Equal Opportunity & Employee Performance

The chapter will involve the basic terminologies related to the opportunity for the employees and the influencing aspects of the opportunity on the performance of the employees in the organisation. Mainly, the discussion regarding the background of the study of the research will be made in this research. In addition to the background of the study of the research, the discussion regarding the significance or the rationale of the research will also be made in this research. The aims and the objectives of the research study will also be made in this research study. The questions of the research will be discussed in this dissertation. Moreover, the description of the brief methodology of the research and the road map for undertaking the research project will also be made in this study. This roadmap will involve the discussion regarding the summary of all the chapters of the dissertation in a brief manner. Future research implications and the corresponding recommendations will also be discussed in the last chapters of the dissertation.

1.2 Research background

Equal opportunity at the workplace involves the concept of treating all the employees in the workplace in an equal manner regarding the varied opportunities present. Furthermore, equal opportunity at the workplace involves the equal treatment of the employees in the different parameters without the biasing on any parameter like race, gender and the age of the employees in the organisation (Setati et al., 2019). By the adoption of the equal opportunity based parameters at the workplace, the generation of new ideas, different skills and experiences at the workplace can be brought out easily (Shrestha and Parajuli, 2021).

With the help of equal opportunities in the workplace, the skills and the abilities of the employees' can be improved drastically. Skilled employees can better perform every segment of the work involved at the workplace. The motivation of the employees has been increased drastically which result in the enhanced performance of the employees in the workplace.

Employees’ performance can be defined as the parameters in which the employee fulfils the associated job duties in a timely and efficient manner in the organisation. The success of the organisation is the result of the employees’ performance in the organisation (Brhane and Zewdie, 2018). The employees’ effectiveness and the quality of the work link with the success of the organisation. Equal opportunity at the workplace involves the increment in the motivation of the employees towards the different tasks associated with the workplace. The motivated employees in the organisation work positively and productively for the organisation (Sarah et al., 2018). Equal opportunity at the workplace makes sure that the employees feel equally courageous towards the goals and the tasks associated with the different employees in the organisation.

1.3 Research significance

Employees’ performance in the organisation correlates with the motivation of the employees in the organisation (Nyagadza et al., 2022). Organisational performance is the result of the employees' performance in the organisation (Iwanaga et al., 2021). This research will help in identifying the strategies for improving the opportunity in the organisation. Furthermore, this research will also make an investigation of the different ways through which equal opportunity at the workplace leads to the improvement in the employees’ performance at the workplace. This research will investigate the different benefits of providing equal opportunity to the employees in different aspects.

1.4 Research gap

There have been many studies made regarding aspects that impact the employees’ performance. However, the discussions regarding the impact of the equal opportunity on the workplace and its influence on the employees’ performance have not been made thoroughly in any research. This research study is needed for identification of strategies for the improvement of equal opportunities provided to the employees so that the impact on employees’ performance can be measured.

1.5 Aims and objectives

To assess the significance of equal opportunity at the workplace.
To analyse the relation of equal opportunity at the workplace and the employees' performance at the workplace.
To assess the different strategies for improving equal opportunity at the workplace.

1.6 Brief description of research methodology

Research methodology outlines the basic overview of the different methods used for undertaking the research (Daniel, 2022). Secondary research methodology will be used for the making of the research. The literature review of the research will be made with the help of the secondary research methodology. In this research, the qualitative method has been used for the interpretation of the findings of the research data. The research data has been gathered through the help of the literature review.. The collection of the data for the literature review has been made by the journals, research papers and the articles available on the internet.

1.7 Research questions

Why equal opportunities for the employees are significant at the workplace?
What are the strategies to be adopted for providing equal opportunity at the workplace?
How do equal opportunities at the workplace increase the employees’ performance at the workplace?

1.8 Synopsis

This dissertation has made discussions regarding the investigation of the different strategies for the improvement of equal opportunity at the workplace and the influencing aspects of equal opportunity on the employees’ performance. Therefore, the discussions of the research problem have been made through the different points. Chapter one of the dissertation involves a brief description of the introduction of the research topic. Chapter one is being followed by chapter two as a literature review, in which the theoretical background of the research topic has been provided. Chapter three of the dissertation involves the research methodology used in the making of the research. Chapter four of the dissertation involves the discussion of the results and that is followed by the discussions of the research study as the chapter five of the research. Chapter six of the research involved discussions regarding the implications of the research study in future research.

2. Literature review

2.1 Introduction

Literature review plays an influential role in the reviewing of all the relevant sources require for the effective making of the dissertation. A literature review is a survey and an analysis of the sources related to a specific topic (Paul and Criado, 2020). The literature review is the written overview of the major articles and the literature made on the specific topics (Paul and Criado, 2020). With the help of an effective literature review, the different studies and the relevant topics for the dissertation topic will also be made effectively. With the implication of the literature review, the study of the dissertation can become effective and relevant as per the topic of the study (Paul and Criado, 2020). With the implication of the literature review, the demonstration of academic knowledge can be done effectively. Scholarly articles, surveys, books and conferences can be used in an effective manner for the preparation of the literature review. With the help of the literature review, the briefing and the summary of the research paper can be made sure effectively in the organisation. Any gaps in the related topic can be identified with the help of the literature review. With the help of the literature review, the focus on searching for effective content for the research can be found easily. The literature review helps in the effective attaining of the diverse literature based on the relevant topics.

A literature review is a comprehensive study with which the different papers and the articles related to the study of the research are being analysed effectively. A literature review is a comprehensive survey with which the analysis of the different topics of the research is being done effectively (Snyder, 2019). It is the theoretical approach with which the research topic and questions can be easily analysed. Depth analysis of the works of literature is being done effectively with the help of the literature review. The basis of the strategy implemented by the literature review is to focus on the existing research papers for the identification of the data (Snyder, 2019).

With the implication of the literature review, the familiarity with the established knowledge and the facts can be justified effectively. A systematic literature review helps in maintaining the focus on the effective evaluation of the research topic (Machi and McEvoy, 2021). Biased involved in the research get reduced with the help of the literature review. The main aim of the literature review is to focus on the description of all the pre-existing research effectively. All the important terminology related to the research is being implicated with the help of the literature review (Snyder,2019).

With the help of the literature review, the gap involved in the research can be fulfilled easily and effectively. A literature review helps in the effective formation of the relations between the previous and the existing research can be implicated easily. Different implications for the gaps can be identified easily with the help of the literature review (Machi and McEvoy, 2021). With the implication of the literature review, the efficacy of the data can be attained effectively. A literature review is an implication and the collection of the summary of the scientific papers and the scholarly books involve in the research. Latest studies in the field of the research topic can easily be identified with the help of equal opportunity in the workplace (Rebouças and Soares, 2021). With the help of the literature review, effective data for the secondary research can be identified easily and effectively in the organisations. Moreover, the literature review outlines the focus on the in-depth understanding of the knowledge and the relevant aspects of the work (Machi and McEvoy, 2021). With the help of the literature review, a vast range of literature relevant to the topic of the research can be gathered. A key source of the learning related to the research can be defined easily and effectively with the help of the literature review.

2.2 Significance of equal opportunity in the workplace

Mahmoud et al., (2020) stated that Employees are the assets of the organisation, therefore equal opportunity creates efficacy in maintaining the growth of the employees and the organisation. Equal opportunity at the workplace plays an influential role in the success of the organisation. Equal employment opportunity involves equal parameters through which the growth of the employees makes sure. Moreover, equal opportunity for the employees leads to equality among all the parameters related to the working condition of the employees in the organisation. Mahmoud et al., (2020) elaborated that the implication of equal opportunity for the employees plays an influential role in maintaining equality in the compensation, termination and promotion related aspects of the organisation. Equal opportunity at the workplace helps in bringing the attitude of equal behaviour and fair behaviour among the employees at the workplace. The satisfaction of the employees at the workplace directly links with the equal opportunity that the employees get at the workplace. With the implication of equal opportunity in the workplace, the vision of living together in a lively way get increases. The main motto behind equal opportunity is to provide the vision of living together effectively. Mahmoud et al., (2020) mentioned that the enhancement in the productivity of the employees gets increases rapidly. Equality at the workplace assures the enforcement of a fair and inclusive culture at the workplace. Equal employment opportunity assures the effective hiring, compensation and equal aspects of interviewing the candidates for the respective posts. With the implication of equal employment opportunity, the perks, benefits, promotions, transfers and disciplinary aspects related to the employment are divided in an equal manner. Moreover, the transfers, dress and appearance with the disciplinary actions among the individuals are divided in an equal and effective manner.

Musetsho et al., (2021) mentioned that equal opportunity determines the implication of living effectively in the workplace. With the help of equal opportunity in the workplace, the implication of performance of the employees increases significantly. With the implication of equal opportunity at the workplace, all individuals attain equality in the different types of promotion and the obstacles faced by the individuals at the workplace. With the implication of equality, the focus is provided on the individuals of all castes and races at the workplace.

By the management of the effective committees for the growth of the employees, equal opportunity for the employees can be assured. With the help of equal opportunity, the wages and equal treatment of the employees can be increased significantly in organisations. By providing equal and effective treatment to the minority employees the efficacy of equal employers can be suggested. Musetsho et al., (2021) elaborated that by setting equal norms of retirement for all diverse employees the increase in the implication of equal working can be increased. Equal opportunity at the workplace brings efficacy in the management of the energetic workforce and the skilful workforce in the organisations. With the help of equal opportunity for the employees, the increase in the equal implications of the experiences for the employees can be created in the organisations. It has been seen that the workforce that creates equal opportunity implications leads to the enhancement of the success of the organisations.

With the implication of equality in the workplace, the increase in the social ideal can be seen in the organisation. With the help of the equality of opportunity at the workplace, the increase in the equality of the outcome and the performance of the individuals get increases in the firm. Equality at the workplace encompasses the focus on the equal experience of the obstacles at the workplace.

By the implications of the equality of opportunity, the focus on the advantaged and the disadvantaged individuals at the workplace can be distributed at the workplace. More demanding ideals of the workplace can be increased significantly with the help of equality in the workplace. Equal opportunity at the workplace enlarges the scope of the advancement of individuals personally and professionally at the workplace. Musetsho et al., (2021) described that equal opportunity encompasses the providing of an equal chance for growth to the individuals in the workplace. Equal opportunity at the workplace brings the focus on the equal chances of promotion and the perks to the individuals at the workplace. Equal opportunity at the workplace brings the implication of equal access to the resources at the workplace by all the individuals irrespective of the implications of the castes, races and other discrimination based on any ground. With the help of equal opportunity at the workplace, the focus on the equal share of the opportunity at the workplace increases rapidly.

Equal opportunity at the workplace brings the engagement of diverse employees and that leads to an increase in the productivity level of the employees. The diverse employees bring multiple perspectives to the solution of the problems. Greater innovation and creativity for the employees can be increased rapidly. Flexibility in the formation of a diverse workforce leads to an increase in the productivity of the employees. . Barak (2022) elaborated that by implicating equal opportunity in the workplace the increase in the smart decision making for the employees can be increased rapidly. Moreover, with the help of a diverse workforce, the increase in the profits for the company becomes easier and more effective. Diverse skillset in diverse teams can be found effectively in the organisation. With the help of diverse teams, the understanding of the customers and the clients in the organisations becomes easier and more effective. Universal rules for the employees can be set up effectively with the help of equal opportunity in the workplace.

An employer that promotes diversity training in the organisation leads to an increase in the productivity of the employees in the organisation. With the help of equal opportunity in the workplace the increase in the interaction between the employees of diverse cultures increases. Companies with the effective working of diverse teams can effectively increase the growth of the organisations. Diversity in the organisations increases the innovation parameters for the employees in the organisations. Barak (2022) mentioned that a wider talent pool for the growth of the employees can also be created with the help of the growth of the teams in the organization. Effective implementation of the solution for the problems can also be increased. Diversity in the workplace increases the focus on the critical thinking of the employees in the organisations.

Mahmoud et al., (2020) Mentioned that Equal opportunity in the workplace involves opportunity based on merit means rather than race and gender-based opportunity to the employees in the organisation. With the help of equal opportunity, the employees at the workplace can earn efficacy in all the roles of the job involved in the organisation. Harris (2022) implied that the overall recruitment funnel gets improved significantly with the help of the equal opportunity provided to the employees. The confidence of the employees in the workplace gets improved significantly with the help of the equal opportunity provided to the employees. Femino (2022) described that the engagement of the employees at the work becomes effective with the help of equal opportunity at the workplace. The increase in the performance of the employees at the workplace is the result of the equal opportunity that is provided to the employees at the workplace.

The basic principle of equal opportunity at the workplace involves equality-based parameters like equal hiring based on the merit of the employees, promotion and the transfers of the employees in an equal manner. Equal opportunity at the workplace involves the setting of the baseline for the employees regarding the different aspects involved in the organisation. Equal opportunity at the workplace involves equality among diverse people. The reputation of the company is improved significantly with the implication of equal opportunity in the workplace. Gordon (2018) elaborated that diversity based management at the workplace generates different and diverse talents in the organisation. The development of the employees in the organisation can be assured through the implication of equal opportunity at the workplace. The engagement of the employees at the workplace can be elevated in a significant manner with the help of equal opportunity at the workplace.

Equal opportunity at the workplace involves the accumulation of the diversity and inclusion of the individuals at the workplace. Equal opportunity at the workplace involves the management of the opportunity for the diverse workforce at the workplace. Moreover, equal opportunity at the workplace involves the effective sharing of skills, energies and resources at the workplace. A fair working environment among the individuals can be made sure with the help of equal opportunity. Fine et al., (2020) mentioned that the inclusion parameter at the work involves the accumulation of diverse people so that the motivation and the engagement of the employees at the workplace become effective. The knowledge of diverse people helps in the effective management of the information related to the different aspects of the organisations. Fine et al., (2020) elaborated that a better understanding of the market and the related market segment becomes easier and more effective with the help of equal opportunity in the workplace. A balanced and representative workplace can be the effective result of equal opportunity in the workplace. The staff at the workplace becomes productive with the implication of equal opportunity in the workplace. Responsibility, rewards and the structures in the organisation can be improved effectively with the help of equal opportunity at the workplace.

Nadarajah et al., (2021) mentioned that standards of delivery of the products can be improved drastically with the help of equal opportunity in the workplace. Moreover, with the implication of equal opportunity in the workplace, customer satisfaction related to the products can be improved significantly in the organisation. Nadarajah et al., (2021) stated that milestones of success can be achieved significantly with the help of equal opportunity in the workplace. The effective brand improvement of the company helps in the effective impact on the corporate environment.

Cassell and Kele (2021) mentioned that equal opportunity in the workplace coincides with the implications of an effective organisational culture. By providing equal opportunity to the employees at the workplace the positive impacts on the organisational culture can be created effectively. Efficacy in the leadership climate within the organisation can be made with the help of equal opportunity at the workplace. With the help of a positive leadership climate, the employees' and the firm performance can be improved significantly in the market.

With the implication of equal opportunity at the workplace, equity and fairness with the diverse employees can be done effectively in the organisation. . Barak (2022) described that the performance of diverse employees brings the creative solution for the complex problems of the firms. With the implication of inclusion, diversity and equality in the workplace equal opportunity can be assured in firms.

