Management Report on the Gender Pay Gap

This management report discusses the gender pay gap in organizations, focusing on Tesco. It covers the aim of Tesco, legal regulations, cost benefits, and recommendations for addressing the gender pay gap. The report emphasizes the importance of gender equality in the workplace.

Management report on
the gender pay gap

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
Aim of Tesco ..............................................................................................................................1
Legal regulations of the company ..............................................................................................2
Cost benefits in dealing with this situation:................................................................................3
Recommendation on Gender pay gap ........................................................................................4
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Gender pay gap or wage gap is the difference between men and women remuneration and
pay gap whose working in the organisation at a same designation ,in today's scenario there are
lots of industry who are working on the principle of male dominating working culture where the
priorities are already mention by the industry to provide extra benefits in the form of their pay
scale or remuneration as compared to the female employees, this type of approach by the
working industries shows the gender gap discrimination at some point(Aksoy, Özcan and
Philipp, 2020).Organisation working culture thinks that male can perform better in other work
loads in industry as compared with that of female employees. There are two distinct
numbers regarding the pay gap is that adjusted and non-adjusted pay gap, this aspects
involves difference in working hours, occupation ,having the job experience and relevant
education on the basis of that this approach is meet. The below report is based on TESCO a
British multinational retailing industry , headquarter in Welwyn Garden city, England. The
report consists of the aim , legal regulations and cost benefits for the Tesco in dealing with the
gender pay gap issues.
MAIN BODY
Aim of Tesco
The aim of this industry relates with providing the best experiences to their customer
through its serving and providing the large products line by helping them through better quality
of life and will attain the easier way to live the life by approaching the large customer base in
respect of their retailing industries products is that clothing, furniture, home décor and varieties
of general merchandise to their customers(Bergmann, Scheele and Sorger, 2019). The motive of
this industries is provides the product as per customer expectations regarding the particular
product or services by taking care of their responses towards the quality, they earn profits and
create value for its shareholders to invest in the company as loyalty. In the context of dealing
with this gender pay gap they are currently serving with the employees by modern approach
equally treated male and female employees by providing them with the same motive in the
company through specific fixed remunerations.
Tesco aims to become the leading super market in the international market through their process
of dealing the customers by providing good services quality by continuous work on providing the
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cheaper cost product or services while takes care about the quality aspect also because this
organisation has to retain their customers for long term benefits as they provide cheaper product
in comparing to their competitors (Costa Dias, Joyce and Parodi, 2018) . The main objective of
this industry is to earn more profits while attaining the strategies of offering the best services to
their customers through better channel of reaching them with the platform of online and offline
this will leads to enhancement of the employees as well in order to maintain the retention
approach they have to maintain the gender pay scale so by taking concerns on their objectives
and aim they have to side by side deals with the fair remuneration for the female by conducting
several initiatives while doing the operation activities of the organisation this will leads to the
generation of interest for female to join this industry while taking the benefits of their better
gender pay gap regulations in the industry.
Legal regulations of the company
In an organisation legal considerations are most important aspect that has to be followed
by the company in respect to establish the value which will be considered under term code of
conduct this aspects are depends upon the rights of the employees and all the laws regarding the
industries to deal with any conflicts whether inside and outside the industry(Fleming, 2018). This
legal regulations is followed by large organisation quite effectively is that by adopting the law
consideration of the Gender pay gap regulations, and was considered or termed as equality act
2010 which includes all the information regarding gender pay gap through what sort of actions
can be taken by the employees by having some rights for them and for company point of view as
well , this gender pay gap regulation of 2017 was came into force in the UK in April 2017,this
act basically defines the gender discrimination in paying for the same job role, is that female gets
less pay than the male employees. By adopting the aspects of this laws Tesco will reduce the
problem or assisting for the rights of female employees by effectively adopting this regulations
rights.
Legal consideration allows the large industry like Tesco to empower their working
culture standards through maintaining the value regarding the organisation which includes
employers who need to publish the reports by showing the aspects of six calculations showing is
that :
Mean gender pay in hourly pay, median gender pay in relation to the hourly pay statement ,
mean and median gender pay gap and proportion of the bonus to the male and female candidate
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in respect to the bonus payment and their proportion of each pay quartile on the basis of taking
the general meeting of submission, which will be set through the working structure of the
organisation is that Tesco deals their operations across the different countries so they have to
inculcate this approach through the board meeting of their in authority members which will
decides about the processes regarding this gender pay gap regulations to be induced effectively
in the organisation(Grønning, Kriesi and Sacchi, 2020). In the UK only employers with having
250 members and more than that will allow to generates the report on gender pay gap ,against the
average of 50 across the group of other countries so as to attain this approach the organisation
