Analyzing the Reasons and Effects of Gender Pay Gap

This study analyzes the reasons and effects of gender pay gap, including factors such as occupation choice, skills, and discrimination. It provides insights into the impact of unequal payment systems and the need for equality in the workplace.

Running Head: BUSINESS
BUSINESS

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Abstract
This study has been conducted in order to analyse the reasons and effects of gender
pay gap. The research background for the study has been presented in the introduction
section. The rationale has provided information of the issue and why it is a major
concern in UK. The third section presents the primary aims and objectives based on
which the study has been conducted. The fourth section deals with major barriers and
challenges faced while conducting the study. The next section provides a detailed
literature review regarding the issue and presents the relatable concepts and theories
for the study. The sixth section presents the methodologies used for the study and the
justification for their utilisation. The seventh section provides a detailed analysis of the
data collected via survey of 121 employees within various organisations in UK and
secondary data collected from Ons Data Sets. The final chapter presents the final
concluding perceptions received after conducting the project.

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Acknowledgement
Firstly I would like to thank my professor for providing me with this amazing topic that
can help me gain significant knowledge regarding the corporate world. Next, I would like
to thank my friends and family members for their support and help in conducting the
necessary research. I would like to thank all the respondents involved within the study.
Their views have been greatly respected and every single bit of information provided by
them has been taken into account. I am also highly thankful to my superiors and tutors
for helping me gain a detailed perspective regarding the study. The continuous support
and encouragement from my peers are greatly welcomed.

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Table of Contents
1. Introduction....................................................................................................................7
1.1 Background..................................................................................................................7
1.2 Research Aim..............................................................................................................7
1.3 Significance of Research.............................................................................................8
2. Research Rationale.......................................................................................................8
3. Research Objectives and Questions.............................................................................9
3.1 Research Objectives....................................................................................................9
3.2 Research Questions....................................................................................................9
4. Barriers and Scope......................................................................................................10
4.1 Barriers......................................................................................................................10
4.2 Scope.........................................................................................................................10
5. Literature review..........................................................................................................11
5.1 Introduction................................................................................................................11
5.2 Conceptual Framework.............................................................................................11
5.2 Concept of Gender wage gap....................................................................................12
5.3 Theories of Gender Wage Gap.................................................................................13
Occupational segregation................................................................................................13
Gender Role Theory........................................................................................................14
Human Capital Theory.....................................................................................................14
5.4 Measurement and Explanation of Gender Wage Gap..............................................14
5.5 Size of the wage gap and trends...............................................................................15
5.6 Factors of gender wage gap......................................................................................15
5.7 Reasons for Gender Wages Gap..............................................................................16
5.8 Gender equality in public sector................................................................................17
5.9 Characteristics of Gender Wage Gap.......................................................................17
5.10 Literature Gap..........................................................................................................19
5.11 Conclusion...............................................................................................................20
6. Methodology................................................................................................................20
6.1 Introduction................................................................................................................20
6.2 Research Onion.........................................................................................................20

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6.4 Research approach...................................................................................................22
6.5 Research design........................................................................................................23
6.6 Research Strategy.....................................................................................................23
6.7 Methods and Tools....................................................................................................23
6.8 Data Sources.............................................................................................................24
6.9 Ethical Consideration.................................................................................................24
6.10 Timeline (Gantt chart)..............................................................................................24
7. Findings.......................................................................................................................25
7.1 Introduction................................................................................................................25
7.2 Primary Data Analysis...............................................................................................25
7.3 Secondary Data Analysis..........................................................................................35
7.3.1 Gender Pay Gap Timeline......................................................................................35
7.3.2 Gender Pay Gap and occupations.........................................................................36
7.4 Summary....................................................................................................................37
8. Conclusion and Recommendations.............................................................................37
8.1 Conclusion.................................................................................................................37
8.2 Recommendations.....................................................................................................38
Reference List..................................................................................................................39
Appendices......................................................................................................................47

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List of Figures
Figure 1: Conceptual Framework....................................................................................12
Figure 2: Pay gap over time based on age.....................................................................18
Figure 3: Pay gaps (£ per hour) by full time and part-time work.....................................19
Figure 4: Research onion structure.................................................................................21
Figure 5: Gender of Respondents...................................................................................25
Figure 6: Age group of Respondents..............................................................................26
Figure 7: Employment status of Respondents................................................................27
Figure 8: Yearly salary received by Respondents...........................................................28
Figure 9: Are you satisfied with the salaries that you receive?.......................................29
Figure 10: Do you feel a significant growth in discrimination issues in your workplace?30
Figure 11: Do you agree that you are unhappy with the treatment you receive at the
workplace?.......................................................................................................................31
Figure 12: Do you feel that your treatment at the workplace contributes to low pay?....33
Figure 13: Do you feel that your gender has an impact on the payments received for
work?...............................................................................................................................34
Figure 14: What methods can be used to deal with gender pay gap issues?................35
Figure 15: Gender Pay Gap Timeline..............................................................................35
Figure 16: Gender Pay Gap and occupations.................................................................36