The hiring of well-deserved employees without discrimination based on diversity ensures the effective performance of the firm and the employees in the market. It has been seen that the female representation in the higher managerial posts brings efficacy in the social and economic contribution. With the help of gender-neutral hiring for higher posts, accuracy at the workplace can be assured in organisations. Non-financial positive outcomes in the organisation led by women can be seen in the job market. Efficacy in corporate governance can be seen as the result of the diverse workforce in the organisations. A decrease in workplace conflict can result in the firm with the help of equal opportunity implications at the workplace. McKelvey and Peters (2002) mentioned that the employees' morale gets boosted highly with the implication of equal opportunity at the workplace. Equal opportunity at the workplace brings the effective building of trust among the employees of the different groups in the organisations.

Diversity and inclusion in the workplace increase the performance of the employees with the help of the interaction between the employees. Diversity in the workplace increases the focus on the development of a strong, diverse and homogenous culture in the organisation. Increased performance of the employees leads to an increase in the happiness and productivity of the employees.

The most important benefit of equal opportunity at the workplace lies in the effective implication of job satisfaction. Moreover, with the help of equal opportunity in the workplace, the increase in the attitude of working for the employees in the workplace get increased rapidly. McKelvey and Peters (2002) described that all the moral implications towards the different races and the castes bring efficacy in the working of the employees.

2.3 Employees' performance and organisations' growth

Employees are the assets of the organisation. An organisation's growth is the result of the accumulative growth of the employees in the organisation. Watson (2022) described that Well skilled and well-learned employees in the organisations result in the increment of competencies of the organisations in the market. Sociability and the sensibility of the employees in the organisations result in the collaborative parameters of working in the organisations. The competitive and the well-learned employees help in the increment of the growth implications in terms of the saving of the resources of the organisations.

Professional growth of the employees outlines the efficacy in the working of the teams and the groups in the organisations. With the help of effective working in the workplace, the increase in the critical solutions for complex problems can result in the market. The implication of the training and the development at the workplace brings efficacy in the growth of the employees in terms of the overall development of the employees at the workplace.

A self-fulfilling prophecy at the workplace can result from the help of the employees' professional and personal growth in the organisation. With the help of the employees' growth, the job satisfaction of the employees gets enhanced. All the talented and skilled employees get to remain in the organisation and the turnover of the employees get decreased rapidly in the organisation.

Effective and skilled employees of the team result in the increment in the effective working of the groups in the organisation. Skilled and talented employees in the organisations bring efficacy to the innovation parameters in the organisations. Well trained employees of the organisations help in the saving of the expenses on the recruitment of the new employees and so contribute to the performance and the success of the employees in the organisations.

Training the employees helps in the increment in the productivity of the employees. The productive employees of the organisations create a positive environment for the organisations and thus contribute to the growth of the company.

Diversity in the employees helps in the increment of the innovative solutions for the complex problems in the organisations. The complex brings the need for multiple perspectives for the solution of the problems. Diverse employees from diverse backgrounds enlarge the focus on the growth of innovative solutions in the workplace.

Greater productivity of the employees in the organisation results in greater efficacy in the quality of the work. With the help of trained and skilled employees, the increase in implications for growth can be increased. Equipment breakdown in the organisations' can be minimised through the implication of the trained and skilled employees in the organisations.

The organisations need to focus on the development of mentorship programmes for the employees so that the effective implications in the training of the employees can result in the market. A greater understanding of the defined goals helps in the increment in the workplace environment. Trained employees bring fewer distractions to the workplace and promote efficacy in the production and the manufacturing processes at the workplace.

Effective employees bring efficacy to the employer's and the employee's relationships. Better relationship at the workplace increases the implications of learning in an effective manner. The positive implication of working at the work place that the increase in the growth of the employees can result in the market.

Situations of conflict among the employees can be less due to the training and the development of the employees at the workplace. Due to the loss of communication gap at the workplace effective information can be delivered to the employees significantly.

Watson (2022) pointed out that the motivation of the employees can be heightened due to the implications of the effective training of the employees in the organisations. With the help of the effective working of the employees, efficacy at the workplace can be created.

Long term goals of the organisation can be completed effectively with the help of productive employees of the organisation. Watson (2022) mentioned that employees' productivity increases the growth of organisations in a significant manner. Well trained and well-managed employees create innovative solutions and effective solutions for the employees in the organisations.

Motivated employees do their work in an impressive way and that outlines the growth of the organisation effectively. Delegation of the employees increases frequently with the help of the training of the employees. The higher quantity of work can be seemed easy for the productive employees due to the interest of the employees in the work.

2.4 Relation between equal opportunity and performance of the employees in the organisation

Employees' performance can be defined as the implication and the efficiency with which the employees fulfil their duty and the role by efficacy in the different tasks. Effective employees at the workplace bring efficacy to the meeting of deadlines and the customers' interactions in an effective manner. The performance of the employees at the workplace is impacted by the workplace environment, training and development, competence, employees engagement, competence and the recognition of the teams at the workplace. Workload and the company culture also impact the morale of the employees at the workplace. Panicker et al., (2018) elaborated that leadership at the workplace also possess a significant impact on the working of the employees in the working palace. The workplace environment impacts the environment both the positive and negative environment at workplace. A positive work culture increases the implication of the motivation for the employees at the workplace. Significant leadership at the workplace brings efficacy in the effective communication between the employees in the organisation. Panicker et al., (2018) mentioned that with the help of effective leadership the work place, communication and collaboration at the workplace can be increased significantly. Company culture implies the culture with which the company's vision and mission get outlined. Performance management of the employees relates significantly to the help of the planning, monitoring, developing, rating and rewarding of the employees in the organisation. By the implications of all these aspects the growth parameters will be assured in the organisation.

On the other hand, a negative work culture decreases the motivation of the employees towards the work. Equal training and the development of work help in the increment of positive work culture at the workplace. Equal training and development at the workplace increase the growth of the employees and the performance of the employees. With the help of the leadership attributes at the workplace, the increase in the effective management of the teams at the workplace can be seen. Diverse teams in the workplace increase the engagement of the employees in the workplace. The interaction between the team members increases rapidly with the help of equal opportunity in the workplace. Panicker et al., (2018) elaborated that employees' engagement at the workplace brings the focus on the performance of the individuals at the workplace. Equality based work culture focus on the growth of the individuals at the workplace. Equal opportunity increases the healthy competition between the employees in the organisations. The morale of the company is also increased rapidly with the help of equal opportunity in the workplace. Training and competence of the employees improve the growth of the employees significantly. The desire of the employees towards the work increases rapidly in the organisation. Willingness to attend the success and to gain a better reputation through the help of the diverse work posts helps the employee in attaining growth.

By setting equal and effective norms for the distribution of the wages the growth of the employees can be increased significantly in the organisations. With the help of equal opportunity in the workplace, the increase in the capability of the employees can be seen in organisations. With broad knowledge provided to the employees based on the training and the development programmes, the growth of the employees can be attained. The knowledgeable employees bring efficacy to the environment of the employees at the workplace.

The individual's performance of the employees needs to be strengthened in order to increase the growth of the organisation. With the help of tracking the performance of the individuals' employees, the efficacy in the work can be created. Empowering the employees in different tasks will help in bringing efficacy to the organisation. A positive work environment needs to be encouraged in order to strengthen the performance of the employees. Increasing the job satisfaction of the employees can result in the implication of the effective working of the individuals.

Afsouran et al., (2018) mentioned that by providing equal opportunity for the training and the development of the employees the increase in the performance of the employees can be resulted due to the indulgence of effective working among the employees. Creating a performance improvement plan for the individuals can result in an effective work environment. Equal opportunity at the workplace assures the competence of the employees and that results in the growth of the employees in the organisation. By analysing of the individuals' goals in the organisation results in the efficacy of the employees.

Equal opportunity at the workplace results in the equal participation of the employees in the different tasks and due to this the competence of the employees have been increased rapidly. With the help of equal opportunity at the workplace, the capability of the employees towards effective working gets increased rapidly in the organisation. Afsouran et al., (2018) described that the willingness to explore the different dimensions of success will be increased with the help of the equal opportunity that is provided to the employees in the organisation. Employees' engagement in the training and the development aspect helps in bringing effective connections and cooperation among the employees in the organisation. Commitment to the work also gets improved with the help of equal opportunity at the workplace.

Equal opportunity for effective engagement helps in the increment of the recognition of the employees in the goal-setting aspects of the organisations. Lakmali (2022) mentioned that effective engagement at the workplace brings self-efficacy in dealing with complex problems at the workplace. Equal opportunity at the workplace brings effective dimensions for success with the help of accumulative efforts for the growth of the employees at the workplace.

By establishing diverse teams with a diverse set of skills the increment in the growth of the employees can result in the organisation. Lakmali (2022) elaborated that with the help of an effective work environment the increase in the development aspects of the employees can be a result in the organisation. Equal opportunity at the workplace brings effective consequences in the performance of the employees by enhancing the growth implication of the employees in the organisation.

Equal opportunity for the appreciation of the employees through different means results in growth implications for the employees in the organisation. Improvement in the quality of the work results in the effective performance of the employees in the organisations. Lakmali (2022) described that Equality for the feedback of the employees results in the individuals' growth in the organisation. Networking with the other employees results in the creativity and innovation aspects of the products of the organisation.

Consistent improvement in the skills of the employees can result through the help of the equal opportunity provided to the employees in the organisations. With the help of equal opportunity in the workplace, every employee gets the chance to get efficacy in the working place. Equal opportunity at the workplace focuses on the bringing of effective team working skills into organisations.

Company culture enhances the positive trends in the organisation, with which the employees have attained growth in the organisation. With the implication of positive work culture, the workloads of the employees can be managed effectively in the organisations. Positive work culture brings the focus on the equal recognition of the employees in the organisations. Woods et al., (2022) elaborated that equal opportunity at the workplace plays an influential role in bringing the success of the organisation by improving the opportunity for the employees at the workplace. Equal opportunity at the workplace involves the improvement of the performance of the employees by the help of providing equality to the employees in the different parameters of the organisation. Equal opportunity at the workplace brings the employees' engagement and client retention in the organisation. Asif and Nisar, (2022) suggested that with the implication of equal opportunity in the workplace the customers' satisfaction and the improvement in the recruitment process can be made sure. The employees' performance in the organisation impacts the working of the organisation in the market. Woods et al., (2022) described that the employees' performance has been measured with the implication of the productivity of the employees in the organisation. The increase in the productivity aspects of the employees results in the efficacy of the performance of the employees in an organisation. It can be seen that the discrimination of the employees results in the deficiency of the productivity of the employees in the organisation. Equal opportunity at the workplace involves equality in different parameters. Equal opportunity for the employees results in effective and efficient performance for the employees in the organisation. Nguyen et al., (2021) mentioned that the motivation of the employees can be increased by the implication of equal opportunity in the workplace. Equal opportunity at the workplace promotes the competitiveness of the employees at the workplace and so the growth and the performance of the employees at the workplace can be improved significantly and drastically in the organisation. The competitive employees at the workplace help in bringing efficacy to the workplace. Nguyen et al., (2021) described that the equal and effective training provided at the workplace helps in increasing the competitiveness of the employees at the workplace. However, for bringing equal opportunity to the workplace numerous efforts are being required by the employees in the organisation. Aspects like the workplace bullying of employees the work place and the diversity among the employees can be promoted effectively in the organisation.

Equal opportunity at the workplace brings efficacy in the open communication with which the working of the employees becomes easier and more effective in the organisation. Improvement in the ideas and the problem-solving aspects within the organisation can be made effective with the help of equal opportunity. Asif and Nisar, (2022) mentioned that when all the employees feel equality then every employee promotes others at the different levels of the jobs. This equal promotion among the employees set out equal and effective treatment for the employees in the firms. Attraction and the retention of equal and good employees become easier with the help of equal opportunity at the workplace.

With the implication of equality in the workplace, the employees of the diverse posts focus on attaining a reputation. Through the implication of equality in the workforce, the increase in the growth of the learning and the training of the employees in the workplace can be increased significantly. Asif and Nisar, (2022) elaborated that the promotion of innovation in the workplace brings an increase in the motivation of the employees at the workplace. The reach to the new markets will become easier with the help of equality standards in the workplace. With the help of equal opportunity for the employees, unbiased hiring becomes easier and more effective in organisations.

Employees from different backgrounds create the consensus and so neglect the engagement with the other groups in the organisation. The standards of polite behaviour differ from employee to employee and may result in a decrement in the accumulation of employees at the workplace. Diversity in the workplace creates many options that may lead to confusion among the employees in the organisation. The diversity in the workplace may lead to a decrease in trust among the employees in the organisation. Moreover, with the implication of workplace equality, the unique cultures among the employees get decreased in the organisation. Hutomo and Nawangsari (2021) elaborated that the turnover of the employees in the organisation may get reduced with equal opportunity for the employees in the organisation. The talented employees in the organisation can be retained effectively in the organisation by the implication of the efficacy of equal opportunity in the workplace. The trust and confidence of the employees at the workplace increase rapidly in the organisation.

By building inclusive and diverse teams the increase in the trust and the motivations of the team member can be increased rapidly. The motivated team members at the workplace bring efficacy to the productive working of the individuals. Asif and Nisar, (2022) described that an open-minded atmosphere in the workplace can result with the help of equal opportunity at the workplace. Decision-making aspects of the teams in the organisation can be improved significantly with the help of the equal opportunity implications at the workplace. Transparency in the culture of the individuals can result with the help of equal opportunity in the workplace.

Equal training for the employees helps in the effective and fast learning of the employees at the workplace. With the help of the training of the employees at the workplace the increase in the extrinsic and intrinsic rewarding systems increase. Allen and Vardaman,( 2017) elaborated that the extrinsic rewarding system outlines the focus on the incentives, bonuses, promotions and fringe benefits related to the growth of the employees. With the help of the intrinsic rewarding system, the implications of the achievements, job satisfaction, informal recognition and personal growth of the employees can be increased rapidly. The performance of the employees can be directly related to the coherence of the employees in the teams. The cohesive employee in the team focuses on self-growth. Implications of the homogeneity with the employees can be increased with the help of the performance of the employees in the organisation. The consensus of the team members also gets improved drastically with the help of effective work culture.

Formal training needs to be provided by the employers to the employees such that the implication of the growth of the employees can be improved significantly in the organisations. With the help of formal training for the employees, the implications of the growth can be set out effectively in the organisations'. Allen and Vardaman,( 2017) mentioned that diverse teams enforce the focus on the effective networking of the employees at the workplace. The networking of the employees helps in the setting of an effective culture for the working.

Daniel (2019) elaborated that equal opportunity improves the quality of the work and that leads to the improvement of the quality of the work of the employees in the organisations. With the implication of equal opportunity, the employees feel motivated towards the work and efficiently do the work. Shrestha and Parajuli (2021) that motivated and diverse employees lead to the effective performance of the employees in the organisation. The effective performance of the employees leads to the effective performance of the organisation. Equal opportunity at the workplace brings efficacy in diversity management and that leads to efficacy in the working of the organisation in the market. The creativity in the organisation can be improved significantly with the implication of equality in workplace opportunity. The creative employees in the organisation bring the effective performance of the employees in the organisation. The creativity of the employees in the organisation brings success in the development of the products in the organisation. Innovative products and services can be provided to the customers by the organisation with the help of effective employees in the organisation. The financial performance of the employees in the organisation can be improved significantly with the help of equal opportunity in the workplace. The promotion of the company and its services can be done effectively through the help of equal opportunity for the employees in the organisation. The effective supply of labour leads to the effective working of the employees in the organisation. The supply of labour in the organisation gets improved with the help of equal opportunity for the employees in the organisation. Shrestha and Parajuli (2021) the enhanced relations among the diverse employees in the organisation result in the performance of the employees in the organisation. The degree of loyalty among the employees gets increased and that leads to the effective performance of the employees in the organisations.

