Integrated Business Research Project Assignment Sample

Introduction to Integrated Business Research Project Assignment Sample

1.1 Research Background

The lived experience is stated as the knowledge of the person which they have gained with the help of the perspective and identities of other people or by their educational and other professional experience. Within the workplace, the employee's experience is analysed and evaluated with many different types of factors, which creates a major impact on the working capability and engagement of the employees with the company (Jones-Ahmed, 2022). For the companies to be successful, an effective type of experience must be provided to every employee so that they are comfortable working within the company. The experience includes providing a better working environment and a discrimination-free environment to the employees irrespective of their religion, caste, background and many other discriminating factors. According to the statistics, it is estimated that 7 out of every 10 Muslims face Islamophobia within the workplace. It is necessary for the retail companies that they must not discriminate among the employees (Appleford, Rajina and Sharma, 2025). In the current thesis, the experience of Muslims will be evaluated in terms of whether they are facing any of the issues while working in the UK retail sector or not.

This Integrated Business Research Project Assignment Sample examines the workplace experiences of Muslim employees in the UK retail sector, focusing on Islamophobia, discrimination, inclusion, and employee engagement. An Assignment writing helper can support students in understanding workplace diversity, research methods, and strategies for creating inclusive working environments.

1.2 Aim and objectives

Research Aim

The aim of conducting the current study is to identify the lived experiences of young Muslims within retail workplaces in the UK.

Research Objectives

• To investigate the current state of Muslims in the UK’s retail sector
• To examine the factors impacting the Experience of young Muslims within the UK’s retail workplace
• To evaluate the impact of Muslims’ experiences on their overall performance at the workplace
• To recommend effective strategies for improving the experience of young Muslims in the retail workplace.

Research Questions

• Q1. What is the current state of young Muslims in the UK’s retail sector?
• Q2. What are the factors impacting Muslims’ experiences in the retail workplace?
• Q3. What is the impact of Muslims’ experiences on their overall performance within the UK’s retail sector?

1.3 Research Significance

The current research is based on analysing the lived experience of Muslims within the retail workplace. This finding of the current study is of significance to all retail companies as, with the help of this study, they will be able to understand the current state of Muslims in the working environment (Brooks, Yeadon-Lee and Gill, 2024). This will further assist these companies in managing the situation and trying to find ways of removing this discrimination and improving the working relations of Muslims. Along with this, the current study is also of significance to the other sectors in the UK and all over the world where Muslims are not treated well. The present finding will help other companies to implement strategies which will promote the well-being of the Muslim population within the workplace.

1.4 Research rationale

The rationale for selecting the current research topic is that, in this modern working culture, discrimination prevails within the corporate sector. Thus, the current study will assist the researcher in analysing and identifying the current trends relating to the experiences Muslims are facing while working in the UK retail sector (Barnard and Mamabolo, 2022). Also, Islam is a category of religion which includes fewer people as compared to other religions, which is a minority group. Thus, as a result, there are many different types of discrimination taking place against them. Hence, the current study will assist in finding all these elements and will help the scholar in increasing the knowledge relating to the current research topic.

1.5 Dissertation Structure

Chapter 1: Introduction

The introductory chapter of the thesis outlines the overview of the research question, along with the reason for selecting that particular question. Moreover, it will also outline the importance and rationale for considering the particular topic of the study.

Chapter 2: Literature Review

The LR section includes the critical evaluation of the research topic. This is done by framing different themes, and accordingly, every theme is analysed with the help of the different authors and scholars and integrating their views on the research topic.

Chapter 3: Research Methodology

The methodology includes a list of all the different types of methods that will be integrated into the research study. This chapter will outline the proposed methodology and the reason for selecting this method.

Chapter 4: Data Analysis and Findings

This chapter of the thesis includes the analysis of the collected data and the fact that whether the expected objectives have been attained or not.

Chapter 5: Conclusion and Recommendations

This is the last section of the thesis, which includes the conclusion of all the findings highlighted in the whole thesis. Also, along with the summary, some areas of improvement will be recommended, and this will assist in future improvement of the study.

Chapter Two: Literature review

2.1 Introduction

The literature review is stated as analysing the views of the different types of authors and scholars relating to the current research issue. Analysing and understanding the different studies relating to the same research topic helps manage the work well. This is crucial because when the different studies are evaluated, it increases the subject knowledge, and the scholar is capable of managing the work better. The current LR will outline and research the current state that Muslims are facing, and also the factors that impact this position of Muslims.

2.2 Current state of Muslims within the UK retail sector

According to the views of Nurein and Iqbal (2021), compliance with the effective working pattern is necessary. This is necessary in case proper equality is not maintained in the workplace, as it might affect and impact the efficiency of the employees. Further, within the current working environment within the UK retail sector, Muslims are facing many different types of issues, and ultimately, this impacts their working position. Babacan (2023) argued that Muslim employees face many different types of discrimination. Within the workplace, there are many different types of discrimination faced by employees. Also, when discrimination is high, it creates a negative effect on the working efficiency and productivity of the employee. Thus, it is necessary for the companies they effectively try to manage and maintain a good environment so that a better culture can be provided to the Muslim employees as well.

In addition to this, McGinty (2023) stated that approximately 1.6 million Muslims reside in Britain. They form the largest religious minority and have to face many different kinds of issues relating to their religion. Further, the statistics outlined that Muslims have the lowest employment rate, which is 47.2% and phase the highest pay gap as compared to other religions. According to the statistics employed, Muslims are earning 20.5% less as compared to the other religious people. Also, discrimination is witnessed in employment in managerial and professional roles. This outlines that approximately 16% of the Muslim population is employed within the big and managerial roles, against 30% of the general population. In addition to this, it was also outlined in the work of Ramadan (2022) that both direct and indirect discrimination towards the Muslim population is present within the retail sector of the UK.

