A study on Apple UK Ltd Assignment

DISSERTATION
(“The reason behind gender,
pay gap in UK Business: A
study on Apple UK Ltd. “)

Table of Contents
TITLE .............................................................................................................................................1
Chapter 1: Introduction ...................................................................................................................1
Overview of research .................................................................................................................1
Rational of research ...................................................................................................................1
Aims associated with research ...................................................................................................2
Objectives associated with research............................................................................................2
Questions of the research ...........................................................................................................2
Chapter 2: Literature Review ..........................................................................................................3
Chapter 3: Methodology and data collection ................................................................................12
Chapter 4: Results/Findings...........................................................................................................16
Chapter 5: Analysis/Evaluation of Results/Findings ....................................................................25
Chapter 6: Conclusions .................................................................................................................27
Chapter 7: Recommendations........................................................................................................28
.......................................................................................................................................................29
REFERENCES .............................................................................................................................30

TITLE
“The reason behind gender, pay gap in UK Business: A study on Apple UK Ltd. “
Chapter 1: Introduction
Overview of research
Pay gap in gender is referred to variations in remuneration which has been paid by
organisation to their male and female working employees. It is being noticed that females that
are working for organisation are generally paid less than their male counterparts (Behrman,
Meinzen-Dick and Quisumbing, 2012). Similar is the case in Apple Inc. where women are paid
76p of £1 earned by men. The frequency of paying bonuses were higher in men when compared
with women in the same organisations. Considering the pay difference on median grounds it has
been identified that there is a significant 42% variation in women and men on grounds on
bonuses (The gender Pay gaps at Apple, 2019).
The major cause which has been identified for the pay gap in gender among the
workforce is primarily due to the difference in representation of manpower. The organisation
have been employing higher number of male employees when compared with female employees.
The report suggests that there are only 29% of the women executives operating at a higher level
in the organisation (APPLE REVEALS GENDER PAY GAP FIGURES SHOWING IT PAYS
WOMEN MORE ON SOME MEASURES, 2018). But the organisation have been working
continuously to increase diversity in its workforce which is not only confined to women but also
includes other marginalised groups. The people who are invited to be will be provided with a
inclusive environment which will contribute positively towards production of innovative climate.
For this dissertation, Apple is a chosen which is an America based multinational
organisation operating in technological field. It was came into existence in 1976 and founded by
Steve wozniak, Steve jobs and Ronald Wayne. Company is headquartered in 1Apple Park Way,
Cupertino, California, U.S. This organisation mainly deals in the design, development and
selling of online services, electronics and software to their customers.
Rational of research
The Major rational for this specific research is to identify the main reasons behind pay
gap in United Kingdom organisations such as Apple Limited. It is a multinational company
which will help a society by giving job opportunities as well as improving their living stranded
1

(Duguid, Loyd and Tolbert, 2012). This research is most essential in personal as well as
academic manner. In personal manager, researcher can easily improve their data analysis skill,
literature review skill and data interpretation skill. All these type of skills are most essential and
important for investigator to do each tasks along with activities of this research in an organised
way (Egger and Kreickemeier, 2012). In academic perspective, with the assist of this study,
student can easily enhance their knowledge which will support them to analysis impact and
benefits of study.
Aims associated with research
The major aim for the research is "To determine the reason behind gender pay gap in UK
Business: A study on Apple UK Ltd.
Objectives associated with research
 To examine the study of gender pay gap in context of business.
 To identify causes prevailing in Apple UK that leads to gender pay gap.
 To analyse the influence of gender, pay gap over the financial performance of Apple UK.
Questions of the research
 Explain the study of gender pay gap in context of business?
 Describe several causes that leads to gender pay gap in Apple UK?
 What is the influence of gender pay gap over the financial performance of Apple UK?
2

Chapter 2: Literature Review
Literature review refers to a document or a scholarly paper which covers accurate
knowledge including theoretical, substantive and methodological findings and contribution to a
specific field of study. In addition, literature review are also known as secondary source for
research and do not include original work which is performed for the first time. Thus, it is as
comprehensive summary and accurate data of previous investigation on a specific topic (Filippin,
and Crosetto, 2016). In simple word, a literature review is a classification, evaluation and
compilation of what other investigators have written on a specific topic. It is a search as well as
analysis of an accessible literature and study in the selected topic area. Main purpose of this
section is to analyse the gaps and conflict in previous study. Along with this, in this section,
research is capable to address all objectives of study in detailed and systematic manner. In order
to identify accurate information about the topic, different authors have to give their opinion and
idea about them. Thus, it will help an investigator to complete each activities of investigation in
accurate and appropriate manner. It is considered as most imperative part of an exploration
finding as it is effective in providing in-depth analysis by evaluating the opinions and
perspectives of different writers and authors (Foster and Walker, 2013). This section is written in
accordance to secondary source of information and data as here the required information is
collected with the help of secondary aspects like journals, books, published research articles etc.
The study of gender pay gap in relation with business organisations
The pay gap among genders is referred to the difference among the earnings of man and
women in an organisation. In simple word, Percentage of male earnings and represents the
variation in the average per hour earnings of male & female employees. Gender pay gap is refers
as the gap between the pay of men and women (Gilchrist, 2012). Gender pay gap is depended
upon two distinct numbers i.e. adjusted versus unadjusted pay gap. The another part is going to
consider deviation in working hours, eduction, occupation which is chosen and the job
experience. As per the views expressed by David Anderson, 2019, gender pay equity is a major
aspect of contention at numerous organisations. Gender pay gap is treated as a main concern that
has huge influence on the operations and functions of business in effective manner. Gender
earning gap is considered as one of the key aspect of required broad strategy which is needed for
addressing job gaps in female participation rate in working context. It is not going to
acknowledge or solve the cultural, structural, policy and procedure issues that originate these
3

differences. But this aspect is highly critical in nature. The sexuality pay gap is refers as
deviations and diversion among the per hour wage of both men & women that are working at
same organisation. It includes the comparison of pay scale of all women and men that works
worldwide. not only the just those are in similar area of working field, with same working style
and with akin abilities, qualification and experiences. The aspect of gender pay gap not only
signifies any discrimination or absenteeism of equal pay and earning for same value work (Gill
and Prowse, 2014). It mainly represents gender gap. In the situation when a female employee are
given lower paid jobs in a business organisation that men, the difference in pay scale is mainly
wider. In the context of business, gender pay gap is treated as a major issue which create
differences among the employees and develops issues within working environment. There is a
huge difference in an unequal earning and the gender earning gap. When the pay of women is
less in comparison to the men for same job position, it is not legal in nature and is illegitimate
through the equality related legislation. The concept related with pay gap of opposite genders is
different in nature this it considered as the gapping among the average income of women and
men on the basis of average per hour earning for all workers including females and males
performing similar work. Reports related with the Gender pay gap have no path to analyse if the
opposite genders are given less amount for the same work area or been subjected to biasses or
discrimination. In case of the organisation, gender pay gap is a major issue which may develop
conflicts and issue within working environment, this may also affect the operations and function
of business. It is essential for business firms to decrease the issue and problems of gender pay
gap in relation with increasing operational activities and performance of business in globalise
manner. As per views expressed by Morten Bennedsen, Margarita Tsoutsoura, Elena Simintzi,
Daniel Wolfenzon, 2019, A business can be positive in relation with the inclusion and diversity
while trying to manage gender balance but still faces a wide gender gap. In this context, the pool
of graduate students from which an organisation recruits is not considered as gender balance. In
situation, where company do not give consideration to gender balance, faces problems of high
gender gap. These organisations do not prefer to follow equal pay legislation. It can be said that a
gender pay gap is not able to indicate equality practices in an organisation. (Grant and Sleeter,
2012). In today's modern era gender differences is the major issue as there is not any kind of
difference in men and women working. However they are working on the same profile with
similar efforts, so it is quite important for the businesses to reduce gender pay gap for the
4