With the help of the diverse teams, the increase on the focus of the customers' orientation and the conversion rates increase rapidly in the organisation. The customers of the different implications of the genders and the culture help in the effective solution of the problems that occur in the organisation. The increase in commitment of the leaders of the team gets increases rapidly with the help of the effective and diverse leaders in the organisation. Personal evaluation of the teams will become easier with the help of the diverse teams in the organisations. Reviewing of the growth of the individuals can be increased significantly with the help of the diverse teams in the organisations. Biliyavskiy and Biliavska (2014) mentioned that the self-learning of individuals at different levels helps in the increment of the growth of the individuals. Acknowledging the differences will help the individuals effective learning of the individuals at the different levels. Equitable access to the different aspects and the resources of the job help in the attainment of the growth of the individuals. The unconscious bias of individuals can be sorted easily with the help of equal opportunity in the workplace. Communication between individuals becomes easier and more effective with the help of the strategic training of the individuals at the workplace. Acknowledging the equal holidays of people of different communities allows the growth of the individuals at the workplace. A healthy work environment can be fetched effectively with the help of equal opportunity at the workplace.

Atatsi et al., (2019) elaborated that the increased performance of the employees helps in bringing success to the organisation by effective means. A positive work environment has been developed with the help of the effective and equality-based working of the employees in the organisations. Cultivation of the effective working of the employees at the workplace becomes effective with the implication of the equal opportunity of the employees in the organisations. The employees’ growth at the workplace is the leading cause behind the success of the employees in the organisations. The team trends have been established with the help of the effective working of the equal and the effective working of the employees in the organisation. Atatsi et al., (2019) described that the rate of successful employees at the workplace has increased rapidly and led to the growth of the employees in the organisation. The employees in the organisation feel satisfaction due to the equal opportunity at the workplace. Satisfied employees bring effective results in the growth and the success of the organisation in the market.

Shields et al., (2015) elaborated that the mutual trust built among the different employees results in the success of the employees in the workplace. Mutual trust develops among the employee's help in making creative and effective solutions to the complex problems acquired at the workplace. Sometimes the lack of mutual trust between the employees leads to the irrespective maintenance of the team behaviour in the teams. Moreover, due to the implication of the relationships among the employees, the effective working of the team gets impacted in the worst manner. Equal opportunity at the workplace helps in maintaining the growth of the employees at the workplace. Shields et al., (2015) mentioned that the growth of the employees at the workplace assures belief in the effective performance of the employees in the organisation. With the help of equal opportunity in the organisation, the different talented employees in the organisation get an equal chance to grow in the organisation.

The different employees get a chance to hold the different designations in the organisation. The motivation builds through the help of the equal opportunity of the employee help in the increment of the growth of the employees in the organisation. Ali et al., (2016) described that the motivation based and productivity parameters of the employees can be increased significantly with the help of equal opportunity for the employees in the organisation. Equality at the workplace assures the growth of the employees in the organisation by assuring equality in the different parameters.

Using effective languages at the workplace will enhance the growth of the diverse individuals at the workplace. Biliyavskiy and Biliavska (2014) elaborated that by watching out for indirect discrimination the increase in the growth of the individuals in the workplace can also be assured. The respects trends between colleagues get increase rapidly with the help of the effective implication of equal opportunity in the workplace. Productivity at the workplace for individuals can be increased significantly with the help of equal opportunity at the workplace.

Different perspectives for growth become easier and more effective with the help of the diverse workforce. With the help of diversity in the workforce, the increase in the growth of the outperformance of the customers becomes easier and more effective. Biliyavskiy and Biliavska (2014) elaborated that employees engagement becomes easier and faster with the help of the equality implications at the workplace. Customers' services and the clients' relationships become easier and more effective with the help of diversity and inclusivity at the work place.

For the measurement of the performance of the employees performance metrics can be used effectively. Performance metrics help in the identification of the growth of the performance of the employees. Sull and Sull (2018) mentioned that by setting of the SMART goals for implementing the equal opportunities in the organisations the increase in the performance can be seen. By the allocation of the SMART goals the implication of the specific, measurable, achievable, relevant and time bound goals can be created. Training and the development of the teams help in the effective development of the diverse teams in the organisations.

Sull and Sull (2018) elaborated that equal opportunity at the work place decrease the conflict occurs at the work place. With the implications of the equal opportunity at the work place the increase in the growth of the collaborative working increases rapidly. Moreover, by the help of the equal opportunity at the work place the vision of the organisation can be increased rapidly.

With the help of the equal opportunity provided to the employees the concerns of the employees with the job can be solved effectively in the organisation. Strong work relationships can be built effectively with the help of the equal opportunity to the employees. The work force growth can be managed effectively by the help of the equal opportunity at the work place.

2.5 Different strategies for improving equal opportunity in the workplace

Pandit et al.,( 2022) mentioned that implicating equal employment opportunity or equal opportunity at the workplace does not come significantly. The change in the overall set-up process from the hiring of the employees to the staffing of the employees becomes crucial for the implication of equality in the opportunities at the workplace. For the implication of equality in the workplace, effective project management and the human resources strategy play a crucial for the employees in the organisations. For the enforcement of equal opportunity in the workforce, the changes in the employment police required a huge amount of effort and expense. Totterdill (2020) described that equality at the workplace can be assured by the help of maintaining equality in age, race, nationality, ethnicity, disability, religion and gender-based parameters. Equality at every stage of the work plays an influential role in the improvement of the performance of the employees in the organisation. The hindrance of equality leads to the discrimination of the employees on the different parameters in the organisation. Creary et al., (2021) mentioned that the discrimination of the employees at the different stages involves direct discrimination, indirect discrimination, harassment and victimisation. Direct discrimination of the employees at the different stages leads to the unequal treatment of the employees in the organisation. Moreover, indirect discrimination leads to putting special rules and arrangements for the employees in the organisations. Discrimination at the workplace brings depression, anxiety and hostile behaviour to the employees in the organisations. Discrimination of the employees results in the demotivation of the employees in the organisation. Discrimination leads to the distortion of the employees with the perspectives of the loss of self-control and the loss of the health of the employees in the organisation. This discrimination provides efficacy to the job role of certain employees at the workplace. Harassment at the workplace involves facing unwanted behaviour by certain employees at the workplace. Effective strategies like the acknowledgement of the different festivals, and cultures and the inclusion of aspects of the employees may promote the efficacy of equal opportunity at the workplace. Equal distribution of the work among the different employees increases the growth of the employees at the workplace.

Promoting and encouraging the different aspects of the racial and religious background of the individuals will prove effective in the long run for the employees of the organisation. Different aspects of equality like the social, civil, economic and political equality implication become important for the employees at the workplace. Creary et al., (2021) described that the negation of victimization and discrimination of the employees at the work place brings efficacy in equal opportunity at the work place.

By building the committee for the leadership aspects involved in the bringing of the equal opportunity at the workplace the increase in the equal opportunity at the workplace can be created in the organisation. The leadership committee in the workplace assures the focus on the working of each individual and the team performance for the achievement of the critical tasks in the organisation. Racially literate leaders need to be brought into the teams for setting the justification with the team members. Monari and Wanjau (2022) mentioned that the gender pay gap needs to be addressed effectively the bring equality to the workplace. Assessment of the workplace in terms of the effective environment needs to be established by the team leaders.

The committee for the establishment of equal and effective opportunities at the workplace need to focus on the working of the individuals at the workplace. Monari and Wanjau (2022) elaborated that written policy in the workplace from the hiring to the promotion of the employees needs to be established in the organisations. Setting the consequences for the negligence of the employees must be punished with severe implications.

The organisations need to focus on the establishment of a diversity committee for the workplace so that the increase in the equality parameter can be seen. Communities for the enhancement in the equal opportunities implications should be established in the organisations. Monari and Wanjau (2022) described that analysis of the diversity implications needs to be analysed appropriately, before the establishment of these communities in the organisations. The appropriate analysis of the diverse populations at the workplace increases the development of the diverse implications for the populations.

Many examples of organisations can be considered for the implications of equality in the workplace. Holgate and McKay (2009) pointed out that Google and BNP Paribas are the major implications involved in the setting of equality standards in the workplace. As per the report before the implication of the equality act 2010, the rate of the ethnic minority in the UK contributes £ 32 billion to the economy. After the establishment of the equality law in the UK the increase in the implications of the working can be set up.

Providing effective training to the employees of the organisation the implications for the self and the professional growth of the employees increased rapidly. Holgate and McKay (2009) mentioned that with the help of the updating of the training of the employees the professionalism of the employees can be increased rapidly. Improvement in the performance of the employees results in the improvement of the organisations' growth. Providing online courses to the employees for their growth will help in the performance of the employees. Online learning will help the employees in getting efficacy in their careers.

The employers of the different organisations can provide the focus on the effective strategy for the recruitment and staffing of the individuals at the workplace. Kamalaveni et al ., (2019) mentioned that promoting equal working conditions for individuals will help in the enlargement of the equality aspects of the workplace. With the help of the focus on the suitable working conditions for the individuals of different communities, the growth of the individuals can be brought up effectively. The smooth functioning of the family life and the work-life can be assured for the employees with the help of the growth of the individuals at the workplace.

The human resources officer needs to focus on the building of an effective workplace for the advertisements related to the jobs. . Kamalaveni et al ., (2019) pointed out that managing the open communication pools will help in the formation of diverse groups and inclusive groups in the organisations. Being mindful of the practices and the religious holidays the growth of the individuals at the workplace becomes faster and more effective.

Open communication at the workplace implicates the increase in the productivity levels of the employees in the organisation. With the help of open communication, the increase in the employees' confidence can be seen in the organisation. Moreover, with the help of open communication in the workplace, the cultural gaps can be reduced effectively. The improvement in the loyalty of the people working in the organisation can be increased rapidly with the help of open communication in the workplace. Kamalaveni et al ., (2019) described that open communication leads to an increase in the success of the employees and the success of the organisations in the workplace. With the help of open communication, the increase in the engagement of the employees in the different tasks can also be increased.

Two approaches can be taken for the promotion of equal opportunity in the workplace. It involves the focus on the liberal and the radical approach by the implication of the human resources management at the workplace. As per the liberal approach, the focus on merit basis recruitment for the different roles in the workplace increases rapidly. This approach focus on the positive implication of the practices in the workplace increasing rapidly. With the help of this approach, the focus on fair recruitment and fair promotions at the workplace increases significantly. Seven and Growth,(2022) mentioned that inclusive policies for the employees at the workplace enhance the growth of the employees at the workplace. Diversity brings creativity to the individuals of the different communities at the workplace. Workplace diversity brings efficacy to the innovation and creativity aspects of the workplace. By enforcing the mentoring programmes for the different individuals at the workplace the increase in the growth of the community at the workplace can be increased rapidly in the organisations.

Building effective leadership teams increase the focus on the different minorities in the workplace. Effective leaders at the workplace bring the growth of the individuals at the workplace. Seven and Growth,(2022) described that hiring diverse candidates for the different posts in the workplace helps in the setting of an effective environment at the workplace. Allocating the different teams for the different positions in the workplace helps in the increment of the reputation of the organisations.

The radical approach involves the focus on the fairness of the procedures at the workplace. With the help of this approach, the focus on the equal distribution of the rewards and recognition at the workplace can be seen. This approach also proves helpful in bringing the effective outcome of performance at the workplace. Within this approach, the focus on bringing positive discrimination to the workplace increases rapidly. Seven and Growth,(2022) mentioned that positive discrimination in the workplace brings effective results in a positive environment at the workplace. Within this approach, the focus on equality for the disabled and the disadvantaged people in the workplace increases rapidly.

Rewards and recognition to the diverse employees as per their skills and merit help in the increment in the growth of the performance of the employees. Moreover, with the help of the reward and recognition of diverse employees, the motivation of the employees increases rapidly. Cantone et al., ( 2022) pointed out that motivated employees work with the energy for self-growth and the organisations' growth. If the root cause of the poor performance of the employees is the aspects like bullying and demeaning the employees, then stringent actions need to be taken by the employees in the organisations.

By devising the plan for the growth of the employees in the different segments of the organisation the growth of the employees can be assured in the organisation. Making the plan suitable for the employees will help in the strengthening of the diverse teams in the organisations. Cantone et al., (2022) elaborated that by providing equal working holidays and perks to the different individuals the growth of diverse teams can be made sure in the organisations.

Certain programmes for the support of the underprivileged community at the workplace should be enforced by the human resources at the workplace. By bringing the focus on effective programmes for women officers in the workplace the increase inequality in the workplace can be promoted. Cantone et al., (2022) described that under all the provisions for equality in the workplace the role of the human resources officer at the workplace becomes crucial at the workplace.

Celebrating the success of diverse employees helps in the increment of the employees at the different levels in an effective manner. Ahmed et al., (2022) mentioned that by sponsoring the contexts for the diverse employees in order to gain the efficacy in the working of the employees the growth of the organisation can be assured in the organisations. By training and retraining of the employees with respect to the work of the employees the growth can be guaranteed.

By focusing on the programmes of the employees’ engagement the increase in the open communication between the employees increases rapidly. Concentrating on the engagement programmes of the employees, the productivity of the employees can be improved drastically. Ahmed et al., (2022) elaborated that by allocating the effective feedback system will help in the growth of the employees in the organisations. By the help of the effective feedback system the flaws in the working environment can be managed effectively. Setting the model for the equality mission and the setting of the core values of the employees the increase in the productivity can be assured in the organisations.

Recognition and the rewards system play an influential role in the development of the employs. Conduction of the surveys for the productivity level of the diverse employees in the organisation results in the efficacy of the growth of the employees. Ahmed et al., (2022) pointed out that the creation of the diverse teams for the different tasks will help in the attaining of the productivity levels of the employees in the organisations. Encouragement of the diverse opportunity helps in the increase in the growth and productivity levels of the employees in the organisations. By effective use of the learning, listening and the leading aspects the increase in the growth implications of the employees can be increased. By encouraging the focus on the training and the learning of the employees the growth can be guaranteed.

By the examination and the identification of the flaws in the processes of the employment at the work place the increase in the equality can be seen. By the stimulation of the departmental initiatives the focus on the equal opportunity at the work place can be brought in an effective manner. The increase in the efficacy of the performance of the individuals can be increased significantly at the work place. Kamau et al., (2018) mentioned that by managing the statistical data of the work force and the efficacy of the work force the increase in the performance of the work force can be resulted. From the process of the hiring to the process of the working of the individuals at the work place the increase in the growth of the individuals and the organisations increases rapidly. Recognising the people of the different culture will help in setting the diversity and the growth of the individuals at the work place. Encouraging the focus on the safe working environment will help in the bringing of the growth of the individuals at the work place. By setting the effective policy for the bridging of the pay gap the increase in the growth of the minorities at the work place can be increased significantly at the workplace. Enhancing the employees’ engagement at the work place the increase in the growth of the individuals in terms of the reputation of the organisation will also get increased rapidly.

There are different strategies involved in the different processes for assuring equality at the workplace. Creary et al., (2021) elaborated that the hiring process can become the first stage for maintaining equal opportunity at the workplace. By setting effective rules for the hiring process for all the employees' equality at the workplace can be provided to the employees in the organisation. Chang and Milkman (2020) mentioned that the job descriptions launched by the companies need to be efficient and equal for the improvement of the working opportunity at the workplace. With the help of the effective and the relevant process of hiring the working of the employees can be assured in the organisations. The hidden talent can be attained by the implication of equality at the workplace. The employees who are not extroverts can also get the voice for speaking against the unequal aspects with the help of the equality-based hiring processes. Measuring the quality of the current hiring process can be proved effective with the help of the hiring processes. Chang and Milkman (2020) described that the relevant cooperation between the managers at the organisation can be an effective way for providing efficacy in the hiring process at the organisation. Moreover, over viewing the roles of the different jobs and the need for the improvement of the job role can prove significant with the help of the equal hiring process in the organisations. The collection of the right data also plays an influential role in the success of the equality-based hiring processes in organisations. With the analysis of the pre and post-hiring data, equality at the workplace in the organisation can be assured.

