Gender Pay Gap and Business Ethics in Aldi

This report discusses the impact of gender pay gap on business ethics in Aldi, a retail company. It explores the meaning and importance of ethical issues, focusing on the gender pay gap as a significant problem. The report provides recommendations for addressing this issue and highlights the need for equal work opportunities and fair compensation. It also discusses the role of virtue and feminist ethics in promoting ethical practices. The stakeholders affected by the gender pay gap in Aldi are identified, including employees, potential investors, and customers. The report emphasizes the importance of ethical business practices in enhancing company performance and reputation.

Business Management
Ethics
TABLE OF CONTENT
INTRODUCTION...........................................................................................................................2
PART 1............................................................................................................................................3

(A) Report....................................................................................................................................3
(B) Business ethics.......................................................................................................................6
PART 2............................................................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
INTRODUCTION
Business ethics can be understood as the force of righteous policies, framework
compliances and the relative working responsibility managers, leaders have towards company
performance. Report discusses meaning and importance of ethical issues, gender pay gap being
one of the foremost issues faced by many company employees among UK industry. Report
further explains recommendations for solving gender pay gap, platforms which must be
developed in company structure for establishing long term place of goodwill and an optimistic

approach towards professionalism. Report elaborates Aldi functioning structure where
management problems with large pay gap on gender basis have been highly increasing; with low
productivity among employees it also demoralizes their morale levels and overall company
image. Report explains business ethics which will enable company to reinforce strong working
models and implement new strategies with which employees performances can be enhanced,
motivated to perform with new skills and overall retained for longer periods (Chell, Spence, and
Harris, J2016). Gender pay gap is recognized as one pf the highly important issue coming up
within business world where employees are facing huge problems and functional inefficiency to
showcase higher effective performance levels. The report explains discussion and analysis on
how gender pay gap is impacting work determinants among employees for bringing on stronger
work efficiency
PART 1
(A) Report
Discussion and analysis
Organizational ethical business performance is based on various parameters which are
constructed on basis of working models and functional performance based on the various
business goals , social ethical responsibilities it governs towards society. Company ethical
business thinking and practice affects through various parameters which can be understood
functionally and overall improvement on brand image all over world. A company who addresses
the ethical issues faced by internal management and make appropriate steps, business actions and
functional ethical responsibilities to provide equal working scenarios to all employees positively
impacts company profitability levels, goodwill among consumers (Werhane, 2019). Gender pay
gap is recognized as one of the main ethical issue where equal pay opportunities aren’t given to
women employers in comparison to men employers where they are given less wages, benefits,
compensation. It has been recognized as one of the main burning issue among all horizons of
business ethics which explains, that relatively it has inerasably being an important issue to look
forward which has affected company reputation. In retail industry where companies are facing
tough competition among all new brands and companies emerging in sectors, there has been high
focus based on maintaining equal working opportunities to all internal management staff,

business ethics and provide high ethical leadership which motivates all employees highly. Aldi
Company has been found to have gender pay gap where the compensation, benefits and salary
pays are not equally given to female employers. Whereas to males there has been high
potentially synergy with high salary incentives and work opportunities to showcase talents
(Matten, Glozer and Spence, 2019).
Aldi has been recognized for its high quality productive goods, services to customers
where innovation, creativity is injected by employers who are dynamically available to serve
company goals effectively. Gender pay gap is recognized as an illegal practices and strong
negative impact on goodwill parameters where business ethics are fundamentally hurt. Equal
works opportunities need to be given, with feedbacks and grievances being addressed with high
leadership, no pay gaps in genders among employees motivates them and broaden their horizons
into various paradigms. Gender pay gap has been increasingly reported as an increasing issue
among major companies in Uk in which Aldi has been recognized where internal stakeholders
have been found affected with wrong business ethics, unmoral principles and relatively focused
towards giving men employees high preference on terms of salary and opportunities to showcase
their talents , skills (Meara, Pastore and Webster, A 2020). The stakeholders where the
management of Aldi has been found guilty with unethical business practices, wrong
discrimination and irrational behavior can be understood as HR Female professionals are found
with unmatched opportunities, low salary given to them in comparison to their male colleagues.
Research department has also witnessed low productivity among female employees where
business ethics, legal principles are not followed which negatively impacts their performance.
Employees who are not given equal working opportunities , with unethical business rules and
functions where gender pay gap is preferred such workforce commitment levels is not achieved
and force of production targets is low. Good and bad ethics can be understood as business laws
formulation where equal work opportunities, determinant working ethics and formulation of
profound working parameters enable employers to seek motivation to perform better. Whereas
bad ethics affect business smooth functioning and demoralizes the very cores of company goals
on which employers are asked to perform. The very difference of these lies on the structural
functioning performance structure through which companies in industry underlines their
goodwill and benchmarks their status in industry (Moriarty, 2019).
Tesco Company is an example of successful company within retail industry where