purpose of attaining higher growth and success. This also create value in developing the morel
and personality of people within work place. Reduction in gender pay gap influence people
mainly encourages women to enhance their capabilities and contribute their significant efforts in
the growth and success of business.
Peer Review
As per the views of the authors it can be stated that gender pay gap is a major issue in the
context of business which has huge impact over the progression of business. Gender pay gap is
refers as as a main concern which has huge impact on the operations and functions of business
in effective manner. In previous timing, organisations are facing issues related with gender pay
gap which affects the growth and sustainability of firm within market place, thus previously
people are not much aware about their rights and concern over attaining equal pay. Instead off in
today's modern business environment, people are very much aware about the concept of gender
pay gap and their rights as well. So the key concern of businesses is to overcome with the issue
of gender pay gap in respect to developing the operations and functions of business. Reduction in
gender pay gap impacts over the individuals in developing their morale by encouraging people at
work place through reducing the issue of gender pay gap.
Different reasons which leads towards gender pay gap in Apple UK
As per opinions expressed by Olivia Petter, 2019, the pay gap in opposite sexes is
considered as the difference among hourly income for both men and women. From the year of
2017 the equality act came into proper existence and the organisations that are employing around
or more than two hundred fifty workers is legally needed to submit about their gender pay gap
when a financial year ends. The organisations also requires to disclose the proportion of women
and men who gets higher range of financial bonuses (Jacka, 2014). Apple deals in large
multinational telecommunication company which has its high brand image within market. The
key consideration of the firm is to treat their employees in equal manner for the purpose of
maintaining stability and coordination among organisational operations. Genders pay gap
understood through analysing the gap which is driven by the representation of women in our
workforce. The differences among the average total pay a male receive relative to women
develops the gap. Around 70 percent of employees population being men, there's a greater
percentage of men in tenured leading positions which pay more, and who acquire effective
amount of bonuses and more stock.
5

(Source: Office for national statistics, 2019)
Around the UK for all industries, the men median hourly pay rate is around 18 percent.
However for the retail industry the pay rate is also 18 percent and in IT industry the ratio is 21
percent. In the context of Apple UK the median hourly pay rate is around 10 repent. The key
consideration of Apple is to reduce the error of gender pay gap in respect to encouraging
employees for more qualitative work. There are various causes that create gender pay gap in
which some are associated as below:
Direct Discrimination: This considered as the key aspect which cause gender pay gap within
work place. Direct discrimination is created among male and female staff on the basis of their
skills, competences and knowledge level. However women have less strength and skills that
men, so they is a pay gap arises in which the pay scale of women is less than men. For providing
similar pay to male and female the recruitment of employees can be done on the basis of similar
knowledge, skills, competences or experience (Krishna, Poole and Senses, 2014). As a large
multinational British telecommunication company Apple is widely concern on reducing direct
discrimination among employees on the basis of their gender, thus this create value for the firm
in developing an effective working environment in which people work and make their self
satisfied without facing any kind of issues and errors.
Antisocial Work Culture: This is also another key aspect which directly affect the gender pay
gap within an organisation. For many female who are given employment and jobs under
initiatives like short term contracts or zero hour contracts, the concern related with losing job
outweighs the willingness to challenge and fight against the overall unfair activities and
operations. Apple deals in different segment and among all of them the key activities are
potentially handled by male staffs as they are more liable in completion of the work in more
6
Illustration 1: Office for national statistics

effective manner. The company is focused over developing antisocial working culture in respect
to reducing the issue of pay gap in regards to gender discrimination (Lawrence and Weber,
2014). The company has provide equal opportunities to their employees, however they are male
of female on the basis of their knowledge level, capabilities and skills, thus this is effective for
the firm in be safe by the issue of gender pay gap.
Resistance to Change: It is a key aspect which affects the pay gap in genders in a directly
manner. The scale of the issue is self evident in nature thus females in United Kingdom are very
much focused in lower paying role. On the contrary the overall pay gap among males and
females has relay over last 40 year, it is highly resistant. The data of 2017 represents that the
male in average context are paid £1.32 more for a hour in comparison with females employees,
which refers as the man pay proportion and it is a pay gap of around 9.1%. However, For bigger
organisations, the gap is around 11.8%.
(Source: Median gross hourly earnings for full time employees by sex, UK, 2011-2017)
7
Illustration 2: Median gross hourly earnings for full time employees by sex, UK, 2011-2017

The give graph represents that around 78 percent of organisations in UK are concern over
reporting under the new law of lay male staff more in average (Mäntylä, 2013). More than half
pay men higher bonuses and around 80 percent have more women in the lowest paid position
than in the highest paid positions.
Gender Condition: This recognised as the most essential aspect that cause the issue of gender
pay gap. The overall working of Apple is categorised among various departments and some are
significantly handled by only male staffs as women are not able to putting their significant
efforts to completion of the work. This discrimination is done on the basis of gender as males are
able to perform task more effectively then females.
According to the views analysis of Dr Charlotte Gascoigne, 2019, Gender pay gap is a
wider issue which cause due to many reasons. In the context of business gender pay gap is the
major considered area which has direct impact over the progression and growth of business.
There are various reasons of gender pay gap within business like at the work place there are
more men in senior roles than women, thus this is the major reason which highly cause gender
pay gap. It is true that, within the working environment of a business there are more men senior
staff than the women , thus senior people are tends to attain more pay than junior and it has huge
negative impact on the overall performance of business. The another reason is caring
responsibility and part time roles are shared unequally, thus it is not possible for all women to do
part time job as they are having few responsibility related with family and children.
The above mentioned are the major causes that develops discrimination among
employees on the basis of gender. It is essential for a business to reducing the errors that cause
discrimination among employees as this has direct impact over the operations and performance
of business. Gender differences, now a day's is a major error which affects the operations of
business in negative manner as employees are not feeling satisfied with their working
environment and the pay differences.
Peer Review
From the opinion analysis of authors it can be stated that in the organisational context
gender pay gap is a major issue which affects the overall operations of business in effective
manner. The authors stated that there are multiple reasons that cause gender pay gap within
business organisations like Direct Discrimination, Antisocial Work Culture, Resistance to
Change, Gender Condition, The work place there are more men in senior roles than women,
8