The voice against harassment can also prove effective with the implication of equality at the workplace. The harassment against any kind of ground leads to a decrement in the productivity of the employees in the organisation. Kamau et al., (2018) described that the harassment at the work leads to a decrement in the efficacy and the motivation of the employees at the workplace. With the help of effective employment-based laws and regulations, the effective working aspects of the employees at the workplace can be assured in the organisation.

Kim (2018) mentioned that technology can become influential and useful for the improvement of equality-based parameters in organisations. Involving the teams at the workplace in the different roles can also become helpful for the management of equality at the workplace. Assessment of the candidates for the job roles based on the skills test can become useful for the employees in the organisations. By making objective-based hiring processes equality in the workplace can be assured. Objective-based hiring helps the human resource staff in the effective selection of the candidates as per the skills and the abilities of the employees in the organisation. Kim (2018) described that top-notching on boarding processes can become helpful for the maintenance of equality at the workplace. The on boarding process at the workplace assures the effective working of the employees in the organisation. Kim (2018) elaborated that reviewing the results and allocating the effective improvement as per the result can also prove helpful for setting the equality-based parameters at the workplace. With the implication of the effective reviewing process, the review of the different hiring and the employment policies at the workplace can be assured in the organisation.

By providing a safe working environment at the workplace equality at the workplace can be assured. With the help of equal rules and regulations for all the employees, irrespective of the background of the employees, a safe work environment at the workplace can be created. Equal opportunity of training and development programme helps the employees in achieving the growth of the employees at the workplace. Creary et al., (2021) described that the safe working of the employees assures the efficacy in the working of the employees in the organisation. This equal opportunity of training and development at the workplace assures the effected in the performance of the employees at the workplace. With the help of the training and the rewards system, the safety of the employees in the different stages can be assured in the organisations. Encouragement of the employees towards the negative behaviour of the employees is also an efficient way of promoting the safety parameters in the organisations. The formation of the committee for the health and social care of the employees can also be an efficient way of providing equality at the workplace. Open communication between the managers and the employees can be an efficient way to promote equality based aspects in the organisation.

Creary et al., (2021) mentioned that by the implication of the employment equality law the legislations regarding the prejudices related to the inequality at the workplace can be assured effectively in the organisations. The UK labour law is a significant law that can help in maintaining labour related equality at the workplace. The primary legislation involving the implication of the equality act 2010 leads to equal access to education and the public services and goods at the organisation. Protection for harassment act 1997 is the leading aspect involved in keeping the harassment issues at bay in the organisation. The trade union and labour relations at the workplace can be significantly helpful for improving the discrimination based on the work status of the employees at the organisation. The solutions of the unconscious biases at the workplace result in the efficacy of the process of providing equality at the workplace. Khan et al., (2019) elaborated that the identification of the metrics for inclusion and diversity helps in creating equality at the workplace. The unconscious bias towards the working parameters leads to the feeling of guilt among the employees. For the improvement of unconscious bias, the rules and regulations need to be set up in the organisation. Language also plays an influential role in the success of equality policies in the organisation. Moreover, with the help of the objective criteria, the growth of the organisation can be made sure. Stringent fine regarding the distortion of the employee-related laws must take Care of by the authorities at the organisation. Moreover, with the help of effective working policies, the growth of the employee and the organisation can be made sure. With the help of the stringent laws, disciplinary actions can also be taken against the other employees at the work. Frega (2021) described that metrics preparation for the different parameters like salary, recruitment, promotion and selection processes can lead to the growth of the employees in the organisation. Equality in the promotion can be assessed by the help of understanding the culture and the history of the promotion at the workplace. Equality at the recruitment can be assured by the help of the effective formulation of the recruitment policy at the organisation. With the help of the equal policy for the salary of the employees, equality at the workplace can be assured in the organisation.

Kamau et al., (2018) mentioned that the discrimination at the work place can cause severe hectic to the survival of the individuals at the work place. By bringing the effective work place the situations at the work place can be sorted easily. By the following of the legal implications for the employees at the work place the increase in the equality parameter for the opportunity at the work place can be increased. Wikaningrum and Yuniawan (2018) mentioned that employers can start focusing on the removal of the hiring bias by the help of the allocation of the equality officer at the work place. Partnering with the community groups will help in the formation of the growth of the employees at the work place. Reviewing the training and the recruiting process will help in the formation of the effective work force culture for the employees in the organisation.

By building the focus on the drafting of policies in relevance to the equality implications the equality at the work place can be assured in the organisations. Wikaningrum and Yuniawan (2018) pointed out that polices should be well written and the circulation of the policy must be in accordance with the different advertisements media. Team building activities need to be made clear and crystal so that the employers can attain the efficacy at the work place. By the help of the effective team building, the assurance of the growth of the employees can be generated.

Development of the focus groups for the identification of the flaws in the policies will help in building the growth of the organisations. Wikaningrum and Yuniawan (2018) mentioned that the focus groups should be well educated so that the growth of the teams can be assured in the organisation. There must be a well allocation of the anti discrimination and anti harassment programmes in the organisations so that the implications of the discrimination can be traced out easily.

The society for the resolutions of the complaints of the diverse employees in the organisations need to be build effectively so the growth of the organisation so that the growth can be managed in the organisations. Setting of the society for the empowerment of the women’s in the organisation lead to the increase in the encouragement of the women’s in the society.

Educating the senior leaders for the setting of the effective teams in the organisations can be useful for the growth of the communities at the work place. Setting the stringent implications for the fighting of the bias will help in the increment of the encouragement of the women at the work place. Arranging the different workshops for the diverse people in the organisations will lead to the growth of the diverse community at the work place. No special privileges to the employees based on the gender provided by the employers.

Frega (2021) mentioned that celebrating the culture of all religions can effectively promote equality in the workplace. The adoption of effective policies proves effective for the growth of the employees in the organisation. Encouraging tactful communication at the workplace can bring efficacy in the equality parameters at the workplace. Communication at the work place brings the effective solution for the problems associated with the employees at the different levels. Discussing the challenges of the complex problems at the workplace helps in bringing the success of the equality practices at the workplace. Indirect discrimination with individuals can be avoided with the help of the efficient development of policies for equal opportunity at the workplace. With the help of skill-based hiring, the working of the organisations can be assured. The use of inclusive incentives at the workplace promotes equal aspects of working in the organisation. Ensuring equitable benefits can also assure equal opportunity inclusion at the workplace. Providing an equality-based assessment to the employees can be effective for the management of equal opportunity at the workplace. Empowering the employees with the help of different means can be an effective way for the promotion of equality in the workplace.

Gender-based inequality is a major concern involved in the practices of equal opportunity at the workplace. The gender-based inequality at the workplace can be assured by providing an equal role of responsibility and opportunity to the employees at the workplace. Female employees are the main employees that face inequality at the workplace. So by grooming the women mentors and leaders at the workplace the growth of the employees and the organisation can be assured. Lee et al., (2021) mentioned that the pay based inequality of the employees’ results in the decrement of the motivation for the working of the employees in the organisations. The physical disabilities of the employees must not be the sole reason for the inadequacy of the employees at the different working stages at the workplace. Lee et al., (2021) described that organisations need to focus on the policy of equal benefits at different stages for keeping equality at the workplace. By providing work-life balance at the workplace the employees can attain efficacy in working at the workplace. The policy regarding equal work-life balance can help in attaining equality at the workplace. The adoption of the right culture in the management of the working aspects can also prove influential at the work stages.

Search strategy for Literature review one:

A search strategy can be defined as the strategy through which the organised key words are being used to identify the database for the key concepts of the research (Cooper et al., 2018). With the implication of the search strategy, different types of the concepts can be identified through different databases. For the identification of the citation and the references used in the literature review the platforms like Google scholar has been used widely. The main key concepts related to the different topics used in the literature review will be used for the identification of the references. The search strategy helps the readers in the justification of the methodology and the credibility of the review and the concept undertaken in the research. Besides form the Google scholar there are different tools involve through which the references can be taken like the web search engine and discovery services tools. Tools like Bing, Yahoo, TinEye, and Yippy can be taken besides from Google scholar for the identification of the references and the relevant academic papers used in the related researches. Subject directory is the effective search tool that can be used for identifying the different sources of the references.

In the literature review one, Goggle scholar has been used for the identification of the different references used. For example for identifying the references for the topic “Significance of equal opportunity at the workplace”, key words like equal opportunity have been searched out in the Google scholar platform. After searching out the list of references after 2014 and the references of the more detailed and specific information the references has been copied and paste into the literature review in the form of citation. Furthermore, for the topic “Equal opportunity and performance of the employees in the organisation”, key words like equal opportunity in the equal performance have been searched out in the Google scholar. The references have been sourced out as per the specificity and the relevance of the topic. Likewise the same reference has been identified for the further topic.

Google scholar search has been used as all the academic papers for the related search are available in the platform. By the implication of this platform the relevant and effective sources of study can be used effectively in the literature review.

Summarising the key insights for literature review one

S.No	Citation	Reference link	Topic	Result	Research method used
1.	Paul and Criado,( 2020)	Paul, J. and Criado, A.R. ( 2020). The art of writing literature review: What do we know and what do we need to know?. International Business Review, 29(4), p.101717	Introduction of the literature review	This reference has been gathered from the Google scholar platform. The definition and the implication of the research have been gathered with the help of this citation. The implication of the literature review in the dissertation has been mentioned through the help of this reference.	Secondary research method
2.	Mahmoud et al., (2020)	Mahmoud, A.B., Fuxman, L., Mohr, I., Reisel, W.D. and Grigoriou, N. (2020). “We aren't your reincarnation!” workplace motivation across X, Y and Z generations. International Journal of Manpower.	Significance of equal opportunity at work place	With the implication of this reference the points regarding the significance of the equal opportunity at work place have been identified. The information gained from this research implies that the equal opportunity at the work place promotes the growth in the performance of the employees in the organisation.	Primary research (Interview)
3.	Nadarajah et al., (2021)	Nadarajah, S., Atif, M. and Gull, A.A. (2021). State-level culture and workplace diversity policies: evidence from US firms. Journal of Business Ethics, pp.1-20.	Significance of equal opportunity at work place	The author has helps in the identification of the significance of the equal opportunity in the work place. The author elaborates that the equal opportunity at work place promotes the efficacy in the production ability of the organisation. Moreover, by the help of the equal opportunity result in the milestone of success.	Primary research (Observations) method
4.	Harris (2022)	Harris, L. (2022). Examining Workplace Diversity, Equity and Inclusion (DEI) With The COMMIT Inclusive Behavior Framework.	Significance of equal opportunity at work place	The author has implied that the overall recruitment funnel gets improved significantly with the help of the equal opportunity provided to the employees.	Primary research (Quantitative study; survey method)
5.	Femino (2022)	Femino, C. (2022). Harassment And Equal Opportunity. Policy, 26(3), p.5.	Significance of equal opportunity at work place	The author has described that the engagement of the employees at the work becomes effective with the help of equal opportunity at the workplace	Secondary research method
6.	Gordon (2018)	Gordon, P.A. (2018). Age diversity in the workplace. In Diversity and inclusion in the global workplace (pp. 31-47). Palgrave Macmillan, Cham.	Significance of equal opportunity at work place	The author has elaborated that diversity based management at the workplace generates different and diverse talents in the organisation. The development of the employees in the organisation can be assured through the implication of equal opportunity at the workplace.	Primary research (Survey method )
7.	Fine et al., (2020)	Fine, C., Sojo Monzon, V. and Lawford-Smith, H. (2020). Why does workplace gender diversity matter? Justice, organizational benefits, and policy.	Significance of equal opportunity at work place	The author has mentioned that the inclusion parameter at the work involves the accumulation of diverse people so that the motivation and the engagement of the employees at the workplace become effective.	Secondary research method (Review articles)
8.	Woods et al., (2022)	Woods, D.R., Benschop, Y. and van den Brink, M. (2022). What is intersectional equality? A definition and goal of equality for organizations. Gender, Work & Organization, 29(1), pp.92-109.	Relation between equal opportunity and performance of the employees in the organisation	The author has elaborated that equal opportunity at the workplace plays an influential role in bringing the success of the organisation by improving the opportunity for the employees at the workplace.	Secondary research method (Use of articles and textbooks)
9.	Nguyen et al., (2021)	Nguyen, N.T., Yadav, M., Pande, S., Bhanot, A. and Hasan, M.F. (2021). Impact of diversity management on organizational performance in hotel organizations: a conceptual framework. International Journal of System Assurance Engineering and Management, pp.1-11	Relation between equal opportunity and performance of the employees in the organisation	The author has mentioned that motivation of the employees can be increased by the implication of equal opportunity at the workplace	Secondary research method (Literature review)
10.	Hutomo and Nawangsari (2021)	Hutomo, Y.I.P.S. and Nawangsari, L.C. (2021), May. The Employees Turn Over Factors at Carrefour ITC BSD. In MICOSS 2020: Proceedings of the 1st MICOSS Mercu Buana International Conference on Social Sciences, MICOSS 2020, September 28-29, 2020, Jakarta, Indonesia (p. 190). European Alliance for Innovation.	Relation between equal opportunity and performance of the employees in the organisation	The authors have mentioned that the turnover of the employees in the organisation may get reduced with the equal opportunity for the employees in the organisation.	Primary research method (Observation)
11.	Daniel (2019)	Daniel, C.O. (2019). Analysis of quality work life on employees performance. International Journal of Business and Management Invention (IJBMI), 8(2), pp.60-65.	Relation between equal opportunity and performance of the employees in the organisation	The author elaborated that equal opportunity improves the quality of the work and that lead to the improvement of the quality of the work of the employees in the organisations	Secondary research method (Data collection through the existing articles, literature review and textbooks)
12.	Shrestha and Parajuli (2021)	Shrestha, P. and Parajuli, D. (2021). Impact of Workforce Diversity on Employee Performance. International Journal of Management, 12(2), pp.86-95.	Relation between equal opportunity and performance of the employees in the organisation	The authors have mentioned that motivated and diverse employees lead to the effective performance of the employees in the organisation. The effective performance of the employees leads to the effective performance of the organisation	Primary research method (Survey questionnaire)
13.	Atatsi et al., (2019)	Atatsi, E.A., Stoffers, J. and Kil, A.( 2019). Factors affecting employee performance: a systematic literature review. Journal of Advances in Management Research.	Relation between equal opportunity and performance of the employees in the organisation	Authors have elaborated that the increased performance of the employees helps in bringing success to the organisation by effective means. A positive work environment has been developed with the help of the effective and equality-based working of the employees in the organisations.	Secondary research method (Literature review)
14.	Shields et al., (2015)	Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Plimmer, G. and Robinson, J. (2015). Managing employee performance & reward: Concepts, practices, strategies. Cambridge University Press.	Relation between equal opportunity and performance of the employees in the organisation	Authors have elaborated that the mutual trust built among the different employees result in the success of the employees at the workplace. Mutual trust develops among the employee's help in making creative and effective solutions to the complex problems acquired at the workplace.	Secondary research method (Data gathered from the book)
15.	Ali et al., (2016)	Ali, A., Bin, L.Z., Piang, H.J. and Ali, Z. (2016). The impact of motivation on the employee performance and job satisfaction in it park (software house) sector of Peshawar, Pakistan. International Journal of Academic Research in Business and Social Sciences, 6(9), pp.297-310.	Relation between equal opportunity and performance of the employees in the organisation	Authors have described that the motivation based and productivity parameters of the employees can be increased significantly with the help of the equal opportunity of the employees in the organisation.	Primary research (Structural questionnaire)
16.	Totterdill (2020)	Totterdill, P. (2020). Workplace innovation. Europe, pp.26-29.	Different strategies for improving equal opportunity at the workplace	Author has described that equality at the workplace can be assured by the help of maintaining equality in age, race, nationality, ethnicity, disability, religion and gender-based parameters	Primary research (Interview)
17.	Creary et al., (2021)	Creary, S.J., Rothbard, N. and Scruggs, J.(2021). Improving workplace culture through evidence-based diversity, equity and inclusion practices	Different strategies for improving equal opportunity at the workplace	Authors have mentioned that the discrimination of the employees at the different stages involves direct discrimination, indirect discrimination, harassment and victimisation. Direct discrimination of the employees at the different stages leads to the unequal treatment of the employees in the organisation.	Primary research method (Survey)
18.	Chang and Milkman (2020)	Chang, E.H. and Milkman, K.L. (2020). Improving decisions that affect gender equality in the workplace. Organizational Dynamics, 49(1), p.100709.	Different strategies for improving equal opportunity at the workplace	Authors have mentioned that the job descriptions launched by the companies need to be efficient and equal for the improvement of the working opportunity at the workplace. With the help of the effective and the relevant process of hiring the working of the employees can be assured in the organisations.	Secondary research method
19.	Kim (2018)	Kim, P.T. (2018). Big Data and artificial intelligence: New challenges for workplace equality. U. Louisville L. Rev., 57, p.313.	Different strategies for improving equal opportunity at the workplace	The author has mentioned that technology can become influential and useful for the improvement of equality-based parameters in organisations. Involving the teams at the workplace in the different roles can also become helpful for the management of equality at the workplace.	Secondary research method (literature review)
20.	Khan et al., (2019)	Khan, N., Korac?Kakabadse, N., Skouloudis, A. and Dimopoulos, A. (2019). Diversity in the workplace: An overview of disability employment disclosures among UK firms. Corporate Social Responsibility and Environmental Management, 26(1), pp.170-185.	Different strategies for improving equal opportunity at the workplace	The authors elaborated that the identification of the metrics for inclusion and diversity helps in creating equality at the workplace. The unconscious bias towards the working parameters leads to the feeling of guilt among the employees	Secondary research method (Article review)
21.	Frega (2021)	Frega, R. (2021). Employee involvement and workplace democracy. Business Ethics Quarterly, 31(3), pp.360-385.	Different strategies for improving equal opportunity at the workplace	Author described that metrics preparation for the different parameters like salary, recruitment, promotion and selection processes can lead to the growth of the employees in the organisation.	Secondary research method (Article)
22.	Lee et al., (2021)	Lee, Y., Li, J.Y.Q. and Tsai, W.H.S. (2021). The role of strategic internal communication in workplace discrimination: A perspective of racial minority employees. International Journal of Strategic Communication, 15(1), pp.37-59.	Different strategies for improving equal opportunity at the workplace	Authors have mentioned that the pay based inequality of the employees results in the decrement of the motivation for the working of the employees in the organisations.	Secondary research method

