Causes and Impact of Gender Pay Gap on Workforce Performance at Ford

This report explores the causes and impact of gender pay gap on workforce performance at Ford. It discusses the aim, objectives, project management plan, research methodology, data analysis, and findings. The study highlights the challenges faced by Ford in managing gender pay gap and provides recommendations for reducing its impact.

MSBP

INTRODUCTION
Background
In rapidly changing environment it gets very challenging for the Quoted firm to manage
the impact of gender pay gap. There are many variant type of aspect which run this sort of the
impact in the Ford. Ford Motor Quoted firm, is one of the biggest auto mobile Quoted firm is the
UK industry. Ford is also facing the same problem for the same reason report will assists the
Quoted firm in solving the issue. This report highlights Aim and objective and Project
management plan. Than report explain type of methodology to conduct the study (Taherdoost,
2016). After that report explain primary and secondary study and recommendation on grounding
of same,
Aim and Objective
Aim
“To ascertain the causes of Gender pay gap on work force performance at workplace. A study
ground on Ford”.
Objectives
 To evaluate understanding of Gender pay gap in context to Equality and Diversity
 To evaluate the negative cause of not maintaining Gender pay gap at workplace
 To analyse variant challenges occurs for ford in managing Gender pay gap
 To pass on best alternative through which impact of Gender pay gap can be manage in
the Ford.
PROJECT MANAGEMENT PLAN
Scope: Conducting this project for the ford has ultimately create miscellanea of the
opportunity and scope of analysing the current situation which is prevailing in working place in
context of maintaining the gender pay gap. Also, assists the Quoted firm in seeing the variant
alternative and on the grounding of the same one alternative will be chosen in the Ford to reduce
the impact of gender pay gap.
Budget: Budget mostly define the amount of the money which need to be invested by
the Ford. For the current study ford will require minimum of 500 pounds to be invested in the
study.

Time: the time is the duration which is required for the completion of the whole project
in successful manner. For the current project the time undertaken is approximately 3 weeks and
the Gantt chart is made for the 3 week of time only.
Quality: All the resources and the data and information being used in the study is the of
good quality and all the data are reliable and valid. For managing the quality other companies
study have also been analysed and ensured that the current project is up to the mark with
comparison with other big companies as well (Wang, Ren and Liu, 2017).
Stakeholder and communication: The stakeholder of the project are the one who ae
interested in the success of the project and it is essential for the project owner to communicate all
the project outcomes with the identified stakeholder. The major stakeholder of project is studyer
themselves, LSEC, participants and many others. The communication with them is undertaken
with assists of verbal, written and email communication.
Risk: There are miscellanea of the risk associated with the project, one of the such risk is
selection of the wrong source through variant data has been gather in the project, another
important type of the risk is work force turnover in the process of carrying out study in the Ford.

TIME PLAN AND WBS
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Research
topic is
selected
Concludes
Literature
Review
Tools used
to conduct
research
Methodolog
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Factors are
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After
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Questionnai
re is
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data of that
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Analysed
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Rechecked
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Submit the
final report.

GANTT CHART

LITERATURE REVIEW
As per the views of Graf, Brown and Patten (2018) the pay gap on basis of gender is
referred to as the discrimination which takes place between the workforce on the grounds of
gender and the payment made to the employees. This is very common in most of the companies
that the male workers are earning more salary as compared to the female employees even what
women work with more efficiency.
In against of this Miller and Vagins (2018) claims that when pay gap on the basis gender
is high then the impact is negative over the operations of the business organization. This is
particularly due to the fact that when there is gap in the salary than in that case workers do not
work in good and effective manner as they are not getting the equivalent return for the work they
are performing. Thus, this demotivate the employees and their efficiency to perform the work
decreases and this result in the overall reduction in the performance of business organization.
Also, as per the views of Fortin, Bell and Böhm (2017) there are many different problems
that are being encountered by companies when they try to manage the pay gap on basis of
gender. The major challenge being confronted by the business organization is the conservative
thinking of the workforce. This is due to the fact that most of the people have the older or
traditional thinking that the female cannot work in better and effective manner in the corporate
world. Due to this reason that women employees get payment less in comparison with the male
employees within the corporate sector. In addition to this another major challenge being faced by
companies in managing gender pay gap is employee resistance. This is a major challenge for the
company as sometimes the employees also resist when the females are working in the company
or when the female employees are paid more of the salary or pay to the female employees.
RESEARCH METHODOLOGY
Research Type: Conducting the miscellanea of the variant type of activity with the
purpose of finding out solution of concern of Quoted firm is known as study. Qualitative study
and Quantitative study are two broadly study (Snyder, 2019). Qualitative study looks at
information and outcome in non numerical form, on the same note time Quantitative study type
is the study which presents the outcome in the numerical form .For current study, scholar has
trusted qualitative study type.