business ethics are highly followed; with no gender pay gap reported in their structure workforce
is highly committed and motivated towards their goals. Tesco has been highly appreciated
among other competitive companies in industry with the various structural HR policies,
frameworks to govern safety among employees with their personal morals and rights in mind.
Another example can be understood with M &S company framework in industry where
employees are given equal platforms to showcase skills, talents and relative synergy with which
further goals on performance targets can be highly achieved. There is high focus given on their
training models with strong diversity and functional leverage towards equal pay salaries, no
gender pay gap has been reported in its business performance which has impacted its image
positively among customers as well legislations. The examples of these companies have
elaborated various paradigms on which innovation , future performance goals and the various
scenarios of business ethics on which company goal can be developed for gaining high optimistic
outlook towards employees with large commitment and talent.
Aldi Company by bringing new policies, laws on which all employees are given equal
work opportunities, pay salaries and develop new parameters enhance its HR policies. The brand
shall focus on changing its business models and include diversity, with moralized work ethics
focused towards giving equal salaries to all employees. There can be seminars and rational
performance appraisals among all people working in internal structure where company
management goals should be highly focused towards gaining an optimistic outlook towards work
horizons among employees (Pereira, Bhat and Hans, 2020). Aldi as one of the oldest, biggest
retail company serving its customers within all stores have the role to deliver its performance
with strong business ethics where internal stakeholders need to be given equal focus regardless
of any gender. Companies by following legal compliance and considering its employees as a
strength, motivate them with training of innovation and creative development bring cultivation of
work horizons, with enhanced business models diversity shall be encouraged. Legal compliance
addresses the various horizons and duties on which the company performance standards are
achieved, relative development on various working horizons will enable employees to perform
better and keep retained in company workforce for longer periods.
There shall be positive outlook towards employee’s equal pay with campaigns, seminars
and functional knowledge which will enrich their rational cooperation with company
performance goals and keenly develop their relative skills. Aldi HR professionals have role to

bring required changes within company functional structure to motivate all employees working
on various scales, departments where equal pays shall be given regardless of any gap. The
global industry are highly appreciative and welcoming for retail companies whose workforce are
given equal pays, constructively there is high focus to keep long retained employees and broaden
their horizons with creative skills and training them on new working parameters. Action plan to
cover gender pay gap shall be determined to rationalize various thinking patterns on which
company goals are focused, bring all employees within one force of training and functionally
bringing female executive working in various department under one platform with which they
shall be given equal bonuses, appraisals as compared to male employees and relatively bring
employees closer to production goals of Aldi (Jones,Petrie-Wyman and Murrell,2019).The retail
company must shall take serious steps within legal consideration to close gender pay gap among
employees, gather insights on various skills which will motivate them and determine them to
leverage strong working targets. Aldi shall consider increment plans with diverse creative
policies which will motivate them and functionally enhance their training parameters,
development opportunities and yield further growth parameters which will motivate them to
bring their new ideas forward.
Stakeholders of Aldi:
Employees: The gender pay gap is influencing hardly various employees to bring on new
developed functional pattern within their working strength, to motivate for bringing on higher
innovation and ideas, along with creation of new ideas. Employees as an important part of
stakeholders within aldi needs to be given best factors of training and equal pay opportunities
without any sort of discrimination which will built on developed functional patterns of working
hemisphere.
Potential investors:The various potential investors and shareholders of Aldi are also an
important part of stakeholders who look upon programming new synergy of working efficiency
for building on higher effective developed synergy, leveraging goodwill of brand which makes
the base for attracting investors (O'Neill, 2019).
Customers: The customers look onto brand goodwill factors, and working paradigms for
pertaining on new sales structure, higher effective development within employees who are
serving online services and are working at stores. Customers of aldi may impact effectively with
various determinants when proper functional effective services are not delivered impact fully to

