Work Environment in Cancer Research UK

Running head: WORK ENVIRONMENT IN CANCER RESEARCH UK Work Environment in Cancer Research UK Name of the Student: Name of the University: Author Note: 2 WORK ENVIRONMENT IN CANCER RESEARCH UK Table of Contents Introduction ................................................................................................................................ 3 Organizational Profile ............................................................................................................ 3 Discussion .................................................................................................................................. 4 Organizational Purpose .......................................................................................................... 4 Values and ethical practices ................................................................................................... 4 Public policies and legislation ............................................................................................... 5 Inequality approaches ............................................................................................................ 6 Conclusion ................................................................................................................................. 9 Reference List .......................................................................................................................... 11 3 WORK ENVIRONMENT IN CANCER RESEARCH UK Introduction The work environment in an organization is crucial to upgrade employee performance by emphasising the work disciplines (Supriyanto and Ekowati, 2020). The aim of the present study is to evaluate the work environment in Cancer Research present in the United Kingdom. The study covers the organizational information along with the organizational purpose to evaluate the effectiveness of the work environment present in the organization. The values and ethical practices have been highlighted by the study. Additionally, it is engaging the public policies and legislations followed by the company to ensure better organizational culture. The inequalities in the organization while managing diverse teams along with gender discrimination have been presented compared with similar organizational structures. Organizational Profile The goal of Cancer Research present in the UK is to offer information regarding cancer along with symptoms and screening to cope after the treatment (Cancerresearchuk.org, 2022). Patient and health information is secured by the organization to facilitate cancer treatment. It has introduced the Cancer help website in the UK (Cancerresearchuk.org, 2022). Further, the organization has engaged 4000 efficient human resources from diverse backgrounds to attract better effectiveness in upgrading the organizational performance (Cancerresearchuk.org, 2022). Further, technology and innovation are engaged with organizational performances (Cancerresearchuk.org, 2022). The organization is following a statutory approach in funding to engage sufficient assets to fulfil technical provisions (Icr.ac.uk, 2022). 4 WORK ENVIRONMENT IN CANCER RESEARCH UK Discussion Organizational Purpose The purpose of Cancer Research in the UK is to bring forward the scenario where all cancer cases are cured (London.gov.uk, 2022). Further, the organization keeps the vision of funding doctors, nurses and scientists to beat cancer through innovative approaches (London.gov.uk, 2022). Apart from that, the company serves the purpose of sharing information regarding cancer with the public to spread awareness in the present context (London.gov.uk, 2022). It is further focusing on the diagnostics process, effective treatments and better prevention for cancer to ensure better public health by conquering the cancer challenges (London.gov.uk, 2022). Values and ethical practices The values of the Cancer Research present in the UK include a clear shared vision of the organization among the people associated with the organization to attract discoveries to defeat cancer in a better way (Icr.ac.uk, 2022). It is further focusing on attracting excellence in the performances to lead the industry with better innovative approaches (Icr.ac.uk, 2022). It has further emphasised integration while promoting an honest and open environment that further offers credits and acknowledgements of mistakes. The organization further promotes proper scrutiny for the actions to attract better effectiveness in cancer research (Icr.ac.uk, 2022). Further, the organization values the contribution of the human resources present in the organization. It further looks after facilitating potential and equality while looking after workforces (Icr.ac.uk, 2022). Togetherness and collaboration among the employees are valued by the organization to upgrade the performance, engaging different talents, resources and perspectives (Icr.ac.uk, 2022). The organization is also focusing on making differences in the same field to improve cancer scenarios by engaging innovation and expertise (Icr.ac.uk, 2022). 