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List of Tables
Table 1: Gender of Respondents....................................................................................25
Table 2: Age groups of Respondents..............................................................................26
Table 3: Employment Status of Respondents.................................................................27
Table 4: Yearly salary received by Respondents............................................................28
Table 5: Are you satisfied with the salaries that you receive?........................................29
Table 6: Do you feel a significant growth in discrimination issues in your workplace?...30
Table 7: Do you agree that you are unhappy with the treatment you receive at the
workplace?.......................................................................................................................31
Table 8: Do you feel that your treatment at the workplace contributes to low pay?.......32
Table 9: Do you feel that your gender has an impact on the payments received for
work?...............................................................................................................................33
Table 10: What methods can be used to deal with gender pay gap issues?..................34

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1. Introduction
Gender Wage gap mainly refers the gap of paid remuneration between men and women
on the basis of work. It has caught the attention as many describes that women are
generally gets less payment than men at workplace with same working potential. The
variations between salary amounts vary with fundamental factors such as occupation
choice, skills, educational aspect and experience within the relevant sector. The
reasons behind lower payment also vary with working quality and personal preferences
for selective services. However, many scholars claim that wages gap has highly
affected with discrimination such as gender equality, race and disability. Wages gap
between employees may affect social quality and total economic out of the society.
1.1 Background
Gender pay equality within a sector-based workplace is highly influenced by several
thought process of the society and environment of the working background on the basis
of work potential of employees. Gender Wage gap is not a new concept in worldwide
working culture as the globalization of industrial concept involved women employees
more significantly in order to deliver more productive workforce within the development
of the sector (Hallward‐Driemeier, Rijkers & Waxman, 2017). However, the world
economic forum has claimed that gender wage gap is affecting the economic equality in
workplace and it is getting wider daily basis. This inequality between men and women
mainly based on the working hours, domestic and care responsibilities of women and
motherhood of the women. Is has been found that on average, women earn 77 cents for
every 1 dollar earned by men. Many economists say that gender pay inequality affects
the overall growth of GDP up to .9 percent. This contributes to increased issues with
conflicts in the workplace in regards to discrimination. Additionally, as stated by Heinz et
al (2016), gender pay inequality is hampering poverty rate and work force balance.

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1.2 Research Aim
The fundamental aims of this research paper are to analyze the impact of unequal
payment system based on gender discrimination and the corresponding requirements to
establish equality within workplace to ensure economic balance between men and
women.
1.3 Significance of Research
Gender equality within any sector is essential and it is necessary to provide equal
opportunities for ever subordinates on the basis of work potential rather than sexual
aspect (Albanesi & Şahin, 2018). In the process of understanding inequality in work
forums, this study provides efficient knowledge to understand the impacts of unfair
treatment towards women and gender based discrimination within a workplace.
Evaluating these decisive factors provides complete guidance to reduce pay gaps and
reassures the importance of implementing equality within the workforce. In addition, this
study highlights the required changes within various sectors to ensure equal rights in
payment structure and necessary steps taken by public sectors to eliminate negative
impacts.
2. Research Rationale
The issues taken into account in the study is the role of gender wage gap in social
economy and the various impact of gender discrimination that affects the equality
balance within an organizational context. Discussion of these significant factors can
develop knowledge to understand the pattern of framework on the basis of gender pay
roll and to improve the systematic mindset of the society in pay gaps due to sex
discrimination (Ge et al. 2016).
The issues related to gender wage gap are essential to describe as it can be a decisive
process to reduce pay gaps and it can an effective approach in order to establish pay
equality to enhance overall economic aspects. According to Spetz (2016), finding the
structural reasons of wage gap can influence the systematic framework of unequal pay
structure. As per Bader et al. (2018), despite having higher education and skills, women

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are still lacking to cope up with men to produce more efficient payment worldwide.
Rewards and employment facilities on the basis of skills and knowledge has affected
significantly for women due to the intersectional discrimination (Victor & Hoole, 2017).
Women are getting less attention in promotion and rewards progress thus leading to
increased conflicts.
Developing the sense of inequality on gender basis pay structure is affecting the
economic development along with social anxiety for women. Unequal pay structure is
also harming the motivation of work and working relationship between men and women.
As per Graf, Brown & Patten (2018), pay gap has a direct impact on the working
efficiency and productivity within any sector. Additionally, it was also stated that women
are neglected in regards to the provision of potential responsibilities within an
organisational context. In order to establish equality in pay structure, every organization
requires serving equal rights for each subordinates and transparency in payment. Non
discriminatory payment system develops better work culture and reputation within an
organizational environment (Doherty, 2015). Each individual sector needs to provide
maternal wage facilities to reduce inequality gaps.
3. Research Objectives and Questions
3.1 Research Objectives
The keys objectives of this organised research paper are as follows:
● To understand the factors that affect the wage equality within any organisational
sector
● To investigate the reasons behind these threatening issues related to
discrimination in pay provisions
● To understand the ways by which this deceptive practice of inequality can lead to
create social unbalance and economical aspects
● To develop recommended actions for preventing these issues in the future

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3.2 Research Questions
This research question based on which the research paper has been delivered are as
follows:
● What are the factors affect the wage equality within any organisational sector?
● What are the reasons behind various issues relating to discrimination in pay
structures?
● How do these deceptive practices in inequality lead to create social unbalance
and economical aspects?
● What are the recommended actions that can be taken in order to deal with these
issues?
4. Barriers and Scope
4.1 Barriers
The prime barriers in conducting the study are as follows:
 Sex based discrimination issues are highly popular in the modern world and a
large number of people have negative mindsets towards these factors (McCord
et al. 2018). Therefore, the study may face issues in regards to hostility and a
large number of biased views.
 Most people involved in these issues relating to discrimination are not going to
present their views openly (McDonald & Charlesworth, 2016). Therefore, the
study can only deduce the reasons based on human psychology and cannot
present the exact or accurate factor.
4.2 Scope
The scope of the study is as follows:
 The study will be able to provide information on the prime factors that influence
the provision of low wages.