them which also impacts largely on profitability grounds.
Stakeholders hold major opportunities or bringing on innovation and developed functional
strength which are impacted with the various business ethics followed by Aldi, any misconduct
or demoralized working attitudes of employees will likely impact goodwill of brand to bring on
positive factors and strengthened business position (Ferrell, Harrison and Hair, 2019).
(B) Business ethics
Business ethics can be understood as the framework which legally connects business
goals, performance standards and the way companies are delivering services along with high
focus towards providing equal work opportunities to all employees. Ethics represent company
force to become a dominant figure within industry where employees are given equal work
opportunities, rational services highly motivate their working parameters and the synergy with
which all employees are connected within each other represent HR policies of company too. The
two business ethics where removal of gender pay gap will play an active role are Virtue and
feministic ethics, which explains it is an integral rule of company to give equal work
opportunities, equal pays and incentives to female employees working in management (Visser,
2019).
Virtue business ethic: Aldi by implementing the use of virtuous management principle and one
of the most highly important business ethic where problems, grievances are addressed of all
employees working in company gain optimistic impact on employees. The business ethic of
virtue explains it is highly important for top management in companies to legally enabling equal
work opportunities, platforms within employees to transform their talents into advance skills.
Virtue explains employees potentialities, working patterns and their skills should be considered
by leaders as the very details and parameters on which further progressive training of
performance should be based on. The case of gender pay gap negatively diminishes employee’s
motivation and rational ability to work in company for longer periods, where they feel
discrimination on various grounds which is not only unethical business practice but also stops
further progress in company. The virtue business ethic will enable Aldi to communicate business
goals among all employees ethically, transform their skills on various aspects and make them
committed towards company. Strong leadership also plays an important role as team members
are guided by leaders who enlighten the vision, train them and relatively enhance their skills on
various perspectives (Crane, Glozer and Spence, 2019).

Feminist ethics: The business ethic of feminism can be understood by the fact that it is equal
right of every female employee working in company on any department to get an equal pay ,
bonus and work opportunity to bring talents in front of their leaders. Feminist ethics elaborate the
various rights female employees have while working in a company which also satisfies their
inner desire, confidence towards professionalism and highlight the synergy with which they can
also put more skills in their duties (Rhodes, 2019). A business manger have the full
responsibility to work in company with feminist ethics, determine various rights on which
employers feel safe and accomplished towards their posts in company. Aldi Company by looking
forward to establishing strong feminist ethic parameters among all departments will enhance
business ethics on which company addresses all grievances of employees working. Feminist
ethic principle modifies and broadens company working ethics which also explain how it
prepares the internal strength of management, the various rights employers can cater to and
potentially reach new horizons of working efficiency within organization production goals. Aldi
Company must govern it strategies within structure formulation with large focus towards
feminist ethics which imply giving equal opportunities to all female employees.
Adoption of theories will enable company to bring on stronger business ethics, values pertaining
to larger developed synergy and innovative functional strength, which will program out higher
efficiency among work motivation in employees. Feminist ethics will enable Aldi to adopt
stronger business performance metrics pertaining equal working opportunities for all female
employees as detrimental for all male employees too which further build on motivation among
them and also raises company goodwill factors. Virtue business ethics will enable brand to be
working with advancement and onto new paradigms with higher synergy of business
development (Rodríguez-López and Souto, 2020).
Critique of theories:
These business ethics theories will not only efficiently built the various parameters on
which companies can improve its business performance within various sectors, leverage more
growth but also fundamentally develop strong committed workforce. Ethics enable company to
set production targets where employees are given equal opportunities, fair pays and the
operations are defined within company goals and the various formulation structures define
largely the constructional steps on which further parameters are set. Virtue ethics will enable

