Ethnic Diversity in the Finance Industry

Ethnic Diversity in the Finance Industry

Introduction to the Project Topic Overview The aim of this research is to explore the issue of ethnic diversity within the financial industry, specifically focusing on diversity in senior positions. Ethnic diversity is increasingly becoming a crtical issue in attaining inclusivity in the finance sector, especially due to globalization. The enthnic multiplicity of the country and the world makes ethnic diversity important in promoting equality in employment. Nervetheless, ethic representation in financial sector, moreso in high-ranking positions does not reflect ethnic composition at national and global levels, underpinning the important of the issue in employment and managing. At to managerial levels, ethnic minorities are proportionally represented.

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The Organisation Amazon Inc. is a multinational corporation with wide coverage, which makes diversity an important issue. The company prides itself as a champion for diversity, which underscores its multipronged approach to promoting inclusivity in its management. In 2018, the ethnic composition of Amazon’s USA staff comprised of women 41.9% and men 58.1% (Amazon, 2022). In 2020, there were some slight changes, leading to women 44.6% and men 55.4% (Amazon, 2022). However, this composition does not reflect ethnic diversity in top leadership positions at Amazon, leading to concern about gender equality in the finance department.

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Aims and Objectives The research study aims the study is to assess and establish the gender composition of employees at Amazon, focusing on the finance department, top leadership, and the entire organization.

The objectives a) To establish the trends in diversity of employment at Amazon. b) To determine whether there is uniformity in gender diversity at various levels of management at Amazon. c) To outline percentages of gender groups employed in finance and other departments at Amazon.

Scope The research is going to look at data on employment in the finance industry across, focusing on gender diversity. It will then narrow to finance at Amazon and then further within senior positions in finance at Amazon. The scope is critical in determining whether gender diversity at Amazon reflects global trends and matches the required level of diversity based on the population of men and women in the U.S. and the world at large (U.S. About Amazon, 2022).

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Research Ethics The study will observe research ethics such as honesty, objectivity, morality confidentiality, responsible publication, and anti-discrimination. The researcher is supposed to be always objective to avoid presenting personal opinions as facts. Honesty is very important to avoid the falsification of data used in the research (Pimple, 2016). Objectivity helps guide the research to truthfulness, which helps avoid biased collection and analysis of data (Wiles, 2013). In this respect, the study will be based on collected information, which shall be objectively analyzed to conclusion.

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Research Methods The study will use primary and secondary data on gender diversity in finance. The primary data will be collected through questionnaires, which will be administered to the management at Amazon.

Primary data can also be collected through direct observation and recording. The research will review various secondary data on gender composition in the finance industry and Amazon. Data collection methods will include multiple approaches, including face-to-face, e-mail, and telephone calls for maximum effect.

Random sampling will be explored to ensure that there is no bias in selecting the sample of the study. Fairness in sampling ensures no bias in research findings (Kumar, 2014).

Possible problems in obtaining data would include a lack of corporation from the targeted institutions. The problem would be solved by seeking permission from relevant offices before obtaining the data.

The limitations of the methodology are that the sample size is limited to Amazon Inc.'s finance department only. The study will also focus on its U.S. branch, excluding its global scope. In addition, data collection methods, especially face to face, will be constrained by the availability of time and resources. This study will be conducted between February 2022 and March 2022. Research limitations impact the quality and validity of research findings; hence essential to state them to avoid contradictions.

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Literature Review Literature review matrix Source Bracke, S., 2014.

The Unbearable Lightness of 'Gender and Diversity. DiGeSt. Journal of Diversity and Gender Studies, 1(1), p.41.

Sila, V., Gonzalez, A. and Hagendorff, J., 2016. Women on board: Does boardroom gender diversity affect firm risk? Journal of Corporate Finance, 36, pp.26-53.

Domain Gender and diversity

Research design Review

Finance

Descriptive study

Tulshyan (2016) holds that gender diversity is still a big challenge in employment across the globe. Diversity promotes performance, but the male gender still dominates workplaces to the detriment of attaining equality. Bracke (2014), in his study, established that gender and diversity are 6

also influenced by racism, underscoring the complexity of gender inclusivity across the world.

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Conclusion Gender diversity is still an issue in workforce composition. Gender equality is relatively strong at lower levels than at higher levels of management. Males dominate senior positions to the disadvantage of females. However, the literature does not provide much information about gender diversity in the finance industry, especially composition from the base to top leadership. The research seeks to bridge this gap.