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 The availability of significant amounts of statistical data collected by the Office of
National Statistics (ONS) can allow effective analysis in understanding the extent
of these issues.
 The availability of various news reports on gender pay and workplace sex
discrimination can help to reinforce proper understanding regarding the issues.
 The study will be able to develop knowledge regarding the negative effects of
Gender Pay inequalities and can help to provide necessary actions to prevent
them in the future.
5. Literature review
5.1 Introduction
This section discusses the gender wages difference, which is described as difference of
payment received between men and women at workplace. This section identifies the
factors that influence the process along with the characteristics such as age, work
experience and level of educational background that has affected the payment
procedure with working environment. However, this long phenomenon of wage gap also
can be influenced by social pressure and type of occupation which is categorically
practiced differently by men and women. This section includes the key areas that
needed to be highlighted in order to understand the pattern of pay gap.
5.2 Conceptual Framework
Discrimination
based on
negative thinking
Gender Bias
Gender Pay Gap
Low brand
performances and
personal lifestyle
sustainability
Increased
conflicts

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Figure 1: Conceptual Framework
5.2 Concept of Gender wage gap
Gender wage gap between men and women are mainly highlights the average
difference between pay according to gender variation. In recent years, gender wage
difference has been found to be an important content as it practices unequal
perspectives within any working sector especially for women (Nordman, Sarr & Sharma,
2015). In rapidly developing Industrial context, pay gap between men and women for
equal efforts and job roles has created significant impact on the equality aspects of work
culture. A report has been published in 2016, conducted by Labour Force Survey that
the payment gap between men and women for full time employment is similar to 9.4%
and in part time duties women earns slightly better than men on average of 6% (Maume
& Ruppanner, 2015). During the research, it has been found that women prefers to work
part time basis and involves with family more frequently than men. However, the study
has shown that gender wage gap has been reduced up to 5% in last 20 years.
Relevant findings in gender wage gap has been highlighted since the industrial
revolution within UK in later part of twentieth century as the authorities had provided
less payment for women due to gender difference. In 2015, Equality and Human Right
Commission had intended to understand the reasons behind wage gap (Hare, 2019).
The commission also submitted that due pay gap, inequality and sex discrimination has
been affected social balance significantly on the basis of economical aspect. According
to Luchenister (2015), the report included that gender pay gap are affected by several
factors such as demographic position, educational qualification and experience of work
within sector. Central London has less pay gap than average statistical values of overall
UK. The commission also provided effective solution to reduce pay gap and
implemented effective regulations to cope up with the deceptive involvement of

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discrimination within organisation context which has direct impact on the pay structure
of the female employees.
5.3 Theories of Gender Wage Gap
The gender wages gap is considered as a long-standing phenomenon of labour marker
all over the world. Many countries are able to reduce pay gap but overall progress has
been slow in order to establish equality within pay cheque. Several theories have been
delivered to understand the persistence of gender wage gap as per social, economical,
and psychological aspects. Effective theories about pay discrimination has briefly
described here.
Occupational segregation
Feminisation is a term that refers to an occupation that encloses more women than
men. It has been found that higher number of women in an occupation gets lower pay
with respect to men. However, both men and women who work within feminised
occupations, receive fewer wage. In a research, it has been noted that in UK, 17
percent of the wages gap to occupational segregation due to the effects of gender
(Baker & Cornelson, 2018). Many claims that occupational segregation or segregation
creates more pay gap within an organizational context. However, segregation is more
relevant to part time jobs rather than full time gender pay gap. As per the view of
Schäfer & Gottschall, (2015), effects of segregation cannot be measured effectively due
to different database and module of supply and demands. Occupational segregation
creates inequality within workplace as men always occupy higher positions. Meanwhile,
occupational segregation provide less value women's work within an occupation. Many
jobs include women who have less education or expertise in any portion. These groups
are highly affected by gender pay gap as social and family pressure leads women to
choose less hazardous work (Webber, 2016).

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Gender Role Theory
It is a part of human nature which includes the practice of differential gender in every
aspect of life and adapts the duties on the basis of gender. From earlier stage of life
such as home, school, family life and employment, men and women are intended to
choose different career options for individuals (Kray et al. 2017). Different choice of
education and employment affects the overall condition of pay structure. Women usually
get less complicated jobs than men which has significant impact on unequal payment.
However, segregation in traditional gender role is often chosen as unconscious decision
for both men and women. According to Goraus et al. (2017), these choices are mainly
influenced by social pressure and expectations and it allows continuing generation after
generation.
Human Capital Theory
It is important to note that human capital mainly consists of knowledge, skills and
experience as a module to measure difference between subordinates within any
organizational environment. As per Aryee et al. (2016), an entrepreneur always
provides higher payment for highly skilled employees. Many sociologists claim that
gender wage gap exists as most of the entrepreneurs consider women as inferior to
men. Many consider that women have a lack of knowledge, expertise and job
experiences which contributes to a rise in lower productivity rate (Sojo, Wood & Genat,
2016). In the meantime, men have comparatively more advantages in pursuing potential
career options. However, this advantage of human capital has weakened over time due
to the growth of women-centred education which has a significant role in cutting down
the gender wage gap (Demaine & Entwistle, 2016). Higher education and working
opportunities for women has helped to decrease pay gap between subordinates based
on human capital components.
5.4 Measurement and Explanation of Gender Wage Gap
In recent time, many studies have been developed mutually to identify the significance
of gender wage gap and relevant statistical values in this scenario within UK. As a

