Impact of Gender Pay Gap in Morrisons

This case study explores the impact of incorporating gender pay gap in Morrisons while operating business on a global level. It discusses the concept of gender pay gap, Morrisons' policies for managing equality and diversity, advantages of equality and diversity implementation, and strategies to reduce the gender pay gap.

Gender pay gap

Table of Contents
Topic: “To identify impact of incorporating Gender pay gap in an organisation while operating
business on a global level.” A case study on Morrisons.................................................................3
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Literature Review...................................................................................................................3
Prepare Project management plan for the research................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

Topic: “To identify impact of incorporating Gender pay gap in an organisation
while operating business on a global level.” A case study on Morrisons
INTRODUCTION
Gender pay gap is the unequal distribution of remuneration on the basis of gender. In this
wages and salary are differ for male and female who are engaged in working in the organisation
whether they are part time employees or full time employees or casual workers. Mostly women
in factories or in organisation earn less as compare to man. There are two different numbers in
terms of pay gap – non adjusted v/s adjusted. The company that was selected in this report is
Morrisons. It is the fourth largest chain of supermarket in UK. This was founded in 1899.
William Morrisons was the founder of this super market. Few examples of their subsidiaries are
Neerock Limited, Rathbones Bakeries. The revenue of the company is approx. 1,753.6 crores
according to Indian currency. It has around 494 stores in different locations of the world. There
are around two thousand employees who help to run their stores operations smoothly.
MAIN BODY
Aim: To identify impact of incorporating Gender pay gap in Morrisons while operating
business on a global level.
Objectives:
 To identify the concept of Gender pay gap at workplace
 To identify the policies of Morrisons for managing the equality and diversity in the
organisation.
 Advantages of equality and diversity implementation in Morrisons.
 To analyse the variant way through which gender pay gap can be reduced with regards to
equality and diversity in the quoted firm.
 To determine various policies and strategies with the help of which Morrisons can easily
manage the impact of gender pay gap
 To recommend variant strategies of reducing gender pay gap in Morrisons.
Literature Review
To identify the concept of Gender pay gap at workplace
According to Adriaans, (2020) the gender pay gap. The Economists’ Voice, 4(4).

The gender pay gap is the difference in average gross hourly earning between male and
female. It is related to salaries that was paid employees directly before income tax and
contribution related to social security like Provident fund, gratuity, ESIC, are deducted. It is not
only difference between two people who paid different amount for similar work as it is unlawful
As it also known as unequal pay or remuneration. There are various factors which influence
gender pay gap like conscious & unconscious discrimination in hiring and pay related decisions,
lack of flexibility in workplace to accommodate caring as well as other responsibilities generally
for senior roles. The gap between both gender earning is symptom of broader cultural problem in
the place of working. Gender pay gap affects the individuals’ performance.
Policies framed for managing equality and diversity in the organisation.
As per the view of Fleming, (2018) Every organisation must need to frame various
strategies and policies to ensure equality and diversity between employees as with the help of
this workforce performance improved easily. Policies are frame in such a manner so that
employer and employee roles are understanding clearly so to reduce disputes and conflicts.
Company must be incorporate better recruitment and retaining policies so that employees’
motivation level and moral increase which results retention of employees for long term. There is
need to concentrate on importance of workforce in the organisation so that it can easily be reduce
impact of globalisation. Along with that it is important for company also to focus on legal laws,
provisions and compliances so that it leads to promote equality between their employees.
Benefits of following the equality and diversity concept.
As per view of Louise Petty, (2010) the aim of diversity& equality is to ensure that every
worker has getting equal opportunities and also face fair treatment. Incorporation of these
concepts provides many advantages to organisation so that employer recruit and select the
candidate who are most talented to work in their company, the existing staff members can be
efficiently empowered and can be retain for long time that tends to make reduction in training
cost. It also reduces the employees turnover cost which supports to make the culture of
organisation comfortable to employees. Along with this employees’ creativity can be improved
as the workforce are permitted to give their recommendations or suggestions to handle any
problem that are faced by firm (Equality & Diversity Improves Your Workplace, 2016).
Description of policies & strategies for managing the impact of gender pay gap

