Impact of Gender Pay Gap on Equality & Diversity at Workplace

This research investigates the impact of gender pay gap on equality and diversity at the workplace, with a case study of Nisa. It explores the concept of equality and diversity, analyzes the challenges faced by the company in reducing the pay gap, and provides recommendations to promote equality and reduce the gap.

MANAGING A
SUCCESSFUL BUSINESS
PROJECT

Table of Contents
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................4
LO2................................................................................................................................................10
Research methodology.........................................................................................................10
LO 3...............................................................................................................................................12
Data analysis.........................................................................................................................12
Recommendation and conclusion.........................................................................................21
LO 4...............................................................................................................................................22
Reflection.............................................................................................................................22
REFERENCES..............................................................................................................................24
APPENDIX....................................................................................................................................25

INTRODUCTION
TOPIC
To investigate the impact of gender paying gap in regards to equality & diversity at work
area.
Research background
In rapidly chasing environment, it is extremely difficult for different organizations to
develop a better sort of human resource in Nisa, as there are many different type of challenges
which has to be faced in an organization. Equality & diversity is one of the such challenge. As it
gets difficult for every organization to provide adequate and equivalent opportunities to different
employees to showcase different skill set possess by them. Gender pay gap is a major reason in
the same which used to create variety of the difficulty for the organization to promote equality in
cited firm (Villareal, 2018). Gender pay gap is the average difference existing between the wages
of employee belonging to different gender in cited firm. Nisa, retail organization also facing
same issue in Nisa.
Rationale
The main reason behind choosing this topic is to make a detailed analysis of the factor
which used to promote gender pay gap at the workplace. This is been counted as the major
problem which has been faced by the organization in UK as with the change in the all the
employee in Nisa always look to have the organization which does not discriminate employee on
the gender in Nisa (Quintana-Garcia and Elvira, 2017). This study will provide good hand
support the researcher in finding out the solution of different issue which is faced by
organization due to gender pay gap (Polachek, 2019).
Aim-
The aim of this research is to determine the impact of gender pay gap in context of
equality and diversity in the workplace. A case study of: Nisa.
Objectives-
 To understand the concept of equality and diversity at workplace.
 To analyse the impact of gender pay gap in context of equality and diversity at
workplace.

 To identify the challenges faced by company while reducing gender pay gap.
 To recommend possible suggestions to reduce gender pay gap at work place within Nisa.
LO1

LO2
Research methodology
Research Type: Research is the systematic study which is conducted by the researcher
to find out the solution of issue which is being faced by organization in the market. (Kumar,
2019). In the field of research, researcher generally used to use two type of research i.e.
qualitative research type and Quantitative research type. Qualitative research relates to

observation of non-numerical data to present the outcome of research in non-numeric form.
Quantitative research at the other end looks at presenting the outcome in numeric form.
researcher has gone with the qualitative research to carry out the result of of this research,
reason behind the same was that it was creating variety of issue for researcher to present the
data in numeric form.
Research Philosophy: Research philosophy is phenomenon which used to dealt with the
source, nature and development of knowledge. In simple words it generally includes different
type of belief through which data can be gather. Positivism and interpretivism are philosophy out
of which one philosophy can be taken by researcher for this research. Positivism philosophy is
the philosophy in which knowledge is certainly based on natural phenomenon. Interpretivism
philosophy generally study the human interest also which is involves in the study. researcher has
used interpretivism philosophy to carry out the outcome of research as it has provided good
support to qualitative research type and also had helped the researcher in understanding human
interest as well.
Research Approach: Research approach is different type of assumption which is made
by the researcher in the process of data collection, data analysis and interpretation (Bresler and
Stake, 2017). researcher was having the choice of choosing any one out of inductive and
deductive approach. Deductive approach tests the already pronounced theory where as inductive
approach looks at generating the new theory on the basis of current study. To achieve the Aim
of the research researcher has taken inductive research approach in consideration, as this
research is the one who suits well for qualitative research type.
Data Collection: Data collection is the process in which researcher try to gather
different sort of information to carry out the outcome of the research. Primary and secondary
areare two data collection tool which can be used by the scholar to have a good quantity of data
to conduct study. Primary data collection is the tool in which organization used to collect the
data for very first time from the occurrence. Secondary data is data collection source in which
data is collected from the source who has already collected information from primary source.
Researcher has used both the tool to collect the data. In which primary data was collected with
help of survey where as secondary was copllected by going through variety of different journal
and article related to the topic.

