Tesco supports various diversity networks and organizations to help make it more competitive. It partners with Stonewall to promote LGBTQ equality, Employers Forum on Disability to improve opportunities for people with disabilities, and Opportunity Now to advance gender equality. Tesco works with these groups to create a diverse workforce that reflects its customer base and attracts top talent. This diversity and inclusion strategy helps Tesco provide better service than rivals in a competitive market.

1. CASE ANALYSIS
TESCO DIVERSITY AND EQUALITY
EMPLOTMENT

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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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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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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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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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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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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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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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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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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.