In the views of Kele et al (2022), islamophobia is the most common issue Muslim employed people are facing within the UK retail sector. It is a type of discrimination in which they are treated inferiorly because they belong to a Muslim country or religion. It is particularly because of this reason that they are thought to have the traits that Muslim people have within them. As a result of this, there are many different prejudices and misconceptions which are present regarding the working of Muslim people while working within the company. On the other hand, Hunter and McCallum Guiney (2023) contended that many different forms of discrimination can happen with Muslim employees. Many times, a business may not recruit or refuse to hire a Muslim woman because they wears a Hijab or any other religious headcover. This is a kind of discrimination which takes place with the Gmail Muslim employees wearing a Hijab. Similarly, Hussein (2023) also highlighted that there is a misconception that within Middle Eastern countries, employees are constantly called terrorists by their managers and co-workers. However, the reason is that they are Muslims, and the company do not want to hire Muslim employees.

According to the views of Mac an Ghali and Haywood (2021), there are many different kinds of factors which promote discrimination or wrong experiences with the Muslim workforce within the UK retail sector. There are certain factors which result in discrimination against Muslim employees because of their religion. The most common factor is the prejudices which are related to the working of Muslims. It is assumed that Muslims are not capable enough to work efficiently as compared to other religious people. Moreover, Uddin, Williams and Alcock (2022) also explain that major factors impacting the experience of Young Muslims within the UK retail sector are facing the issue of unequal growth opportunities. When the employees are not provided good growth opportunities, as they are Muslims. Thus, as a result, it impacts their working capability, and ultimately, they are not provided with good promotions and other growth opportunities.

Further, Hunter and McCallum Guiney (2023) also supported that at the time of giving promotions within the workplace, people do not prefer to give better hikes and promotions to Muslim employees. This is a major factor which impacts the working experience of Muslims in the corporate sector. In support of this, Ramadan (2022) also stated that during promotion and appraisal, the Muslim workforce faces major discrimination as they are not promoted well. It impacts the working efficiency and productivity as well. The reason underlying the fact is that when the environment is not good, it will impact the employees' working efficiency. Thus, it is necessary for companies they provide a better working environment so that people can work more efficiently and can improve their work.

2.3 Examining the various factors which impact the experience of Muslims

With the evaluation of the work of Owais, Patel and Abbott (2024), it was analysed that there are different factors which affect the experience of Muslims while working within the corporate culture. The most common factor which affects the experience of Muslims is religious discrimination and the Islamophobia. This is the crucial factor, as based on the religion, many different form of discrimination takes place which affects the Muslim employees. In the corporate culture the religious discrimination is still present, and Islam of phobia is one of the most common types. On the other hand, Rahman, Ullah and Thompson (2024) stated that the world is going discrimination-free then also the discrimination is still present based on religion within the corporate culture. This affects the working of Muslim employees to a great extent, as they are not able to cope with the environment where discriminatory practices are taking place. Along with this, Hamid et al, (2024) stated that another crucial factor with leads to discrimination within the corporate culture is the cultural differences.

Within the retail working environment, people belong to different cultures. As a result of this, the cultural differences create some major based for discrimination among the people. The category of Muslim employees is very less within the corporate environment, and as a result of this, they are a minority and the most of the time are being discriminated against. Further, Poulis et al, (2024) stated that cultural differences influence the attitude and mentality of people towards the person, and as a result, the work is hampered. For this,5vfff it is very necessary that the cultural differences are not present within the environment, and then only the work can be managed and maintained. When the cultural differences are ignored within the corporate culture, then only the employees will be comfortable working with one another, and also no discrimination will take place. Hence, it is mandatory for the companies they effectively ignore the cultural differences present and rete every employee similarly, irrespective of the culture or the religion.

In addition to this, Hall et al, (2024) also stated that the workplace attitude and culture are another major factor which affects the experience of the Muslims working in the corporate culture. However, when the attitude of the employees working within the workplace is similar towards the Muslim employees than they will not feel comfortable while working. All the other employees will discriminate against the Muslim employees. Hence, for this reason that the employees have developed an attitude against the Muslim employees, and as a result of this, they will not be helping them. In addition to this, Rehman (2024) also argued that when the workplace attitude and culture are supportive, then it will create a different picture for the Muslim employees. The reason behind the fact is that when the culture is supportive, then they will be supporting the other employees irrespective of the fact that they belong to the Muslim category. Hence, the company must develop a good culture and attitude among the employees so that no discrimination is conducted and a hostile working environment is not provided to every employee irrespective of their cultural or religious background.

2.4 Analysing the impact of the experience of Muslims on the performance

With the further evaluation, it is analysed that the discriminated working and environment create a horse impact on the experience of Muslims and their performance while working within the details sector. Moreover, when Muslims period discriminated against within the environment then it creates are negative impact on their performance. Thus, a result of this it creates a multifaceted impact, only working efficiently. Marsden (2024) stated that due to the cultural classes, the performance of Muslim employees is affected to a great extent. Hence, it is because of the reason that due to cultural differences that they are mistreated within the organisation and as a result of this, the performance is hampered. Moreover, when employees are discriminated then, their working capability is highly affected (Zhang et al, 2024). The reason behind this is that the people are not happy with the working environment as they are being discriminated against. Hence, as a result of this, it creates a huge effect on the performance and working capability of the employees.