Learning from the research review one

The research review has helped in the identification of the information related to the research gap involve in the research. By the implication of this research review certain points related to the research topic has been identified. Through the research review references for the identification of the relation between equal opportunity and employees’ performance have been identified in the research. The research review has helped in the identification of references for the topic like significance of equal opportunity in the organisation, relation between equal opportunity and employee performance and the strategies for the improvement in the equal opportunity for the effective performance of the employees have been identified in the research. The literature review has been based on the secondary research method in which the qualitative data has been used for the growth of the literature review. For the making of the literature review the focus on the journals and the existing research papers have been made such that the increase in the theoretical knowledge regarding the research topic can be made.

4. Research Questions

Equal opportunity at the workplace brings efficacy in the productivity and the growth of the organisations. This research is based on a case study of retail organisations. Mainly the findings of the research are based upon the Unilever retail organisations and the implications of equal opportunity are discussed in the results and discussions sections.

Why equal opportunities for the employees are significant in the workplace?

What are the strategies to be adopted for providing equal opportunity in the workplace?
How do equal opportunities at the workplace increase the employees' performance in the workplace?

All the discussions will be made concerning the above-mentioned research questions in the result and discussion sections.

5. Research Methodology

5.1 Introduction

Research methodology can be defined as the set of techniques and procedures required for identifying, processing and analysing the relevant information related to the research topic. In the research of any topic, this section provides the implication for the critical evaluation of the validity and the reliability of the research topic in the research. The research methodology section provides the implication for the collection of the data required in the making of the research (Pandey and Pandey, 2021). It outlines the plan in which the data has been collected for undertaking the research. A sound research methodology helps in the effective mapping and the identification of the aim of the research. This chapter outlines the appropriate practices and the assessment that have been used for the making of the research. All the implication of the research has been made in relevance to the Saunders research onion framework. This framework helps in the development of an effective research methodology for the respective research. Different decisions and the steps taken for the preparation of the research will be implicated in the research. Different stages involved in the making of the research will be appropriately outlined through this framework. This framework is constituted of six stages for the effective undertaking of the research. Saunders's framework involves philosophy, approach, strategy, methods' choices, time horizons and the data collection with the analysis of the data stages in the making of the research (Sahay,2016). Under this section, the discussions of the different stages of the Saunders onion framework will be made in an effective manner.

5.2 Research onion framework

This research onion framework is given by Saunders, Thornhill and Lewis in their book. For carrying out the research in an effective manner this framework has been used in an effective way. By the implication of this research framework, the appropriateness of the research methodology can be gained. This framework is consisting of the six steps through which the research is being carried out effectively. Philosophy, approach, strategy, choices & methods, time horizons and the data collection with the analysis are the six major steps with which the research is being undertaken effectively. Research onion allows the effective collection and analysis of the research data that has been gathered through the different stages (Iovino and Tsitsianis, 2020). Certain advantages can be outlined with the help of the research onion. It implies the focus on the creation of the effective and appropriate stages with which the data collected for the research can be easily managed and understood. Saunders's research onion implies the focus on the appropriate framework with which the research can be undertaken effectively.

Saunders onion helped in increasing the quality of the data collection and the research methodology that has been used for the undertaking of the research. The different layers of the research onion help in the increment of the accuracy of the research (Zolfagharian et al., 2019). This framework provides an effective understanding to the researchers and the readers regarding the research.

5.2.1 Research Philosophy

Research philosophy is the initial layer of the research onion. Research philosophy is the stage in which the set of beliefs with the nature of reality is imagined in an effective manner. Research philosophy implies the understanding of the conduction and the interpretation of the research in an effective manner (Hürlimann, 2019). Research philosophy implicates the development and the nature of the knowledge related to the research. Research philosophy is the system with which the thoughts and the appropriate knowledge with respect to the research are being gathered effectively (Hürlimann, 2019). There are eight types of research philosophy that have been used. This involves ontology, epistemology, positivism, realism, objectivism, constructivism, pragmatism and interpretivism (Hürlimann, 2019).

Ontology

Ontology can be defined as the philosophy of the research in which the reality of the research is being dealt with effectively. Ontology helps in the effective distinction between the subjective and the objective of the research (Al-Ababneh, 2020). With the implication of the research, the discussion of the objectives and the interpretation of the individuals can be identified easily and effectively. In this research, the existing data has been used and so the subjectivity and the objectivity of the research are being identified with the help of the interpretation of the existing data.

Epistemology

It can be defined as the implication with which the decision regarding the effective understanding of the nature of the knowledge and its implications is identified (Al-Ababneh, 2020). Under this heading, the existing research papers related to the research topic have been identified effectively. By following this philosophy the data related to the research topic is analysed effectively.

Mainly this philosophy is divided into six types:

Positivism: This philosophy outlines that the knowledge gained through the existing facts and research papers is the most trustworthy. Under this philosophy, the role of the researchers is constrained to the data collection and interpretation. This research is suitable for quantitative research (Park et al., 2020).

Realism: This research philosophy implicates the independence of the human mind from the reality involved in the research. This theory outlines that the updating of the theory and the knowledge needs to be done continuously for the achievement of the accuracy of the knowledge (Alharahsheh and Pius, 2020). As per this theory, the new and updated theory related to equal opportunity for the employees have been used in the research.

Objectivism: In this aspect, the major focus is provided on the structure involved in the research. This theory focuses on the gathering of the data which implies the reality of the studies (Dent et al., 2018). Under this aspect, the implication of the data has been made by the existing sources without the interface of the human in the making of the research.

Constructivism: It outlines that the human intelligence in the making of the research is based on the interaction of the human with the real world. This theory does not support the qualitative implications in a greater manner due to the involvement of the reality of the experience (Al-Ababneh, 2020). As this research is qualitative research and so the human interface with reality has not been done in the research.

Pragmatism: This theory outlines that there exist different ways to undertake and the interpretation of the data of the research. This philosophy is based on the implication that the research can be carried out with the implication of qualitative and quantitative research (Alharahsheh and Pius, 2020).

Interpretivism: This research philosophy supports the implications of qualitative research as compared to quantitative research (Alharahsheh and Pius, 2020). In this respect, the above research has been made by the interpretation of the existing data gathered through the existing research papers.

5.2.2 Research Approach

This is the second layer of the research onion. This layer implies the focus on the undertaking of the research through the help of different and relevant approaches (Sahay, 2016). The research data has been effectively assessed under this layer. The research approach is divided into two types i.e. inductive research approach and deductive research approach.

Inductive Research approach

The inductive research approach involves the focus on the generation of effective theories by implicating the research method (Sahay, 2016). This approach has been used for qualitative research in which the interpretation of the data is being done through the help of the existing research.

Deductive research approach

This approach has been used for quantitative research. Under this approach, the data has been analysed through a quantitative approach (Saunders et al., 2007). Under this approach, the focus is provided on the theory which is used for the making of the research.

5.2.3 Research Strategy

As per Saunders's research onion research strategies are divided into six stages. This can be elaborated as surveys, interviews, case studies, experimental research, action research and literature review (Abdelhakim, 2021). The research strategy is selected based on the data required for the preparation of the research. With the implications of the research strategy, the efficacy in the undertaking of the research can be managed effectively. Research strategy focuses on the effective conduction of the research by the study of the effective sources as per the demand of the research.

Action research: It can be defined as the research in which the real-world problems for the research can be studied in a collaborative and participatory manner for the generation of the action and the knowledge related to the research topic (Abdelhakim, 2021).

Case study: With the implication of this approach emphasises the limited number of conditions and the events are being analysed effectively.

Literature review: This approach has been used in the making of this research. Under this aspect, the research questions and the objectives of the research have been used for synthesizing and summarizing the key points of the different existing research based on the current research topic (Abdelhakim, 2021).

Surveys: Under this head, the research has been with the implication of the human interface in the research. The surveys of the relevant candidates have been made for gathering the relevant data for the research.

Experimental research: Experimental research can be defined as the research in which the focus is provided on the hypothesis and the variables involve in the research (McDonough, 2017).

Interviews: The interview is the qualitative approach involved in the conduction of the data collection. Under this aspect, the framed questions have been asked to the candidates. With the implication of this approach, the efficacy and the accuracy of the data can be attained effectively by the researchers (Husband, 2020).

5.2.4 Research Choices

Under this aspect, the choices regarding the selection of the research method will be made effectively. Research choices are used for finding out the efficacy of the data collection method. There are two types of data involved in the research. This data can be elaborated as qualitative and quantitative research data. Quantitative data is based on the analysis of the statistics that have been gathered through the implication of the data collection by surveying or interviewing the candidates for the research study (McCrae, 2018). Qualitative data involves the focus on the collection of the data in the form of the existing theory related to the research data. Qualitative research focuses on the quality of the data that have been gathered through the help of the existing theory and the relevant facts or information. In this research, the major focus is provided on the quality of the data and so quantitative interpretations of the data have not been made in this research. Under this research, the qualitative data has been collected through the help of the literature review and the case study analysis (McCrae, 2018).

There are two methods involved in the data collection the mixed-method and the mono method of the data collection. In the mixed method of data collection, quantitative and qualitative methods are used. In this research, the major focus is provided on the mono method of data collection. In this type of method, a single method is used for the collection of the data (McCrae, 2018). This research involves the qualitative method of data collection. Under this research, all the data is collected through the help of the analysis of the literature review and the case studies related to the Unilever organisation.

The Mono method has been used in the research as it provides the simplicity to focus on a single method of data collection. Further with the help of this method, the focus is provided on the single method of data collection. With the help of the mono method of data collection, the efficiency of the data collected through the works of literature and the existing research papers become easier and more effective (Vizcarguenaga-Aguirre and López-Robles, 2020). Under this research, the major focus is provided on the literature associated with the Unilever organisation. Several existing research papers related to equal employment opportunity in retail organisations are being identified with the help of the research.

5.2.5 Time Horizon

This layer defines the focus on the time duration of the research. This aspect is divided into two types; cross-sectional and longitudinal time frames. Under the cross-sectional aspects of the data collection, the data has been collected for the short term study and for fewer intervals of time. In the longitudinal time horizon method, the data has been collected over a long period. Through the help of this study, the major focus is on the collection of new and updated data with which the study can be made sure. This research involves the focus of the researchers on the specific information and for a long period of time, the researchers need to focus on the collection of the data (Morrison-Saunders et al., 2022). For all these implications the longitudinal time frame has been chosen for the research.

With the help of the longitudinal time framework, the major focus is provided to the study of the new and updated research papers in the field of equal opportunity for the employees in the workplace. Gathering the data at any interval of time for concluding the appropriate results is the main aim of the longitudinal time frame that has been used in the research (Morrison-Saunders et al., 2022).

5.2.6 Research technique and procedure

This is the last layer of the Saunders research model. Under this head, the discussions of the methods of the data collection and the analysis method for the data have been elaborated. Under this head, the specific framework for the collection of the data will be analysed appropriately in the research. Under this head, the data collection method for the research will be drafted out. As in this research, the qualitative approach has been taken in which the data has been collected through the existing theory and the research papers based on the research topic (Haydam and Steenkamp, 2020). Effective research practices and the techniques help in the formulation of the effective presentation of the research data.

For the sampling of the data the different sampling methods like probability sampling and non-probability sampling. In probability sampling, the sampling is done through random data. In non probability sampling the data without any probability of outcome is taken for the evaluation of the data collection (Haydam and Steenkamp, 2020). In this research the non probability method has been used for the data collection. Mainly the purposive data sampling has been used for the sampling of the data. Under this sampling method the data may get vary as per the judgements of the researchers. Since, to complete the research in the effective time, the purposive method has been used.

5.3 Data collection method

Data collection methods help in the effective collection of the data through the different existing research papers. There are two types of the data involved in the making of the research. These are quantitative and the qualitative research data. Under the quantitative method of the data collection the surveys, polls, experimental research etc are taken for the data collection. In the qualitative research method the data is collected through the help of the interviews, focus groups, case study and the literature review (Haydam and Steenkamp, 2020). This research has been based upon the secondary method of the data collection in which the data is collected through the help of the existing literature and the exiting theory related to the research topic.