Caring responsibility and part time roles are shared unequally. Theses are few key reasons that
cause gender pay gap within the organisation, however it is essential for the businesses to reduce
these issues in respect to decreasing the problems that cause due to gender pay gap within
organisation. Apple is the most popular telecommunication brand in UK which has its wide work
force and attain profit by the equal efforts of the employees. The company is widely concern
over providing measures to the female candidates related with the work like providing training
and development sessions, proper security facilities, flexible working schedule etc. These
measures are effective for the firm in reducing the issue of gender pay gap within firm. This
could also result in attainment of higher growth and success within commercial centre.
Impact of the gender pay gap on business performance of Apple In UK.
As per the opinion of Juil Clover, 2018, pay gap among different genders is considered as
the deviation in the payment for female & male that are working in any field. The concept of
gender pay gap is related to the less pay of women than men. In context with today's business
environment gender pay gap is treated as a main concern that is widely faces by businesses, thus
gender pay difference possess a huge influence over the performance and operations of an
organisation. Apple works as a large company and widely concern over developing its operations
and functions so that high success and growth can be earned within commercial centre (Mazur,
2013). The company is also focused on reducing the error of gender pay gap in respect to
attaining growth by implementing coordination and collaboration among employees. As per the
views expressed by Buster Hein, 2018, Apple is mainly working on gender equality as the
company has provided equal chance and opportunities to the employees whether they are male or
female, as this generates motivation among employees to implement key efforts in growth and
success of business. The gender pay gap among male and female appears to be lowering for the
employees of Apple in UK. The company represents that its male workers in the UK create 5
percent more than females on average. Thus the median pay of women in favour is around 2
percent. Apple is mainly concern on hiring more female staff with highly qualitative skills and
knowledge and inclusively putting efforts in retaining female workers so that business operations
can be run for a long time. As per the survey, it has been found that from new employees
category around 36 percent are females in UK and currently female staff holds 30 percent job
positions in Apple. Employees are the key aspect of a business, as the success and growth of a
business is based on the efforts of employees at work place. Apple is widely concern on
9

conducting operations via the help of using equality law among employees, thus the company is
not discriminating the employees on the basis of their gender. The male workers who are
contributing their significant efforts for the concerned company in the UK warn five percent
more on an average income of women. The gender pay gap report of UK represents that the gaps
in pay scale was around two percent or more than that in favour of female workforce. Further
more as per the report of Apple the average pay gap is due to more males are holding higher
position within organisation and factoring same kind of role, performance and markets. It has
attained pay equity as the company is not made any kind of discrimination among employees as
per their gender (Meinzen-Dick, Kovarik and Quisumbing, 2014). However Apple has around
6000 employees in UK. Brand recognition is the key consideration of Apple, thus the company
strongly believes that equal work deserve equal pay, thus the company provide same money to
the workers who are working for same job role, thus any kind of discrimination has not taken
place within the working environment of Apple. The company is work on reducing the issue of
gender pay gap by providing equal chance and opportunities to the employees to develop their
skills and attain growth. this also develops a desired value for the company by achievement of
higher profits, growth and success. Apple represents that in UK the company has 30 percent of
female staff and the company also hired new employees from last year are also females. The
main leaders around 40 percept of the firm are women who are belongs from the age group of
30. The stats of Apple represents that around 92 percent of male staff gets bonus and extra
benefits involving vested stock, on the contrary around 88 percent of female staff gets the same
benefit which shows the potential efforts of the firm in reducing the issue of gender pay gap. The
key motive of Apple is to attaining higher growth and success through providing equality to their
employees as this create satisfaction among employees and higher satisfaction may cause the
reasons of development of organisational operations and functions. The company is widely
focused on reducing gender discrimination in respect to providing equality to their employees in
terms of attaining benefits in their position, pay and career. Apple is famous for performing a sex
based discrimination in relation with the salary and bonus which are offered to workforce of
company. The potential reason for this step is that workers from male category get more money
than females counterparts in term of seniority & experience thus this create issue of
discrimination within workplace. Now a day's Apple is mainly concern over hiring female
candidates to work over the floor of retail stores in order to attract its customers, thus females are
10

more effective in implementing good and friendly relationship with customers as compared with
male employees, this in turns of developing the growth of firm at higher level. This data and
information about pay gap can leads towards the increased female employee turnover that in
return to significantly impacted over the revenues and profit margins of the company.
Peer Review
According to the views analysis of the authors it can be stated that gender pay gap is an
issue for a business and having negative influence on the operations of firm. Apple is the most
leading telecommunication brand which has its major concern over increasing the operations and
functions of firm at wide level. In UK gender pay gap is a major issue which is widely
considered by businesses to reducing the conflicts that are arises within the work place
environments. Apple is works at equal basis as the company is providing equal opportunities to
their male as well as female staff members as per the progression in their capabilities and skills.
The company judge people on the basis of their skill, not on the ground of their gender. Apple
works through its own retail stores in which requirement of female staff is high, so company is
concern over recruiting female candidates for the purpose of attaining growth and providing
opportunities to females. This consist to be an effective step towards reducing the issue of
gender pay gap as it also plays a vital role in development of business operations and function.
11

Chapter 3: Methodology and data collection
Research methodology is essential procedure that takes into consideration for collecting
appropriate information and data about the various potential reason behind pay gap in genders in
Apple. In this section, different methods have been used by researcher for accumulating accurate
and appropriate data regarding the study (Nayak and Kehily, 2013). For this section, research
approach, research philosophy, data collection methods, sampling methods, time horizon,
research reliability and validity, research instrument, research strategy etc. methods have been
used by researcher. As it will help an investigator to accumulate accurate and reliable data about
the study. Comparative analysis introduces as an effective part of research methodology that
motives to make comparison across various countries or cultures. Comparative analysis will be
done by analysing gender pay gap in past 10 years and currently. Along with this, comparative
analysis is based on two methods of data collection which is primary and secondary.
Comparative analysis is a combination of both primary and secondary method in research. As it
will help an investigator by giving accurate information inform of numbers, hard facts, figures
and quality also.
Research strategy: The section of research strategy is considered as the key aspect of the
area of investigation methodology, this layer depicts that how the work of investigation will be
carried out. Research strategy helps to determining the investigation objectives or purpose
through applying certain investigation methods. This section is encompasses over different
elements like Experimental research, action research, survey, archival research. In the case of
experimental research outcome of an experiment are determined in against of the expected
outcome through creating an investigation procedure and it is mainly applied in the all
investigation area and includes the evaluation of limited number of factors. Action research is
refers as a practical approach to a specific investigation problem. IT majorly tends to focus over
reflective process which considered to be a systematic process which is based on professional
practices. Surveys are mainly applied in the case of quantitative investigation and develops
quantitative data which can be determined empirically. Archival research is one in which the
available materials are applied to execute any investigation. This sort of investigation includes a
systematic review of literature in which patterns of existing investigation are determined or
summarized in respect to develop the sum of idea on a chosen area of work or to determine the
applicability of present investigation to certain issue.
12