Sampling: Sampling is a process in which researcher try to figure out number of
respondent which will be targeted by survey to gather required information (Ledford and Gast,
2018). Probabilistic and non-probabilistic are two type of sampling method which is used by
researcher to decide the sample size. Probabilistic sampling method is the method, which looks
at providing every respondent a chance to get selected in sample size. Researcher has selected
same sampling size in the organization. Selected sample size for the research is 20 employees of
Nisa.
Data Analysis: Data analysis is the process of presenting the outcome of research in such
a way that it helps viewer in understanding the result in better ways (Silverman,, 2016).
researcher has chosen thematic data analysis tool to interpret different data. researcher has
presented the data in different graph and table, so that it gets easier for the viewer in interpreting
the data in better ways.
LO 3
Data analysis
Theme 1: “familiarity with the concept of Gender pay gap”
Particular Number of respondents percentage of respondent
Yes 19 95
No 1 5
Total 20 100

Interpretation: The data collected with the provide good hand support of primary data,
has provide good hand supported the scholar in interpreting that out of 20 respondents, 19
respondents is having good sort of understanding of difference in pay. Only one respondent is
not having the idea about gender pay gap. This result shows that this will provide good hand
support the company in bringing variety of new policy in cited firm very easily.
Theme 2: “Impact does which gender pay gap used to bring in an organization”
Particular
Number of
respondents
Percentage of
respondent
Reduce employee moral 7 35
Increases the chances of conflict 8 40
Impact working environment 3 15
Efficiency of organization 2 10
Total 20 100

Interpretation: Data collected provide good hand supports in interpretation that there are
two main impact gender pay gap used to bring on the performance of an company that is reduce
employee moral and increases the chances of conflict in an organization. Out of 20 respondent
pool, 7 has gone with the option that gender pay gap used to reduce moral of employee and 8 has
choosen that it used to increases the chances of conflict in an organization. Remaining 3 and 2
respondent has chosen the option of Impact working environment and efficiency of organization.
Theme 3: “Gender pay gap used to has a greater impact on mental health of employee”
Particular
Number of
respondents
percentage of
respondent
Yes 17 85
No 3 15
Total 20 100

Interpretation: After going through the data collected, it can be summarized that used to
difference in pay gap creates a good sort of impact on to mental health of an employee. Out of 20
pool respondents, 17 respondents hashave gone with the option yes and 3 respondent has gone
with the option No. This clearly explains that gender pay gap used to create a good sort of
impact on to mentality of an employee in an organization.
Theme 4: “Major reason behind higher gender pay gap”
Particular
Number of
respondents
percentage of
respondent
Cultural differences 7 35
Conservative thinking of people 7 35
Assumption that women are less competent as men 3 15
All of the above 3 15
Total 20 100

Interpretation: Collected data with the provide good hand support of primary data
collection shows that there are two main reason in an organization which creates the issue of
difference in pay gap that is Cultural difference and Conservative thinking of people. As out of
pool of 20 respondents 7 respondents each has chosen the option of cultural difference and
Conservative thinking of people in company. Literature review section of an reportthis
investigation highlights the same by showing good light on this statement. Remaining 3
respondent each has chosen the option of Assumption that women are less competent as men and
All the above.
Theme 5: “gender pay gap within Nisa operation”
Particular
Number of
respondents
percentage of
respondent
Yes 7 35
No 13 65
Total 20 100

Interpretation: The above data provide good hand supports in interpreting that theirthere
is low level of difference in pay gap of different gender employee in Nisa, as out of 20
respondent pool, 13 respondent has choosenchosen the option of NO. Remaining 7 respondent
has chosen the option of yes. Nisa has to make sure that they used to take some sort of decision
to reduce gender pay gap. As 35 percent result is good enough for the company to overlook the
same.
Theme 6: “biggest challenge which is faced by sainsburryNisa at time of promoting reduction
of gender pay gap”
Particular
Number of
respondents
percentage of
respondent
Uncertainty among different gender employee 4 20
Difficulty in communication 3 15
Confidence level of employee 12 60
All of above 1 5
Total 20 100