will have to follow this law consideration because of their large working structure in their
organisation which will enhance the motive to built the awareness in the employees regarding the
equal paying structure through proper formulations of the legal regulation by making female
candidates more relaxed by working on the aspects of some legal act which will be maintain by
this industry in more effective manner.
Cost benefits in dealing with this situation:
Due to large multinational industry of retailing sector they are dealing with large number
of employees base who are working at some job role assign to them in the field of operations to
finance department by adopting and resolving this gender pay gap issue from their organisation
Tesco will generates the cost benefits abilities because female employees will feel more relaxed
in respect of their secure job with equal pay scale will leads to attain employees retentions
approach in the organisation(Jewell, Razzu and Singleton, 2020). Through working on the
gender pay gap by improving the quality of handling the customers by reaching towards them by
means of online and offline market by having the large employees structure in the company will
results in the effective performances of
organisation in the context of utilizing the human resource in production process which will give
the industry an age on to their competitors by which they can easily provides the product or
services in which they are dealing right now.
While talking about the gender pay gap organisation like Tesco have to perform several
roles for the improvement of their employees in respect of female employees they have to set and
assign the targets according to the laws and regulations and condition which will be impost to the
organisation like Tesco in generating value for the females by giving or having equal pay scale
which directs it to the cost benefits by having the employees retention approach with the aim to
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set the importance of gender equality in the organisation so as to built the paying scale structure
which will going to be more profitable in the future also.
Recommendation on Gender pay gap
Timescale:
Organisation like Tesco have to set the proper structural formation on the basis of that
they have to induce the organisation goals and objectives(Jones, Makepeace and Wass, 2018).
This industry should have to follow the culture of generating the awareness in respect to the
gender pay gap issues while taking this issue intro consideration, because of large employees
they have to organise the policies regarding this issue handling through maintaining the
communication channel is that to formulate this regulation or reducing the issue of gender pay
gap company needs to identify the problems in the company regarding that issue through
checking by gathering information by past grievances related issues and employees welfare
relate problem the organisation here have to add the value which are concerns with the standards
on which they are going to induce this strategies in respect of timescale organisation will take
time implement this regulation of gender pay gap issues, because of their operations into
different countries as well this will take time to properly implement this programme, like around
up to 1 year or takes one-half year to execute it.
Cost
Sources are relatively shows benefits while making the concepts to reduce the issue like
gender pay gap, as Tesco relates with the large organisation they have to invest in large amount
so as to create and implement this approach on organisation in quite fast manner. Cost of making
the efforts in specific structure will be the important source for making contribution in enhancing
the value of gender equality this will leads to the formation of assigning the better opportunities
for the females in order to motivate them by generating the value of giving the equal chances as
compare to male employees through given the equal support in paying them as per post pay is
concern. Cost will be incurred on the activity to release the outcome of this approach.(Miller and
Vagins, 2018)
Prioritization
This approach of the industry like Tesco is built on giving the priority to this issues
through sought out by making an efforts in legal consideration by implementing the roles
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regarding the act of gender pay gap regulation. Organisation have to attain the structure of giving
the priority to their employees fair working culture by providing them pay as per their
performance and ability skills by assigning them duties as per their work role by improving the
structure which is based on the employees capabilities and expertise value without considering
the approach of gender pay gap while paying them their remunerations(Rabovsky and Lee,
2018).
CONCLUSION
It has been concluded from the above report is that every organisation have to generates
the importance to deal their employees whether male or female on the basis of their capabilities
they should provide them their fair and equal remuneration, on the basis or appropriate legal
consideration they have adopts the value of it, retailing industries has to establish the growth
factor through motivating the employees working culture by giving each individual as employees
a chance to make efforts in the organisation approaches in respect of working culture .
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REFERENCES
Books and Journals
Aksoy, C.G., Özcan, B. and Philipp, J., 2020. Robots and the gender pay gap in
Europe.Available at SSRN 3647480.
Bergmann, N., Scheele, A. and Sorger, C., 2019. Variations of the same? A sectoral analysis of
the gender pay gap in Germany and Austria.Gender, Work & Organization.26(5).
pp.668-687.
Costa Dias, M., Joyce, R. and Parodi, F., 2018.The gender pay gap in the UK: children and
experience in work(No. W18/02). IFS Working Papers.
Fleming, N., 2018. How the gender pay gap permeates science and engineering.New
Scientist.237(3167). pp.22-23.
Grønning, M., Kriesi, I. and Sacchi, S., 2020. Skill specificity of upper-secondary training
occupations and the gender pay gap.KZfSS Kölner Zeitschrift für Soziologie und
Sozialpsychologie.72(1).pp.291-315.
Jewell, S.L., Razzu, G. and Singleton, C., 2020. Who works for whom and the UK gender pay
gap.British Journal of Industrial Relations.58(1). pp.50-81.
Jones, M., Makepeace, G. and Wass, V., 2018. The UK gender pay gap 1997–2015: What is the
role of the public sector?.Industrial Relations: A Journal of Economy and Society.57(2).
pp.296-319.
Miller, K. and Vagins, D.J., 2018. The simple truth about the gender pay gap.American
Association of University Women.
Rabovsky, T. and Lee, H., 2018. Exploring the antecedents of the gender pay gap in US higher
education.Public Administration Review.78(3). pp.375-385.
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