Introduce to Diversity Management Report
Added on 2020-04-29
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Running head: DIVERSITY MANAGEMENT0Student IDProgrammeModule CodeModule TitleDiversity Management
DIVERSITY MANAGEMENT1Table of ContentsIntroduction................................................................................................................................2Task 2.........................................................................................................................................3BBC Case...............................................................................................................................3Challenges Face by Women in Workplace............................................................................4Task 3.........................................................................................................................................5Process of Closing Gender Pay Gap......................................................................................5Benefits of Closing Gender Pay Gap and Equal Pay.............................................................6Conclusion..................................................................................................................................7Recommendation........................................................................................................................7References..................................................................................................................................8Appendix.................................................................................................................................10List of FiguresFigure 1: BBC Gender Pay Gap...............................................................................................10Figure 2: Average Salary.........................................................................................................11
DIVERSITY MANAGEMENT2IntroductionAs per labour rights, each worker should receive similar compensation for the equal workdone by them. Equal pay concept provides that the employees who perform similar workshould receive a similar salary. The gender pay is defined as the average gap between theremuneration of men and women. The equal pay includes all benefits and payments given bycompanies to their workers such as basic pay, bonus, allowances, and non-salary payments.The gender pay gap can be defined as the average difference between the compensation ofman and woman. The Equality Act 2010 has been introduced by the government of UnitedKingdom to close the gender pay gap in various industries. This report will focus on the case of BBC gender pay gap and understand the differencebetween equal pay and gender pay gap. The report will concentrate on the challenges face bywomen in the workplace and provide various real-life examples. Further, the report willdiscuss the method of addressing equal pay issue in BBC and provide the significance ofovercoming the gender pay gap in achieving organisational objectives. The report will alsoprovide recommendations for corporations to avoid gender discrimination betweenemployees.
DIVERSITY MANAGEMENT3Task 2BBC CaseEqual pay defines that the women and men working in an organisation and performing equalwork must receive similar compensation as per the regulations of Equality Act 2010 (Bose,Pal and Sappington, 2010). It can be described as the legal requirement of the corporation toprovide same pay and other workplace benefits to the male and female staff member. Thegender equal pay is a wider term which describes the difference between the compensation ofmen and women regardless of their work, through a corporation, business sector, industries orthe economy of the country. In Britain, there is an 18.1 percent gender gap between men’sand women’s earning, which means every pound made by men is equal to 82 pence forwomen (Meakin, 2017). For example, if a company hire 11 individuals, one managingdirector, and ten engineers, and the ten engineers including one man and nine women get asalary of £50,000 per year are all considered to be on equal pay. The managing director is amale, and he earns £100,000 per year. The average salary for women will be £50,000, and formen, it will be £75,000 (£50,000+£100,000/2), the difference of £25,000 or 50 percent isconsidered as the gender pay gap. If there were a female managing director, then the genderpay gap would be £5,000 (Millington, 2017). In BBC case, many of the high-profile female personalities asked the company to “act now”on the gender pay gap. For many years, the company has high gender pay gap, and theexecutives did not take any action to fill such gap. BBC decided to disclose the salary of theirstars which are earning more than £150,000. The company publishes such salaries in theirannual report, and it showed that two-thirds of the male stars receive a salary of £150,000.The highest paying male star gets a salary around £2.2 to £2.25 million, and the highest paidfemale star earns between £450,000 and £500,000 (Figure 1). The data showing in the annualreport of the company proved the existence of gender pay gap in between the male andfemale workers (Staff, 2017). Tony Hall, the director general of the company, provided that they will close the gap betweengender pay by 2020 (Ruddick, 2017). Following the publication of salaries by BBC, thecompanies with more than 250 employees are required report the gender pay gap into theirorganisation by using a template provided by the government. The reports submitted by thecorporations provide that there are many companies which have a high gender pay gap
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