Interpretation: Above data has provide good hand supported in interpreting that out of
the pool of 20 respondents, 12 respondents haves chosen the option that confidence level of
employee is one of the biggest challenge which is faced by company Literature review section as
well-supported the above statement, as author also highlights that employees are the one
stakeholder in company do not feel that joyed to carry out different function in the company as
there is conflict in an organization. Remaining 4, 3 and 1 respondent has chosen option
Uncertainty among different gender employee, Difficulty in communication and All of above
option.
Theme 7: “best strategy by which gender pay gap can be reduced”
Particular
Number of
respondents
Percentage of
respondent
Salary transparency 11 55
Recruiting diverse people coming from different
background 3 15
Use of training and mentoring program 4 20
Involving employees in decision-making 2 10
Total 20 100

Interpretation Primary data collection tool has provide good hand supported in
summarizing that salary transparency is best way through which Nisa can reduce the impact of
gender pay gap. As collected data with the provide good hand support of primary data collection
shows that out of the total pool of 20 respodents 11 respondent has gone with the option salary
transparency. This is 55 percent of survey. Remaining 3, 4 and 2 respondent has gone with the
option Recruiting diverse people coming from different background, Use of training and
mentoring program and Involving employees in decision making respectively.
Theme 8: “Gender pay gap provide good hand support company in building inclusive
workforce”
Particular
Number of
respondents
percentage of
respondent
Yes 18 90
No 2 10
Total 20 100

Interpretation: With the help of collected data, it has been interpreted that unequal pay
builds good sort of human resource in an organization. literature review section of the research
shows the light on same statement, as author also highlights that reducing impact of unequal pay
provide good hand supports company in building good work force. As result shows that 18
respondent out of 20 respondents has chosen the option yes and remaining 2 respondent has gone
with no option.
Theme 9: “important for company to reduce gender pay gap”
Particular
Number of
respondents
percentage of
respondent
To increase productivity of company 15 75
Motivate the employees 2 10
Eliminate discrimination 1 5
All of the above 2 10
Total 20 100

Interpretation: Primary data collected shows that majority of resondent has gone with
the option of productivity of company. As 15 out of 20 respondent has gone with productivity.
This shows that difference in pay used to have good sort of impact on profitability of an
organization. Remaining 2, 1 and 2 respondents haves chosen the option of Motivate the
employees, Eliminate discrimination and All the above respectively.
Theme 10: “Recommendation for reducing gender pay gap and building inclusive workforce”
Interpretation: Collected information from scholar has helped the scholar in finding out
that \ that most respondent has suggested that clarity on variety of aspect such as pay, roles and
responsibility of different gender employee will provide good hand support Nisa in promoting
equality in a company and building good sort of workforce in cited firm.
Recommendation and conclusion
This research has provide good hand supported in recommended to Nisa that organization
has to take action to reduce gape between pay of different gender in Nisa. Organization can do
the same by bringing the good sort of transparency in the context of salary in Nisa.
Another recommendation to Nisa is that the organization has to make sure that they build
a good sort of working environment in Nisa, which does not used to promote the cultural
difference or conservative thinking in cited firm. This will eventually provide good hand support

the company in reducing the impact of gender pay gap in cited firm, as Cultural differences and
Conservative thinking of people are two main reason behind higher gender pay gap in Nisa.
Nisa also has to make sure that organization build good relationship with the different
employee in Nisa. Also, organization has to make sure that they motivate the employee in Nisa
on regular basis. As it has been find out that confidence level of employee in cited firm is one of
the biggest challenge which is faced by organization at the time of promoting gender pay gap in
cited firm.
Also, company has to make sure that they used to organize different informal and formal
meeting in Nisa. This will eventually provide good hand support the company in reducing the
impact of gender pay gap in the company. As research has identified that employee morale and
chances of conflict are two impact which is seen of gender pay gap. By organizing different
meeting in the company, organization will able to build good trust factor among different
employee's in the company. This will eventually reduce the employee morale and chances of
conflict in Nisa.
This research has also concluded that gender pay gap impact the productivity of the
business as well. So Nisa has to make sure that they take the corrective action to build good
working force in Nisa, so that productivity of the business does not get affected in cited firm.
This can be done in Nisa by improving the quality of recruitment and selection policy.
LO 4
Reflection
Conducting research for Nisa, assisted me in undertaking knowledge of new skill and attributes.
This skill and attributes will eventually provide good hand support me in carrying out any
another study in the future as well. Knowledge which was gained by me was about gender pay
gap, as in the past I was not having that sort of knowledge about the same but conducting the
research provide good hand supported me in gaining knowledge. Also conducting research by
my own has provide good hand supported me in getting knowledge about whole process which is
invested behind conduction of research in cited firm. The knowledge in future eventually will
increase my skills at time of researching for any other project.
The major attributes and skills developed was the sourcing and communication skill. As
this research provide good hand supported me in communicating with different colleague in the
team to discuss the different issue which was faced by me. I generally used to use two type of