This research is based on the analysis of the data from the literature reviews and the existing research papers. With the implication of the secondary research the efficacy and the frequency of the research can be done effectively. All the implications of the research have been made in relevance to the company Unilever.

5.4 Ethical consideration

Ethical consideration in the research is the implications with which the research practices and designing are guided effectively. Ethical implications play an influential role in the designing of the research. These ethical considerations need to be followed effectively for gaining the credibility of the research. Since the literature review for the preparation of the research has been taken from the online sources and so the data security plays a crucial role (Arifin, 2018). Researchers involve in the research needs to focus on the appropriate strategy with which the data security and credibility can be assured in the research. All the implications of the data security and the copyrights implications associated with the research need to be focused effectively.

The stringent rules of the licensed secondary data must be known to the researchers so that the credibility of the research can be made assure(Arifin, 2018). Appropriate credit and the references must be provided in the research regarding the data that has been collected through the online research papers and the relevant sources.

In case of the quantitative data the researchers need to focus on taking the consent from the individuals involved in the survey or in any process associated for the data gathering in the research.

5.5 Limitation and Challenges

With the implication of this research the theoretical data relevant to the implication of the equal opportunity to the employees in the retail organisations’ can be developed.
This research does not provide the accurate data due to the lack of the quantitative studies in the making of this research.
The aim and the objectives involve in the research may be too broad as per the development of the theory of the research (Arifin, 2018).

5.6 Search strategy for the research methodology

A search strategy can be defined as the strategy with which the key terms used to find out the database (Peters et al., 2021). For the identification of the effective results the focus of the search strategy is on the implications of the efficacy of the key terms that are used to identify the data bases. For the above research the search strategy has been implicated by the use of the Google scholar. For the making of this research the focus is to be provided to the terminologies used in the research.

Different sources like the journals, reports and the online research papers have been used for the making of the research methodology. Besides from the Google scholar the use of the Microsoft academic can be made in the preparation of the content. The Microsoft academic helps in the preparation of the research by providing the sources like paper and the journals with respect to the respective researches (Peters et al., 2021). Semantic scholar can also be used for the identification of the information relevant to the key terms used in the research. Semantic scholar is the AI based research scholar that helps in the effective collaboration and the collection of the information.

Bing scholar can also be used in the place of the Google scholar so that the efficacy in maintaining the academic contents increases rapidly. Science. Gov is the data base that can be sued for the effective gathering of the information related to the research. Academic.edu is the platform that can be used for the finding of the effective academic papers for the respective research. JURN is the search engine that can be used in place of the google scholar so to fetch the effective and the influential academic content. Refseek is the platform with which the finding of the effective academic papers becomes easier and effective. High beam can also be used in place of the Google scholar as it provides the platform for the effective finding of the academic papers. Springer. Link can also be used for the finding of the resources relevant to the research study of the individuals. ERIC is the platform that can be use in place of the Google scholar as it provides the search engine for the identification of the academic and the research papers related to the relevant academic content (Fernández and Guillén, 2021).

With the help of the above represented search engine the work of finding the secondary data becomes easier. The data can be gathered by the help of the choosing of the search terms related to the relevant key topics to the research papers. Searching the resources with the help of the key words can also prove helpful with the help of the Google scholar (Fernández and Guillén, 2021). Searching for the phrases involve in the research papers will prove helpful for the identification of the academic content related to the research study. Using the heading for the finding of the content will also prove helpful in the gathering of the research data.

6. Results and discussion

6.1 Introduction

Employees' equal opportunity at the workplace relates to the success of the organisation. With the help of effective employees, the swift and smooth working of the employees can be assured in the organisation. Moreover, the motivated employees in the organisation help in the effective working of the teams at the organisation. Equal opportunity is being provided to all the employees without the focus on the different aspects which create the effective performance of the employees in the organisation and can open the doors of the opportunity for the employees in the organisation (Woods et al., 2022). Equal opportunity brings motivation to the employees in the organisation. This motivation helps in the fulfilment of the different performance-based aspects of the employees in the organisation. With the help of equal opportunity, the fair evaluation of the job applicants can be made sure in the organisation. With the help of equal opportunity in the workplace, the collaborative working of the employees can be improved significantly in the organisation (Woods et al., 2022). Good faith efforts can be created with the help of equal opportunity in organisations. Effective equal opportunity policies bring effective and productive fre4sults into the market. Collaboration between the different and diverse teams can be generated with the help of equal opportunity in the organisation.

6.2 Significance of the equal opportunity at the workplace- A case of retail industries

The working culture plays an influential role in the success of the retail industries in the market. With the implication of equal opportunity, the work of the retailers can become easier and more effective in the organisation (Braganza et al., 2021). Moreover, by the implication of equal opportunity for the retailers, the working aspect of the organisations can be made effective. Equal opportunity at the workplace can bring efficacy in maintaining diversity among the employees in the organisations. Company culture can become much more effective due to the accumulation of innovative ideas related to the generation of effective products and services for the retail industries. Innovation of the products and the services for the customers is the major aim of the retail industries in the market (Braganza et al., 2021).

The equal opportunity provided to the diverse employees of diverse cultures in the organisations results in the efficacy of the products promotion of the company with the help of the employees in the market (Campaner et al., 2022). Workplace culture plays an influential role in building organisational values in the market. The organisational values build in the organisation help in the success of the retail organisations in the market (Chen et al., 2020). Equal opportunity helps in the development of an effective culture by accumulating employees from different backgrounds in the organisation. Equal standards set by the organisations like equality in the customs, laws and social standards at the organisation help in building a robust organisational image at the workplace (Chen et al., 2020).

Equal opportunity principles focus on the equal and effective treatment of employees within organisations. Moreover, employee engagement and performance with job satisfaction of the employees can be increased rapidly with the help of equal opportunity in the workplace. Chances of finding the right talent for the different positions in the organisations can be improved. The company's culture can be improved rapidly with the help of equal opportunity in the workplace. The productivity of the employees in the organisations can be improved significantly with the help of equal opportunity in the workplace. Diversity can be brought effectively with the implication of equal opportunity in the workplace. A diverse workforce in the organisation can bring effective solutions to complex problems in the organisation.

With the help of equal opportunity, motivation can be provided to the employees. The motivation provided to the employees of the retail industries can prove to be helpful in the success of the organisation. The equal pay provided to the employees of the retail industries can become effective in bringing motivation to the employees of the retail industries. Retail industries involve high competition. This high competition in the retail industries can be managed with the implication of effective training and the development of the employees in the organisations. Unilever is the most prominent retail-based company in the UK. This company provides equal opportunity to the employees at the organisations. Unilever UK is an organisation that promotes the equal role of responsibilities for the employees in the organisation irrespective of the race and the community of the employees in the organisation (Ahmad, 2020). The top management positions of the company are being held by females irrespective of the inequalities involved in the organisation (Ahmad, 2020). Different policies and the plan as per the relevance of the employment roles in the organisation enforce the development of the aspirations and the better performance of the employees at the workplace.

These companies are promoting equal opportunities with the help of women's empowerment. Moreover, equal opportunity in the retail industry helps in better networking among the employees. Better networking results from ineffective solutions to the complex problems involved in the retail market (Ahmad, 2020). Through the help of equal opportunity in the workplace, the brand management of the different retail industries can be made sure. With the help of equal opportunity in the workplace, different talented employees at the workplace can be created in the organisations. Through the implication of equal opportunity in the retail industries, the likelihood of illegal discharges against the employees can be made sure. A positive and team working culture can be brought to retail organisations. This team working and collaborative work culture helps in maintaining the efficacy of the organisation.

6.3 Relation between equal opportunity and performance of the employees in the organisation – A case of retail industries

Equal opportunity to the employees can be provided with the help of the equal treatment of the employees in the different segments involved in the retail sector. The equal opportunity provided to the employees helps in maintaining the efficacy of the performance of the employees in the industries (Chung and Van der Lippe, 2020). With the help of improved productivity, the performance of the employees in the organisations can be made sure. Effective relations among the employees help in the better productivity of the organisations in the retail sector. Equal opportunity in the retail sector involves the equal treatment of the employees at the workplace. Equal opportunity in the retail sector helps in the management of the effective and influential performance of the employees in the different segments of the retail sector. The aspiration of the high posts and the roles in the workplace promotes the employees to perform effectively in the workplace (Chung and Van der Lippe, 2020). Equal opportunity at the workplace assures the equal treatment of the employees at the workplace in all domains of the workplace. The employees in the organisation focus more on generating effective and positive results in the organisation. Learning about the different cultures, backgrounds and religions of the employees brings a better understanding of all implications. Equality at the workplace brings the promotion of diversity at the workplace. Equality at the workplace underlines the value for the employees in their respective work roles. Equal opportunity at the workplace brings effective and equal communication, knowledge distribution and confidence among the employees. A diverse workforce at the workplace leads to the diverse aspects of the team working in the organisations. The success rate of the creative aspects in the work gets promoted and enhanced at the workplace. Satisfaction of the employees through the help of equality in the workforce gets an increase in the organisation effectively. Equal opportunity at the workplace assures the growth of the different segments of the employees working in the organisations.

Equal opportunity at the workplace brings the focus on the social, political and governance implications in the organisations (Khalid and Nawab, 2018). With the help of equal opportunity in the workplace, the corporate governance of the organisations can be done effectively. Through the help of equal opportunity, the focus on the retention of the employees and the growth of the employees can become easier. Turnover of the employees gets reduced effectively with the help of equal opportunity in the workplace (Khalid and Nawab 2018). Equal opportunity enhances the participation of the employees in the different roles and the task of the organisation with which healthy competition in the organisation can be brought.

Unilever UK is a well-known brand that promotes equal opportunity in the workplace. With the help of equal opportunity at Unilever, the female employees of the company get the opportunity to pursue the roles of the higher authority in the UK. It has also been seen that due to the equal opportunity implication at the workplace the social and economical conflict at the workplace gets decrease rapidly in organisations. By the enforcement of the gender equity principles in the organisations, the company is promoting women's empowerment. Unilever Company is focusing on bringing the positive implications in the advertisements and the promotions of the products and the services of the company so that a better impact in society in terms of gender equality can be brought effectively. By promoting equality in the workplace the company is promoting inclusivity in the workplace. Unilever, (2021) mentioned that Unilever has recently launched dove soap advertisements with which the company is sprawling the idea of the black ethnicity in the workforce.

Unilever has the appropriate policy for bringing equal opportunity to the workplace. In this policy, the company has mentioned the focus on carrying out a harassment-free environment at the workplace. The policy has the objective of carrying out equality in the segments of all the employees who are qualified in the organisation. All the employee based relationships made by the company are based on the skills and the qualification of the employees rather than the diversity factors involved in the workplace. With this policy, the growth in the different segments can be seen in the market.

Equality for the different people and the diverse people for the same work can be maintained with the help of the different implications in the organisations. Equal treatment of the employees in the wages in the retail sector has the most influential impact on the performance of the employees in the organisation. Due to the equal opportunity in the retail organisation, the efficiency in the products management of the employees can be maintained significantly in the organisations. Equal opportunity in the organisation leads to the prohibition of discrimination against the employees in the organisation. In the retail organisation like Unilever UK, diverse employees work the organisation and the prohibition against discrimination can be maintained in the organisation like Unilever UK (Titus Eguji and Chigozie,2018). Moreover, with the help of the promotion of gender equality among the employees the effective working of the employees in the organisation can be maintained. By the implication of the promotion of gender equality among the employees the promotion of the female in the organisation like Unilever UK can be seen effectively. Moreover, gender equality promotes motivation among the employees in the organisation. The motivated employees in the organisation bring efficacy to the working of the employees. Efficient and productive employees can work in a collaborative manner and bring success to the retail sector.

In the retail organisation, different roles of responsibilities are involved. By the implication of the different roles of responsibility, motivated employees can perform effectively. The efficiency in the working of the employees can be generated by the implication of the Maslow hierarchy theory. As per Maslow's theory, it has been seen that the employees' motivation is linked with the five essential needs physiological, safety, self-esteem, and social and self-actualisation needs of the employees in the retail organisation (Titus Eguji and Chigozie,2018). By providing equal opportunity to the employees in the organisation the different needs of the employees can be fulfilled effectively and the effective performance of the employees can be seen in the organisation. The equal opportunity provides the effective application of the holidays and leaves to the employees through which the physiological needs employees can be completed (Titus Eguji and Chigozie,2018).

By providing the safety needs like pension and sick pay to all the employees with an equal role of responsibility, the performance of the employees in the organisation can be made sure (Dey et al., 2022). Fulfilment of the social need also plays an influential role in the effective performance of the employees in retail organisations. By providing equal rewards and recognition to all the skilful employees of the organisation the performance of the employees can be made sure in the retail organisation (Dey et al., 2022). The self-actualisation needs of the employees can be fulfilled by providing effective training and development to all the employees present in the retail organisations. Maslow's hierarchy is the leading tool for the improvement of the performance of the employees in the retail organisation.

Innovation in the products and the services of the company can result from the help of equal opportunity in the workplace (Kravariti et al.,2022). Effective management of talent can become easier with the help of equal opportunity in the workplace. Effective talent can be brought into organisations with the help of equal opportunity in the workplace. Allocation of the different positions can be achieved effectively with the implication of equal opportunity in the workplace (Kravariti et al.,2022).

Equal opportunity at the workplace decreases the absenteeism of the employees in the organisation and that leads to an increase in the performance of the employees in the retail sector (Woods et al., 2022). With the help of lower levels of absenteeism, the workload in the retail organisation can be contributed to the organisation. Great reputations of the organisations can be chased with the help of the effective working of the employees in the organisations (Blackham, 2021). Frequent and effective completion of the targets in the retail sector can be managed effectively in the organisation.

With the implication of equal opportunity, social justice at the workplace can be assured. Social justice helps in bringing a positive workplace in the retail organisation. By the implication of social justice, the working of the employees in the retail organisation becomes easier and more effective (Woods et al., 2022). The employees in the organisation become happier with the work involved in the retail organisations. The happiness of the employees towards the work leads to the effective performance of the employees in the retail organisation (Rožman et al., 2017). The performance of the employees enhances the performance aspects of the organisation. Moreover, with the help of happier employees, the customers of the retail sector also get improved significantly in the organisation. Supply chain management in the retail sector also gets improves with the implication of effective and happier employees in the organisation (Woods et al., 2022). Equal opportunity for the employees helps in implementing new ideas in the organisation like Unilever UK. Moreover, these new ideas bring confidence to the employees working in retail organisations.

There are various types of benefits of equality involve in retail organisations. These benefits can be elaborated as the distribution of the positive trends and the values in the organisations. With the help of equal trends and values in the organisations, the employees gain huge respect from their colleagues (Cortis et al., 2022). Due to the help of the huge respect, the self-esteem of the employees in the organisations gets increased rapidly. The sharing of equal benefits among the employees promotes the employee to work in an effective manner for attaining more respect and growth in the retail organisation. Treating the people without bias in the different roles of responsibility enhances equality in the work place (Rožman et al., 2017). Skills-based treatment of the employees and effective work-life balance may assure the growth of the diverse employees at the workplace.