company to program out rational approach towards HR policies, motivate employees and reform
the force of creativity within their structure to make large long term implications. Business ethics
will largely evoke fundamental steps, improve global image among competitors and train them
for high production standards. Feminist ethics theory will highly motivate employees solve the
problem of unequal pay and gender gap , leverage more commitment within internal structure
and functionally bring more productive growth. Business ethics are operational high efficient
theories where relatively company goals are aimed towards quality development with large
determinants to enhance the working goals of overall organization. Business ethics evolve
company standards in industry, satisfy customers and bring goodwill among other competitive
companies and brands. Business ethics bring strong cooperation and commitment within
workforce where productivity is aimed, rapid goodwill enhancement and gathers long term
financial strength. Aldi Company to occupy strong place in industry has to rational work models
with creative development horizons and highly focus toward establishing high end benchmarks
(Paik, Lee and Pak, 2019).
Recommendations:
Aldi need to bring on new working strategies and equal work opportunities and equal pay factors
for all genders for more effective working transactions, higher motivation among employees and
also to improve their retention percentage. The brand by improving its long term business factors
, the HR policies and by integrating new determinants will be able to posi9tion as strong
employee strength brand.
PART 2
Ethical leadership is highly important arena in company by working towards which helps
to gain long term commitment within employees and overall workforce structure is evolved. I
gained insights on various aspects of ethical leadership while researching for this project where I
gained knowledge on business ethics, their implications on employees and the forces which
manifest strong base for company goodwill. I as leader look forward to keep equal working
parameters for all employees, give equal pays and opportunities to all people regardless of any
gender biases (Kochupillai and Brinkmann, 2019). Business ethics and principles have trained
me in enhancing team employees who are the core strength of team where rationally,
management has view to develop their business perspectives. Ethical leadership models and

theories have broadened my perspectives towards work, integrity and compliance of formal
legislative rules enable company to establish ethical business environment. Functionally business
perspective are built, with ethical leadership as the company reinforces long term ethical laws I
gained various research breakthrough knowledge and experience of vivid cases. Business ethics
reporting have helped me in leveraging detailed information on implications of company
performance on various perspectives where research has shown brands have ethical
responsibility. The report cases have evolved my thinking of leadership patterns in my working
styles , the way I deal with problems and changing scenario with all perspectives within teams
and the various ethical responsibilities I as leader have . The report has raised various
understandings and development within my mind here it is essentially important to ethically
connect with team members, listen to their grievances and motivate them to be efficient within
their rational duties (Timmerman and Zakhem, 2020).
There are several characteristics which makes a leader ethical. It is the essential
characteristics of leaders to have characteristics such as trust, charisma, fairness, consideration
and honesty. The lack of these concepts in an individual can make it hard for them to understand
the diversity and needs of team members. Thus for better management of teams it is necessary
that leaders must develop these personality traits. In managerial position I can also face vast
range of challenges in managing teams. For instance there may be situations when I may face
organizational force to achieve tasks by neglecting my ethical perspectives. However in such
circumstances it is also possible that I may not be easily give priority to my ethical values. In that
case for proving myself an effective manager I will try to find a solution to achieve
organizational goals without compromising my ethics.
As a leader if I will not set an example in front of my team then I may not lead them
properly. Thus for making them efficient leaders it is equally important for me to develop ethics
among team members along with the operational efficiencies. As ethical manager it will be my
responsibility that along with the profitability goals I am also capable to manage my team in
sustainable and ethical manner. I also believe that business may face critical situations where my
team members or other management authorities may not find it accurate to priorities ethical
values (Crane, Glozer and Spence, 2019).
Thus in such times instead of giving up I will try to make them understand that why
ethical practices are essential and beneficial for long term success. As a manager organizational