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whole, people of UK faced many difficulties to cope up with the existing wage gap
between men and women. Several legislation and regulations has been implemented in
order to eliminate inequality and sexual discrimination from both public and private
sector (Kunze, 2017). These findings helped to measure the effects of gender wage gap
and its variation over the years within UK's economy and working environment.
5.5 Size of the wage gap and trends
The variations between men and women in payment structure within an employment
status have been measured to understand the size and shape of gender wage gap
within UK's workforce along with the factors that amplifies its components. A study has
been conducted by the Annual Survey of Household Earning on a group of employees
which is provided by the HM Revenue and Customs (HMRC) and Pay as You Earn
(Lord & Culling, 2016). The study has shown that gender wage gap has been reduced
from 9.6% in 2014 to 9.4 in 2015 in full time employment (Demaine & Entwistle, 2016).
In the meantime, gender wage gap in part time jobs has not been changed as it stood
19.2% at 2015 as it was in 2014. Since the survey began in 1997, a commission report
was published which showed that the gender wage gap had fallen up to 7% from 1997
to 2010 (Ons, 2019). The study also provided important data that quality of higher
education and experience has significant role in gender based pay system. Increasing
rate of women education and experience played an effective role to reduce this wage
gap in the modern times.
5.6 Factors of gender wage gap
As per the report of Annual Survey of Household Earning, there are two main factors
that have direct impact on gender based pay gap such as segregation and work pattern,
mainly in the distribution of part time work within different dimensions (Caliendo et al.
2017). There are two aspects that affect the gender wage gap which are the gap
between dimensions and distribution of women workforce across the dimensions. The
pay gap reflects considerably as per various dimensions such as part time working
respect to full time employment. Many studies have shown that women get lower
payment per hour in part time job against men full time for wages per hour (Auspurg,

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Hinz & Sauer, 2017). However, ASHE database has provided that the gap has declined
from 36% in 1997 to 31% in 2015. In addition, age is a decisive factor in the reduction of
gender wage gap. Pay gap between young men and women are narrower respect to
men and women in forties. As age increases, men get more wage rather than women.
5.7 Reasons for Gender Wages Gap
Several studies have been conducted to understand or measure the direct and indirect
impact of gender win wage system. Majority sections of the studies have argued that
gender identity plays a fundamental role in the pay system of labour marker (Cardoso et
al. 2016). A section of study highlighted that several factors such as educational
background, motherhood, maternal leave and care responsibilities works as a
modulator in the wage system. As a result, women face an extensive form of payment
deviation issues.
Access of workplace authority
Workplace authority plays a key role in establishing recurring theme within any
organizational environment. Many access such as hire and promotion within workplace
depends on the authorities. Meanwhile, access of workplace authority is directly
responsible for individual developments within workforce (Collins, Hislop & Cartwright,
2016). Issues like equally qualified individuals get denied for further promotion or hiring
process due to non working reasons such as race, sex and gender are often occurs
within sectoral management. As discussed by Yamaguchi, (2018), authority holds
important responsibilities as it attributes more significance to ensure fair shape and
judgement while providing rewards within workforce. This process delivers inequality
within economic return comparatively less than counterparts.
Access to promotion and hire process
Promotion is an important part of an individual’s career path as the management
provides rewards on the basis of subjective appraisal. Many study pointed out that
women faces discrimination issues during hiring and promotion phases which is directly
involved with pay gap. Many of the scholars have described the procedure of promotion
through several conceptual frameworks. As per the view of Heinz et al, (2016), it has
been found that deceptive hiring and promotion procedure creates more difficulties for

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women to get relevant opportunities for further growth and development in salary
structure.
Gender Representation
Gender representation within an organizational context is important as it is essential to
build equality in sectoral management process including gender wage gap. In earlier
section, this study described the role of occupational segregation in traditional inequality
in the workforce. The involvement of women in the policy making process and business
operations management can be a driven force to ensure equality and provide equal
opportunities for subordinates (Grusky, 2018).
5.8 Gender equality in public sector
In this section of systematic literature review describes the taken initiatives by the
government to ensure gender equality within public sector. The public or non profit
organizations within UK intend to deliver similar working environment for both men and
women. Public sector also includes core to its system which separates them from for-
profit organizations. Public sector is introduced the values of fairness, equality and
justice while private sector operates on the basis of effectiveness, efficiency and profit
making (Balabonienė & Večerskienė, 2015). The public sector engages with equal
opportunity for its work force while based on material and intrinsic rewards. However,
as argued by Durbin, Page & Walby (2017), the government requires ensuring
productivity, transparency and rewards system based on bureaucratic representation
along with material and intrinsic rewards. The organization needs to ensure equality
within workplace and deliver equal facilities for both men and women workforce. The
implementation of effective diverse employment procedure influences private sector to
follow the pathway to eliminate sexual discrimination and gender wage gap from
operational system (Bøler et al. 2018).
5.9 Characteristics of Gender Wage Gap
This section of the literature review consists with relevant causes that influence the
deceptive involvement of gender discrimination in the workplace within UK. There are a
few things which affect pay structure within any sector.