Research Approaches: A step of the broad assumption in regards to the miscellanea of
the variant activity related to Data collection and Analysis. Inductive and Deductive are two
broadly recognized study Approach. Deductive one test the already made theory in the past, on
the same note time inductive approach looks at drafting the new theory on the grounding of
outcome derived. For this study scholar has trusted the inductive study type as it assists the type
of study selected.
Research philosophy: philosophy mostly consider at conducting the in-depth study in
context of the belief of conducting study. Positivism and interpretivism are two recognized
philosophies in the field of study. Positivism philosophy look at considering the actual fact and
universal truth behind the study, on the same note time interpretivism philosophy looks at
looking at human perspective involve in study. For the current study interpretivisim study
philosophy selected.
Data collection: Efficiency of outcome of the study is ground on the quality of the data
gathered in the study. Primary and Secondary are two data collection tool which are consumer at
the study. Primary is the one in which data gathered for very first time, on the same note time
secondary data is the one which is gathered in the past as well. In this study survey is the primary
collection tool. Secondary data will be gathered by the way of journal and article related to study.
Data analysis: In the study miscellanea of the variant data gathered will be analysed with
the assists of thematic data analysis. In which variant graph and theme will be made (Mousa,
2018).
Sampling: For the current study, probabilistic sampling will be select the sample size.
50 work force of Ford has been chosen as a sample size to conduct the study for the Ford.
DATA ANALYSIS
Theme 1: familiarity in regards to Gender pay gape
Particular Participant % of participant
Yes 48 96
No 4 8
Total 50 100

Data gathered as a part of data tool, it has pass on understanding that there is good sort of
understanding in regards to gender pay gap at working place. This really a very positive sign, as
it has been identified that ford will be getting the support of all the work force on the time of any
changes will be brought in context of managing the gender pay gap at working place. Data
presented above gives a shadow that 96 percent of the participant has chosen yes as their
alternative. Only 4 percent of the participant were against the same, as they have chosen No as
their alternative in the survey.
Theme 2: aspect of the work force impacts the most due to gender pay gape
Particular Participant % of participant
Mental aspect 35 70
Emotional aspect 10 20
Physical aspect 5 10
Total 50 100

Information which was gather through assistant of data tool, assists in understanding that Mental
aspect of the work force see the most important aspect. As graph shows that out of participant
pool of 50 participants, 35 was having the same thought that is mental aspect of the individual
see good amount of the impact. on the same note time 10 and 5 participants were against the
same in the survey as they has selected Emotional and Physical as there answer. So the gathered
data gives a clear sort of the idea that Gender pay gap mostly create the Mental impact on the
performance of work force.
Theme 3: Ford bring the miscellanea of the policy to maintain gender pay gape
Particular Participant % of participant
Yes 30 60
No 20 40
Total 50 100

Analysing the above presented graph gives the clear idea that there is no one sided opinion of
maximum participant in the survey. As when asked about is ford bring the policy to maintain
the gender pay gap. 30 has chosen alternative of yes, which is a good sign for the Quoted firm in
the long. On the same note 20 participants has selected the alternative of No in the study. This is
not that great sign for the Quoted firm, as it means that Ford is not promoting the variant policy
in the better way in front of the work force so that they get idea about the same in Ford.
Theme 4: Difficulties faced by Ford in context of managing the Gender pay gape
Particular Participant % of participant
work force resistance 4 8
Maintaining clarity 14 28
Conservative thinking 35 70
All of the above 12 24
Total 50 100

Conservative thinking is one of difficulty which is faced by the Ford in context of managing
gender pay gap at working place. This is proven by author in LR part of study as well. As author
pass on the view point that there is conservative thinking that male work more as compare to
the female. This stand tall as a challenge. From the above presented table it is interpreted that
Conservative thinking is chosen by almost ¾ of the individual that is 70 percent. Other than that
4 percent individual were with the opinion of work force resistance. 14 percent were towards the
Maintaining the clarity and remaining 12 percent has shown their interest toward the All of the
above alternative at the study.
Theme 5: Maintaining gender pay gape assists Quoted firm in saving the recruitment cost of
Quoted firm
Particular Participant % of participant
Yes 40 80
No 10 20
Total 50 100

Conducting the survey to gather the primary data has assisted the studyer in passing on the view
point that maintaining the Gender pay gap will ultimately assists the Quoted firm in managing
the recruitment cost of the Quoted firm in the long run. Reason behind the same is identified that
gender pay gap ultimately increase the work force turnover which ultimately result in
increasing the recruitment cost. Data presented shows that out of 50 participant pool 40 has
selected yes as their choice on the same note time only 10 individuals has chosen no as their
alternative in the survey. So the result which has been identified is one sided as almost 80
percent of participant is having same view point.
Theme 6: variant impact which has to be seen by the Ford due to Gender pay gape
Particular Participant % of participant
work force turnover 4 8
work force conflict 36 72
Negative working environment 7 14
All of the above 3 6
Total 50 100

work force conflict is one impact which may be seen by the Ford in terms of managing the
Gender pay gap at working place. This statement was passed on by the studyer on the grounding
of the variant understanding which has been gather from the primary data collection tool. This is
well support by the author as well, as they highlight that due to gender pay gap at working place,
all the work force of variant gender build group in the Ford and follow the point of group of
their these ultimately create the issue of work force conflict. Table shows that 36 participants
are with the alternative of work force conflict, 4 are with the alternative of work force turnover, 7
has shown the interest toward the Negative working environment and 3 were in the favour of All
of the above alternative in the survey.
Theme 7: Gender pay gape in the Ford assists the Quoted firm in promoting good image of the
firm in front of marketplace
Particular Participant % of participant
Yes 40 80
No 10 20
Total 50 100

