke (2018), Tesco Action Group is leading a campaign against Tesco by claiming a million pounds of equal pay. The group claims that Tesco breached section 66 of the Equality Act 2010 by not paying equally to its over 8000 women workers. Webber (2018) said thousands of Tesco staff have joined new equal pay claim that is giving legal challenge. Wang (2018) stated that Tesco could pay up to £4 billion to its thousands of female staff due to the rise of an equality issue (Tribunal Claim, 2018). A report by Daily Mail (2013) revealed that Muslim workers filed a discrimination case against Tesco and won the case in court. Cox (2018) said Tesco is facing equal pay claims that could cost up to £4 billion. A report by the Guardian (2018) said female shop-floor workers at Tesco earn up to £3 an hour less than male workers.

Diversity management in Tesco

Tesco’s diversity council aims to set diversity strategies for its people. This council also maintains relationships with several diversity partners (including Opportunity Now, Employers Forum on Disability, and Stonewall) to improve its diversity strategies (Hammett, 2018). Stonewall helps Tesco to ensure equal rights for gay men and lesbians. Employers Forum on Disability helps Tesco to support disabled colleagues. Opportunity Now supports Tesco to ensure gender equity in its workplace (Our Tesco, 2018)…………………

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