Along with this, Ramalingam et al, (2024) highlighted that another impact is created on the job satisfaction and the level of motivation among the Muslim employees. Due to the high discrimination, people are less motivated to work in such an environment. Hence, as a result of this, the job satisfaction and the motivation level also reduce. Thus, it is mandatory for the business they try to effectively improve the working capability. It is necessary because when the overall work is positive, it will create a positive impact on the performance of the employees. But within the retail organisations them discrimination takes place with the Muslim employees, and as a result of this, there is a lack of motivation while working, and this results in reduced job satisfaction. Ultimately creates a major effect on the working of the business, and as a result of this, the overall efficiency of the company and the employees as well.

2.5 Conclusion

Lastly, it is concluded that the Muslim employees have to face a lot of discrimination, and as a result of this, the overall working environment is impacted. The above literature highlighted that there are many instances which show that Muslim employees are not provided the appropriate right to work within the company. As a result, this efficiency is hampered, and also the overall working capability of the companies is affected. The study highlighted that the major impact was created on the performance and level of motivation for the Muslim employees. Also, it highlighted that there is a need to improve the environment and culture of the company so that the overall working environment can be improved and Muslim employees do not feel discriminated against.

2.6 Literature gap

In the previous work, the research has been conducted on analysing the experience of Muslims while working. But in the current study, particular emphasis will be given to the employees working within the retail organisations. It is because all over the world, the pattern of Muslim working and treatment is different, and because of this, the experience of the people is also different. Thus, in the current study, a major focus will be on the analysis of the life experience of Muslims within the retail organisations of the UK.

Chapter Three: Research Methods

3.1 Introduction

The research method is defined as the methods which are used for conducting a thesis successfully. There are different types of methods available from which the scholar can undertake the use of appropriate ways of conducting the study. The current chapter will outline the various methods which are available to these Scholars, and the selected methods are well. In addition to this, the rationally for the selection of a particular method will also be provided within the current chapter.

3.2 Research type

Research is defined as the process through which analysis is conducted on a particular research topic. There are two different types of research which can be conducted by the scholar to assist research questions. It includes the compliance with either research or quantitative research. The formal is a type of research which is done based on non-numeric information, such as values, beliefs, in other factors related to the research topic. On the other side, the letter includes a type of study within which all the new married facts and figures and information are included within the study (Taherdoost, 2022). For assessing the live text experience of Muslims within the retail organisation, the compliance with the quality is assessed. The rationale for selecting the for irritated study is that the experience of Muslims cannot be generalised, and the nature of the study is qualitative. Further, other rationale for the selection of the qualitative study is that it will be a systematic approach to finding the reasons outcome precisely because the nature of qualitative studies and conducting qualitative studies will improve the working of the research.

3.3 Research approach

The approach relating to the research is defined as the procedure for selecting any of the research aspects. For the scholar to accomplish the study effectively, the correct type of approaches must be used according to the topic of research. Inductive and deductive types of approaches, which the college uses to accomplish the research. For the assessment of the experience of Muslims while working within the retail organisation, be researcher with an inductive approach is undertaken by the researcher (Kamper, 2020). An inductive study is being conducted by these scholars because it provides a basis for the study by setting up a man objective. With the help of the aim and objective, the researcher and effectively guide and plan the whole study for attaining the objectives of the research first because For this reason, the scholar has implemented the use of an inductive study as it helps get a direction for the completion of the study.

3.4 Research philosophy

Philosophy of the research is defined as the values and beliefs based on which any type of method is selected. To make the studies successful, the correct type of philosophy must be used in analysing and selecting the research methods. Interpretivism and positivism are the two types of philosophy which can be implemented by the researcher (Mulisa, 2022). In the current case of analysing the life of Muslim experience with the retail organisation, the compliance with interpretivism philosophy is made. The reason for selecting the interpretivism philosophy is that it is best suited to the qualitative study, and in the current case, as a result of this study will be undertaken in and more effective and better way.

3.5 Data collection

The data is the most essential aspect for the research to be successful. When the data collected is not appropriate, then the research objectives will not be accomplished. Thus, for this, it is necessary for the researcher that the master appropriately select data sources. Primary and secondary are the two different types of data sources through which the data can be catheter by the researcher. In the current case of analysing the life experience of Muslim employees while working in the retail industry usage of both methods will be implemented (Hasan et al, 2021). The primary source will include collecting the data from the sample selected with the help of the questionnaire. In addition to this, the secondary source will include complaints with different books, articles, journals and other published data about the research topic. The combination is selected because it will provide the first information with the help of an interview, and it will be supported with other secondary sources as well. This will provide more accurate and authentic data relating to the research topic.

3.6 Sampling

The sample is defined as a particle of part of the whole population which is being selected to collect the data. The data cannot be collected from the whole population, and because of this, a particular number of samples is being selected to gather the data. In the current study of analysing the live experience of Muslims, the compliance with the random sampling will be undertaken and based on this, people are selected for interview (Suri, 2020). The interview will be conducted telephone and all the results will be recorded by the interviewer. The sample includes the 8 Muslim employees who are working particularly within the different retail organisations present in UK.

3.7 Data analysis

Just collecting the data is not enough; rather, the collected data must be appropriately analysed so that the objectives can be accomplished. This is necessary because when the appropriate type of evaluation is not made, the objectives are not accomplished well. In the current case of analysing the lived Muslim experience while working in the retail sector, the compliance with the thematic analysis is made (Char, Abràmoff and Feudtner, 2020). In the current study, thematic analysis is being used by the scholar because it includes developing different themes relating to the research objectives, and according to it, the collected data is evaluated to meet the objectives well. This is necessary for the successful working of the research so that the appropriate and correct themes are made, and accordingly, the overall working of the research plan.

