Tesco diversity and equal empoyement case study

Tesco diversity and equal empoyement case study

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  CASE ANALYSIS TESCO DIVERSITYAND EQUALITY EMPLOTMENT
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  2 | Pa g e We are Shakil Ahmed 15-28281-1 Md. Showrov Bhuiyan 15-28366-1 Tahmina Akter 15-29117-1 Md.Ahadul Alam Chowdhury Arman 14-27493-3 Israt Jahan 15-28326-1
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  3 | Pa g e Table of Content Introduction…………………………………………………………………………………….4-5 Case study analysis…………………………………………………………………………...6-9  Describe what is meant by diversity and equality.  Explain which groups are particularly covered by equality laws.  Analyse Tesco’s diversity strategy, explaining why it is important to the Workforce, the customers and the business.  Describe the different network groups and organizations that Tesco supports. Evaluate why each is of importance in helping the business be more competitive than its rivals. Conclusion……………………………………………………………………………………...10
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  4 | Pa g e INTRODUCTION Tesco PLC is a British multinational grocery and general merchandise retailer headquartered in Welwyn Garden City, Hertfordshire, England, and United Kingdom. It is the third largest retailer in the world measured by profits and second-largest retailer in the world measured by revenues. It has stores in 12 countries across Asia and Europe and is the grocery market leader in the UK (where it has a market share of around 28.4%), Ireland, Hungary, Malaysia, and Thailand. Originally a UK grocery retailer, since the early 1990s Tesco has diversified geographically and into areas such as the retailing of books, clothing, electronics, furniture, toys, petrol and software; financial services; telecoms and internet services. The 1990s saw Tesco reposition itself; it moved from being a down-market high-volume low-cost retailer, to one which appeals across many social groups, by offering products ranging from its "Tesco Value" items (launched 1993) to its "Tesco Finest" range. This broadening of its appeal was successful, and saw the chain grow from 500 stores in the mid-1990s to 2,500 stores fifteen years later. In July 2001 Tesco became involved in internet grocery retailing in the USA when it obtained a 35% stake in GroceryWorks. In 2002 Tesco purchased 13 HIT hypermarkets in Poland. It also made a major move into the UK convenience store market with its purchase of T & S Stores, owner of 870 convenience stores in the One Stop, Dillons and Day & Nite chains in the UK. In June 2003 Tesco purchased the C Two-Network in Japan. It also acquired a majority stake in Turkish supermarket chain Kipa. In January 2004 Tesco acquired Adminstore, owner of 45 Cullens, Europa, and Harts convenience stores, in and around London. In Thailand, Tesco Lotus was a joint venture of the Charoen Pokphand Group and Tesco, but facing criticism over the growth of hypermarkets CP Group sold its Tesco Lotus shares in 2003. In late 2005 Tesco acquired the 21 remaining Safeway/BP stores after Morrisons dissolved the Safeway/BP partnership. In mid-2006 Tesco purchased an 80% stake in Casino's Leader Price supermarkets in Poland, which were then rebranded as small Tesco stores.
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  5 | Pa g e On 9 February 2006, Tesco announced that it planned to move into the United States by opening a chain of small format grocery stores in the Western states (Arizona, California and Nevada) in 2007 named Fresh & Easy. It had plans for rapid growth – after a pause in the second quarter of 2008, the opening program recommenced and over 200 stores were opened in Arizona, California, and Nevada by December 2012. In 2010, Tesco started funding a small film studio intended to produce Tesco exclusive direct-to- films. The first film was released on 6 September called Paris Connections, based on a popular novel by Jackie Collins. Their work is not limited in retailing, their other working process are……  Tesco extra  Tesco Superstores  Tesco Metro  Tesco Express  One Stop  Tesco Homeplus  Dobbie  Internet retailing  Telecoms  Tesco Clubcard  Petrol stations
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  6 | Pa g e CASE STUDY TESCO DIVERSITY AND EQUALITY EMPLOTMENT 1. Describe what is meant by diversity and equality. Diversity: Diversity means people from different background and culture. It means Understanding that each individual unique and recognizing our individual differences, These can be along the dimensions of race, ethnicity , gender, sexual orientation, socio-economic , status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. Equality: It means the state or equality of being equal, correspondence in quantity, degree, value, rank, or ability for promoting equality of opportunity in the work place. It is ensuring individuals or groups of individuals are treated fairly and equally. So that there should be no discrimination and always provide equal rights among people. 2. Explain which groups are particularly covered by equality laws. According to this case here Asian groups are particularly covered by equality laws. In equality law there should be no discrimination between different groups of people. In Tesco they maintain the equality law. Because there maintain the equality law. Because there are the combination of different employees which are completely different from each other their culture color language country are different.so they have to maintain quality for example some employee are treated bed. In Tesco Asian are the equality groups. Though there are 1000 lesbian gay bisexual and transgender but they always have the same respect and they have the equal opportunity to develop their career though training, mentoring and career sponsorship. To help them Tesco provide the same kind of opportunity which are given to other employees. So career opportunities are available in Tesco. So the aim is to make Tesco the Employer of choice for African Black British and Caribbean Colleagues and of provide training and development opportunities which will enable more black people to reach senior positions within the business...
