Gender Pay Gap in UK Organizations

Introduction to HRM

Table of Contents
INTRODUCTION................................................................................................................................3
CONCLUSION....................................................................................................................................5
REFERENCES.....................................................................................................................................6

INTRODUCTION
The gender pay gap in United Kingdom is the part of national effort for identifying and addressing
the imbalances possessed in female representations within organisations and employees. Therefore,
in order to have equal career progression and growth so as to have fair and equal consideration for
all the employees and in order to enhance the diverse as well as inclusive culture the organisation
tends to understand the issue of gender pay gap. Thus, in this report it has been discussed gender
pay gap in the organisations in United Kingdom. Therefore, it must be the aim of every organisation
that it must remove the barrier for achieving success and enhance the opportunities of growth by
removing the gender pay gap in the companies (Renwick and et.al 2016).
Quality analysis
The gender pay gap issue is been analysed so as to realise the employees potential for strengthens
and supporting of the environment in the organisation. Therefore, the report addresses the scale of
assessing the challenges and for identification of actions to address them. The gender pay gap is the
representation of gender in similar roles in the organisation but getting differently pay. Thus, this
shows the different pay concern. The calculation of gender pay gap is done by considering the
average salary of all females in an company compared with the average salary of all men in the
same company. Therefore, the difference in the amount of two average salaries is called gender pay
gap (Huselid, 2018).
The legislations against gender pay gap
The legislation for gender pay gap suggests that, the companies must develop strategies for the
reduction of gender pay gap. For this they could audit and do calculations accordingly, thus in this
report several such issues has been addressed. It has been seen that in several of the organisations
most of the higher positions are been occupied by the men and as due to their senior roles they are
getting higher salaries which is creating gender pay gap. Sometimes, the type of occupation may too
be the critical factor in the differentiating in the gender pay gap in the company (Wilton, 2016).
Actions taken by companies in order to overcome this critical issue as
Talent acquisitions
The companies must ensure that in order to attract diversified talents as well as to cultivate as the
brand with strong employment, the organisation culture must support a diversified work force.
Diverse slates and enhanced recruiting skills
The company Tesco has committed to pursue diverse states for all its open positions. This could be
done by the company through finding the talents through wide array of sources which includes
diversified posting of job on boards, partnering with the recruiting agencies which finds diverse
candidates. Moreover, the company had participated in diverse career fair or the uncertainty in
student programs. Furthermore, the company is trying to strengthen the procedural requirement in