According to Jones, (2018) many policies are developing by organisation so gender pay
gap can manage easily and it also make their workforce motivated that affects positively as it
shows in their performance. The policies which company adopts mostly are providing employees
better paternal leaves so both parent can take care of their child, working hours’ flexibility
allowed so it become easy for workforce to manage home and work easily. Retirement benefits
must be providing so that it gives security to them in old age, giving their employees equally
benefits of allowances like dearness allowance, house rent allowance, food allowance, transport
allowance which reduces the hardship of employees. Medical facilities must be provided to both
equally. By providing perquisites like laptop, mobile, car, two wheelers, gadgets company can
easily motivate their employees because these benefits improve the standard of person so it helps
to retain employees for long term. Along with these services an improved working life balance
must be ensured for women and men both. The bias that are unconscious must be easily address
so that its impact can eliminate or reduce the whole culture of organisation.
To analyse the variant way through which gender pay gap can be reduced with regards to
equality and diversity in the quoted firm.
There are various practical ways which help to overcome with the problem. As these are
explaining as follows:
 Cultivate negotiate skill: As poor negotiation skills are leading reason for gender pay gap.
So it necessary for women to ask for more salary as it helps to improve standard of
individual. It is the responsibility of organisation to formulate laws for women too.
 Practice civic engagement: the gender pay gap is less prominent in some countries as
compare to other with reason of civic engagement. Laws, provisions, acts help the
organisation in eradicating gender payment gap.
 Become Social media activist: In the fight of gender payment gap, social media is a
power full weapon. As for every person awareness is the initial step. As without
considering gender and social status, if we care regarding women rights & equality, so
share your resources on social media and came with a smart strategy to became a smart
and talented activist.
 Promote women entrepreneurship: To eliminate gender payment gap is remove by
knocking off barriers and should promote women entrepreneurship. By reducing other

gender gap like women productivity, start-up rates, government, institution can raise
awareness for pay gap.
Prepare Project management plan for the research
Project Management plan is a plan that are prepare to serve the purpose of explaining
different phases of assignment. It facilitates the researcher controlling, monitoring, guiding
various project activities. The topics that are cover in a management plan are quality, resources,
scope, communication, cost and many more. The value of project can easily be identified with
reason for which the project is undertaken. The activities which performed are first identified
than determine to allocate various responsibilities and roles to many different individuals. To
serve the purpose of this assignment project management plan is prepare as this plan is describe
in below mentioned points as these are as follows:
Scope: The scope of this is that with the help of project outcome the brand Morrisons
frame various smart strategies as these can help in controlling the problems in company which
are related to gender pay gap. By implementing these strategies managers can easily improve
company's performance and also to manage workforce of concern (Kilgour, 2020)
Time: It is important to identify time frame work with in which the project completed.
To complete the research there is requirement of four weeks. On the basis of that they allocate
the time that are spent to their activity like data collection, analysis etc. as it ensures the project
must complete on time (MacDonald, 2019)
Communication: At the time of doing project, it is the responsibility of researcher to
communicate time to time with company's project manager so that project progress can easily be
traced. The mode that are used by them to communicate are telephonic communication, email,
video conferencing, with the help of project presentation, reports, direct interaction, with written
letters (Maldonado, 2020)
The resources: These must require to the investigator for undertaking this project
include various books, journals, website and many more. But for arranging them they will be
required to procure various resources for which they need to arrange funds as well. Also for the
assistance they can take help of interns who can help them in undertaking the research (Throsby,
2020)

CONCLUSION
After deep analysis it is conclude that gender pay gap is problem from many years. Due
to discrimination between both the gender, their performance also affects that indirectly makes
negative impact on sales and revenues of company. So it is very necessary for the organisation to
take initiative steps to overcome with this problem. Overcoming gender payment gap requires
receptivity and whole lots of hard work, but the pay for it must be fair and equal as this helps the
workers to work with their full potentials. As it is also concluding that it is necessary to give
equal opportunity to grow to both men and women. All male and females must be given equal
remuneration as per equal wage act, minimum wage act. If equal opportunity and pay is provided
in company to both than they try to retain in same industry/ company for long duration which is
beneficial for both employer as well as for employees.

REFERENCES
Books and Journals
Adriaans, J., Sauer, C. and Wrohlich, K., 2020. Gender Pay Gap in den Köpfen: Männer und
Frauen bewerten niedrigere Löhne für Frauen als gerecht. DIW Wochenbericht, 87(10),
pp.147-152.
Fleming, N., 2018. How the gender pay gap permeates science and engineering. New Scientist,
237(3167), pp.22-23.
Gottlieb, A.S., Closing the Gender Pay Gap in Medicine.
Ibekwe, C.S., 2020. Equal Pay and Comparable Worth: Conceptual and Functional Bearings to
Closing Nigeria's Gender Pay Gap. JL Pol'y & Globalization, 100, p.30.
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.
Kilgour, J.G., 2020. The Gender-Based Pay Gap Is Gone. The Journal of Total Rewards, 29(1),
pp.28-40.
MacDonald, T., 2019. Gender pay gap prevalent across all industries.Agenda,27, p.18.
Maldonado, L.J., 2020. Decomposing the gender pay gap in the formal sector in Venezuela: a
microdata analysis 1985–2015. Applied Economics Letters, pp.1-7.
Throsby, D., Petetskaya, K. and Shin, S.Y., 2020. The Gender pay gap among Australian artists:
some preliminary findings.