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  7 | Pa g e 3. Analyses Tesco’s diversitystrategy, explaining why it is important to the workforce, the customers and the business. There diversity key aspects are that everyone is welcome and the aim is to raise the bar on talent. They recognize that within each person there is raw talent ideas and energy each and everyone have their different individualism and good working process. It make the business to become challenging interesting and flexible opportunities they say that.... "Our core purpose is to create value for customers to earn their life time loyalty our success depends on people the people who shop with us and the people who work with us" Having a mixture of different age groups within the workforce can also help to raise morale. The mix of young and older people brings abroad range of knowledge. Experience and social skill. It is more flexible. Since it consists of a wide range of people from all walk of life all able to work together to provide best service. A key part of the strategy is Tesco aim to employ people from disabled or disadvantaged groups. Tesco also offers work placements to give candidates the experience of working in retail. Tesco is backing a five-year project, launched by Whizz-Kidz and also supported by the National Lottery, to set up a network of clubs for young wheelchair users. The ‘Kidz Unlimited’ project provides a chance for young disabled people to socialize and raise issues that are important to them. It also provides training, work skills, advice and access to work placements.
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  8 | Pa g e 4. Describe the different network groups and organizations that Tesco supports. Evaluate why each is of importance in helping the business be more competitive than its rivals. Tesco has chained itself with many organization and network that in the end helps it to be a better business. The networks are: Stone wall: Tesco is a ‘Diversity Champion’ member of Stonewall, a charity which exists to ensure equal rights for Lesbians and gay men in a society where they can be open, Honest and safe at home, at school, at work and in the community. EFD: (Employers Forum on Disability). EFD is currently working with Tesco to help it to do a better job for disabled colleagues. It will also help encourage more disabled people to choose Tesco as a great place to work. Opportunity Now: This group offers support for gender equality in business. It is committed to supporting the business to offer opportunities to both men and women. Its key objective is Equal treatment of genders but, as it is women who are most often under-represented, this tends to be its focus. Wiz kids: a foundation which helps disable people with all kinds of help required to perform daily life. Such as providing those with wheel chair making them understand how to make themselves useful to the society etc. So How these organization are making Tesco a better business……… To know that we need to know how these organizations are feeding Tesco’s. Stone wall: Tesco is recruiting a fair number of LGBT employee, over 1000 of them. They are making a perfect and dream career for these types of people. To ensure that they are taking help from stone wall. Who else can give better information then about LGBT then who works for their rights. There are some common interest for both Tesco and stone wall which are; Both are making the statement clear to the world “no discrimination for LGBT”. Tesco is recruiting people of different diversity and including LGBT to emphasize that they are providing a discrimination free environment in their workforce which will attract
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  9 | Pa g e potentially talented employee to join them. And Stone wall is working to make sure that LGBT group is getting the equality in society. So Tesco is helping stone wall to do its natural duty and in returns it gives Tesco the recognition for the best place for those people to work in who are discriminated. To ensure a discrimination free work environment Tesco is taking help from stone wall. It allows Tesco to build its good will around the globe which is the most important element of modern business. EFD; Tesco is working with EFD to make sure efficiency from the disabled people who are currently working in Tesco which gives Tesco a worldwide recognition as a diversified workplace. This is a key in business, working for society, whereas the disabled people are burden to a society Tesco is turning them in Labor power to ensure economic efficiency and they are taking help form an organization that reflects those disabled people to make the announcement in behalf of them that they are doing this. Opportunity Now: This is an organization that works for gender equality in business. Tesco is ensuring that they have no gender discrimination in their work force by working with an organization that will help them to understand the process better. This again enables them to market that they are providing discrimination free workforce to ensure the motivation of their employees and many more. ALL these matters are helping Tesco to be more strong and stable in the competitive market.
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  10 | Pa g e Conclusion Tesco recognizes that the communities it works in are diverse and constantly evolving. In addition, each individual has skills and potential that Tesco can help them to realize. Tesco’s diversity and inclusion strategy ensures that ‘everyone is welcome’ and that the systems are in place to help people reach their potential. This strategy helps Tesco find, train and employ the best talent from all parts of society, particularly groups that may otherwise be under- represented, for instance, young wheelchair users. This strategy helps to create a workforce that reflects the same diversity as is found in society. This means it better reflects Tesco’s customer base. The business wants to attract and keep the best people so it works hard to make Tesco a great place to work. By encouraging employees’ development, Tesco works to ensure all colleagues – wherever they work – can fulfil their potential. A strategy that supports its people and is good for customers is therefore one that is good in helping Tesco to provide better service in a competitive market. Tesco’s diversity and inclusion strategy ensures that ‘everyone is welcome’ their moto is ‘Every little help” so their success depends on people. These people are not only their customer but also their employee. Their diversity of employee made them unique and strong. They have a strong grip of their customer because of that. They not only try to maintain their customer but also try to satisfy their employee, so they work their way up. Tesco works to ensure all colleagues – wherever they work – can fulfil their potential. A strategy that supports its people and is good for customers is therefore one that is good in helping Tesco to provide better service in a competitive market.