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Wage gap and age
The pay gap between men and women grows with age in the employment status. As
career develops, more wages rises for both workforces. In general, women gets less
benefits along with experience gain as women have lower probability promotion within
the process (Blau et al, 2016).
A report has been published by ASHE, which compares between four groups of age
(17-29, 30-39, 40-49, and 50-59) over the period of 1993 to 2014 within UK. This proves
that women get lower payment with experience gain.
Figure 2: Pay gap over time based on age
(Source: Abraham, 2017)
Working hours
In recent labour market of UK, it has been found that women get less payment per
working hour. The alternative process including part-time job hours also affects
women's wage structure.
The report of ASHE introduced the statistical analysis of available database over five
years of period. The report has shown how part-time wage gap has produced less pay
for both men and women.

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Figure 3: Pay gaps (£ per hour) by full time and part-time work
(Source: Blau & Kahn, 2017).
Pay gap and family
Gender wage gap is highly influenced by the social issues related to gender based
sectoral development (Caliendo, Lee & Mahlstedt, 2017). Several social status including
marital status, motherhood, maternal leave and child care responsibilities has
significantly affected the payment structure of women. It has been found that the
average pay gap between married men and women at £3.30 per hour. This section also
includes the educational background of women which has direct impact on pay equality
(Card et al. 2015).
Pay gap is highly affected with several decisive factors. However, it is important to take
a note that public sector compared to private sector practices more effective
components of equality to ensure productivity and profitability with same opportunities
for workforce. However, the study has shown that pay gap is decreasing with time as
women are getting more involved with authority position (Blau & Kahn, 2017).
5.10 Literature Gap
This systematic review procedure intended to describe the wage difference making
factors and associated theories to understand wage discrimination against women. This
study also analysed the statistical information of ASHE introduced in 2016 about the
estimation of wage differences on human capital characteristics that controls
productivity potential. However, as the topic is vast and analysing targeted frame work
information of institutional process is difficult, this study faces several difficulties to

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provide appreciate database. With less time and resources available, this study
conducted limited investigation. This study also failed to give individual information
about gender wage gap between different sector and multiple disciplines.
5.11 Conclusion
This section has presented a systematic literature review of gender wage gap between
men and women within any sectoral competition in UK. The report also provides specific
exploitation of the factors which directly regulates the economical aspect of women on
the basis of gender. It was found that women get lower payment per hour in part time
jobs against men. In addition, age and maternity is also a major factor contributing to
the increase in gender wage gap.
6. Methodology
6.1 Introduction
This chapter provides detailed information on the methods based on which the study
has been conducted.
6.2 Research Onion
In order to establish this research paper in a systematic procedure, the researcher
needs to incorporate a research onion structure. This research onion structure consists
with six effective layers such as the philosophies, approaches, strategies, choices, time
zone and techniques. It has been explained significantly by Keutmann et al. (2015),
that, each and every step of this onion shape research structure provides complete
detailed information about the steps with more efficient way. This onion shape research
structure can be a decisive method to input the outcomes of the relevant findings
related to gender pay gap and how gender wage gap creates inequality within economic
development.

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Figure 4: Research onion structure
(Source: Saunders et al. 2009)
6.3 Research Philosophies
During the establishment of this research paper, the researcher required to follow
certain guidelines of philosophies to amplify the effectiveness of this study. In order to
carry out this paperwork about the deceptive involvement of gender discrimination in
pay structure many research philosophies such as positivism, realism, post positivism
and interpretivism could be used. As per the view of Hughes & Sharrock (2016),
implementation of research philosophies within the process of research helps to glorify
the framework of the research while implicating factors like assumptions, knowledge
and beliefs.
Positivism within a research context is an effective way to approach significant outlines
of the paper. These research philosophies develop mainly on the basis of available

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information and analytical view of statistical values. As discussed by Mehand et al.
(2018), the effectiveness of positivism is considered as an efficient way as it provides
solidity and complete objectivity within the research context. Post positivism is also a
fundamental philosophy which challenges and amends the values of positivism within
research content (Kelly, Dowling & Millar, 2018). The process of post positivism mainly
considers background, value, theories, and knowledge as foundation of research work
which influences the researcher to emphasize the same work. It is important to note that
interpretivism also plays fundamental role in research work as it opposes the positivism
Philosophies and includes the comparative interpretation of the difference between the
studies. Another important philosophy, Realism also includes significance within
research context as it describes the ideas which are not dependent on the reality of the
human minds (Fletcher, 2017). This study uses the positivism philosophy due to its
effectiveness in the use of logicality and natural sciences.
6.4 Research approach
Research approach is the fundamental procedure of the context which can be used as a
template of assumptions to obtain detailed information data. There are mainly two
define approach such as inductive approach and deductive approach in order to
establish effective research work (Sekaran & Bougie, 2016). The inductive approach of
research helps to organise the potential development models and hypothesis on the
basis of analytical version of provided information within the research context. In
addition, inductive research approach is able to find out specific and relevant pattern in
order to establish a theory as it provides essential hypothesis from the analytical view of
collective data within the same environment. In the meantime, deductive approach of
research mainly includes the investigation of speculations and models found within the
framework of the research. Deductive approach is mainly discussed with the help of
hypotheses deducted from several propositions which is mentioned in the relevant
theory (Bryman, 2016). In addition, deductive approach of research is also effective to
explain the significance of the relationship between concepts and variables. As per the
view of Cobb et al, (2017), deductive approach of research can be used as a effective

