Occupational Inequality and Pay Gaps in TESCO: Causes and Solutions

This report discusses the causes of occupational inequality and pay gaps in TESCO, including biases in pay based on gender, race, and occupation. It also provides solutions to eradicate these inequalities, such as practising pay equality and offering flexible working hours for women. The Equal Pay Act (EPA) is also discussed as an organisation that can help allocate pays in an equitable manner.

1
ETHICS, SOCIETY AND EMPLOYABILITY
In any society and organisation people faces many
challenges that affects them psychologically, socially and
emotionally, one such problem is occupational inequality.
In the following report an explanation of causes for socio-
economic inequality are given and how can these
inequalities can be eradicated with proper guidance and
rules in an organisation.
INEQUALITY IN THE SOCIETY AND THE WORKPLACE
 There prevails unequal treatment among people due to reasons that arises due to living in a diversified
environment.
 The people are treated exceptionally based on their looks, gender, height, race, caste, weight, and many other
reasons which is termed as inequality.
 TESCO PLC is a British international retail shop headquartered in England and formed in the year 1919.
 This organisation is a well reputed one but while there are certain inequality practices that prevails under the
table.
 The organisation has been reportedly claimed for remuneration discrimination across various groups, genders,
races and occupation of their employees.
Pay Gaps (Superiors V/S Staff or Gender Pay Gaps)
 Pay gap refers to the condition where the measures of difference in median hourly earnings of one person in
comparison to another, with the change in their gender, race, job position etc.
 The gender/hierarchy pay gap or gender/hierarchy wage gap refers to the average difference between the
remuneration of men and women or Superiors(CEOs) and staff members.

2
 In TESCO there prevails biases in pays to the male and female employees due to various reasons, but this
causes inequality at the societal level and workplace.
 Due to pay gaps the employees that are biased, feels dissatisfied, their morals, efficiency and ability to work
declines and they do not want to put extra efforts as their efforts go wasted.
Causes of Pay Gaps in an Organisation:
 Pay gaps are a product of many factors that highly influence remuneration of individuals in TESCO.
 These factors are misunderstood as gender, caste, racial, or other exceptions that causes increase or decrease in
the pays of employees. But, the main reasons behind the unequal pays among the employees of TESCO are as
follows.
Occupational and Educational Segregation: Stereotypes
about the abilities and skills considering with women are
associated with the low pays. TESCO under-evaluated
women, that is caused due to a mind-set among people
which leads women in occupation related to cleaning,
admin, catering in retail sector. In many countries there are
boundaries for women that are forced by society on them
related to their education and working independently.
Women education is not considered worthy to family and
society that causes hindrances in their education, due to
this woman fall behind the men.
Job Evaluation, Rating and Training: This is not
usually intentional but due to less efforts in physical
tasks and low educational qualifications, women are
paid less for the same work that may be similar or of
same value as male colleagues' also works in. Varying
training efforts may be a factor which leads
individuals to face disproportionate earnings and
employees may not have save level of extra pays for
overtime work. The management in TESCO does not
need to create these divides, by using various
equalisers the company may balance these factors
among all the employees.

3
Solutions to Eradicate Pay Gaps and Maintain Equality
There is erect and immense need for organisations look towards equal opportunities for women and overcome gender
pay gaps. TESCO could use many ways to eliminate unequal pays for women, some of which are as follows:
Start Practising Pay Equality: Gender pay equality refers to creating a similar scenario among men and women
status in an organisation. An organisation can go through an audit regarding pays and remuneration to the males as
compared to the women and be transparent in their results. Being open about the pay scale for everyone whether male
or female an organisation can determine transparent pay structures among their employees. The company should
reassess promotions, bonuses and benefits to everyone transparently and if women are low on salaries they must be
equalised.
Flexible Working for Women and Remote working: Women plays various roles in their lives and has many jobs to
do along with handling many situations on daily basis. To help these women in their work an organisation could
develop flexible working hours for women that will let them to balance work and family lives. The considerations for
equal pays and covering gender gap is not just crucial for the employees it is well optimising for the company too.
TESCO could develop new Ideas regarding optimising work hours for women and help them to get towards remote
operations from their ideal situations.
Experience, Participation and Lack of Flexible Working: While there are many factors related to challenges in
women's experience and employability. The participation of women in various activities such as lodging and boarding
is restricted to men only in TESCO as, women are considered weak for the task. Women has to look after many things
along with their workplace as well as their lives like, children, family, etc. but they don't have flexible working hours
to look after everything. With such an organisation it could be normal misunderstanding that wage differences are
caused by low frequency of women in their work and interruptions caused in their working by their active
socialisation with their colleagues.

4
Organisation that Could Help in Allocating Pays in Equitable Manner
Equal Pay Act (EPA), 1970 is an effort made by government of UK to evaluate wage discrimination on the
basis of various factors like age, gender, caste, creed etc. the main of this organisation are:
 Establish and carry out training for equitable working conditions
 Conduct studies to reduce pay inequalities
 Avail information to public about understanding and addressing such discrimination
\ It acts as the department to establish and carry out employee compensation to eliminate pay disparities and avail
information regarding pay discrimination to the public. This act helped many organisations to evaluate their pays and
manage equality in remuneration with.
CONCLUSION
Through the following report it has been understood that there prevail various inequalities in society and
workplace. Further, in this report we have understood about the reasons causing discrimination and how these could be
curbed. At the end we have understood about how government policies could help in maintaining equal pays in a
company.
REFERENCES
Books and Journals
Caprino, K., 2020. HELP YOUR WORKFORCE CLOSE THEIR POWER GAPS AND ACHIEVE EXPONENTIAL
GROWTH. Leader to Leader, 2020(97). pp.12-17.
Paredes, V., 2021. Mixed but Not Scrambled: Gender Gaps in Coed Schools with Single-Sex Classrooms. Journal of
Research on Educational Effectiveness. pp.1-37.
Katt, F. and Meixner, O., 2020. A systematic review of drivers influencing consumer willingness to pay for organic
food. Trends in Food Science & Technology, 100. pp.374-388.
Takenoshita, H., 2020. The gender wage gap in four Asian countries: Japan, Singapore, South Korea, and Taiwan.
In Low fertility in advanced Asian economies (pp. 41-59). Springer, Singapore.
Hegtvedt, K.A . and et. al., 2021. Power and Procedure: Gaining Legitimacy in the Workplace. Social Forces.