Role of Equality and Diversity in Minimising Gender Pay Gap

Managing a Successful
Business Project

Title: Role of Equality and Diversity in minimising the impact of gender pay gap
within the organisation. A case study on Sollatek.
INTRODUCTION
The organisations must take into consideration the concept of equality and diversity with the help
of which they can manage their workplace culture. This ensures that all the employees within the
organisation are treated equal and fair, which implies that each and every employee is provided
equal opportunity irrespective of their gender (Basu, 2017). The diversity leads to different talent
within the organisation that can facilitate the in achieving their objectives with varied ideas
suggested by them. With the globalisation the competition among the companies has been
increasing and this has impact on the organisation to keep their employees competent by way of
various trainings to them. Such training enables them to efficiently manage the change that is
taking place within the business environment. The diversity and equality among the workforce
motivates them to contribute to the organisation with commitment but for that the managers must
ensure that their does not exist any discrimination, gender pay gap, differentiated recruitment
policies etc. For undertaking this research a medium sized company Sollatek is taken into
consideration. The company is an innovative electronic products manufacturer which can be
used for controlling powers, temperature etc. The aim of conducting the research is to develop a
balanced workforce by ensuring equality and diversity among all the employees with which they
can manage them efficiently and can retain them for long.
TASK 1
P1) Aims and objectives of the research
Overview of the Research: This research is conducted for the Sollatek with the help of
which they can determine the role of equality and diversity in managing the gender pay gap
issues within the organisation. With this research various strategies and polices that has been
adopted by the company will be identified. On the basis of this research new polices and
strategies will be recommended to the company by considering various policies in the equality
act. For the research the data will be gathered with the help of both the primary sources as well
as secondary sources and thus will be evaluated from different methods. It facilitate the

investigator in providing recommendations to the company so that they manage the issue related
to diversity and equality within the organisation.
Aim of the research: The aim of the project is “to determine the role of equality and
diversity in minimising the impact of gender pay gap within the organisation.” A case study on
Sollatek.
Objectives of the research: The objectives of the project are:
 To determine the importance of equality act in managing the issues of gender pay gap within
the organisation.
 To identify the policies of Sollatek for managing the equality and diversity in the
organisation.
 To ascertain the benefits of implementing the concept of equality and diversity for the
Sollatek.
 To determine various policies and strategies with the help of which the company can
manage the impact of gender pay gap.
Questions: The questions of the research:
 What is the importance of equality act in managing the issues of gender pay gap within the
organisation?
 What are existing policies of Sollatek for managing the equality and diversity in the
organisation?
 What can be the benefits of implementing the concept of equality and diversity for the
Sollatek?
 What policies and strategies can be adopted by the company for managing the impact of
gender pay gap?
LITERATURE REVIEW
Importance of equality act in managing the issues of gender pay gap
According to Rob Gray, for an organisation it is important to consider various issues related
to equality and diversity such as gender pay gap so that they can manage their performance and
operations. As the equality act provides specific regulations for various issues related to equality
among the employees it becomes important for the organisation to comply with such regulations.
This enables them to satisfy their employees as well as to ensure avoidance of legal proceedings
by the government (Unequal pay still a problem, 2020).

Policies for managing the equality and diversity in the organisation
According to Deborah Ashton, various policies and strategies can be adopted by the
organisations for ensuring equality and diversity among all the employees as with this their
performance can be improved. Policies can be that the roles of both the employer and the
employees are defined clearly so that conflicts does not arise. Better recruitment and retaining
policies must be incorporated so that the morale of the staff can be enhanced and they can be
retained for a longer period of time. Importance of the employees must be focused so that impact
of globalisation can be reduced. Apart from this it is important for the organisation to focus upon
the legal compliances so that they can ensure equality among their employees (Curran, 2017).
Benefits of implementing the concept of equality and diversity
According to Louise Petty, the aim of equality and diversity is to ensure that each and every
employee has equal access to various opportunities and faces fair treatment. Incorporation of
such concept offers various advantages to the companies such as they can recruit the best talent
for their organisation, the existing staff members can be empowered efficiently and can be
retained for long which reduces the cost of training for the organisations. Also the cost of
turnover of the employees reduces for the company as this makes the organisational culture
comfortable and valuable to the employees. In addition to this the creativity of the employees can
be improved as they will be allowed to give their suggestions and recommendations to deal with
any issue or problem faced by the company (Equality & Diversity Improves Your Workplace,
2016).
Various policies and strategies for managing the impact of gender pay gap
According to Hira Ali, various policies must be incorporated by the companies so that they
can efficiently manage the issue of gender pay gap and this will also keep their employees
motivated which have direct impact and influence on their performance. The policies that can be
adopted by the company includes offering better paternal leaves so that both the parents get the
opportunity to take care of their child, flexibility in the working must be allowed so that both
work and home can efficiently be managed. Along with this, an improved work-life balance must
be ensured for both men and women within the organisation. All the unconscious bias must be
addressed so that such an act and its impact can be reduced on the overall organisational culture
(Five Strategies For Narrowing The Gender Pay Gap, 2020).

P2) Project management plan for the research
Project management plan is defined as a plan with the help of which different phases of the
project can be defined. It facilitates the researcher in guiding, controlling and monitors various
activities of the project. The components which are included in a management plan of a project
include resources, quality, cost, communication, scope and many more (Gambles,2017) With this
plan the value propositions of the project can be identified along with the reason for which the
project is undertaken. The activities that are to be performed are determined with various roles
and responsibilities to be allocated to different people. The project management plan for
undertaking this project is given below:
 Cost: For conducting the research an investigator has to incur some cost which is related
with the procurement of various resources. They have to gather information through
various sources for undertaking the research and while collecting such data they have to
take some subscriptions for which they have to pay some cost. Along with this they have
to pay stipend to the team members and also have to bear various travelling cost. The
total cost for undertaking this project is given below:
Description Cost
Survey 35£
Equipment for the project 30£
Travel cost 30£
Management cost 55£
Total 150£
 Scope: The scope of undertaking this project is that with the outcome of this project the
project manager of the Sollatek can formulate various strategies with which they can
manage the issue of gender pay gap within the organisation. With this they could easily
improve the performance of the organisation and can manage their employees.
 Time: It is important for the researcher to identify the timeframe within which the project
must be completed. For completing this project the researcher will be required 4 weeks
and on the basis of this they will allocate the time limit to their activities such as data
collection, data analysis etc. This will ensure that the project gets completed on time.