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tool to generalize the findings to an extent in the research. This study has been
conducted based on a deductive approach in order to logically deduce various factors.
6.5 Research design
In order to establish an effective research paper, various research designing process
are required to ensure quality of the work. Various forms of the mentioned variables
within the research study can be connected efficiently by the researcher while
implementing explanatory design. Explanatory design also helps the researcher to point
out the various issues related to gender pay gap and intents to provide support for
resolving those issues. Descriptive research design includes several key aspects such
as where, how, why, what of the research which helps to gain authentic information
about the topic. Meanwhile, descriptive research design is unable to provide solutions of
the relevant issues and it only provides the information about the specific requirements
of the paper. As per the view of McCusker & Gunaydin, (2015), explanatory design of
research is mainly used to explore the relevant information about the given topic and it
provides enough scope for the further development of the research work. Therefore, this
study has been conducted based on the explanatory design.
6.6 Research Strategy
An efficient strategy is the fundamental key skill that a researcher needs to implement to
establish a quality an authentic research paper. Research strategy contains thought
process and efforts of the researcher as a foundation. Action strategy can be an
effective way to develop this paper as it helps to identify the potential issues that
needed to highlight within gender wage gap context.
6.7 Methods and Tools
Data collection method is the key aspect of the research as it justifies the effectiveness
of the hypothesis related to the content. There are some effective tools and methods
which are essential to develop research study. The Quantitative method of data
collection includes several process of data collection such as polls conduction,

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questionnaires or survey (Nosek et al, 2015). On the other hand, the Qualitative method
of data collection consists with the opinions, reasons and motivations of people to
understand the relevant content. This process includes individual interviews. This study
used quantitative, qualitative and mixed methods to find more relevant information
within gender wage gap.
6.8 Data Sources
Primary data collection process is mainly conducted with the use of human interactions.
Both quantitative and qualitative or mixed process exists in this process. This process
includes individual interviews, survey, polls conduction and questionnaires as a
foundation (Bresler & Stake, 2017). On the other hand, Secondary data collection
method consist the available information about the content in form of journal, magazine,
books or literary sources. This study encloses both sources of data collection.
Additionally, both quantitative and qualitative data have been collected in order to
describe gender wage efficiently.
6.9 Ethical Consideration
The given data regarding gender wage gap within UK is not used for any commercial
purpose. Available information would not be manipulated to describe current scenario
and only voluntary responses would be taken as a reference. The data collected from
respondents will not be manipulated in any way. Additionally, the personal information
of respondents will be protected under compliance with the terms of the Data Protection
Act of UK 1998 (c.29).
6.10 Timeline (Gantt chart)
[Refer to Appendix 1]

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7. Findings
7.1 Introduction
This section deals with analysing the data collected from primary and secondary
sources via survey and the information databases provided by the Office of National
Statistics.
7.2 Primary Data Analysis
Q1. Gender of Respondents
Gender No. of
Respondents
Total Number of
Respondents
Percentage (%)
Male 74 121 61.2
Female 47 121 38.8
Table 1: Gender of Respondents
Male
Female
74
47
Gender of Respondents
Figure 5: Gender of Respondents
Implication
Based the responses received for the study, 74 respondents were male and 47 were
females. Even though the survey was conducted with equal opportunities for both

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gender groups, it was found that males were more interested in the study. It is unclear
as to why males are more inclined to the study but it can be stated that it is based on
their own perceptions and personal thought processes.
Q2. Age group of Respondents
Age group No. of
Respondents
Total Number of
Respondents
Percentage (%)
18-25 35 121 28.9
26-40 57 121 47.1
40-60 18 14.9
More than 60 11 9.1
Table 2: Age groups of Respondents
18-25
26-40
40-60
More
than 60
35
57
18
11
Age group of Respondents
Figure 6: Age group of Respondents
Implication
Based on the data table and graphical representation provided above, it was found that
most of the respondents belong in the age group of 26 to 40 years. It was found that 57
of the respondents belong to this group and 35 respondents belong to the age group of
18-25 years. 18 people belonging to the age groups 40 to 60 whereas 11 respondents

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belonged to the age group of more than 60 years. These views are highly based on real
life factors and life situations and do not contain any biased views.
Q3. Employment Status of Respondents
Employed For in
Years
No. of
Respondents
Total Number of
Respondents
Percentage (%)
0-1 Year 22 121 18.2
2-5 Years 31 121 25.6
6-10 Years 38 121 31.4
10-20 Years 11 121 9.1
More than 20 Years 19 121 15.7
Table 3: Employment Status of Respondents
0-1 Year
2-5 Years
6-10 Years
10-20 Years
More than 20
Years
22
31
38
11
19
Employment Status of
Respondents
Figure 7: Employment status of Respondents
Implication
Based on the data table and graphical representation provided above, it was found that
most of the respondents are employed for 6 to 10 years. This group consisted of a total
of 38 respondents. Other age groups such as the 2-5 years and more than 20 years had
a total number of respondents 31 and 19 respectively. Additionally, 22 of the people