communication i.e. Oral communication at the time of discussing with the colleague and written
communication at the time of communication with the senior in Nisa. Also, this research has
provide good hand supported me in building good sort of sourcing skill as well. As this research
assisted in going through the different types of source to collect the data, which can be used by
me to gather variety of the data and facts and figures in respect of the research topic. Also, this
research aided me in building good sort team building skill, as I have carried out this research in
the team.
This research has also offered me variety of the limitation as well. The biggest limitation
was time allotted to us fulfil the research in Nisa but with assistance of working in team and
taking provide good hand support of the tutor we were able to compile the study on time and also
in effective manner. Another limitation which was seen at the time of conducting the research
was selecting the best source through which data can be collected. As there were many different
types of source which was available in front of me to collect the data. It was getting difficult to
select the best source of data collection but with the knowledge of senior tutor I am able to select
the best.

REFERENCES
Books and Journals
Blossfeld, H.P. and Kiernan, K., 2019. The new role of women: Family formation in modern
societies. Routledge.
Card, D., Cardoso, A.R. and Kline, P., 2016. Bargaining, sorting, and the gender wage gap:
Quantifying the impact of firms on the relative pay of women. The Quarterly Journal of
Economics. 131(2). pp.633-686.
McElhaney, K. and Smith, G., 2017. Eliminating the gender pay gap: Gap Inc. leads the way.
The Berkeley-Haas Case Series. University of California, Berkeley. Haas School of
Business.
Parken, A. and Ashworth, R., 2019. From evidence to action: Applying gender mainstreaming to
pay gaps in the Welsh public sector. Gender, Work & Organization. 26(5). pp.599-618.
Polachek, S.W., 2019. Equal pay legislation and the gender wage gap. IZA World of Labor.
Quintana-Garcia, C. and Elvira, M.M., 2017. The effect of the external labor market on the
gender pay gap among executives. Ilr Review. 70(1). pp.132-159.
Villareal, W., 2018. A Case Study on Indigenous Leadership(Doctoral dissertation, University of
Phoenix).
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage Publications
Limited.
Bresler, L. and Stake, R.E., 2017. Qualitative research methodology in music education. In
Critical Essays in Music Education (pp. 113-128). Routledge.
Ledford, J.R. and Gast, D.L., 2018. Single case research methodology: Applications in special
education and behavioral sciences. Routledge.
Silverman, D. ed., 2016. Qualitative research. Sage.
Hasson, F and et.al., 2020. International palliative care research priorities: A systematic
review. BMC Palliative Care. 19(1). p.16.

APPENDIX
QUESTIONNAIRE
Name:
Age:
1 Do you familiar with the concept of Gender pay gap?
 Yes
 No
2. What impact does gender pay gap used to bring in an organization?
 Reduce employee moral
 Increases the chances of conflict
 Impact working environment
 Efficiency of organization
3. Is gender pay gap used to has a greater impact on mental health of employee?
 Yes
 No
4. What is the major reason for high gender pay gap?
 Cultural differences
 Conservative thinking of people
 Assumption that women are less competent as men
 All of the above
5. Is there is gender pay gap within Nisa operation?
 Yes
 No
6. Which is the biggest challenge which is faced by Nisa at time of promoting gender pay gap?
Uncertainty among different gender employee
Difficulty in communication
Confidence level of employee
All of above
7. From the following which is the best strategy by which gender pay gap can be reduced?

 Salary transparency
 Recruiting diverse people coming from different background
 Use of training and mentoring program
 Involving employees in decision making
8. Will reducing gender pay gap provide good hand support company in building inclusive
workforce?
 Yes
 No
why is it important for company to reduce gender pay gap?
 To increase productivity of company
 Motivate the employees
 Eliminate discrimination
 All of the above
10. Some recommendation for reducing gender pay gap and building inclusive workforce?