3.8 Research limitations

The research limitation is defined as the aspects which can affect the working of the study and can restrict in successful working of the thesis. While conducting the study based on the life experience of Muslims, the major limitation faced by the researcher was the term the time limit allocated to complete the study was less. The overcome this limitation, the researcher conducted the telephonic interview so that the time for moving to the place of interview would not be Limited and the work could be accomplished on time. In addition to this, this scholar also prioritised all the deadline activities near and it resulted in the successful completion of the study on time. In addition to this, another limitation faced by the scholar was related to the allocation of resources. The resources available were very limited, and as a result of this, the limited resources were allocated very effectively.

3.9 Ethical consideration

Ethical considerations are defined as the principles and practices which need to be followed by the researcher for completing the study effectively. In the current case of analysing the live experience of Muslims, the principle of informed consent is being followed by the scholar as the key ethical principle. Before using the personal data of the research participants, informed consent is taken, which employees them that they are permitted to use their data in the study (Newman, Guta and Black, 2021). Along with this, another article principle followed is that the names of the participants will be kept anonymous and confidential. The Scholar will not be highlighting the personal names of the participants in the study and will be keeping them confidential.

3.10 Reliability and validity

For making the research studies successful, the appropriate reliability and validity must be maintained by the researcher. While researching and analysing the lived experience of Muslims, the compliance with considering only the copyright sources will be undertaken to ensure the reliability and validity. The copyright sources ensure that all the authentic information is being used within the study (Kamper, 2020). In addition to this, compliance with the keyword searching is ensured, which ensures that all the accurate information is researched. With the help of the keyboard the better and more precise information relating to the research topic is selected, and because of this, it makes the study more authentic and effective.

3.11 Conclusion

Lastly, it is concluded that deciding on the research methods is very necessary for the successful working of the study. The above study highlighted that following the qualitative study will be beneficial because the nature of the tea research topic is qualitative. In addition to this, for the collection of data, a combination of primary and secondary data will be used to which will include 8 interviews being conducted. Lastly, it was analysed that the selection of copyright sources is undertaken for conducting the current study.

Chapter Four: Results and Findings

Theme 1: Current experience of employees

With the help of the primary finding, it is clear that the majority of the respondents are having negative experiences while working within the company. This is particularly because of the reason that, belonging to the Muslim religion, the people are facing a wide variety of issues within the company. One of the respondents stated that, as they belong to the Muslim religion, they are not provided with equal opportunities for growth and development. This is the major issue that they are facing while working (Furszyfer Del Rio et al, 2024). However, at the time of promotion and salary hike, they are not provided with a benefit because they belong to the Muslim religion. This is not good because it is treated as discrimination, and for this, the emotion people must be provided with equal opportunities for growth and development. In support of this Tanima and George, (2024) they also stated that within the corporate culture, there are many different types of issues and discriminatory instances which the Muslim employees have to face due to their religion. This is not at all good because it affects the working capability and efficiency of the people, as they are not motivated to work well (Azhar et al, 2024). Also, one of the participants stated that they are not facing the issue due to the company culture, but the issue is faced due to the thinking of the people. The people do not behave well with the employee who belongs to the Muslim religion. It is because they are treated as the backwards class and because of this, other people tend to misbehave with them.

Theme 2: Discrimination faced

The findings highlighted that the Muslim employees have faced a lot of discrimination while working within the retail companies. Within the workplace in different companies, there are different types of discrimination that people tend to face because they belong to the Muslim religious category. The most common type of discrimination that the interview participants highlighted was the discrimination at the time of the promotion and salary increase (Enh et al, 2024). This is particularly because when the promotion is provided, the Muslim employees are not provided with enough of a promotion and salary increase. This is particularly because of the reason that they belong to the backwards religious community, and as a result of this, they are not provided with enough promotion and a good salary increment.

In addition to this, one of the participants also stated that discrimination is also faced at the time of making and deciding the policies of the company. It is particularly because during the decision-making process, suggestions provided by the Muslim employees are not included in the work, and this is a form of discrimination. Moreover, the interview participants also highlighted that the Muslim employees are not included within the board of members or the Management Committee (Kabbara, Suárez-Ortega and Zucchella, 2025). This is another type of discrimination which takes place with the Muslim employees as they belong to an inferior religious category and because of this, they are not included within the board of directors are the Management Committee. This is also treated as a discriminatory situation in which state Muslim employees are not provided with better opportunities for growth and development.

Theme 3: Various factors promoting a negative experience

With the evaluation of the primary funding collected through participants, it was analysed that there are various factors which promote the negative experience of Muslim employees working within the company. It is particularly due to the reason that many people think that Muslim employees will not be good and supportive while working to think the company (Hussain, 2024). As a result of this thinking and mentality, Muslim employees are not treated well; rather, they are discriminated against because they belong to the Muslim religious category, which is not treated well. As a result of this thinking and mentality of the people create major issues relating to the treatment of Muslim employees within the working environment.

In addition to this, one of the participants stated that the prejudices and stereotypes relating to Muslims in society are affecting the way people think. There are many different methods and prejudices that Muslim employees or not trust the and because of this, they are not treated well in the corporate culture. Due to this, various types of discrimination are faced by the employees, and resultantly the experience of the Muslim employees is not good. Further, in support of this, Iqbal, Hongcheng and Liang, (2025) also stated that due to the prejudices and Muslim employees or not treated well and as a result, this affects the overall working efficiency.

Theme 4: Effect of discrimination on the performance of employees

Further, with the primary findings, it was highlighted that a major negative impact is created on the working efficiency of the motion employees joining the company. However, when employees are facing many forms of discrimination and negative working effects while working in the company. Hence, as a result of the visit, it creates a negative impact on the working efficiency and capability of the Muslim Employees. With the help of these discriminatory factors, the moral and motivational level of the employees reduces, and as a result of this, they are not interested in working with efficiency. It is particularly due to the reason that when better services are not provided to the Employees, then it automatically has a negative effect on the working capability of the employees (Uddin, 2024). Thus, as a result of working being hampered and the working efficiency and capability of the employee are reduced. Hence, it is very necessary that the overall working is improved to suit the motivation level of the employee.