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involved belong to the age group of 0 to 1 years. These factors are highly based on real
life situations and thus cannot be stated as biased views.
Q4. Yearly salary received by Respondents
Yearly Salaries
Received in GBP
No. of
Respondents
Total Number of
Respondents
Percentage (%)
10000 to 20000 45 121 18.2
20001 to 50000 22 121 25.6
50001 to 75000 29 121 31.4
75001 to 100000 18 121 9.1
More than 100000 7 121 15.7
Table 4: Yearly salary received by Respondents
10000 to 20000
20001 to 50000
50001 to 75000
75001 to 100000
More than 100000
45
22
29
18
7
Yearly salary received by Respondents
Figure 8: Yearly salary received by Respondents
Implication
Based on the data table and graphical representation provided above, it was found that
most of the respondents draw a salary within 10,000 to 20,000 GBP. 45 of the
respondents belong to this group and 29 respondents draw a total salary of 50,001 to
75,000 GBP. 22 respondents draw a salary of 20,001 to 50,000 whereas only 18

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respondents receive salary values within 75,000 to 100,000 GBP. These are the salary
values drawn by respondents and thus the views cannot be stated as biased.
Q5. Are you satisfied with the salaries that you receive?
Responses No. of
Respondents
Total Number of
Respondents
Percentage (%)
Yes 71 121 58.7
Neutral 10 121 8.3
No 40 121 33.1
Table 5: Are you satisfied with the salaries that you receive?
Yes
Neutral
No
71
10
40
Are you satisfied with the salaries
that you receive?
Figure 9: Are you satisfied with the salaries that you receive?
Implication
Based on the data table and graphical representation provided above, it was found that
most of the respondents are satisfied with the salaries that they receive. Around 71 of
the total number of respondents belong to this group. On the other hand, 40
respondents stated that they are not satisfied with the salaries. According to Terrell et
al. (2017), the gender bias is highly prevalent in UK and contributes to issues with low
salary provisions to women. Therefore, it can be stated that the 40 respondents who are
not satisfied with their salaries are women and the discrimination issues contributed to

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these low salary provisions. The views are based on the needs and mindsets of
respondents and thus cannot be stated as biased.
Q6. Do you feel a significant growth in discrimination issues in your workplace?
Responses No. of
Respondents
Total Number of
Respondents
Percentage (%)
Yes 82 121 18.2
Neutral 3 121 25.6
No 36 121 31.4
Table 6: Do you feel a significant growth in discrimination issues in your
workplace?
Yes
Neutral
No
82
3
36
Do you feel a significant growth in
discrimination issues in your
workplace?
Figure 10: Do you feel a significant growth in discrimination issues in your
workplace?
Implication
Based on the data table and graphical representation provided above, it was found that
most of the respondents feel issues with discrimination at the workplace. Around 82 of
the respondents stated that they feel discriminated at the workplace whereas only 36
respondents feel that they are happy with their job roles and do not face issues with

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discrimination. According to Grogan (2019), the prime victims of discrimination includes
the female population, people from different caste, gender and religion.
Q7. Do you agree that you are unhappy with the treatment you receive at the
workplace?
Responses No. of
Respondents
Total Number of
Respondents
Percentage (%)
Strongly Agree 14 121 11.6
Agree 46 121 38.0
Neutral 8 121 6.6
Disagree 35 121 28.9
Strongly Disagree 18 121 14.9
Table 7: Do you agree that you are unhappy with the treatment you receive at the
workplace?
Strongly Agree
Agree
Neutral
Disagree
Strongly
Disagree
14
46
8
35
18
Do you agree that you are unhappy with
the treatment you receive at the
workplace?
Figure 11: Do you agree that you are unhappy with the treatment you receive at
the workplace?
Implication
Based on the data table and graphical representation provided above, it was found that
most of the respondents agreed to the fact that they are unhappy with the way they are

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treated within the workplace. This group includes a total of 46 respondents whereas 35
respondents stated that they are happy with the way they are treated. On the other
hand, 18 respondents strongly disagreed and 14 respondents strongly agreed.
Therefore, it can be stated that most of the female population are unhappy with the way
they are treated in the workplace whereas the men are treated well. These views are
completely based on the perceptions of respondents and thus cannot be stated as
biased.
Q8. Do you feel that your treatment at the workplace contributes to low pay?
Responses No. of
Respondents
Total Number of
Respondents
Percentage (%)
Yes 72 121 59.5
Neutral 13 121 10.7
No 36 121 29.8
Table 8: Do you feel that your treatment at the workplace contributes to low pay?
Yes
Neutral
No
72
13
36
Do you feel that your treatment at the
workplace contributes to low pay?

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Figure 12: Do you feel that your treatment at the workplace contributes to low
pay?
Implication
Based on the data table and graphical representation provided above, it was found that
most of the respondents feel that the way they are treated directly affect their payments.
A person treated unequally is provided with low salary values while people treated well
are provided with higher salaries. 72 of the respondents stated that the treatment they
received directly affect financial values that they receive as salary. Therefore, the
remaining respondents may not have experienced these situations during their working
hours or may have been providing with biased views.
Q9. Do you feel that your gender has an impact on the payments received for
work?
Responses No. of
Respondents
Total Number of
Respondents
Percentage (%)
Yes 66 121 18.2
Neutral 17 121 25.6
No 38 121 31.4
Table 9: Do you feel that your gender has an impact on the payments received for
work?
Yes
Neutral
No
66
17
38
Do you feel that your gender has an impact
on the payments received for work?