There are different sets of roles involved in retail organisations; all these roles require a set of skills by the employees in the retail organisations. Equal opportunity for diverse employees helps in promoting the employees for serving to the higher roles in the organisations (Janes and Harvey, 2022). The employees' talent level has also been addressed through the help of equal opportunity for the employees due to which the performance of the employees in the different roles can be seen in the retail sector. Equal opportunity in the organisation helps in enabling the hidden talents of the employees (Janes and Harvey, 2022). Skilled and motivated employees in retail organisations help in increasing the productivity of the supply chain management and the customers base of the employees in the organisations. Equal opportunity promotes the employees for holding higher positions in the market. Through the help of promoted and talented employees, the work of the employees becomes effective and influential in the market (Janes and Harvey, 2022). Equal opportunity at the workplace promotes the employees to face different challenges and that leads to the success of the employees in the different roles of the employees in the organisation.

The employees get inspired by the equal opportunity implications in retail organisations. Retail organisations like Unilever UK promote women employees at higher positions in the management of the company in the retail sector (Polman and Winston, 2022). The employees in the Unilever UK organisation get the equal opportunity to serve the different roles as per their skills of the employees.

Unilever UK retail-based organisation focuses on the diversity of the employees in the organisation (Humphries-Kil, 2019). Unilever UK promotes employees on all the grounds like disability-based grounds and gender-based grounds. Leadership roles of Unilever UK are being held by the different employees in the organisation and that leads to the success of the organisation (Humphries-Kil, 2019).

Unilever UK provides different training and development programmes to the employees such that the working of the employees in the organisation becomes effective and influential the organisation (HENDERSON, 2022). The company has launched a talent attraction programme such that efficient employee gets the chance to hold leading position in the retail organisation. Moreover, the organisation has removed the barriers in the employment practices in the organisations. It has been seen that due to the barriers in the different processes in the working organisation the part of the society gets separated with the growth in the organisation. Through the help of the removal of the barriers, the working aspects of the employees in the organisation get improved.

With the implication of all these trends, the work of the employees becomes effective in Unilever UK. Unilever UK believes in the calibre of all the employees of different backgrounds. With the help of equal backgrounds, the company promotes the inclusion of all the employees in the workplace. The equal opportunity trends of Unilever UK have promoted the company for the achievement of an effective working culture (HENDERSON, 2022). Unilever is an organisation that is well known for the promotion of women in the leading positions of the management in the organisation. With the help of an effective working environment, the personal and the professional aspects of the individuals can be grown effectively in the organisations.

6.4 Different strategies for improving equal opportunity in organisations-A case of retail industries

Through the lack of diversity in the selection of the employees in the retail industries leads to the downgrading aspects of the industry in the market. Equal opportunity in the workplace promotes the diversity of the different employees from different backgrounds in the retail industries. Equal opportunity at the workplace has its benefit in different domains. By the implication of equal opportunity, the inclusivity in the working aspects of the employees can be increased significantly in the retail sector. Providing a flexible environment for the employees of working will enhance the growth of the employees at the workplace. Reviewing the policies as per the changes in the employment-related roles the growth of the employees can be managed effectively in the organisation. Upgrading of the changes in the employment polices as per the demand and the relevance of the employees needs to bring the effective practices for the growth of the employees.

By providing effective education to the leaders regarding the positive implication of equality at the work the growth of the retail industries can be made sure. Moreover, with the help of effective communication between the employees the growth and the performance of the employees in the organisation can be made sure. Training the employees for the different roles as per the attitude and skills of the employees can bring effective results to the organisation (Campaner et al., 2022). The communication between the employees and the leaders in the retail sector helps in the setting of the effective framework of working in the organisations. With the help of effective communication, the problems faced by the employees can be understood effectively in the organisations. Effective communication between the employees and employers help in the enhancement of the better co-ordination for the different tasks at the work place. The solution to these problems can be found with the help of providing equal opportunity to the employees in different aspects.

Unilever has a policy to focus on maintaining and providing equal and effective opportunities for self-advancement and the self-development of the employees in the organisation. Seniority and the retirement policies of the company are solely based on equal rules and regulations for the employees in the organisation.

Further, Unilever is focusing on the building of the policy with which they work within the state and the community to become easier and more effective with the implication of equality in the workforce in the Unilever organisation (Campaner et al., 2022). With the implication of equal opportunity in the workplace, fair employment practice in the different aspects can be made effective in the organisation.

By the inclusion of all the laws related to equal opportunity for the employees, the framework for equal opportunity can be set up easily. With the help of the employment equality law, prejudice-based actions in the retail industries can be made sure. The implication of the equality act 2010, is that equality for the employees of retail organisations can be maintained. This equality act 2010 promotes the equality of the employees irrespective of race, religion and gender of the employees. By the implication of this act, equality in the opportunity for the employees can be promoted in retail organisations (Campaner et al., 2022).

Unilever is well known for the implementation of economic policy for the employees. Unilever has distinguished the implications of the employment laws as per the skills and qualifications. It has been mentioned in the code of employment by Unilever. The first implication of the rule is to employ individuals who are disabled and are protected veterans (Zhongming et al., 2021). In this program, the company made sure that the disabled employees of the firm as per the relevance of the Rehabilitation act 1973 must be provided with sufficient and relevant wages as per their skills and qualification. All the relevant information is kept voluntary with the implication of this policy. The second aspect of the policy is to focus on affirmative action programmes (Zhongming et al., 2021). Under this policy, the company wants to build efficacy in the inclusion of diversity within the premises of the workplace. The company has made sure that at every workplace location of Unilever. An equal opportunity officer should be presented so that the implications of equality can be made sure effectively (Azeez, 2019). Written programmes of the company are specific and positive and so the implementation of the program becomes effective. Under this aspect, the company provides equality to the minority status, females, disabled veterans and individuals with the disability as the employees in the organisation. With this aspect, the company focuses on collaboration with the community of diverse people, national groups and community-based people in the workplaces of the company (Azeez, 2019). By providing equal opportunity to the employees of different statuses the company provides the opportunity to the employees of different communities. To assure equal consideration to the employees, the company provides equality to the skilled and the qualified employees in the organisation. All sources of manpower and the engagement agencies are equally distributed with the help of the equal opportunity provided to the employees. Equal consideration to the employees helps in the effective formulation of the talented and the skilled employees in the organisation.

In the third implication of equal opportunity, the company focuses on responsibility. Under this aspect, the company has mentioned that the management staffs of the company are responsible for carrying out the policy in the organisation. The senior vice president of Unilever has mentioned that the department's heads need to focus on the implication of all the federal laws in the organisations (Azeez, 2019). The human resources department of the company has managed to focus on the development of the coordination and implementation of the programmes in the organisations.

The communication policy of the company involves the focus on the distribution of copies of the policy to the employees of the organisation (Mohamed Mahmoud, 2022). Though, the company lacks in the distribution of written policies and information to the employees, even suitable and effective material is provided to the employees through the human resource staff at the different centres. Personnel recruitment of the individuals for the company will be implicated with the policies of the company (Mohamed Mahmoud, 2022).

By the forceful adoption of all the equality-based laws, effective improvement in the equality-based parameters can be adopted in the retail sector. With the implication of the employment rights act 1996 section, 94 equality in the employment of all the employees of the same scales can be implemented in the organisation (EOC, 2022). As per the equal opportunity commission of the UK, the equal chance is being provided to the employees regarding the pre and post-employment parameters in the retail sectors. By the implication of this law, equal training and development program is provided to the employees of the retail sector.

The termination of employment, due to the hindrance of the policies of the organisations by any employee of any role is being embedded in the rules and regulations of the organisations (EOC, 2022). By the implication of the equal opportunity commission of the UK, the fair practices for the implication of the behaviour at the workplace is being made sure by this law. Fair distribution of the workloads among the employees of the same role can be implicated in retail organisations (EOC, 2022). Moreover, with the help of equality in the hiring process of the different roles in the retail sector, equal opportunity can be provided to the employees in retail organisations. By creating and promoting a safe working environment for employees of all races and genders can get equal opportunities to thrive in the working place (Campaner et al., 2022).

Through the implication of the education programs and the training program for all the employees, equal opportunity for growth can be provided to the employees in the retail industries. The education programmes provided for the development of the employees in the organisation can create a vast impact on the competitiveness of the employees in the retail industry (Campaner et al., 2022). The creation of equality in the culture of the retail industries leads to the formation of equal opportunity in retail organisations. Attracting and retaining the top talents in the organisation can lead to the growth of the employees in the retail industry (Campaner et al., 2022). The brand reputation of the retail brands can be improved significantly in the organisation. By setting the norms for the inclusion of the employees at the workplace the working of the organisations becomes better for the employees in the retail organisations. Making the leaders accountable for the employees at the workplace brings efficacy in the management of equality at the workplace.

By making a key understanding of the distribution of the wages to the employees of all scales equal opportunity can be provided to the employees in retail organisations. For the development of equal opportunity in the workplace, Unilever UK focuses on gender equality, wage equality and women's empowerment (Unilever, 2022). The main aim of Unilever UK is to focus on the development of equal standards for the employees in the organisations. Unilever UK focuses on the promotion of the employees in the operations segment of the company in the organisations (Unilever, 2022). Unilever UK promotes equal opportunity with the help of the inclusion of diversity in employees at the organisation. Unilever UK promotes equality in the supply chain of the products and services of the company by the help of promoting the equal opportunity of pursuing different job roles in the organisation.

Unilever UK is promoting equality in the advertisements of the different brands and the products of the company in the market (Unilever, 2022). For promoting equal opportunity in the workplace the company has adopted the equal pay for equal work scheme in the organisation. The company has established the framework for fair compensation for all the employees in the organisation (Unilever 2022).

Unilever UK believes in promoting the employees possessing the relevant skills for the jobs at the company. Under the framework's compliance process of the company, the company has adopted effective equal pay structures for all the employees of the same background. By setting equality in the value chain, the company is booming its sales in the market. Unilever UK has adopted the training program, for providing skills and opportunities to women.

Unilever focuses on the empowerment of the underrepresented individuals in the organisations. By the implication of equal opportunity at the workplace, Unilever wants to grow the efficacy in the working of the employees in the organisation. Unilever has started different aspects like the # Unstereotype, women in the workplace, women in leadership, gender equality, living with a disability, fairness in the workplace and taking action to include the LGBTQI community in the work force and the promotion of these communicates in the organisations (Rožman et al., 2017). The different talents involved in the workplace of the different communities can effectively grow at the workplace. The different employees of different backgrounds get the chance to collaborate their talent in the workplace with the help of equal opportunity at the workplace. This diversity at the work place results in the enhancement of the productivity of the employees.

All the strategies adopted by Unilever will help in the building of an effective working culture in the organisation. With the help of the effective working of the employees, Unilever has attained growth in the market. Equal opportunity at the workplace plays an influential role in the growth of the company in the retail market. The implication of equal opportunity in the different domains helps in brining the competiveness in the retail market. Equal opportunity in the wages and the gender related domains helps in the success of the organisations in the market. Due to the help of the equal opportunity at the work place the employees of the Unilever do not feel discriminated and can work efficiently in the organisations. The right infrastructure for the promotion of all the cultures in the organisation is the efficient way involve in the promotion of the equal opportunity at the work place.

Leveraging the work place analytics is the efficient way involve in the promotion of the equal opportunity at the work place. By the help of the work place analytics the inequities of the employees’ life cycle in the organisation can be controlled and monitored effectively in the organisations (Rožman et al., 2017). Work analytics is the aspect in which the analysis of the work of the individuals at the retail organisations is being judged in an effective way. Work analytics helps in the effective monitoring and the controlling of the working culture embedded with the equal opportunity in an effective manner. Moreover, by the implication of the effective work place analytics the growth of the individuals and the performance of the organisations can be made sure.

Hiring of the racially literate leaders is the implication that can be adopted by the organisation for the promotion of the equal opportunity at the work place. Enhancing the transparency in the work involve is the magnificent way for the setting of the equal opportunity culture at the organisation (Lewis , 2018). By valuing all the voices in the organisations by the help of the equal wages and equal promotion to the skilled employees is the efficient way involve in the growth of the equal opportunity at the work place.

Equal opportunity at the work place can be the efficient way for the growth of the organisation. By the making of the stringent rules and the regulations the growth of the employees in the organisations can be made sure (Lewis , 2018). Equal opportunity promotes the effective working of the employees in the organisations. Moreover, by the help of the effective and equal opportunity at the work place the growth of the employees in the retail organisations can be made sure. Further, with the help of the effective working of the equal opportunity the efficacy in the employee’s carer can be made sure.

By promotion of the employees for the higher roles in the organisation the performance of the employees in the organisation can also be made sure (Lewis, 2018). With the help of the higher responsibility position the employees in the organisations feel encouraged for handling the complex situation at the work place. By the effective dealing with the complex problems the working for the employees in the organisations can be made effective. Equality to the employees provides the courage for withstanding in the negative situations in the organisations.

Equality in the opportunity at the work place brings the efficacy in the working of the organisations. By the help of the gender and the pay equality the effective and the influential working environment can be created at the work place. The stringent application of the laws in the organisation brings the efficacy in the performance of the employees in the organisations. The equal opportunity at the work place brings the status to the company and the employee working in the company. By the help of the equal opportunity at the work place the effective work culture can be set up in the organisation (Rožman et al., 2017). This equal opportunity can lay an influential and the effective path for the success of the retail organisations in the market.

Search strategy:

For the identification of these references, Google scholar has been used thoroughly. All the data relevant to the search topic or key word has been identified. Search strategy can be defined as the strategy through which the organised key words are being used to identify the database for the key concepts of the research (Cooper et al., 2018). The key words have been used for the identification of the references in the effective manner. Like for the identification of the references for topic “Significance of the equal opportunity at the workplace- A case of retail industries”, the key words like the equal opportunity for employees in retail industries have been identified. All the references after the year 2014 and relevant to the topic of the study will be collected in the effective manner. Moreover, sometimes the headings of the research sources are used for identifying the appropriate references. Sometimes the headings are not sufficient and therefore the brief view of the research studies has been undertaken for the effective use of the references. Likewise for the topic like, “different strategies for improving equal opportunity in organisations-A case of retail industries”, the key words like strategy for equal opportunity in retail organisations have been used for identifying the resources of references.

Likewise for the identification of the references for the topic like “Relation between equal opportunity and employees’ performance” the set of the key words like relation between equal opportunity and employees’ performance have been used. The more specific sources have been used for the identification of the references.

