What is the gender pay gap and is it real?

Running head: GENDER PAY GAP
Gender Pay Gap
Name of the Student
Name of the University
Author’s Note:

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GENDER PAY GAP
Executive Summary
The major objective of the report is to learn about the entire concept of gender pay gap. Several
organizations have kept an imbalance in the payment structures of both male and female
employees. It is highly unprofessional and unethical as all employees should get payment,
according to their effort and hard work. This report has provided statistics of gender payment gap
for the country of UK. Two theories of gender payment gap, same gender referent and reward
expectations are being explained in this report with proper details.

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GENDER PAY GAP
Table of Contents
1. Introduction..................................................................................................................................3
2. Discussion....................................................................................................................................3
2.1 History of Gender Pay Gap....................................................................................................4
2.2 Same Gender Referent Theory..............................................................................................6
2.2.1 Developer of the Same Gender Referent Theory with Details.......................................6
2.2.2 Major Segments of the Same Gender Referent Theory with Examples.........................6
2.2.3 Main Advantages and Limitations of the Same Gender Referent Theory......................7
2.3 Reward Expectations Theory.................................................................................................9
2.3.1 Developer of the Reward Expectations Theory with Details.........................................9
2.3.2 Major Segments of the Reward Expectations Theory with Examples...........................9
2.3.3 Main Advantages and Limitations of the Reward Expectations Theory......................10
3. Conclusion.................................................................................................................................11
References......................................................................................................................................13

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GENDER PAY GAP
1. Introduction
The gender pay gap or gender wage gap could be referred to as the average different
within remunerations for both working man and woman (Graf, Brown and Patten 2018). This
type of working woman is being considered as less paid than male employees and there exist 2
distinctive numbers about the pay gap, which include non-adjusting pay gap and adjusting pay
gap. The adjusting payment gap subsequently takes into account various alterations within the
hours worked, job experiences, education and occupations chosen (O’Reilly et al. 2015). The
reasons majorly link to different factors like economic, social and legal and then extend beyond
their equal payments for equal works. This gender payment gap could be referred to as a major
problem from the perspective of public policies, even when the cause for gap is completely
voluntarily.
It helps in reduction of economic outputs and ensure that the female employees are highly
dependent on the welfare payments, mainly during their old age (Auspurg, Hinz and Sauer
2017). In the UK, the gender pay gap amongst the full time staff subsequently stands at 8.9% and
there is little change from the year of 2018 as well as a sharp decline for only 0.6% since the year
of 2012. This gender pay gap amongst each and every employee has fallen from 17.8 percentage
in the year of 2018 to 17.3 percentage in the year of 2019 and is declining majorly (Boll et al.
2016). This report would be outlining a brief description on the gender payment gap with
discussion on two popular and significant theories of gender payment gaps, namely, same gender
referent theory and reward expectations theory with relevant description.
2. Discussion