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Figure 13: Do you feel that your gender has an impact on the payments received
for work?
Implication
Based on the data table and graphical representation provided above, it was found that
most of the respondents feel that gender has an impact on the payments that they
receive. 66 of the respondents stated yes whereas only 38 respondents stated no to the
fact. Therefore, it can be stated that the respondents stating no may not have a clear
idea regarding the issues or may have been providing with biased views.
Q10. What methods can be used to deal with gender pay gap issues?
Responses No. of
Respondents
Total Number of
Respondents
Percentage (%)
Promoting Diversity
within the workplace
83 121 68.6
Enactment of new
diversity laws
8 121 6.6
Providing salaries
based on work
accomplished
30 121 24.8
Table 10: What methods can be used to deal with gender pay gap issues?
Promoting Diversity within the workplace
Enactment of new diversity laws
Providing salaries based on work
accomplished
83
8
30
What methods can be used to deal with
gender pay gap issues?

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Figure 14: What methods can be used to deal with gender pay gap issues?
Implication
Based on the data table and graphical representation provided above, it was found that
most of the respondents believe that promoting workplace diversity can help to deal with
the issues. Around 83 of the respondents confirmed this fact whereas 30 respondents
stated that providing salaries based on work accomplished regardless of gender and
cultural differences can lead to effective prevention of the gender gap issues.
Additionally, only eight respondents stated that the UK government needed to develop
new ideas and concepts such as the enactment of the new diversity laws. These views
are highly based on the perceptions of respondents and thus cannot be stated as
biased.
7.3 Secondary Data Analysis
7.3.1 Gender Pay Gap Timeline
Figure 15: Gender Pay Gap Timeline
(Source: Ons, 2019)

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Based on the graphical representation provided above, there has been a decrease in
gender pay gaps in recent years. Based on the above graph it can be stated that both
part time and full time employees experienced this decrease and the UK experienced a
highest amount of gender pay gaps in both part-time and full time organisations. People
involved in full time job roles experienced a consistency in the values whereas the part
time job experienced major fluctuations every year.
7.3.2 Gender Pay Gap and occupations
Figure 16: Gender Pay Gap and occupations
(Source: Ons, 2019)
Based on the hourly earnings of employees it is found that all employees experienced
slight changes on the year. Skilled trade occupations experienced a 24 percent growth

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in gender pay gaps whereas various plant and machine operatives also experience a
19% growth in gender pay gaps in the year 2017. Other factors such as elementary and
professional occupations also experienced gender pay gaps of around 12 and 13%
respectively.
7.4 Summary
Based on the data analysed above, it can be stated that gender pay gaps have
decreased over the years. However, they still contribute to major issues with conflicts
and can have major negative impacts on an organisation. It was found that gender
based discriminations are the prime causes of these issues and is also highly influenced
by the negative mindsets and thought processes of people. It can also be stated that
most of the males are unaware of these issues or may have been providing with biased
views in order to prevent riots but the females are highly dissatisfied with their salary
values and expect for improved salaries and payments.
8. Conclusion and Recommendations
8.1 Conclusion
Based on the above study, it can be concluded that sexual orientation pay uniformity
inside an area based work environment is profoundly impacted by a few viewpoints of
the general public and condition of the working foundation based on work capability of
representatives. The varieties between pay sums fluctuate with essential factors such
as occupation decision, abilities, instructive perspective and experience inside the
significant segment. Segmentation based on the gender or isolation contributes to
increased gender pay gaps within a hierarchical setting. However, this process is more
significant in low maintenance employments as opposed to full time jobs. Overall,
individuals of UK confronted numerous troubles to adapt to the current pay gaps among
people. A few laws, legal enactments and guidelines have to be actualized in order to
take out imbalance and sexual separation from both open and private areas.

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8.2 Recommendations
The recommended actions that can be taken in order to deal with the issues relating to
gender wage gap are as follows:
 Promoting diversity in the workplace can have positive effects on preventing major
issues with gender biases, discriminations and gender pay gaps. Gender biases
contribute to increased issues with lifestyle sustenance of individuals and thus have
serious negative consequences on their thought processes and mindsets. These
issues relating to negative mindsets can contribute to serious mental health issues
and can also lead to increased conflicts. Promoting diversity can help people from
different groups regardless of culture, race, age, religion, gender and ethnicity to
work together in order to accomplish brand goals.
 The UK government can develop various policies and legal statutes that can help
the people to accept diversity within organisations and work together in order to
achieve a common goal. Additionally, the organisations need to be compliant with
these terms in order to prevent major legal backlashes. Non-compliance can
contribute to the provision of penalties or even imprisonment based on seriousness
of the issues.
 Providing salaries strictly on the basis of amount of work done or completed can
help to prevent these problems. Proper organisational monitoring can help to
achieve these goals.

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Appendices
Appendix 1: Gantt chart
TASKS Wee
k 1
Week
2
Week
3
Wee
k 4
Week
5
Wee
k 6
Week
7
Week
8
Develop the aim and
objectives
Collect data for
Literatures
Select the
methodology for the
project
Design the
questionnaire for
survey
Collect secondary
data from ONS
Analyse the collected
data
Provide
recommendations and
present concluding
perceptions
Present a final draft