Organizations are diverse when it comes to the workforce. Staff are made up of employees of different religions, gender, colours, races, ethnicity etc. Organisations that are Diverse and Inclusive (D&I) perform better, have a healthy employee engagement rate, and better business numbers. Having diverse employees and inclusive practices has several advantages. Organisations have started realising that and are introducing and revamping their D&I initiatives
A survey had been designed by the CEO of a local organisation to determine if their new D&I initiatives are working or not and was administered to 150 employees of the organisation.
Employees were asked if they agreed with the following ten statements.
0. The management team values D&I and any initiatives around it.
1. All employees in the organisation are treated equally and fairly.
2. Employees from all culture and backgrounds are respected and valued.
3. The team policies are inclusive, and I feel valued and respected.
4. Employees are promoted fairly and based on their performance.
5. Your manager is supportive and committed towards D&I.
6. Your manager knows and handles D&I matters appropriately.
7. I know where to register my complaints regarding discrimination and harassment.
8. The organisation has policies that discourage harassment and discrimination.
9. I am confident management will take appropriate actions to tackle D&I incidents.
The responses were coded into Excel, with the following possible responses:
The customer’s gender and age were also recorded. The data can be found in a spreadsheet called survey.xlsx, which can be found on vUWS.
You have been given statement 6 to analyse:
6. Your manager knows and handles D&I matters appropriately.
For the following questions, use a 5% level of significance.
Can we conclude that the 5 coded responses are equally likely?
Above illustrated graph is a representation of the responses the survey has derived from the respondents.
Majority of the respondents strongly agree with the statement 6 as shown above.
Figure 1: Frequency distribution of the coded responses.
Figure 2: Probability of Each Outcome.
The 5 coded responses for statement 6 are not equally likely as they have different probabilities to occur.
(ii) Can we conclude that response is dependent on the customer’s gender?
1. H0: Level of agreement is independent to the gender of the employee
HA: Level of agreement is dependent to the gender of the employee
2.
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Expected level of agreement where 47.7% of respondents are female and 55.3% of respondents are male:
Strongly Disagree Disagree Neutral Agree Strongly Agree Total
Male 19 x 0.553 =10.507 30 x 0.553 = 16.590 33 x 0.553 = 18.249 21x 0.553 = 11.613 47 x 0.553 = 25.991 83
Female 19 x 0.447 = 8.493 30 x 0.447 = 13.410 33 x 0.447 = 14.751 21x 0.447 = 9.387 47 x 0.447 = 21.009 67
Total 19 30 33 21 47 150
Value of chi-Squared test:
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6. Since 3.749 < 9.49 we do not reject H0:This means that the level of agreement is independent to employee gender.
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