5 WORK ENVIRONMENT IN CANCER RESEARCH UK In terms of the ethical practices in the organization, the approaches of energy consumption, waste, recycling, water usage and supply chain have been focused on while performing the activities (Cancerresearchuk.org, 2022). Further, the organization has maintained equality while managing the human resources present in the company to attract better effectiveness in the present regard (Cancerresearchuk.org, 2022). A high ethical standard has been ensured by the organization in the overall performance of the organization (Icr.ac.uk, 2022). While preparing the audit for the financial performances of the organization Cancer Research engages FRCs ethical standard to attract an ethical approach in the process (Icr.ac.uk, 2022). Inclusive and collaborative approaches for the stakeholders have been engaged by the organization to attract ethical standards in the present context (Icr.ac.uk, 2022). Further, it is observed that the organization is focussing on improving the organizational practices in terms of identifying and eliminating slavery and human trafficking in business operations and supply chain management (Cancerresearchuk.org, 2022). No forms of forced or involuntary labour are practised by the organization to attract ethical standards in the performances. Further, a safe and hygienic work environment is fostered by the organization by following all the rules and regulations in the present regard. Further, the organization offers to compensate for overtime at a minimum rate of 125% of the regular payments (Cancerresearchuk.org, 2022). Public policies and legislation UK Equality Act 2010 is followed by the organization to ensure zero discrimination in terms of religion, race, ethnicity, sexuality, politics, gender, marital status, union membership and disabilities while managing the human resources (Cancerresearchuk.org, 2022). It further helped the company to engage equality in the process while managing human resources. As opined by Nath and Lockwood (2021), it further prohibits unethical practices regarding direct or indirect discrimination, victimization and harassment. The 6 WORK ENVIRONMENT IN CANCER RESEARCH UK Bribery Act 2010 is followed by the company while handling the suppliers, sub-contractors and business partners to ensure the ethical practices to upgrade the work environment present in Cancer Research UK (Cancerresearchuk.org, 2022). As described by Islam et al. (2021), this act has influenced the scenario regarding anti-bribery disclosures by the UK based companies. Further, the company offers lawful payment policies to the people associated with the business. This will further attract a better organizational culture that will facilitate the organizational performance and will engage better motivation toward quality work accomplishments. The charity approaches are performed by the organization by following the third schedule of the Charities Act 2011 to attract ethical performances (Icr.ac.uk, 2022). As opined by Singh and Lin (2020), the Charities Act 2011 has offered a legal definition for charitable approaches. To safeguard the assets of the organization and in terms of detecting the potential risks of fraud and irregularities, the organization has engaged the Companies Act 2006 (Icr.ac.uk, 2022). It has further fostered the accounting practices in the organization by attracting ethical approaches to Cancer Research present in the UK. For the taxation policy in the organization, Cancer Research involves the Finance Act 2020, section 478-488 of Corporation Tax Act 2010, section 256 of Taxation of Chargeable Gains Act 1992 is followed by the organization to maintain its commitment towards ethical performances (Icr.ac.uk, 2022). As explained by Nlerum (2021), Finance Act elaborates on the VAT practices performed by a company. Scheme specific structure is developed by the company by following the Pension Act 2004 helped to achieve the statutory funding objectives. These legislations followed by the company are further beneficial to shape the ethical standards of the organization, focussing on the Cancer Research present in the UK. Inequality approaches Gender Diversity 7 WORK ENVIRONMENT IN CANCER RESEARCH UK It has been observed that during April 2020, the gender pay gap in the organization was 15%, that further increased to 19.7% (Civilsociety.co.uk, 2022). This scenario occurred after one year of launching the inclusion, equality and diversity strategy by the organization (Civilsociety.co.uk, 2022). It is also perceived that senior women employees engaged with the organization have left the company during the restructuring of the organization. The CEO of the organization has expressed dissatisfaction in the present regard. The scenario is similar for the organizations operating in the UK while focussing on diversity approaches. Further, all the similar organizations present in the country are focussing on developing the scenario related to diversity management. Compared to the present organization, the National Cancer Research Institute also follows the Equality Act 2010 to attract better advantages by avoiding discriminating approaches (Ncri.org.uk, 2022). Ethnicity diversity Further, the organization has also disclosed the facts related to the ethnicity payment gap concentrating on managing the diverse workforce in the organization. In April 2021, it was observed that the Cancer Research present in the United Kingdom had attracted an average ethnicity pay gap of -9.3% (Civilsociety.co.uk, 2022). It is further indicating that the organization emphasises the minority people, and the payment range is more for the ethnic minority background compared to the white employees (Civilsociety.co.uk, 2022). 13% of the human resources have been found from ethical minority backgrounds in the organization (Civilsociety.co.uk, 2022). Further, the organization is aiming to reach 16% of the Human resources from ethnic minority backgrounds by the end of 2023 (Civilsociety.co.uk, 2022). Compared to the present scenario, the NCI present in the UK is also focussing on attracting a maximum proportion of employees from minority backgrounds to facilitate innovation through diversity (Ncri.org.uk, 2022). 