Above information assists in passing on the statement that “Gender pay gap in the Ford assists
the Quoted firm in promoting good image of firm in front at marketplace”. This statement is
passed on the grounding of the data which is shown above that is 40 participants has selected the
alternative of Yes which means that they support the statement. Only 10 participants are against
the same, as 10 participants in the study has selected the alternative of No in the study.
Theme 8: Alternative through which cause of Gender pay gap and can be reduced at working
place
Particular Participant % of participant
Clarity in term of pay 8 16
Setting up standard pay rate 32 64
Promoting Female entrepreneurship 6 12
All of above 4 8
Total 50 100

Setting up standard of the pay is the alternative which is best of the all to minimize impact of
gender pay gap in the Ford. As above presented table data pass on the information that out of
pool of 50 participants, 32 having thought that alternative of Setting up standard of pay in the
Ford. Other than that 8 participant has gone with the alternative of clarity in the term of pay. 4
participant has gone with the alternative of Promoting Female entrepreneurship and 6 has
opinion that alternative of All of the Above in the survey. So it can be said that Setting up the
standard pay rate is the best alternative which can reduce impact of Gender pay gap can be
reduced.
Comparison with the two other firm
Looking up the outcome of this study with the other firm it has been analysed that ford is
doing well in term of managing the gender pay gap. As in Toyota the impact of gender pay gape
is very high, as in study conducted shows that almost 78 percent of the work force in Toyota is
male which creates the compliance in mind of women work force in regards of pay of them. on
the same note the Quoted firm like Tesla is doing good at marketplace in term of managing the
impact of gender pay gap in Ford. As report shows that Tesla promote the standard pay rate in
the Ford which assists them in overcoming the same issue.

CONCLUSION AND RECOMMENDATION
After collecting the miscellanea of the information and conducting the report it has been
summarized that Gender pay gap at working place create the issue of work force conflict in the
Ford. For the same reason it has been passed on to the Ford that they mostly fix up a good and
clear communication plan in the Ford, these will ultimately assists the Quoted firm in bringing
the good sort of the clarity in the Ford this will ultimately assists the Quoted firm in maintaining
the good sort of trust among the work force and will assists the Quoted firm in reducing the
amount of conflict in the Ford.
Than report summarized that in the process of managing the gender pay gap Conservative
thinking stand as one of issue which is faced by the variant work force in the long run. So for
the same reason it has been pass on to the Ford that they promote the miscellanea of the variant
policy in Ford, so that it assists the Quoted firm in overcoming the issue of this type of the
thinking in the Ford. These will also assists the Quoted firm in building the positive working
environment at working place.
EVALUATION
There were many different type of the option which was there in front of me to select to
conduct the study like the option of selecting Quantitative type of research was also there for me.
The quantitative research type if selected would have assisted me in providing evidence to
variety of the outcome which has been derived by me but as Gender pay gap is in related to
expression of employee choosing Qualitative research type has helped me in driving the outcome
of the research in much better way.
In relation to the research method another alternative for me going with the deductive
approach in the process of conducting the research these would have helped me in getting
assistant from more tested theories in the research which would have help me in improving the
efficiency of the result from the whole research. In the present report researcher has selected the
option of inductive approach, reason behind the same is identified that it used to provide the
scholar a better hand of support to the complete the research in successful manner.

REFERENCES
Books and Journals
Wang, X., Ren, A. and Liu, X., 2017, August. studying on quantitative project management plan
and implementation method. In AIP Conference Proceedings (Vol. 1864, No. 1, p.
020176). AIP Publishing LLC.
Graf, N., Brown, A. and Patten, E., 2018. The narrowing, but persistent, gender gap in pay. Pew
study Center, April. 9.
Miller, K. and Vagins, D.J., 2018. The simple truth about the gender pay gap. American
Association of University Women.
Fortin, N.M., Bell, B. and Böhm, M., 2017. Top earnings inequality and the gender pay gap:
Canada, Sweden, and the United Kingdom. Labour Economics. 47. pp.107-123.
Mousa, M., 2018. The effect of cultural diversity challenges on Fordal cynicism
dimensions. Journal of Global Responsibility.
Snyder, H., 2019. Literature review as a study methodology: An overview and
guidelines. Journal of Business study. 104. pp.333-339.
Taherdoost, H., 2016. Sampling methods in study methodology; how to choose a sampling
technique for study. How to Choose a Sampling Technique for study (April 10, 2016).

APPENDIX 1