In case continuous discrimination will be taking place, then the employees will not be in a position to have high job satisfaction and as a result of this, the employees’ turnover will increase. This is particularly because of the reason that when discrimination takes place then it creates a negative effect on the minds of the employees. Thus, Muslim employees do not like to work in such an organisation, and as a result of this, the employee turnover is high within the organisation. In support of this Sharma and Jenkins (2024) they also stated that while working in the corporate sector, the Muslim employees have to face a lot of discrimination, and it affects the work of employees. Overall working capability and efficiency are hampered, and as a result of this, the working capability is reduced and negatively impacting the work of the Muslim employees. Hence, it is very necessary for the company they provide an effective environment to the Employees, which is discrimination-free free so that the overall working can be improved and enhanced by the Muslim employees. Employees are also not provided with equal opportunities to grow and develop, and as a result, the overall work is affected.

Theme 5: Recommended strategy

With the help of the primary findings, it is clear that there are many different suggested strategies which are being provided by the interview participants. With the help of the interview, it was evaluated that the most common strategy for improving the working is to create an environment which focuses on inclusive practice. This is very necessary to be implemented because when the inclusive practices are followed, then equal respectively provided to every employee regardless of feedback that they belong to which religious background, the ethnicity, gender or any other discriminating factor (Bleibleh and Awad, 2024). This is very necessary to be implemented because when the inclusive environment will be created then it will be enhancing the overall working environment and will be motivating the Muslim employees to work well. in addition to this one of the participants suggested that the ethical practices must be implemented so that the overall working can be improve. Thus, with this, it is clear that there are many different strategies which the company can effectively implement in the working of the company.

Chapter Five: Discussion

From the above findings, it has been identified that majority of respondent believes that firm usually discriminated wages, salary and compensation on the basis of religion. For example: Tesco has employed large number of Muslim worker with the aim of promoting inclusivity However, employees are satisfied with firm’s policy. It has stated that organization claimed to follow pay for performance strategy but incapable in aligning with same that ultimately results in fostering discrimination. This could be supported from LR where it is stated that Muslims are usually paid less than other community as they belong to minority section which results in inappropriate recognition of their efforts (Linando, 2023). Moreover, it has identified that more than 20% of total Muslim in UK are employed for full time rest are working for part time which is also impacting on their overall salary.

In addition to this, It has been assessed that perception, opinion and beliefs of Muslim are least considered as than others which leads to creating negative experience of the employees. For example: Morrison has been accessed for cancelling holiday of Muslim lady during Ramadan who is working in firm for more than eight eights. She asked for two week holiday as she could not manage night’s shift which was refused as the reason was not considered viable (Morrison Denied Ramadan Break, 2025). This indicates organization’s discrimination towards Muslim women as other employee’s leaves were approved during the festive time. It has been identified that majority of population discriminated Muslim women due to their caste and beliefs which ultimately results in ignoring their perception and opinion in the decision making process (Azam et al, 2024). Moreover, UK has recorded highest Anti-Muslim Hate due to their involved in terrorist activity which also results in increasing discrimination them at workplace.

It has been identified from the above findings that there firm does not provide equal growth opportunity and T&D session to Muslim worker which impact on their future growth. In this regard, employees in Sainsbury stated that entity doe not considered their requirement while establishing T&D session which creates issue in securing all the growth opportunity in upcoming time. This type of discrimination creates issue in managing stability in highly dynamic environment and thereby losing significant growth opportunity (Nurein and Iqbal, 2021). In this support, it has been determined that there is this learning sessions are one of the most crucial requirement of each employee and incapability in aligning with same reduces workers satisfaction.

Along with this, it has determined that religion biasness is another crucial type of discrimination available at workplace. It has been assessed that Muslim employee’s perception and opinion is generally ignored due to their Islamic beliefs and values. Further, retail organisation does not pay equal emphasis on other Muslim festivals as compare to others which create a sense of dissatisfaction (Babacan, 2023). From the case of Sainsbury, it has been identified that Muslim women were not allowed holiday to celebrate Ramadan whereas others were allowed to enjoy their festivals. This indicates higher amount of discrimination that end up increase sing overall worker’s turnover rate.

From the evaluation of above findings, it has been identified that thinking mentality of the employees and team members is crucial factors which leads to foster discrimination. For example: Most of the UK’s people recognized Muslim as the part of terrorist due to which employees are not indulge in communicating with such people (Thijssen et al, 2022). Moreover, there is less number of Muslim women within Aldi due to which there perception and opinion has been ignored which end up fostering discrimination. This is in accordance with LR in which it is stated that manager generally considered perception of the individual which are recognized as superior which ultimately give rise to indirect discrimination at the workplace.

It has further determined that UK people have adopted a negative attitude towards Muslim community which is also a major factor promoting discrimination at the workplace. It has identified that 71% of total population in UK has adopted an anti Muslim attitude which generally restrict them to gain significant growth opportunity (Anti-Muslim attitude in UK, 2024). Due to this beliefs, Muslim are generally threatened, prejudice, harasses and abuse by non Muslim community which create issue in successfully carrying out all the task at organization (Syed and Ali, 2021). This has been showcased at retail organization where due to attitude of consumer, firm needs to discriminate some of employees at the workplace. Many consumers do not like to get services from Muslim employees due to their prejudice which ultimately impact on overall firm sales and profitability. Beside this, it has stereotyping, prejudice and hostility is major factors that promote discriminated at retail organization.