8 WORK ENVIRONMENT IN CANCER RESEARCH UK Modernity Theory As opined by Jemberie (2019), the concept of Modernity, according to Durkheim, is regarding the division of labour in the present organic society structure. Industrialism is highlighted by the present theory in the concept of modernity. Social change and modernity are needed to be focused on while performing industrial activities, as highlighted by the present theory. Further, the theory incorporates the concept of inclusiveness, evolution, development, progress, and differentiation. Thus, by incorporating the present theoretical approach, the organization can focus on attracting human resources from diverse backgrounds from different locations, ethnicities, races, gender, sexual orientation and so on. Further, while performing the change strategy in Cancer Research, this theory can be helpful in attracting an inclusive approach to managing the human resources present in the organization. In this regard, diversity training is helpful in attracting a better understanding of all the different ethnicities present in the organization (Cletus et al., 2018). According to this theory, collectiveness among the labour or workforce is needed to be entitled to attract better effectiveness in accomplishing the work with a collaborative approach. Thus, following this theory Cancer Research present in the UK can attract advantages in terms of diversity training and collaborative approaches. Labor division According to Coccia (2019), deviation among the labourers occurs due to the economic structure. Focusing on the capitalist society, the natural and racial differences are less and further; it is driven by unequal exchanges. Thus, the Cancer Research present in the UK, by following this theory, is needed to ensure equal pay structures for both the concentrated group such as women and minority ethnic backgrounds to shape the changes accordingly. Further, the organization is needed to ensure equality in every meaning in the 9 WORK ENVIRONMENT IN CANCER RESEARCH UK organization to attract better unity among the human resources performing the jobs to enhance the Cancer Research scenario. Hierarchy and bureaucracy Hierarchy and bureaucracy theory was introduced by Weber, which is further known as organizational theory. As illustrated by Byrkjeflot (2018), bureaucracy directs toward goal displacement and better authority relations. Thus, in the present regard implementing this theory in Cancer Research, UK, the organization is required to build better employee relations with the management to attract better freedom and flexibility in the work progress. This can further result in enhancement of the performances. The role of the employees is clearly defined in this structure to avoid confusion in the present regard while managing a diverse workforce. It will further structure the change management process focusing on the newly announced diversity and equality concerns by the organization to improve the work environment. Conclusion In conclusion, it can be said that the Cancer Research present in the organization has planned to develop the work environment by encouraging diversity among the human resources. Further, it has been analysed by the study that the organization was facing difficulties while performing the change management to establish a diverse work culture in the organization. The gender and ethnicity pay gap has been analysed as a major issue in the present regard during the restructuring process while performing the change management in the organization. Further, a similar organization such as National Cancer Research Institute present in the UK is observed to follow the same legislation to attract better equality and diversity in the organization. UK Equality Act 2010, The Bribery Act 2010, Charities Act 2011, Companies Act 2006, Finance Act 2020, Corporation Tax Act 2010, Taxation of 10 WORK ENVIRONMENT IN CANCER RESEARCH UK Chargeable Gains Act 1992 and Pension Act 2004 have been analysed to be implemented by the Cancer Research in the UK to attract better effectiveness in diversity management. Further, the labour division theory, modernity theory and hierarchy and bureaucracy theory have been suggested for implementation during the change management to attract a better work environment focusing on the diverse human resources present in the organization. 11 WORK ENVIRONMENT IN CANCER RESEARCH UK Reference List Byrkjeflot, H., 2018. The Impact and Interpretation of Webers Bureaucratic Ideal Type in Organisation Theory and Public Administration. In Bureaucracy and Society in Transition. Emerald Publishing Limited. Cancerresearchuk.org, 2022. Cancer Research UK. [online] Cancer Research UK. Available at: [Accessed 10 May 2022]. Civilsociety.co.uk, 2022. Cancer Research UK disappointed by widening gender pay gap. [online] Civilsociety.co.uk. Available at: [Accessed 10 May 2022]. Cletus, H.E., Mahmood, N.A., Umar, A. and Ibrahim, A.D., 2018. Prospects and challenges of workplace diversity in modern day organizations: A critical review. HOLISTICAJournal of Business and Public Administration, 9(2), pp.35-52. Coccia, M., 2019. Comparative World-Systems Theories. Global Encyclopedia of Public Administration, Public Policy, and Governance, Springer Nature Switzerland. Icr.ac.uk, 2022. Our values - The Institute of Cancer Research, London. [online] Icr.ac.uk. Available at: [Accessed 10 May 2022]. Islam, M.A., Haque, S., Henderson, S., Jones, M.J. and Semeen, H., 2021. Corporate disclosures on curbing bribery and the UK Bribery Act 2010: evidence from UK companies. Accounting, Auditing & Accountability Journal. Jemberie, A.T., 2019. THE CONCEPT OF MODERNITY: A BRIEF REVIEW. International Journal of Research and Analytical Reviews (IJRAR), 6(1). 12 WORK ENVIRONMENT IN CANCER RESEARCH UK London.gov.uk, 2022. Cancer Research UK. [online] London.gov.uk. Available at: [Accessed 10 May 2022]. Nath, V. and Lockwood, G., 2021. Implications of the UK Equality Law for tele- homeworking: COVID-19 and beyond. International Journal of Law and Management. Ncri.org.uk, 2022. [online] Ncri.org.uk. Available at: [Accessed 11 May 2022]. Nlerum, F.E., 2021. Value Added Tax in Practice: Achieving Significant Revenue under the Finance Act, 2020. Singh, C. and Lin, W., 2020. Can artificial intelligence, RegTech and CharityTech provide effective solutions for anti-money laundering and counter-terror financing initiatives in charitable fundraising. Journal of Money Laundering Control. Supriyanto, A.S. and Ekowati, V.M., 2020. Linking work environment to employee performance: the mediating role of work discipline. BISMA (Bisnis dan Manajemen), 13(1), pp.14-25.