In the present investigation work Archival research strategy is the most suitable strategy
as it is effective in developing an appropriate literature over the issue of the reasons of gender
pay gap in UK. This strategy is also effective in providing a proper discussion over the
perception of individuals or writers.
Different kind of Investigation:
It is treated as a main obligation for the person carrying out research to choose the most
desirable kind of investigation so that work can be performed in a right way. An exploration
work is mainly emphasises on either quality based or quantity based research type. Selection of
appropriate type of research is mainly based on the information which is gathered by the
researcher to analysing objectives and hypothesis in appropriate manner. Qualitative research is
concerned with qualitative data and information as in this non-numerical data and facts are
collected to draw valid outcome by discussing the objectives and hypothesis (Pierce, 2012). In
order to analyses comparison between gender pay gap within 10 years, qualitative and
quantitative research will be applied as it will help a researcher in collecting information in form
of numeric as well as in theoretical perspective.
Research Design:
It is also an another efficient method associated with the research methodology, thus this
provides a clear direction to complete allotted work in a proper way. This refers as a proper
blueprint of the concerned research that offers the specification to the investigation activities in
relation to develop a valid and reliable outcome. This is categorised among three type i.e.
exploratory,descriptive and experimental design of research. For identifying gender pay gap in
overall UK, descriptive research design has been applied by the investigator as it is effective in
providing detailed investigation over the chosen area of work and also plays effective role in
accumulation of qualitative as well as quantitative information (Reskin, 2012). However it plays
vital role in developing an in-depth analysis for research objectives and hypothesis. Descriptive
design is most suitable tool for qualitative and quantitative investigation types and effective in
providing support to the investigation in effective manner.
Research Approach:
Research Approach is refers as a plan and the procedure for an investigation which span
the steps through broad assumption to in-depth methods of information accumulation, analysis
and interpretation. This is mainly applied by the researcher to moving ahead towards the right
13

way. This section is emphasise on two main kind such as deductive and inductive research
techniques. In the chosen area of research, inductive research and its approaches are applied by
the person carrying out research as it is the most effective tool for qualitative research (Shaw,
2014). In order to find out actual number about the pay gaps in past 10 year and current year,
deductive approach will be applied. The major reason behind choosing deductive research
approach is that it is suitable for mixed method as in this case of present research project
qualitative and quantitative both the tools are applied by the researcher. This study is effective
because it permits the formulation of hypotheses and the statistical testing of expected outcome
to an accepted level of probability. As it will assist an investigator to complete full dissertation
within given time duration. This will be possible with the help of comparative analysis and
support a researcher to complete each activities of investigation within given time period. The
deductive approach is most suitable in accumulation of information in statistical or theoretical
manner.
Research Philosophy:
Philosophies associated with research are considered as a major belief in regards to the
manner where information related to a phenomenon requires to be collected, analysed and
applied. It is the most crucial aspects which is related to an exploration that offers a deep
evaluation of research issue. This area mainly deals with resources, nature and development of
knowledge (Sjoberg, 2014). To identify gender pay gap on the basis of past and present statistics,
positivism research philosophy will be applied because it give information in form of facts and
figures. Along with this, interpretivism philosophy is not much useful according to this project
because it not need data in form of hard facts.
Data collection:
For collecting accurate and appropriate data regarding the reason behind gender, pay gap
in Apple, there are mainly two types which is primary and secondary. Both are consider most
essential type of data collection methods and used by researcher for accumulating in-depth and
valid information about the given topic. Along with this, for accumulating primary information,
questionnaire will be applied. As it will further assist them to gather valid as well as appropriate
information about the study (Tomšej, 2019). On the other side, for gathering secondary data,
magazines, books and relevant articles will be applied. As all these sources will help a researcher
to gather in-depth data regarding the given topic. In the present area of work information is
14

mainly gathered through secondary sources as books, journals, published research articles related
to the similar area of work are more effective, as this sources in also liable in drawing valid and
actual outcome. Both types of data collection methods such as primary and secondary will be
applied. It introduces as a type of comparative analysis which will support an investigator by
providing information in quantitative manner. This analysis will also support a researcher by
giving information in way of numbers, figures and hard facts.
Ethical Consideration:
This is a main consideration of researcher to identify all the key aspect in proper manner
to conduct the activities in a proper manner. The major consideration for the person performing
research is to follow the research ethics in relation with the conducting investigation work in a
proper manner. While conducting an exploration work researcher faces various issues and
conflicts regarding the security purposes of respondents, time and cost (Toynbee and
Walker,2015). The key responsibility of researcher is to assure their respondents that their data
and information is completely safe as the research make sure to keep participants information
confidential in nature. Research also requires to manage time through developing an appropriate
time frame as it is effective in implementing suitability in execution on investigation activities.
Researcher also requires manage sufficient money and funds in respect to smooth execution of
investigation activities.
Limitations:
This considered as the key aspect of research project which represents the short comings
of the overall work. The research into consideration is based on the reason behind gender, pay
gap in UK Business. ThisFolder is a wide area of research which is significantly based on
qualitative research and in this information is being gathered through secondary sources
(Salverda and Checchi, 2015). The key limitation of the research is to gather reliable information
from the different authentic sources, as it is essential for the researcher to accumulate accurate
data through most suitable sources. Thus the suitable selection of articles, books, journals are
essential for the researcher. Another limitation of this research is to gathering information from
internet as various informations are available on internet and the right selection is necessary for
the investigator to drawing valid and reliable outcome.
15

Chapter 4: Results/Findings
It is an imperative aspect of investigation due to which it is effective in creating
discussion on the research problem in in-depth investigation on the accumulated information.
This section plays vital role in developing appropriate finding through conducting in-depth
analysis over the gathered information that are reliable for resolving the issue in effective
manner. In the present area of work proper discussion has been made on secondary research as in
this proper analysis has been conducted on the literature review. However it is capable to draw
reliable outcome by analysing objectives and hypothesis. This part is effective in making proper
outcome by determining the accumulated information in effective manner. This part of
investigation is effective in reaching at the potential outcome by determining the study regarding
the implemented aim and objectives, thus this section is significantly based developing results
through analysing the aim and objectives on which the overall investigation is based.
Theme 1: Comparative analysis over gender pay gap in UK industry.
The gender pay gap measures the difference among average hourly earning of women
and men. This study discussing the statistics of gender pay gap in the UK, thus there are various
reasons like hourly working, age, occupation, part time work etc.
(Sources: Annual Survey of Hours and Earnings: 2016 provisional results, 2016)
16
Illustration 3: Annual survey of Hours and Earnings: 2016 provisional results.