Many Bruisers has Islamophobia due to which there are targeted and verbally abused at workplace. For example; Tesco has formulated rigid rules to avoid any type of discrimination but employees serotype could not be changed which ultimately end up increasing biasness in the organization. In support of this, it has been assessed that Southport murder and Israel-Gaza conflicts has also increased this Anti Muslim thinking against consumer and manager which ultimately results in fostering biasness with Muslim women (Edwards, Larson and Burdsey, 2023). It has been identified that there is 72% increase in number of anti- Muslim citizen in UK which has snatched away freedom and equality of the Muslim employees.

It has found out from the interview findings that discrimination is reducing overall productivity of Muslim employees which eventually impact on their overall growth and development. For example; It has been assessed that Muslim employees believes that there is wage discrimination at Tesco which is impacting on their overall; productivity. This discrimination and biasness indicates that employee will not be offered higher wages if they improve their productivity which reduces their morale to work efficiently (Ahmed, 2021). It is in accordance with secondary data in which it has articulated that firm which offers competent wages and salary and decided wages on the basis of workers performance are able to boost employee’ satisfaction. These motivate employees to enhance their skills and competencies which ultimately support in boosting productivity. Additionally, it has assessed that discrimination has resulted in creating huge amount of mental stress and anxiety among employees that negatively impact on their overall mental well- being.

In this context, it has identified that Muslim employee are tend to take higher number of leaves at Tesco which ultimately leads to impacting on firm’s overall productivity. Mental stress and anxiety restrict employees to concentrate on their crucial task with utmost efficiency which results in increasing overall absenteeism rate. Tesco has recorded 1.5% increases in employee’s absenteeism rate which could be occurred due to inadequate workplace environment (Rate of absenteeism in UK, 2024). It is aligning with literature review where it stated that employees’ satisfaction is highly impact by workplace environment (Lewis and Aune, 2023). An organization which promotes equality and inclusivity are able to develop sense of belongingness which ultimately ends up reducing employee stress and overall rate of absenteeism. Along with this, it has been assessed that discrimination has resulted in snatching away large number of growth opportunity from employees that stagnated their future development. It has been depicted that employees generally feel satisfied if accurate T&D sessions are arranged for their development. For example: Aldi has arranged numerous learning sessions for it employees but Muslim employees feel that organization does not focus on offering them adequate growth opportunity.

This indicates that Muslim employees will not be able to secure any growth opportunity in upcoming time and thereby reducing their overall satisfaction. In this context, it has been recorded that each employee aims at attaining their personal goals with financial objectives which could be achieved through accurate training session. However, this lack of accurate growth opportunity reduces one’s satisfaction and thereby increases overall turnover within organization. In addition to this, it has been identified that biasness at workplace has also resulted in reducing overall employee’s confidences that ultimately impact on their overall efficiency (Mahmud, 2025). Morrison has recorded a reduction in Muslim women employees after the cancellation of their holiday during festive week. This has ultimately impact on overall productivity of workers and creates obstacles in timely attaining all the goals and objectives. In this support it has been identified that employees developed a feeling that there effort will not be awarded which reduces their confidence to initiate particular task which in turn decreases efficiency.

Based on the interview findings, It has been identified that inclusive working environment is one of the significant method that helps in overcoming Muslims biasness at workplace. In this regard, Tesco has focused over creating awareness related to diverse religion, values and beliefs among team members which end up avoiding discrimination. This could be supported from past research where it has articulated that creating an inclusive environment will boost employee engagement and respect diverse beliefs which ultimately support in avoiding any type of biasness (Wilde, 2022). Along with this, it has been identified that arranging growth opportunity is another method through which feeling of belongingness could be developed within employees. It has been stated that employees generally feel valued if their personal growth is prioritised by organization. In this regard, if an organization is able to offer personalized T&D session than it promote growth and ultimately result in boosting satisfaction.

Chapter Six: Conclusion and Recommendation

6.1 Conclusion

Lastly, it is inferred that life experience is very necessary to be evaluated for improving voting efficiency. In case the life experience of the employees is not good and effective, then it will have creating impact on the working efficiency. The above study highlighted that within the retail organisations, the Muslim employees are facing many different types of issues while having a life experience in the company. With the help of the background, it was concluded that there is the majority of Muslim people are facing the issue of discrimination in the workplace. Due to their religious background, they are having many different issues while working within the company. With the help of the literature review, it is evident that various kind of factors which create the issues relating to the expected working of the Muslim employees within the company. The major factor highlighted includes the thinking and mentality of the employees, which states that Muslim employees cannot work with efficiency, and as a result of this, it can affect the working of company.

The research methodology highlighted that the qualitative study is useful for the successful completion of the research. This is particularly because of the reason that the research topic is qualitative, and when the appropriate type of qualitative methods is implemented into the study then it enhances the successful completion of the thesis and objectives are attained well. Further, the data analysis section highlighted that the Muslim employees are facing many different types of discrimination in the workplace. The key discrimination is faced at the time of promotion and the salary increment. At this time the Muslim employees or not provided with much of the increment and promotion and this creates and issue within the working of damn. With the help of discrimination, the major impact is created on the working efficiency and capability of the employees. The reason underlying the factors is that when employees are not provided with effective motivation then it will reduce employee morale, and as a result of this, they will not be interested in working in such a company.

As a result of this, the above study highlighted that many different issues are faced by the employees working within the company. The reason behind the factors that they belong to a religious category is not provided with an effective type of services and benefits. While walking in the corporate culture as well, they are not provided with respect and equity, and this affects their self-respect and working efficiency. Lastly, it is recommended that companies must effectively provide respect and equity to Muslim employees as well. For this day can implement an inclusive working environment with overall working efficiency, and also, they must be included at the time of decision-making or any policy formulation.