values will also be important for me to accomplish my managerial goals. For becoming a
successful manager I must learn the ability to establish an alignment between ethical principles
and business objectives. The ethical leaders are developed only when they are capable to use
their potential and ethical principles for the welfare of the organization. During my professional
career I may also face situations where my team members and organizational values may not
matches with my virtuousness. However in such conditions for motivating individuals I will try
to first adopt a positive attitude and faith in my own ethical practice. Only with such approach it
will be possible for me to understand the significance and challenges of implementing ethical
practices in the competitive and challenging work place environment. In order to enhance my
managerial outcomes I will also try to motivate and encourage my team members to follow the
ethical practices so that professional expertise can be achieved. Ethics plays an important role in
management and leadership concepts as it also helps to build and lead strong teams with ethical
values.
At once in my organization I witnessed that two candidates were undergoing into
selection process. They both had applied for the same job role and had nearly same qualification
and experience. Despite this fact the salary offered to women candidate was 30% less than that
of other male candidate. When I noticed the same I discussed it with the HR department then
they replied that women workers are not much efficient and it is also possible that they may not
give long term commitment due to pregnancy or marriage issues. This is the reason they offer
less salary to women candidate. In that situation I felt very devastated that this is unethical I must
raise my concern over this. I encouraged my team members that this kind of biasing must not be
developed within work culture as it can also affect any of us in future. As a result of this
management understood us strict policies were developed to control and avoid such
discriminatory policies at work place. Within my team as well I tried to ensure that all team
members are given equal opportunity without any bias. I believe that even after knowing if I
would not have raised my voice then it could have become organization’s culture to follow
discrimination. It can demotivate employees and ultimately such discriminatory thought would
have reflected in the customer service as well. Thus in long term team members may fail to
understand needs of diverse customers without being part of diverse work force (Crane, Matten,
and Spence, 2019).

Additional reflective piece
The feedback received by tutor enabled me to emphasis strongly on my mistakes where I was
lacking my attention and clear understanding for various parameters where emphasis made me
deeply analyze how leadership is one of the major goal where business shall focus. Business
ethics are widely connected onto various parameters within leadership avenues where I learned it
is vitally important for leaders to focus on training stakeholders with new skills, wider
motivation and researching on new topics also made me realize various new ideas which helped
me to broaden up my working knowledge. The feedback made me acknowledge various new
leadership theories and programming my creative thinking abilities to technically develop vast
changes strongly within various goals, through which I will be able to work with new quest
synergy of programming and new productive thinking through which my research was also
better enhanced for business ethics. Within the project I also made analysis to speedup my
working with team mates under various working scenarios and new relative goals, through which
my knowledge has been rapidly increasing and also I gained confidence to express my views
among business projects. There has been also shift in my new creative thinking capabilities,
writing and researching skills and for working with various dynamic business theory subjects
where I learned about business ethics importance. The feedback by my tutor also keenly enabled
me to develop stronger learning abilities; diverse functional ethics with stronger understanding
and synergy of working with new potentialities have been developed along the procedures
(Demmans Epp, Akcayir. and Phirangee, 2019).
The resit has also helped me to identify the areas in which I need improvement. The
entire process of feedback is valuable for improving the quality of my work. For instance there
were several gaps in suitable application of ethical theories in practice. However the feedback
from the tutor assisted in identifying such gaps. As a result in future whenever I will do such
assignments which need the application of theories I will be able to pay more attention. The
feedback has also changed the outcomes of the work and added more realistic and practical
perspective of ethical dilemmas which can affect the leadership approaches. Another important
lesson which I have learned from the resit is that when evaluating any case study in the
assignment I must follow the analytical approach instead of descriptive one. It will help me to
derive more satisfactory conclusion from the work. For the future assignments such feedbacks