The above mentioned statistics represents that in the year of 2016 the median gross
weekly earning for full time employees that were £539, which is aweigh around 2.2% from £527
in the year of 2015. The growth attained this year is around 2.2 percent which is the highest rate
in comparison of the previous years after facing economic downturn in 2008. The bottom of the
dispersion has develop at rapid basis, through the fifth percentile growing through 6.2% and the
95th percentile developing through 2.5 percent. In the year statistics analysis of 2016 there is
downfall arises in the gender pay gap of full time employees around 9.4 percent from the statistic
of 9.6 percent in 2015. thus this shows a high downfall in the pay gap. This considered to be the
lowest as compared to the survey of 1997, however the gap has changed relatively little over the
past few years.
(Source: The Gender Earnings Ratio, 1955-2018, Full-Time Workers, 2019)
The above mentioned graph represents the gender earning ration for full time workers. First time
the data was analysed in 1979 regarding weekly earning. Now, it is ascertained that many
changes are seen in the data and the percentage is increased from 62.4 to 81.1 percent. The major
progress that had been seen over such percentage is ascertained in between 1980 to 1990. The
narrowed development was seen in such percentage in between the time period of 2009 to 2018
in wage gap which is only 1% and the same is more in previous years which is around 3.4% in
between the time period of 1999 to 2008. From the time period of 1989 to 1998 the gap seen is
around 6.3% and the same is 7.9 in 1979 to 1988.
17
Illustration 4: The Gender Earnings Ratio, 1955-2018, Full-Time Workers.

There are several organisations as well as other government bodies who have pay gap in
genders as 20% in the favour of men's as per new gender gap figures. Within, 2017 and 2018
there were no significant improvement in gender gap as it is shrinking slightly from 9.7% to
9.6% (Gender pay gap figures show eight in 10 UK firms pay men more than women, 2019).
there are several organisations who are paying their more to their male employees in comparison
of women's. Apart from this, from survey it has been identified that there is no sector within
United Kingdom in which women are getting high pay in comparison of men's. As figure has
been submitted by 10, 428 employers that median pay gap in 2019 was 11.9 per cent which
is .1% higher in comparison of last year (11.8%).
(Source: Gender Pay Gap: women still short-changed in the UK, 2019)
From the above mention graphical presentation it has been discussed that there are some
companies in United Kingdom who pay more to their women's employees they are 1,421 in
numbers. But in comparison of men's they are less because there are 8,113 business firms who
are paying more to their male staff members in comparison of women's. Apart from this, data
shows that gender pay gap persists in within 20 sector of economy by paying less to females in
comparison of women's. But there are some organisations who did improvement within their
gender pay gap such as Monzo Bank because they reduce gap from 48% to 14 %. along with
18
Illustration 5: Gender Pay Gap: women still short-changed in the UK

this, they had given extra privilege to women's by giving senior job position as well as promoting
them.
In Apple Inc. women earned a median of 76p for every £1 men earned as well female
receive less likely get bonus in comparison of male. As 88 per cent women's got bonus in
comparison of 94 per cent men. Amount in bonus is also less in comparison of men's by 57 per
cent on the median. But in 2018, Apple reveals gender pay gap as median difference within men
and women at company is 2 per cent within favour of females (APPLE REVEALS GENDER PAY
GAP FIGURES SHOWING IT PAYS WOMEN MORE ON SOME MEASURES, 2018). But still
there is wide gap in mean average as men get 5 per cent more in comparison of women's on
measures.
Gender pay gap in Apple UK.
(Source: Gender pay gap data in Apple UK, 2018)
19
Illustration 6: Gender pay Gap data in Apple UK.

Apple is the most reputed telecommunication company which has its global business
operations. The concern of the firm is to reducing the gender pay gap in respect to attaining
higher growth and success at market place. Apple has majorly three legal entitles that are
operating in UK through at least 250 employees or the regulations are required by the firm to
report the gender pay gap data for each entity (Apple UK Gender Pay Gap Report, 2018). From
the description of the above mentioned data it has been interpreted that, there is huge difference
arises in the pay of employees on the basis of gender. The gender pay gap of Apple has
represented in tree different manner like Hourly pay gap, bonus pay gap and percentage
receiving a bonus. The description of the digram shows that the average gap on the basis of
hourly pay gap is around 5 percent and the median for the same is -2%. The average bonus pay
gap is around 22 percent and the median for the same is 12 percent. The average gap on the basis
of percentage receiving a bonus for men is around 92 percent and the women receiving is 88%
which shows a difference.
Theme 1: The study of gender, pay gap in context of business.
As per the discussion carried out in above discussed project it has been discussed that
gender pay gap is considered as the most essential issue which has widely influences the
activities and operations of an organisation. Gender pay gap can also be called as gender wage
gap. It refers as the difference among the earnings of male and female employees who are
working on any kind of profile. This concept of significantly based on the less pay of women
than men. It is average difference among remuneration for women and men which are working.
Generally, women are paid less than the men. It is related to median annual pay of all those
women who work year- round and full time as comparison to men. This has to be persisted even
by women tends to be better educated as comparison to men in several parts of world. Pay gap in
gender is the resultant of several factors which include biasses against the direct pay
discrimination, occupational segregation and working mothers. It can be an issue from
perspective of public procedures even in situation where the reason for gap is voluntarily due to
minimize capital and economic output and also means that female will be dependent upon the
welfare payments mainly in old age. The different factors which cause gender pay gap are
highest paid industries are male- dominated, stereotyping and effect of the part- time work. On
the other hand, gender pay gap appears to differ in size through occupational level, educational
level, job title etc. In addition to this, gender wage gap can be influenced through ethnicity and
20

race. In EU, gender pay gap is identified as 'unadjusted gender pay gap' as this dos not take in to
an account of all those factors which affect on gender pay gap like labour market experience, job
type and many others. The gender pay gap is refers as the variation in earning of men and
women that is mainly declared in the context of high percentage of male salary.
Gender pay gap is one of the key part of a genuinely necessary more extensive system which is
requires to address female support rates and work holes among sexes. It won't alone distinguish
or fathom the bunch of basic, social and approach reasons for these distinctions, yet it is a basic
and acknowledgement viewpoint. The sexual orientation pay hole is alludes as the distinction
among the normal time-based compensation of people around a workforce. It significantly thinks
about the compensation of every working lady and men around the world. not just the simply
those are in comparative zone of working field, with comparative working example and with
comparable capacity capability or experience. The part of sex pay hole does not implies
segregation or a non-appearance of equivalent pay for equivalent worth work. It principally
speaks to sexual orientation hole. In the circumstance when a ladies hold a greater amount of the
lower paid employments in a business that men, the gender pay gap is typically more extensive.
With regards to business gender pay gap is viewed as a noteworthy issue which make contrasts
among the representatives and creates issues inside working environment. There is distinction
between unequal pay and the gender pay gap. At the point when the compensation of ladies is
not exactly the men for a similar activity profile, is simply by virtue of their sexual orientation, it
is mostly unlawful in nature and is banned through uniformity enactment.
Theme 2: The causes that prevailing in Apple UK that leads to gender pay gap.
From the in-depth analysis of the given dissertation related to the reason behind gender,
pay gap in UK Business, it has been discussed that gender pay gap is a major concern that
posses a huge impact over the operations and functions of business. Apple is the most leading
telecommunication company which is widely concern on enhancing its productivity and
performance by developing its operations in market. The key motive of the firm is to reducing
the issue of pay gap in gender by offering similar opportunities to the individuals in relation with
achievement of targets and goals. Gender pay gap is a major error which affects the moral and
motivation of people, thus this may create dissatisfaction among people which affects the
productivity and performance of firm. Apple is mainly operated as an American multinational
technology company which has its business operations in global context and the working
21