Read Our Last Sample: https://www.newassignmenthelp.co.uk/civil-engineering-hydraulics-assignment-sample-51891

6.2 Recommendation

After critically evaluating all the positive and negative aspects related to the topic, there are various strategies which should be used for overcoming the issue which are as follows:

• All the retail organization should focus on offering equal growth opportunity for the employees. In this regard, regular training and development session should be arranged according to employee needs which aids in successfully attuning personal goal (Linando,2024). This will help in avoiding any type of discrimination with Muslim women and thereby enhances overall satisfaction.
• Beside this, organization should adopt pay on performance strategy which will help in offering equal compensation and wages according to one’s skills and competencies. This will aids in eliminating any type of discrimination as wages will be decided on the workers’ performance.
• Along with this, diversity training should be arranged and inclusive culture should be promoted at the workplace (Cassell et al, 2022). In this regard, culture, values and beliefs of each employee should be respected which help in developing sense of belongingness among staff members. Moreover, all organization should pay equal importance to the perception and beliefs of each worker which aids in creating inclusive business environment.
• Business entity should establish specific criteria for recruiting, promoting and training of the employees. All the decision should be taken on the basis of this criterion which will help in standardizing all the process and ultimately support in avoiding any type of discrimination at workplace.
• Moreover, organization should emphasis over continuously analysing all the legislation and regulations which aids in avoiding indirect discrimination at the workplace (Di etb al, 2021). This continuous monitoring and alignment will help in avoiding any type of discrimination strategies and ultimately offers equal rights to Muslim women.
• Along with this, organization should established rigid policies and procedures which help force employees and manager to avoid any type of discrimination and ultimately support in creating adequate workplace environment.
• Moreover, transformational and inclusive leadership style should be adopted by manager which will help in creating a culture of open communication and collaboration and thereby avoiding any type of biasness (Nikolic-Khatatbeh, 2023). This leadership also support in fostering innovation and enhances employee’s engagement which ends up creating a inclusive culture.

