Ask a question from expert

Ask now

Management The Gender Pay Inequity

19 Pages4003 Words254 Views
   

Added on  2021-05-30

Management The Gender Pay Inequity

   Added on 2021-05-30

BookmarkShareRelated Documents
MANAGEMENTGENDER PAY INEQUITYSTUDENT NAME
Management The Gender Pay Inequity_1
P a ge | 2EXECUTIVE SUMMARYThis report has been prepared for the Board of Directors of JP Morgan after finding key issues in its management. The report has been prepared after analysing various news media reviews about company’s failure in making equal pay scale for both men and women. This report has been specially prepared for Australian sector of JP Morgan as Australian legislations and laws are becoming stricter regarding equal gender pay. From past few decades this issue has been hovering around in news channels and have become top priority issue in many organisations. Financial sectors are seen to be most unfair in making pay scale where men are paid more in comparison of women. Many news channels have been covering this issue regularly for which it becomes important taking necessary steps to mange gender pay inequity issue. Being CEO of the company, this report has been prepared for Board of Directors after finding out necessary changes required in the company’s administrative department. A critical review about the current issue has been made in this report after which a thought out recommendation has been provided for improvements in the company.
Management The Gender Pay Inequity_2
P a ge | 3Table of ContentsEXECUTIVE SUMMARY.......................................................................................................................2INTRODUCTION.................................................................................................................................4METHODOLOGY.................................................................................................................................5KEY FINDINGS....................................................................................................................................5REPORT REVIEW................................................................................................................................8Factors behind gender pay inequity..............................................................................................8Why should organisations care?..................................................................................................10Factors supporting equality in gender pay...................................................................................11RECOMENDATIONS.........................................................................................................................13CONCLUSION...............................................................................................................................15REFERENCES....................................................................................................................................16
Management The Gender Pay Inequity_3
P a ge | 4INTRODUCTIONThe issue of gender pay inequity is one of the management issues that have been constantly in news and media which has also become a matter of consideration for many organisations and countries. In Australia, the general gender pay gap is calculated by organisations Gender Equality agencies (WGEA) in which statistics from Australian Bureau are utilised. Australia’s current gender pay gap is around 15.3% and since last few decades it is been hovering around 15% to 19%. The pay inequity is the distinction between men’s and women’s standard pay for weekly or full time service. The rise in percentage of men’s earning shows women’s overall reputation in paid services and no comparison of position between them. According to survey made by ABS and WGEA, gender pay gap favours full time operational men over women in almost every industry and sectors in Australia[ CITATION COM18 \l 1033 ]. There may be various factors that results in gender pay inequity like biasnessin recruiting and pay decisions, discrimination, and lack of flexibility in workplace for accommodating care along with time adjustments requiring responsibilities for senior roles. From the time women enters into a job, pay inequity gets started. Women’s higher likeness for caring reasons along with likelihood of part time jobs impacts their lifetime security in jobs. WGEA encourages companies to make analysis of their pay data in various methods so that pay inequity issues are minimised after taking effective actions. The gap between remunerations of men and women across entire organisation reflects hurdles to women for accessing superior and high pay roles in organisations, mainly in specialist roles, technical and leadership position. This issue has been recognised in almost every country in which menare favoured for higher pay than women which result in setback of women’s position in country’s economy.
Management The Gender Pay Inequity_4

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
Gender Inequality at Workplace
|5
|889
|461

HRMT20024 Report on Gender Discrimination in Employees
|13
|3199
|93

Apple and Oranges: Gender Pay Gap Worse Than You Think
|10
|2038
|53

Managing Human Resource: Gender Inequality Issues
|15
|2819
|273

Gender Inequality in Australian Mining Industry
|22
|769
|84

Assignment on Gender Income Inequality
|4
|631
|36