environment of Apple is based on equality basis thus organisation and its management does not
make any sort of differentiation among the employees on the basis of their gender. Apple mainly
deals in selling of consumer electronics, computer software and online services. The company
has around 132000 employees in which male and females are included. The description of the
project determines that in terms of median pay of men and women, the pay of male is high then
women and it create gender pay gap and affects the functions and operations of firm. In business
organisations employees are benefited by various aspects i.e. monetary and non- monetary
benefits, thus female staffs are more liable in regards to attaining non- monetary benefits.
However in organisations female staff having 2 percent favour from the organisations in regards
to their job and along with this there is a huge margin among the manner where men and women
are given rewards on their basis of their performance, thus around 22 percent of the average
deviation is arises in terms of employees bonus. On this analysis, Apple prescribed that gender
pay gap in between of female and male workforce are arises within firm is due to the reason of
their representation in the workforce. This is due to the fact that female workers are less
strengthen then male staff and women mainly prefer to work in easy time schedule and this may
prevent gender pay gap. There are various causes in Apple that leads gender pay gap i.e.
discrimination, timing error, working culture, resistance to change, gender condition etc. In
addition with this technical department of Apple have more number of male staff and they
mostly are given higher position, thus the company operates in electronic department and mostly
males are interested in this segment. So the pay of men in this segment is high than women.
Working schedule is also a major cause which prevent gender pay gap, thus women are concern
over working in easy time schedule as they are not prefer to work at night shifts which may
cause the reason of discrimination among employees on the basis of gender. Resistance to
change is also a major cause which prevent gender pay gap within an organisation, thus female
staffs are mainly in against of making changes in their procedures, timing in which they feel
comfortable. thus female staff is focuses towards working as per their own suitability and
comfort zone. This may also create gender pay gap within work place.
Theme 3: The influence of gender, pay gap over the performance of Apple UK.
In accordance with the analysis of the project it is discussed that gender pay gap has
direct impact on the working performance of Apple UK. Gender pay gap is considered as a
major challenge which faces by organisations and its employees, thus this has direct or indirect
22

impact over the performance of employees which may also affect the growth and success of
business. Gender discrimination refers the pay gap among men and women, thus women are still
being discriminated in the 21st century. However females are not equality consider as male in the
globe. Yet people are already aware about human equality and knowns it is unfair to discriminate
people on the basis of their gender. Yet nothing is being prepared to reduce the issue of gender
pay gap within business context. As a large organisation Apple UK has mainly faces the issue of
biasses in the pay of male and female staff. The company majorly operated at global level by t he
help of its three major operators within UK like Apple retail UK Ltd, Apple UK Ltd, Apple
European Ltd. From the overall operations analysis of all the Apple UK Ltd has identified that
company is facing the issue of gender pay gap in which women staff are getting around 26
percent less payment in comparison with men staff on the same working profile. This create huge
negative influence over the performance and operations of Apple UK, however this may create
dissatisfaction among employees mainly in female employees, thus this also affect the overall
working of the firm. As a outcome of this employees may discriminated as per their gender and
female employees found less interested towards the work which may also turns in hampering the
overall sales and profitability of business. The issue of gender pay gap affects the overall
operations and company is not able to attain its targeted goals and objectives and also not
reaching at the marking target of the firm. Apple is a renowned organisation which specialises in
offering high quality products and extra ordinary services. Apple play out a major issues of
gender discrimination while paying rewards and compensations. The primary reality behind this
is that, the male representatives get more pay in term of status and their experience which is
higher than female pay and this in turns in creating dissatisfaction among employees mainly in
female workers in terms of their performance and operations. Apple basically procure female
staff to perform business activities over the floor of retail locations so as to attracts its clients.
This data in regards to pay gap could prompt female representative turnover which consequently
to straightforwardly influence the performance and profitability of the firm.
23

Illustration 7: PM Salary and Market Trends Survey, 2019
(Source: PM Salary and Market Trends Survey, 2019)
From the above given graph, it has been determined number of gender pay gap between
1997 to 2014. In year 1997 gender pay gap is 28% which has been decrease by the percentage of
19. According to this graph, women are paid around 19% less than men per hours. As it will
impact on business performance and success of an organisation. Along with this, Similar is the
case in Apple Inc. where female are paid around 76p of £1 earned by male workers. The
frequency of paying bonuses were high in male when compared with female employees in the
same enterprise. Considering the difference between pay on median grounds it has been known
that there is a significant 42% variation in women and men on grounds on bonuses.
24

Chapter 5: Analysis/Evaluation of Results/Findings
It is a essential aspect of the research project as it is very effective in providing a detailed
and complete analysis of the problem, thus it is effective in drawing valid and reliable outcome.
This part of investigation is effective in providing a clear and concise outcome through execution
of deep analysis over the reason behind gender pay gap in UK Business. Proper execution of this
part helps the researcher in developing appropriative results that signifies the actual outcome
regarding the topic area of the reason behind gender pay gap in UK Business. This part is based
on effectively summarising the secondary data which is collected by researcher to addressing the
issue in proper manner. However in depth evaluation helps the researcher in attaining the reliable
results.
The research that is considered is dependent on the analysis of the reason behind gender
pay gap in UK business. Gender pay gap is a wider concept which refers as an issue that affects
the operations and functions of business. Gender pay gap is a major error of business industry
and hamper the growth and success of business in effective manner, so organisations are widely
concern over reducing the issue of gender pay gap in respect to providing equal opportunities to
the employees. Gender discrimination is majorly done by the women, so it is very important for
the companies to follow the government norms and policies that protects the rights of employees
at work place. With work places, gender pay gap is arises through various reasons i.e.
discrimination of employees on the basis of their gender. However equal job responsibility has
been provided to the male and female staff members but the pay of male employee is higher than
the female employees, this may result in higher dissatisfaction of employees and affects the
operations of firm in effective manner. Time schedule is also a major issue which also prevent
gender pay gap among employees which also affects the overall performance of the firm at
market place. Detailed analysis of this research will helps in determines that Apple UK is a large
business organisation which widely deals in electronic items, however the company also make
efforts in improvising the operations of business through providing equal opportunities to the
male and female employees in development of operations of company within market.
The chosen area of study is a wide area of work which helps the researcher in enhancing
the knowledge base by conducting in-depth evaluation over the research issue. This is an
effective research which explores the area for learner and individuals towards developing their
skills and knowledge base in regards to the chosen area of work. Research methodology is the
25

most imperative part of an exploration work thus it is effective in providing systematic direction
to the investigation by the support of suitable methodologies. In the present area of work
qualitative research methodology has been applied by the researcher thus it is the most suitable
tool for conducting in-depth analysis by developing an appropriate theoretical framework. In this
descriptive research design is applied as it is the most suitable aspect for qualitative research and
helps in conducting descriptive analysis over the chosen area of work. Research philosophy is
also an imperative part of an investigation thus it provides brief direction to the researcher to
conduct the overall work in right manner. In the existing area of work Interpretivisim philosophy
has been applied as it is more effective in developing a theoretical framework by analysing the
views and perspective of various authors and writers. However in this inductive research
approach has been applied as it is the most reliable tool for providing detailed analysis by
analysing theories and hypothesis related to the chosen area of work. This tool is also effective as
it is most suitable tool for conducting qualitative research in proper manner. Along with this,
data collection is the most effective aspect as the whole investigation activities are based on the
information accumulated by the researcher from different sources. In an investigation work data
has been gathered through primary and secondary source of data collection. In the chosen area of
work secondary sources are applied by the researcher to carry out the work in right manner,
through developing in-depth analysing with the help of theoretical frame work. Secondary source
is the most applied and effective tool for conducting an investigation as it helps in developing
valid and reliable outcome on the chosen area of issue. In this tools informations are mainly
accumulated through secondary sources like journals, newspapers, online sites, books, published
research articles etc. In this investigation, secondary data is used by the investigator so that
problems can be properly analysed.
26

