Impact of Gender Pay Gap on Employee Performance in Retail Sector: A Study on ASDA

Research Proposal Form
Student Name: ______________________ Student ID: ______________________
Centre Name: _____________________
Tutor: ________________ Date: ___________________
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Proposed Title: ______________________________________________
Section One: Title, objective, responsibilities
Title or working title of the research project (in the form of a question, objective or hypothesis)
Title- To investigate the Impact of gender pay gap upon workers performance at workplace within retail sector: A study on ASDA.
Research aim-
The aim of this research is to determine the impact of gender pay gap upon employee’s performance working in Asda.
Research objectives-
 To evaluate the concept of workplace discrimination.
 To determine the impact of gender, pay gap at workplace within Asda.
 To identify the challenges faced by organization to reduce workplace discrimination especially in gender pay gap
 To recommend strategies to Asda that supports implementation of equality-diversity at workplace.
Section Two: Reasons for choosing this research project
The main reason behind referring this issue is that now deteriorated trend identified in employee performance. In UK, there are several
organizations in which earnings of personnel are unequal on the basis of gender aspects that may cause of employee demotivation. On the other
side, for dealing with intense competitive situation company, operating in retail sector, requires skilled or motivated workforce. Thus, through

the means of thematic analysis this research could shed light on the extent to which aspects pertaining to gender pay gap have an impact on
employee performance.
Along with this, own interest in the area of research and concept pertaining to gender pay gap recognized as the main reason behind the
selection of this project.
The reason behind choosing this topic is to gain more information about gender pay gap and to find out ways to solve this issue which help in
further professional career.
Section Three: Literature sources searched-
According to Weldon-Johns (2019) discrimination is proposing to treat, someone negatively or unfavourably because of certain personal traits,
direct and indirect discrimination is unexpected behaviour of person towards other people. Rice, (2019) stated that workplace discrimination is
act of employer towards few members that impact on staff nature and mentality.
Further Vijayakumar and Sheshadri (2019) also state that gender pay gap at workplace creates negative impact upon the employee performance
such that it makes staff unhappy and dissatisfied, it is harmful an examination of effect of racism. It impacts on health of workers, they cannot
be able to work effectively and contribute to gain common goal. On the other hand, Nye, Eberman and Armstrong, (2017) highlighted that
gender pay gap as a discrimination impact staff productivity along with physical and mental health.
According to Cohn (2019) differences between perspective and culture of staff, company faced issues while implementing strategies and
reducing workplace discrimination. Communication is one of the biggest problem that firm will face when they decided to reduce discriminate
at work area for betterment of workers.
Koskinen Sandberg (2017) identified in their study that discriminatory practices, in terms of pay gap between men and women, have significant
impact on employee’s performance. Moreover, with the motive to attain success and meet organizational goals personnel, including both, make

their best efforts. In this situation, aspect pertaining to gender pay gap negatively impacts employee motivation and thereby both productivity as
well as profitability. However, on the critical note, El-Ramly (2019) found that there are several factors which in turn considered by higher
management while determining pay. It includes complexity of work aspect, level of roles & responsibilities, working experience etc. Hence, by
communicating all such aspects to the individuals issue pertaining to inequality can be resolved prominently. Octaviannand, Pandjaitan and
Kuswanto (2017) depicted in their study that pay gap issue, on the basis of gender, has direct impact on work culture, morale and employee
performance as well. Moreover, in the case of inequality employees are not encouraged to identify and share innovative ideas for business
growth. Abraham (2017) assessed in their study that workplace discrimination, related to pay gap, may result into high level of complaints and
litigation. Thus, by taking into account all the above aspects it can be said that issue regarding gender pay gap has direct and significant impact
on both employee motivation and performance. ASDA company take step towards solve gender pay gap issue, they create specific policy which
is quite beneficial in term of developing positive work environment at workplace. They focus on employment legislations and considered as the
key factor of business success. Firm faces mass legal action from staff over equal pay, they provide fair wages to its staff that help to solve this
problem.
REFERENCES-
Abraham, M., 2017. Pay formalization revisited: Considering the effects of manager gender and discretion on closing the gender wage
gap. Academy of Management Journal. 60(1). pp.29-54.
Cohn, S., 2019. Race, gender, and discrimination at work. Routledge.
El-Ramly, Y., 2019. Steps toward Closing the Gender Pay Gap: CPA Employers Can Take These Concrete Actions to Make Compensation
More Equitable. Journal of Accountancy. 228(3). p.36.
Koskinen Sandberg, P., 2017. Intertwining gender inequalities and gender‐neutral legitimacy in job evaluation and performance‐related
pay. Gender, Work & Organization. 24(2). pp.156-170.
Nye, E., Eberman, L. and Armstrong, K., 2017. Workplace Discrimination in Athletics and Healthcare. Journal of Contemporary