Summarising the key insights for Results and discussion

S.No.	Citation	Reference link	Topic	Result	Research method used
1.	Woods et al., (2022)	Woods, D.R., Benschop, Y. and van den Brink, M. (2022). What is intersectional equality? A definition and goal of equality for organizations. Gender, Work & Organization, 29(1), pp.92-109.	Introduction	Authors mentioned that with the help of equal opportunity the fair evaluation of the job applicants can be made sure in the organisation.	Secondary research method (Article)
2.	Braganza et al., (2021)	Braganza, A., Chen, W., Canhoto, A. and Sap, S. (2021). Productive employment and decent work: The impact of AI adoption on psychological contracts, job engagement and employee trust. Journal of business research, 131, pp.485-494.	Significance of the equal opportunity at the workplace- A case of retail industries	Authors elaborated that the company culture can become much more effective due to the accumulation of innovative ideas related to the generation of effective products and the services of the retail industries.	Primary research (Survey)
3.	Chen et al., (2020)	Chen, W., Canhoto, A. and Sap, S ( 2020). Productive employment and decent work: The impact of AI adoption on psychological contracts, job engagement and employee trust.	Significance of the equal opportunity at the workplace- A case of retail industries	Authors described that the equal opportunity provided to the diverse employees of diverse cultures in the organisations results in the efficacy of the products promotion of the company with the help of the employees in the market.	Primary research method (Survey)
4.	Ahmad (2020)	Ahmad, A. (2020). When the name matters: An experimental investigation of ethnic discrimination in the Finnish labor market. Sociological Inquiry, 90(3), pp.468-496.	Significance of the equal opportunity at the workplace- A case of retail industries	Authors mentioned that better networking results ineffective solutions to the complex problems involved in the retail market. Through the help of equal opportunity at the workplace, the brand management of the different retail industries can be made sure.	Secondary research method (Research paper study)
5.	Chung and Van der Lippe (2020)	Chang, E.H. and Milkman, K.L. (2020). Improving decisions that affect gender equality in the workplace. Organizational Dynamics, 49(1), p.100709.	Relation between equal opportunity and performance of the employees in the organisation – A case of retail industries	Authors elaborated that equal opportunity to the employees can be provided with the help of the equal treatment of the employees at the different segments involved in the retail sector	Secondary research method (data gathered from articles and existing academic papers)
6.	Titus Eguji and Chigozie (2018)	Titus Eguji, E. and Chigozie, P. (2018). Synergy between motivation and performance: A theoretical analysis.	Relation between equal opportunity and performance of the employees in the organisation – A case of retail industries	Authors elaborated that as per Maslow’s theory it has been seen that the employees’ motivation is linked with the five essential needs like physiological, safety, self-esteem, and social and self-actualisation needs of the employees in the retail organisation.	Secondary research method (Use of academic papers and articles)
7.	Dey et al., (2022)	Dey, M., Bhattacharjee, S., Mahmood, M., Uddin, M.A. and Biswas, S.R ( 2022). Ethical leadership for better sustainable performance: Role employee values, behavior and ethical climate. Journal of Cleaner Production, p.130527.	Relation between equal opportunity and performance of the employees in the organisation – A case of retail industries	Authors elaborated that by providing equal rewards and recognition to all the skilful employees of the organisation the performance of the employees can be made sure in the retail organisation	Primary research method (Survey)
8.	Blackham (2021)	Blackham, A. (2021). Positive Equality Duties: The Future of Equality and Transparency?. Law in Context. A Socio-legal Journal, 37(2).	Relation between equal opportunity and performance of the employees in the organisation – A case of retail industries	Author has elaborated that great reputations of the organisations can be chased with the help of the effective working of the employees in the organisations. Frequent and effective completion of the targets in the retail sector can be managed effectively in the organisation	Secondary research method (Online articles and research papers)
9.	Cortis et al., (2022)	Cortis, N., Foley, M. and Williamson, S. (2022). Change agents or defending the status quo? How senior leaders frame workplace gender equality. Gender, Work & Organization, 29(1), pp.205-221.	Relation between equal opportunity and performance of the employees in the organisation – A case of retail industries	Authors mentioned that through the help of equal trends and the values in the organisations the employees gain huge respect from their colleagues. Due to the help of the huge respect, the self esteem of the employees in the organisations gets increased rapidly.	Primary research (Survey)
10.	Janes and Harvey, (2022)	Janes, F. and Harvey, R.H. (2022). The case for diversity, equality and inclusion. Journal of Financial Compliance, 5(3), pp.218-227.	Relation between equal opportunity and performance of the employees in the organisation – A case of retail industries	Authors have described that equal opportunity to the diverse employees helps in promoting the employees for serving to the higher roles in the organisations. The employees' talent level has also been addressed through the help of equal opportunity to the employees due to which the performance of the employees in the different roles can be seen in the retail sector.	Secondary research method (Case study)
11.	Polman and Winston (2022)	Polman, P. and Winston, A. (2022). BECOMING A COURAGEOUS, NET POSITIVE LEADER. Leader to Leader, 2022(103), pp.25-30.	Relation between equal opportunity and performance of the employees in the organisation – A case of retail industries	Authors mentioned that retail organisations like Unilever UK promote women employees at higher positions of the management of the company in the retail sector. The employees in the Unilever UK organisation get the equal opportunity to serve the different roles as per the skills of the employees.	Secondary research method (Use of existing articles and academic papares)
12.	Humphries-Kil (2019)	Humphries-Kil, M. (2019). Unilever and Leadership: Gender, Race, and Classification in Corporate Globalisation. SAGE Publications: SAGE Business Cases Originals.	Relation between equal opportunity and performance of the employees in the organisation – A case of retail industries	Author mentioned that Unilever UK retail-based organisation focuses on the diversity of the employees in the organisation. Unilever UK promotes employees from all the grounds like the disability based grounds and the gender-based grounds.	Secondary research method (Data taken form books )
13.	HENDERSON (2022)	HENDERSON, R. (2022). 7 Firms, Morality, and the Search for a Better World. A Political Economy of Justice, p.187.	Relation between equal opportunity and performance of the employees in the organisation – A case of retail industries	Author described that Unilever UK provides different training and development programmes to the employees such that the working of the employees in the organisation becomes effective and influential in the organisations	Secondary research method (Data gathered from the archives)
14.	EOC, (2022)	EOC, (2022). What Does Equal Opportunities Mean? Online available at: https://www.eoc.org.uk/ [Last accessed on: 17 March 2022]	Different strategies for improving equal opportunity in organisations-A case of retail industries	It has been mentioned that with the implication of the employment rights act 1996 section 94 equality in the employment of all the employees of same scales can be implemented in the organisation. As per the equal opportunity commission of the UK the equal chance is being provided to the employees regarding the pre and the post employment parameters in the retail sectors.	Secondary research method (Data gathered from the internet)
15.	Unilever (2022)	Unilever, (2022). Equity, Diversity & Inclusion Online available at: https://careers.unilever.com/diversity- and-inclusion. Last accessed on: [17 March 2022]	Different strategies for improving equal opportunity in organisations-A case of retail industries	It has been described that for the development of the equal opportunity at the work place, Unilever UK focuses on the gender equality, wage equality and the women’s empowerment. The main aim of Unilever UK is to focus on the development of the equal standards for the employees in the organisations	Secondary research method (Data gathered from the internet)
16.	Unilever (2022)	Unilever, (2022). Gender equality and women's empowerment Online available at: https://www.unilever.com/planet-and-society/equity-diversity-and-inclusion/gender-equality-and-womens-empowerment/ [Last accessed on: 17 March 2022]	Different strategies for improving equal opportunity in organisations-A case of retail industries	It has been described that Unilever UK promotes the equal opportunity by the help of the inclusion of diversity in employees at the organisation. Unilever UK promotes the equality in the supply chain of the products and services of company by the help of promoting equal opportunity of pursuing different job roles in the organisations.	Secondary research method (Data gathered from internet)
17.	Unilever (2022)	Unilever, (2022). Gender equality and women's empowerment Online available at: https://www.unilever.com/planet-and-society/equity-diversity-and-inclusion/gender-equality-and-womens-empowerment/ [Last accessed on: 17 March 2022]	Different strategies for improving equal opportunity in organisations-A case of retail industries	It has been described that Unilever UK promotes the equal opportunity by the help of the inclusion of diversity in employees at the organisation. Unilever UK promotes the equality in the supply chain of the products and services of company by the help of promoting equal opportunity of pursuing different job roles in the organisations.	Secondary research method (Data gathered from internet )
18.	Lewis (2018)	Lewis, G.B. (2018). Equal employment opportunity and the early career in federal employment. In Diversity And Affirmative Action In Public Service (pp. 75-91). Routledge.	Different strategies for improving equal opportunity in organisations-A case of retail industries	Author elaborated that by valuing all the voices in the organisations by the help of the equal wages and equal promotion to the skilled employees is the efficient way involve in the growth of the equal opportunity at the work place.	Primary research method (Survey)

Learning from the research review of Discussions and results

The research review has helped in the identification of the information related to the research gap involve in the research. By the implication of this research review certain points related to the research topic has been identified. Through the research review references for the the identification of the relation between equal opportunity and employees’ performance have been identified in the research. The research review has helped in the identification of references for the topic like significance of equal opportunity in the organisation, relation between equal opportunity and employee performance and the strategies for the improvement in the equal opportunity for the effective performance of the employees have been identified in the research. For the better implication of the research the primary research method has been used.

7. Implication & future research

This research is based upon the qualitative method of reviewing and gathering the data based on the topic of the research. The main idea behind the conduction of this research is to find out the implications of the equal opportunity at the work place and the impact of the equal opportunities on the employees’ performance. The research has gathered the relevant data through the existing research papers. The implications of the secondary data have been made in the form of the literature review. For the preparation of the literature review the existing resources like the books, journals and the research papers are being taken out form the Google scholar.

Moreover the research does not include the primary research method of data collection and the quantitative data are not being analysed in the research. Further, this research can be made more effective by the implication of the primary method and the quantitative method of the data collection (Sheard, 2018). Methods like the survey, online questionnaires and the interviews can be used for the collection of the primary data. With the implication of the primary method of the data collection the validity of the research and the relevant topic of the research can be made sure.

For making the effective future research, the researchers need to focus on the collection of the primary data. Moreover, the researchers need to focus on the effective quantitative data interpretation of the research. The primary data is also plays an influential role for the research as it involves the human interfaces in the form of the survey and the interview and so the efficacy of the research can increase rapidly. Primary research validates the relevance and the up gradation of the data (Sheard, 2018). Up to date information related to the research topic can be gathered effectively with the help of the primary research data.

The future research must need to focus on the quantitative data collection. With the implication of the quantitative data, the findings of the research can be effectively generalised and the randomness in the data collection can be decreased effectively with the implementation of quantitative data collection. Straightforward analysis of the data can be done effectively with the help of the quantitative research. Quantitative research method helps in bringing the efficacy for the effective elaboration of the human interface based data in the organisations.

Different questions and the objectives of the research can be analysed effectively with the implementation of the primary and the quantitative research methods. The credibility of the research becomes high in concern with the quantitative research method. By conducting of the primary and the quantitative research method the relevance of the research questions and the objectives become easier and effective to gather. The future research must include the focus on the collection of the interview and online survey questionnaires data with the help of the employees of the Unilever (Sheard, 2018). By implicating the employees of the retail industries the relevance of the results become effective. While collecting the data the major focus should be provided to the ethical considerations of the data. With the implication of the ethical considerations the safety and the security of the data can be made sure in the organisations.

8. Conclusions

As per the above research it has been found that Unilever Company has implicated the equal opportunity laws in an effective manner. The company has tried to show the implications of the equal opportunities in an effective manner. Different programmes of the company like # Unstereotypes and the dove advertisements for the encouragement of the racial minorities have shown the efforts and the steps taken by the company for the encouragement of the equal opportunity. Unilever has well known for the economic implications of the policies. However, it can be gathered from the above research that Unilever does not have the open communication channels for the collection of the complaints of the employees in the organisations. There might be certain implications of the distortion of the complainants of the company due to the lack of the communication channels.

Unilever organisation has not any implications of the work place analytics due to which, work place cannot be analysed appropriately in the organisations at the different stages of the work. Unilever has mainly focused on the economic policies for bringing the equality at the work place. The company is lacking in the implementation of the checking of the impolite behaviour of the employees in the organisations. Under this research it has been found that Unilever has implicated different types of the methods for the promotion of the gender equality at the work place.

Further the discussion of the advantages of the equal opportunity at the work place is also discussed in the dissertation. Equal opportunity at the work place provides the different type of the advantages for the employees and the employers at the work place. Significance of the equal opportunity at the work place is being discussed in the dissertation. The literature review of the dissertation involves the discussion of the relation of the employees’ performance and the equal opportunity at the work place for the employees. Different types of the journals and the existing articles have been used for the preparation of the dissertation.

The dissertation has been based on the implication of the qualitative research and the secondary method of the research. With the implication of this research the accuracy in the data has not been gathered due to the absence in the human interface in the making of the research. The results and the findings have been discussed by analysing the research questions based in context with the Unilever organisation.

Under the results and the findings section the discussion regarding the different scheme adopted by Unilever have been discussed thoroughly. Unilever has the equal opportunity officers in the different centres and due to which the implication for the equality at the work place have been increased rapidly.

Unilever is focusing on the development and the encouragement of the LGBTQI community in the organisations by allocating the different and top positions to the people of the community. The organisation is providing the equal opportunity for the promotions and the wage increment by the help of the equal opportunity officers in the organisations. Unilever has implicated the focus on the three principles for the development of the equal and the diverse force at the work place.

As, per the equality considerations of UK, the company is lacking in the setting of the communities for the equal training of the employees at the different levels. It has been found through the research that the company is acing in the promotion aspects of the employees. In the aspects of the supply chain the company is excelling the diversity and the equality aspects.

Certain aspects of the changes are needed to be implementing in the company for the growth of the company in an effective manner.

9. Recommendations

It can be understood from the study that the effective implementation of the equal opportunity at the work place plays an important role for the growth of the organisations. The focus of the retail industries must be on the effective implementation of the human resources management policies of the industries. By the implications of the strategic human resources practices, the industries need to focus on the future oriented process for the development of the equal opportunity polices in the organisations. The human resource managers in the organisations need to focus on the implementation of the equality in the different stages of recruitment and the training of the employees. Human resource officers of the retail industries need to focus on the equal treatment of the employees in the selection, training and the promotion of the employees irrespective of the races, castes and the gender of the employees. Equality at the work place has a vast value in the world. Due to the enhancement of the employees at the work place the organisations can attain the drastic growth in the market.

Stringent rules, regarding the implementation of the equal opportunity for all the employees in the organisations need to be prepared by the employees in the organisations. Different prohibitions related to the discrimination of the employees on any basis, harassment of the employees, religious, disability, social and political must be implemented by the vice presidents of the retail industries.

Allocation of the equal opportunity officers in the different segments of the industries must be governed by the vice presidents of the retail industries. The allocation of these equal opportunity officers assure the strengthening of the performance and the productivity of the employees. The retail industries need to focus on the implications set out by the Equal opportunity commission in England. With the help of these allocations the three principles like the equal chance for the application and the selections of the employees for the post or the pre employment, equal chance for the training and the selection and the equal chance for the termination of the employees need to be effectively implemented by the retail industries.

The stringent application of the fair practices, fair allocation, equal assessment of the employees and the fair processes for dealing with the work place needs to be managed by the retail industries effectively.

Formation of the legalities like equal pay act, civil rights act and the acts against discrimination needs to be adopted by the employees in the organisations. For the prevention and the safety of the employees against the cases like bullying and the harassment at the work place a committee for the equal opportunity should be formed in the retail industries. The centre managers of the retail industries need to focus on the adoption of the diversity of the employees in the different segments of the organisations.

Effective distribution of the information related to the diversity and the equal opportunity at the work place needs to be implemented effectively by the human resource and the management staff in the work place. Open communication channels for the collection of the complaints of the employees must be done effectively by human resources managers in the organisations. With the implications of the diversity the critical thinking of the employees can be increased in the organisation.

Societies for the welfare of the employees should be set up in the organisation. Moreover, by the help of the different communities in the organisation the equal opportunity implications in the organisations can be created easily. Equal opportunity officers help in the fulfilment of the all the implications of equality for the employees. Equality at the workplace for the promotion and the retirement of the employees brings the efficacy in the setting up of the equal opportunity at the workplace.

By providing the leadership roles to the employees in an effective manner the implications for the equality in the senior leadership roles can be managed effectively in the organisations. Equal implications for the management roles help the employees in attaining growth in their respective careers. Taking the implications of the strategic human resource can lead to the effective fulfilment of the growth implications for the organisations. Strategic human resources practices bring the efficacy for the enhancement of the growth of the employees and the organisations in an effective manner.

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Strategies for Improving Equal Opportunity and Their Influence on Employee Performance

Contents

1. Introduction

1.1 Chapter Introduction