Chapter 6: Conclusions
As per the detailed investigation over the issues associated with the gender pay gap in
UK Business it has been summarised that gender pay gap is a main problem that have direct
influence over the performance of businesses, thus employees mainly women faces the issue of
gender pay gap at organisation. This is still a major issue in the 21st century and also affects the
moral of an individual. In context with today's working environment, the main aim of either a big
and small enterprise is to achieve high success and growth within market through reducing the
issue of gender pay gap. Organisations are also concern over providing equal opportunities to the
male and female staffs in respect to providing them chance to enhance their skills and show their
capability to attain success and also create benefits in terms of providing success to the business
also. The chosen area of study sought to analyse the cause and consequences of the gender pay
gap, analyse human perception of the gender wage gap or propose a set of plausible resolution,
which is requires to be consider by government and organisation in respect to reducing the issue
in more effective manner. Government pays vital role in designing various norms and laws in
respect to protecting the rights of women at work places. Besides having over 50 years of equal
pay and remuneration act along with different legal remedies both at federal and state level,
female in UK are still lagging behind the men in relation with the compensation. This issue is
similarly faces by both small and large business organisations and it is essential for the
businesses to reduce the issue if gender pay gap in respect to attaining significant growth at
market place. Businesses in different segment offer same benefits and opportunities to the male
and female employees in respect to improvising the operations of firm via motivating employees
for their work. In an organisation the key role of management and HR department is to analysing
the issues which are faces by the employees within work place and make a try to resolve so that
companies can acquire high success and profits. UK is famous for its wide area of industry as
number of industries are working there and strengthen the economic condition of UK.
Organisations are making discrimination among employees on the basis of their gender as the
pay of men is higher then the pay of women for the same profile. The primary obligation of
different business enterprises is to reducing the issue of gender pay gap in respect to achieve high
success in market, thus this issue may resulted in developing dissatisfaction among employees
especially in women and they feel demotivated to putting their significant efforts in the
operations of firm. However this hampers the overall performance of firm at higher level.
27

Chapter 7: Recommendations
The research on which work is carried out is written in context with determining the main
reason for gender, pay gap in business organisations of UK. Thus it is a broader sector of
research that aims to give deep evaluation over the selected research topic. From the in-depth
analysis over the issue it has been recommended that organisations should follow government
ethics and norms in against to protecting human rights at work place, thus it develops a desired
value for the business organisation along with workers to reducing the chances of miss-happens.
Apple perform their business activities at global level and the key motive of the business
organisation is to enhancing its operations in respect to reaching at the higher advantage then
rivals at market place. From the evaluation of the Apple Operation it has also been recommended
that the company should also improve their culture and procedures in relation with
implementing smooth functioning of organisational operations and function. The organisation
requires to design a ladder to effective paying jobs for women through removing issues to entry
into male dominated areas. Thus this provide opportunities to the female staff to make their self
standout in front of organisational management and attain similar benefits which are gained by
the male staff at work place. The company must increase the salary of women staff in jobs with
low wage by enhancing the minimum wage and assuring that the tipped workers should attain a
regular minimum salary before these tips, thus this create morale in employees to do work with
more appreciation. The company should also consider the extra efforts of female staff and
provide them benefits on the basis of their contribution. The study also determines that the
company should also analysing the needs and wants of employees especially women in respect to
making their self comfortable at work place, thus this create value for the firm in attainment of
higher growth by putting significant efforts of the employees. Apple should also hire more
female staff in respect to appointing them in the retail stores as women are friendly in nature and
are more able to attract customers towards the firm or its offerings. The company is needed to
ensure women must have accessibility to affordable health care facility which are needed by
them at work place. The company also requires to implement changes in their norms and policies
that hampers the rights of employees, thus changes are requires in respect to maintaining the
operations of the firm in effective manner. The company should also consider the performance
and working ability of individual and provide appreciation according to their performance at
work place not as per their gender differences. Employees discrimination on the basis of gender
28

must be decreased in respect to developing a healthy and appropriate working environment for
the employees. The company should also provide offer paid family leave, fair work schedules
& paid sick leaves so that so that employees can work comfortably in an organisation.
29

REFERENCES
Books and Journals
Behrman, J., Meinzen-Dick, R. and Quisumbing, A., 2012. The gender implications of large-
scale land deals. Journal of Peasant Studies. 39(1). pp.49-79.
Duguid, M.M., Loyd, D.L. and Tolbert, P. S., 2012. The impact of categorical status, numeric
representation, and work group prestige on preference for demographically similar
others: A value threat approach. Organization Science. 23(2). pp.386-401.
Egger, H. and Kreickemeier, U., 2012. Fairness, trade, and inequality. Journal of International
Economics. 86(2). pp.184-196.
Filippin, A. and Crosetto, P., 2016. A reconsideration of gender differences in risk attitudes.
Management Science. 62(11). pp.3138-3160.
Foster, L. and Walker, A., 2013. Gender and active ageing in Europe. European Journal of
Ageing. 10(1). pp.3-10.
Gilchrist, R., 2012. Gender and archaeology: contesting the past. Routledge.
Gill, D. and Prowse, V., 2014. Gender differences and dynamics in competition: The role of
luck. Quantitative Economics. 5(2). pp.351-376.
Grant, C.A. and Sleeter, C.E., 2012. Doing multicultural education for achievement and equity.
Routledge.
Jacka, T., 2014. Rural Women in Urban China: Gender, Migration, and Social Change: Gender,
Migration, and Social Change. Routledge.
Krishna, P., Poole, J.P. and Senses, M.Z., 2014. Wage effects of trade reform with endogenous
worker mobility. Journal of International Economics. 93(2). pp.239-252.
Lawrence, A.T. and Weber, J., 2014. Business and society: Stakeholders, ethics, public policy.
Tata McGraw-Hill Education.
Mäntylä, T., 2013. Gender differences in multitasking reflect spatial ability. Psychological
science. 24(4). pp.514-520.
Mazur, A., 2013. State feminism, women's movements, and job training: Making democracies
work in the global economy. Routledge.
Meinzen-Dick, R., Kovarik, C. and Quisumbing, A. R., 2014. Gender and sustainability. Annual
Review of Environment and Resources. 39. pp.29-55.
30

