Gender Pay Gap in Tesco: Aims, Legal Regulations, Costs and Benefits

Introduction to HRM

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Aims.......................................................................................................................................1
Legal regulations....................................................................................................................2
Costs and Benefits..................................................................................................................3
Recommendations..................................................................................................................4
CONCLUSION................................................................................................................................4
References:.......................................................................................................................................6
Books and Journals.................................................................................................................6
Online.....................................................................................................................................6

INTRODUCTION
In the competitive business environment the businesses solely depends upon their human
resource they hire. It is believed that better the troop of employees the better the outcomes
organisation will receive. But in the management of the human resource the organisation come
across different challenges and issues such gender pay gap, employee engagement, talent
management, zero hours contract etc (Miller and Vagins, 2018). The present report will discuss
the issue of gender pay gap by applying this to UK's top most retailer Tesco plc. The leading
British supermarket is the multinational organisation and has large size workforce to operate its
business all across the world. The company has multiple operations due to its diversified product
portfolio. The report will outline the aims, legal regulations and cost and benefits for the Tesco to
deal with issue of gender pay gap.
MAIN BODY
Aims
Gender pay gap- it is the term that defines the difference of remuneration for the men and
women employees working in the same organisation or industry. In the society or the world of
business the women's are generally paid less than the men. The common reasons for the
occurrence of the gender pay gap within the organisation is due to education, occupation, hours
of working, experience and some other constituents (Morchio and Moser, 2021). The gender pay
gap is issue for the organisation in current world where the women and society are fighting hard
for equal pay for equal work. Therefore, in regard of this Tesco plc also deal with this issue for
which has some significant aims that are discussed below:
 To create diversity in workforce: the main aim of the Tesco plc while dealing with the
issue of gender pay gap is to improvise the high level of diversity in the company. It is
believed by the Tesco to raise the bars of productivity, innovation of thoughts and most
importantly to grow sustainably the diversity is important. When in the retail industry
there will be equal men and women will work there by diversity of workforce which will
foster the productivity, creativity, emotional intelligence and profitability in the company
to persuade its customers (Costa Dias, Joyce and Parodi, 2020). This automatically
reduces the issue of gender pay gap in Tesco and helps the company to fulfil its aim of
building diversity.
1