are crucial as they help learners to enhance their learning by observation and analysis of their
own mistakes. As an impact of feedback process I will always have more conscious mind that
my work will be closely and intensively monitored so I must do it properly and if I have any
doubt and lack of clarity then I must discuss it with my tutor so that I can accomplish my work
with more efficiency.
CONCLUSION
The report can be concluded with explanation that business ethics are the foremost
principles on which long term business success, goodwill among other competitors are based on
Report concludes gender pay gap as ethical issue which is against ethical working conditions, de
motivates employees and rationally also negatively impacts company goodwill. The report
further concludes various importances of implementation of business ethics, long term
potentiality of raising equal working parameters for all employees in company with high
inclination towards motivating them and enhancing skills towards gaining new horizons. Report
concludes various policies and reformative policies as part of business ethics with which
company can restore the image of goodwill, built commitment among employees with strong
dynamic leadership.
REFERENCES
Books and Journals
Demmans Epp, C., Akcayir, G. and Phirangee, K., 2019. Think twice: exploring the effect of
reflective practices with peer review on reflective writing and writing quality in

computer-science education. Reflective Practice, 20(4). pp.533-547.
Chell, E., Spence, L. J., and Harris, J. D., 2016. Social entrepreneurship and business ethics:
Does social equal ethical?. Journal of business ethics. 133(4). pp.619-625.
Crane, A., Glozer, S. and Spence, L., 2019. Business ethics: Managing corporate citizenship and
sustainability in the age of globalization. Oxford University Press, USA.
Crane, A., Matten, D., and Spence, L., 2019. Business ethics: Managing corporate citizenship
and sustainability in the age of globalization. Oxford University Press, USA.
Ferrell, O.C., Harrison, D. E., and Hair, J. F., 2019. Business ethics, corporate social
responsibility, and brand attitudes: An exploratory study. Journal of Business
Research. 95. pp.491-501.
Jones, R., Petrie-Wyman, J. and Murrell, A.J., 2019. THE INTERSECTION OF DIVERSITY
AND BUSINESS ETHICS RESEARCH. Diversity Across the Disciplines:
Research on People, Policy, Process, and Paradigm, p.225.
Kochupillai, M. and Brinkmann, J., 2019. Law, Business and Legitimacy. 2020), Handbook of
Business Legitimacy: Responsibility, Ethics and Society, Springer-Nature,
Forthcoming.
Matten, D., Glozer, S. and Spence, L., 2019. Business ethics: Managing corporate citizenship
and sustainability in the age of globalization. Oxford University Press, USA.
Meara, K., Pastore, F. and Webster, A., 2020. The gender pay gap in the USA: a matching
study. Journal of Population Economics. 33(1). pp.271-305.
Moriarty, J., 2019. Business ethics. Oxford University Press.
O'Neill, S., 2019. Gender pay gap grows. New Scientist. 241(3223), p.45.
Paik, Y., Lee, J. M. and Pak, Y. S., 2019. Convergence in international business ethics? A
comparative study of ethical philosophies, thinking style, and ethical decision-
making between US and Korean managers. Journal of Business Ethics. 156(3).
pp.839-855.
Pereira, R., Bhat, V. and Hans, V., 2020. Business Ethics and Corporate Social Responsibility
Reciprocity–A Study of Selected Companies. Business Ethics and Corporate
Social Responsibility Reciprocity–A Study of Selected Companies.
Rhodes, C., 2019. Disturbing Business Ethics: Emmanuel Levinas and the Politics of
Organization. Routledge.
Rodríguez-López, Á. and Souto, J. E., 2020. Empowering entrepreneurial capacity: training,
innovation and business ethics. Eurasian Business Review. 10(1). pp.23-43.
Timmerman, T. and Zakhem, A., 2020. Sweatshops and Free Action: The Stakes of the
Actualism/Possibilism Debate for Business Ethics. Journal of Business Ethics,
pp.1-12.
Visser, M., 2019. Pragmatism, critical theory and business ethics: Converging lines. Journal of
Business Ethics. 156(1).pp.45-57.
Werhane, P. H., 2019. The normative/descriptive distinction in methodologies of business ethics.
In Systems Thinking and Moral Imagination (pp. 21-25). Springer, Cham.