Nayak, A. and Kehily, M.J., 2013. Gender, youth and culture: Young masculinities and
femininities. Macmillan International Higher Education.
Pierce, J., 2012. Racing for innocence: Whiteness, gender, and the backlash against affirmative
action. Stanford University Press.
Reskin, B., 2012. The race discrimination system. Annual Review of Sociology. 38. pp.17-35.
Shaw, J.D., 2014. Pay dispersion. Annu. Rev. Organ. Psychol. Organ. Behav.. 1(1), pp.521-544.
Sjoberg, L., 2014. Gender, war, and conflict. John Wiley & Sons.
Tomšej, J., 2019. Can legislation help to close gender pay gaps?. Studia z Zakresu Prawa Pracy i
Polityki Społecznej (Studies on Labour Law and Social Policy), (Zeszyt 1), pp.67-74.
Aláez‐Aller, R., Longás‐García, J. C. and Ullibarri‐Arce, M., 2011. Visualising gender wage
differences in the European Union. Gender, Work & Organization. 18. pp.e49-e87.
Antecol, H., Bedard, K. and Stearns, J., 2018. Equal but Inequitable: Who Benefits from Gender-
Neutral Tenure Clock Stopping Policies?. American Economic Review. 108(9).
pp.2420-41.
Bell, B. and Machin, S., 2018. Minimum wages and firm value. Journal of Labor Economics.
36(1). pp.159-195.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Budig, M. J., Misra, J. and Boeckmann, I., 2016. Work–family policy trade-offs for mothers?
Unpacking the cross-national variation in motherhood earnings penalties. Work and
Occupations. 43(2). pp.119-177.
Card, D. and Krueger, A. B., 2015. Myth and Measurement: The New Economics of the
Minimum Wage-Twentieth-Anniversary Edition. Princeton University Press.
Dalal, F., 2018. Thought paralysis: The virtues of discrimination. Routledge.
David, H., Manning, A. and Smith, C.L., 2016. The contribution of the minimum wage to US
wage inequality over three decades: a reassessment. American Economic Journal:
Applied Economics. 8(1). pp.58-99.
Diekman, A. B., Steinberg, M., and et. al., 2017. A goal congruity model of role entry,
engagement, and exit: Understanding communal goal processes in STEM gender gaps.
Personality and Social Psychology Review. 21(2). pp.142-175.
Dowler, E. and Lambie-Mumford, H., 2015. How can households eat in austerity? Challenges
for social policy in the UK. Social Policy and Society. 14(3). pp.417-428.
Feldmann, C. and Hamm, U., 2015. Consumers’ perceptions and preferences for local food: A
review. Food Quality and Preference. 40. pp.152-164.
Felfe, C., 2012. The motherhood wage gap: What about job amenities?. Labour Economics.
19(1). pp.59-67.
Hayter, S., 2015. Unions and collective bargaining. Labour markets, institutions and inequality:
building just societies in the 21st century, Cheltenham, Edward Elgar Publishing.
pp.95-122.
Hemerijck, A., 2015. The quiet paradigm revolution of social investment. Social Politics:
International Studies in Gender, State & Society. 22(2). pp.242-256.
Kulich, C., Lorenzi-Cioldi, F. and et. al., 2015. Signaling change during a crisis: Refining
conditions for the glass cliff. Journal of experimental social psychology. 61. pp.96-103.
31

Meisenberg, G. and Woodley, M.A., 2015. Gender differences in subjective well-being and their
relationships with gender equality. Journal of Happiness Studies. 16(6). pp.1539-1555.
Nelson, J.A., 2015. Are women really more risk‐averse than men? A re‐analysis of the literature
using expanded methods. Journal of Economic Surveys. 29(3). pp.566-585.
Preston, A., 2018. The structure and determinants of wage relativities: evidence from Australia.
Routledge.
Salverda, W. and Checchi, D., 2015. Labor market institutions and the dispersion of wage
earnings. In Handbook of income distribution (Vol. 2, pp. 1535-1727). Elsevier.
Toynbee, P. and Walker, D., 2015. Cameron's Coup: How the Tories took Britain to the brink.
Guardian Faber Publishing.
Online
The gender Pay gaps at Apple. 2019. [Online]. Available through:
<https://www.wired.co.uk/article/gender-pay-gap-2019-uk-figures>.
APPLE REVEALS GENDER PAY GAP FIGURES SHOWING IT PAYS WOMEN MORE ON
SOME MEASURES. 2018. [Online]. Available through:
<https://www.independent.co.uk/life-style/gadgets-and-tech/news/apple-gender-pay-
gap-figures-uk-diversity-inclusion-latest-technology-iphone-a8286646.html>.
Anderson, D., Bjarnadottir, M., Dezso, C. and Gaddis Ross D. 2019.Why Companies’ Attempts
to Close the Gender Pay Gap Often Fail. [Online]. Available through:
<https://hbr.org/2019/01/why-companies-attempts-to-close-the-gender-pay-gap-often-
fail>.
Bennedsen, M., Simintzi, E., Tsoutsoura, M., and Wolfenzon, D. 2019 Research: Gender Pay
Gaps Shrink When Companies Are Required to Disclose Them. [Online]. Available
through: <https://hbr.org/2019/01/research-gender-pay-gaps-shrink-when-companies-
are-required-to-disclose-them>.
Petter, O., 2019. GENDER PAY GAP: WHAT IS IT AND HOW IS IT DIFFERENT FROM
EQUAL PAY?. [Online]. Available through: <https://www.independent.co.uk/life-
style/women/gender-pay-gap-equal-pay-women-paid-less-motherhood-
a8856121.html>.
Hein, B., 2018. Apple’s U.K. pay gap gives men 5% boost over women. [Online]. Available
through: <https://www.cultofmac.com/539119/apples-u-k-pay-gap-gives-men-5-boost-
over-women/>.
Clover, J., 2018. Apple Report Reveals Men Are Paid 5% More on Average Than Women in UK.
[Online]. Available through: <https://www.macrumors.com/2018/04/03/apple-uk-
gender-wage-report/>.
Gender pay gap figures show eight in 10 UK firms pay men more than women, 2019.
[Online].Available through:<https://www.theguardian.com/world/2019/apr/04/gender-
pay-gap-figures-show-eight-in-10-uk-firms-pay-men-more-than-women>
Gender Pay Gap: women still short-changed in the UK, 2019.[Online].Available
through:<https://ig.ft.com/gender-pay-gap-UK-2019/>
APPLE REVEALS GENDER PAY GAP FIGURES SHOWING IT PAYS WOMEN MORE ON
SOME MEASURES, 2018.[Online].Available
through:<https://www.independent.co.uk/life-style/gadgets-and-tech/news/apple-
gender-pay-gap-figures-uk-diversity-inclusion-latest-technology-iphone-
a8286646.html>
32

Apple UK Gender Pay Gap Report. 2018.[Online].Available
through:<https://www.apple.com/legal/more-resources/docs/uk-gender-pay-gap-
report.pdf>.
Gascoigne, C., 2019. The real reasons behind the gender pay gap. [Online].Available
through:<https://timewise.co.uk/article/article-real-reasons-behind-gender-pay-
gap/>.
33