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Time plan The timescales associated with the work on this research project is as follows: No Activity 1

Proposal

2

Ethical clearance

3

Obtaining permission from relevant

1

2

3

4

5

6

7

authorities to collect data.

4

Development of research tools

5

Data collection

6

Data entry and analysis

7

Report writing

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References Amazon, 2022. Our workforce data. [online] U.S. About Amazon. Available at: <https://www.aboutamazon.com/news/workplace/our-workforce-data> [Accessed 20 January 2022].

Bracke, S., 2014. The Unbearable Lightness of 'Gender and Diversity. DiGeSt. Journal of Diversity and Gender Studies, 1(1), p.41.

Clark, A., D’Ambrosio, C. and Zhu, R., 2021. Job quality and workplace gender diversity in Europe. Journal of Economic Behavior & Organization, 183, pp.420-432.

Dobusch, L., 2016. Gender, Dis-/ability and Diversity Management: Unequal Dynamics of Inclusion?. Gender, Work & Organization, 24(5), pp.487-505.

Henderson, M., Simon, K. and Henicheck, J., 2018. The relationship between sexuality–professional identity integration and leadership in the workplace.

Psychology of Sexual Orientation and Gender Diversity, 5(3), pp.338-351.

Kato, T. and Kodama, N., 2017. The Effect of Corporate Social Responsibility on Gender Diversity in the Workplace: Econometric Evidence from Japan. British Journal of Industrial Relations, 56(1), pp.99-127.

Kumar, R. 2014. Research methodology: A step-by-step guide for beginners. Los Angeles: Sage.

Paludi, M. A. (2012). Managing diversity in today's workplace: Strategies for employees and employers. Santa Barbara, Calif: ABC-CLIO. Pimple, K. D. 2016. Research ethics. London: Routledge.

Sheaffer, Z., Levy, S. and Navot, E., 2017. Fears, discrimination and perceived workplace promotion. Baltic Journal of Management, 13(1), pp.2-19.

Sila, V., Gonzalez, A. and Hagendorff, J., 2016. Women on board: Does boardroom gender diversity affect firm risk?. Journal of Corporate Finance, 36, pp.26-53.

Thompson, J. 2021. Diversity And Inclusion Matters: Tactics and tools for every company. S.l.: John Wiley & Sons.

Tulshyan, R. 2016. The diversity advantage: Fixing gender inequality in the workplace.

CreateSpace Independent Publishing Platform.

U.S. About Amazon, 2022. Diversity, Equity, and Inclusion. [online] U.S. About Amazon. Available at: <https://www.aboutamazon.com/workplace/diversityinclusion> [Accessed 20 January 2022].

Wiles, R. 2013. What are qualitative research ethics?. London: Bloomsbury.

Yadav, R., Panday, P., & Sharma, N. (2021). Critical issues on changing dynamics in employee relations and workforce diversity. Hershey, PA: Business Science Reference.

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Appendices Appendix 1: RESEARCH ETHICS CHECKLIST No

Ethical issue

1

Honesty

2

Objectivity

3

Confidentiality

4

Scientific validity

5

Sample size

Remark

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Appendix 2: QUESTIONNAIRE Appendix 3 :PARTICIPANT INFORMATION FORM CONFIDENTIALITY Your responses will be anonymous. Therefore, please do not write any identifying information on your survey. OR For this research study, your comments will not be anonymous.

VOLUNTARY PARTICIPATION Your participation in this study is voluntary. It is up to you to decide whether or not to take part in this study. If you decide to participate in this study, you will be asked to sign a consent form. After you sign the consent form, you are still free to withdraw at any time and without giving a reason.

Withdrawing from this study will not affect the relationship you have, if any, with the researcher. If you withdraw from the study before data collection is completed, your data will be returned to you or destroyed.

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Appendix 4: PARTICIPANT CONSENT FORM CONSENT I have read and understood the provided information and have had the opportunity to ask questions. I understand that my participation is voluntary and that I am free to withdraw at any time, without giving a reason and without cost. I understand that I will be given a copy of this consent form. I voluntarily agree to take part in this study.

Participant's signature ______________________________ Date __________

Researcher's signature _____________________________ Date __________

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Appendix 5: PROMOTIONAL MATERIALS

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