References

Books and Journals

• Ahmed, N., 2021. Measurement of perceived interpersonal and societal anti-Muslim discrimination in the United States. Assessment, 28(2), pp.668-681.
• Appleford, K., Rajina, F. and Sharma, S., 2025. Young Muslim Women on Nadiya Hussain, Turbanisation and the Politics of Respectability. Navigating Public Space and Islamophobia. The Sociological Review.
• Azam, L., Murrar, S., Maravia, U., Davila, O. and Padela, A.I., 2024. Religious identity-based discrimination in the physician workforce: findings from a survey of Muslim physicians in the UK. BMJ leader, pp.leader-2024. Ahmed, S. and Gorey, K.M., 2023. Employment discrimination faced by Muslim women wearing the hijab: Exploratory meta-analysis. Journal of Ethnic & Cultural Diversity in Social Work, 32(3), pp.115-123.
• Azhar, S., Ahmad, I., Herrera, M.M.G., Tariq, N. and Lerner, R., 2024. “I would prefer to be dead than to live this way”: Lived experiences of stigma and discrimination against khwaja sira in Swat, Pakistan. Cambridge Prisms: Global Mental Health, 11, p.e60.
• Babacan, M., 2023. “Were you treated differently because you wore the hijab?”Every day, Islamophobia, racialization and young Turks in Britain. Ethnicities, 23(1), pp.64-87.
• Babacan, M., 2023. “Were you treated differently because you wore the hijab?”: Everyday Islamophobia, racialization and young Turks in Britain. Ethnicities, 23(1), pp.64-87.
• Barnard, H. and Mamabolo, A., 2022. On religion as an institution in international business: Executives’ lived experience in four African countries. Journal of World Business, 57(1), p.101262.
• Bleibleh, S. and Awad, S., 2024. Everyday lived experience and ‘carescape’of women street vendors: Spatial justice in Al-Hisba Marketplace, Ramallah/Al-bireh, Palestine. Geoforum, 153, p.104014.
• Brooks, R., Yeadon-Lee, T. and Gill, S.S., 2024. Maintaining the gap: women’s early career experiences of entry into the UK graduate labour market. Journal of Education and Work, 37(1-4), pp.17-31.
• Cassell, C., Watson, K., Ford, J. and Kele, J., 2022. Understanding inclusion in the retail industry: incorporating the majority perspective. Personnel Review, 51(1), pp.230-250.
• Char, D.S., Abràmoff, M.D. and Feudtner, C., 2020. Identifying ethical considerations for machine learning healthcare applications. The American Journal of Bioethics, 20(11), pp.7-17.
• Di Stasio, V., Lancee, B., Veit, S. and Yemane, R., 2021. Muslim by default or religious discrimination? Results from a cross-national field experiment on hiring discrimination. Journal of Ethnic and Migration studies, 47(6), pp.1305-1326.
• Edwards, R.C., Larson, B.M. and Burdsey, D., 2023. What limits Muslim communities’ access to nature? Barriers and opportunities in the United Kingdom. Environment and Planning E: Nature and Space, 6(2), pp.880-900.
• Enh, A.M., Wahab, A., Azlan, A.A., Talib, K.A., Sakti, A.M.T. and Sultan, F.M.M., 2024. Life experiences and cultural adaptation among migrant workers in Malaysia. Comparative Migration Studies, 12(1), p.1.
• Furszyfer Del Rio, D.D., Sovacool, B.K., Griffiths, S. and Uratani, J., 2024. Addressing energy and mobility poverty in the Middle East: lived experience, spatial injustice, and temporary migrants in the United Arab Emirates. Local Environment, 29(12), pp.1594-1625.
• Hall, J., Rashid, R., Rafiq, A., Fatima, K., Barber, S.E. and Dogra, S.A., 2024. Reflections on co-producing an obesity-prevention toolkit for Islamic Religious Settings: a qualitative process evaluation. International Journal of Behavioral Nutrition and Physical Activity, 21(1), p.63.
• Hamid, W., Khan, T.A., Farooqi, I. and Qayum, S., 2024. Understanding the Lived Experiences of Tibetan Muslims in Kashmir: A Mixed Method Analysis. History and Sociology of South Asia, 18(1), pp.38-68.
• Hasan, N., Rana, R.U., Chowdhury, S., Dola, A.J. and Rony, M.K.K., 2021. Ethical considerations in research. Journal of Nursing Research, Patient Safety and Practise (JNRPSP), 1(01), pp.1-4.
• Hunter, A. and McCallum Guiney, F., 2023. Misrecognised as Muslim: the racialisation of Christians of Middle Eastern heritage in the UK. Journal of Ethnic and Migration Studies, 49(15), pp.4014-4032.
• Hussain, S., 2024. Identity categories and colonial legacies in the British urban space. Social Identities, 30(3), pp.190-208.
• Hussein, N., 2023, September. Asian Muslim women's struggle to gain value: The labour behind performative visibility as everyday politics in Britain. In Women's Studies International Forum (Vol. 100, p. 102802). Pergamon.
• Iqbal, K., Hongcheng, S. and Liang, H., 2025. Conflict-induced displacement in Pakistan: a sociological study of lived experiences of involuntary migration among Afghan immigrants. Discover Social Science and Health, 5(1), p.6.
• Jones-Ahmed, L., 2022. Isolation, community and spirituality: British Muslim experiences of Ramadan in lockdown. Religions, 13(1), p.74.
• Kabbara, D., Suárez-Ortega, S.M. and Zucchella, A., 2025. Developing entrepreneurial opportunities through multi-layered liabilities: the experiences of female migrant entrepreneurs. International Entrepreneurship and Management Journal, 21(1), pp.1-32.
• Kamper, S.J., 2020. Types of research questions: descriptive, predictive, or causal. Journal of Orthopaedic & Sports Physical Therapy, 50(8), pp.468-469.
• Kele, J.E., Cassell, C., Ford, J. and Watson, K., 2022. Intersectional identities and career progression in retail: The experiences of minority‐ethnic women. Gender, Work & Organisation, 29(4), pp.1178-1198.
• Lewis, R. and Aune, K., 2023. Aesthetic labor in religious contexts: Women encountering modest dress in the workplace in the UK and Saudi Arabia. Fashion Theory, 27(5), pp.709-735.
• Linando, J.A., 2023. A relational perspective comparison of workplace discrimination toward Muslims in Muslim-minority and Muslim-majority countries. International Journal of Cross Cultural Management, 23(1), pp.31-57.
• Linando, J.A., 2024. Employment struggles for Muslims: A systematic review. Journal of management, spirituality & religion, 21(1), pp.1-41.
• Mac an Ghaill, M. and Haywood, C., 2021. Ethnography, methodological autonomy and self-representational space: A reflexive millennial generation of Muslim young men. Ethnography and Education, 16(4), pp.457-474.
• Mahmud, A., 2025. Exploring the experiences of Muslim doctoral students in UK higher education: Challenges, implications, and pathways to inclusivity. Studies in Higher Education, 50(4), pp.848-863.
• Marsden, M., 2024. The legacies of Afghanistan’s urban cosmopolitanism: Sikhs, Muslims and markets in London. Afghanistan, 7(1), pp.22-45.
• McGinty, A.M., 2023. Lived Islam: embodied identities and everyday practices among American Muslim youth. Annals of the American Association of Geographers, 113(3), pp.756-770.
• Mulisa, F., 2022. When Does a Researcher Choose a Quantitative, Qualitative, or Mixed Research Approach?. Interchange, 53(1), pp.113-131.
• Newman, P.A., Guta, A. and Black, T., 2021. Ethical considerations for qualitative research methods during the COVID-19 pandemic and other emergency situations: Navigating the virtual field. International Journal of Qualitative Methods, 20, p.16094069211047823.
• Nikolic-Khatatbeh, J., 2023. How to Dismantle Workplace Discrimination of American Muslims: Suggestions and Strategies for Creating Safe Workplace for American Muslims. Journal of Muslim Minority Affairs, pp.1-12.
• Nurein, S.A. and Iqbal, H., 2021. Identifying a space for young Black Muslim women in contemporary Britain. Ethnicities, 21(3), pp.433-453.
• Nurein, S.A. and Iqbal, H., 2021. Identifying a space for young Black Muslim women in contemporary Britain. Ethnicities, 21(3), pp.433-453.

Online

• Anti-Muslim attitude in UK. 2024. Online. Available through:< https://www.ipsos.com/sites/default/files/ct/publication/documents/2018-03/a-review-of-survey-research-on-muslims-in-great-britain-ipsos_0.pdf>
• Combating Islamophobia in the Workplace. 2025. Online. Available through: <https://legalaidatwork.org/factsheet/combating-islamophobia-in-the-workplace/#:~:text=Islamophobia%20can%20also%20manifest%20itself,traits%20associated%20(or%20thought%20to>
• Employment opportunities for Muslims in the UK. 2025. Online. Available through: <https://www.cipd.org/en/about/public-policy/our-calls-for-action/employment-muslims-uk/>
• Morrison Denied Ramadan Break, 2025. Online. Available through:< https://www.bbc.co.uk/news/uk-england-tees-26859079#:~:text=Supermarket%20chain%20Morrisons%20unfairly%20denied,the%20firm's%20warehouse%20in%20Stockton.>
• Rate of absenteeism in UK. 2024. Online. Available through:< https://www.reddit.com/r/tesco/comments/1e5eraw/absence_percentage/>