Impact of Gender Pay Gap on Performance: A Study on Marks and Spencer

This research focuses on the impact of high gender pay gap on the performance of employees with respect to managing equality and diversity in the workplace. It discusses the challenges faced by Marks and Spencer in reducing the gender pay gap and suggests measures to promote equality and diversity.

UNIT 6- MANAGING A
SUCCESSFUL BUSINESS
PROJECT

Table of Contents
INTRODUCTION...........................................................................................................................1
Aims and objectives....................................................................................................................1
Project management plan............................................................................................................2
Work breakdown and Gantt chart...............................................................................................4
Primary and secondary research..................................................................................................6
Data analysis and interpretation..................................................................................................8
Conclusion and recommendation..............................................................................................15
Reflection..................................................................................................................................16
REFERENCES..............................................................................................................................18
APPENDIX....................................................................................................................................19
Questionnaire............................................................................................................................19

INTRODUCTION
Background
Management of equality and diversity is very helpful for the business in managing the
business and for the success of the business. Equality is a concept which states that every person
within the company must be provided with equal opportunities for growth and development
(Fortin, Bell and Böhm, 2017). This refers to as the equal opportunities given to employees
irrespective of the act that which gender they belong to, their age, income level, cultural and
religious background, level of knowledge and experience and many other different
discriminating factors. On the other side, diversity is referred to as the fact that the employees
within the company are recruited from different countries and different cultural backgrounds. It
is very important for the company to manage both the equality and diversity within the
company.
Hence, the current research will focus on gender pay gap which is defined as the fact that
difference in the pay of employee on basis of gender. This need to be decreased if the company
wants to grow and develop because if the gap in pay will be high then employees will not be
comfortable working there. Hence, the current report will discuss the impact of high gender pay
gap on the working of Marks and Spencer. The current project will outline the working in
company and what will be the impact over the productivity and performance of the company if
they will have high gender gap in the pay of employees.
Aims and objectives
Aim
“To investigate the impact of high gender pay gap over the performance of employees with
respect to managing equality and diversity in workplace. A study on Marks and Spencer.”
Objective
 To articulate the meaning of gender pay gap.
 To examine the various impact which high gap in pay has on performance and
productivity of employees with respect to Marks and Spencer.
 To evaluate the challenges which are faced by M & S in reducing high gender pay gap.
Rationale
The major reason behind the selection of gender pay gap is that this is the current
problem being faced by almost many of the companies. Thus, the research on this will help the
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companies in getting knowledge of ways of dealing with the gender pay gap. Also, another
major reason for the selection of this gender pay gap is the personal and academic interest of the
researcher. This is majorly because of the fact that the researcher wants to gain more knowledge
relating to the measures which can be used in order to manage the high gender pay gap within
the company.
Project management plan
Scope: In respect of attaining the projects, the scope is set for the project regarding maintaining
its quality and also choosing right path to gather relevant information (Chen, Kang and Lee,
2017). In this scope is ascertained by the companies who grab the information to bring changes
in their working style. It also helps the other authors to gather information which are conducting
research relevant to this topic.
Cost: To complete the project, the cost which is incurred is relating to £150 and the division of
cost is undertaken on the bases of stationary cost or electronic system. In major aspects, the cost
are needed in traveling allowances and thus it is necessary to manage the cost in better way.
Time: It is one of the necessary aspects to manage the time as the success of the projects is
undertaken through submitting the project within the particular time set. In this project, the time
is managed by preparing the Gantt chart in which the accurate time is set for the project
initiation to the project completion.
Quality: To manage the quality of the projects in right manner, it is necessary to reach to tutor
once the aim and objectives is prepared (Kusters, 2016). So, that through their guidance and
instruction, the changes are made within the stipulated time period. Quality is also maintained in
respect of collecting the data from secondary sources.
Communication: To present the research in different manner, original information are gathered
and thus the data is collected from the participants by raising questionnaire (Graf, Brown and
Patten, 2018). Through this manner, communication is being undertaken regarding collecting the
information which is different from the previous authors views.
Risk: The risk in these projects is undertaken in respect of time boundation. As limited time if
given for particular activity which result in not carrying the deep research for searching
particular things. The another risk which is associated in this research is relevant to lack of
managing resources. As to conduct research, higher resources are required so that information is
collected in right way and also useful information is to be interpreted. Thus, in respect of
2

completing the project the risk arise regarding facing government restriction in searching the
particular place.
Resources: The resources which are used in respect of completing the projects is related to
stationary, pen drive, laptops, traveling allowance and electricity which helps in completing the
research within the set time period (Harding, Nelson and Glover, 2016). It is necessary to
manage the resources for future perspective also, so that more accurate information are to be
collected and secured in better manner.
Milestone table:
Particulars Due date Justification
Aim and objectives 24/03/2020 2 days, so that after preparing
aim and objectives, it further
refers it to tutor for the
feedback. Through their
guidance and instruction the
changes are made.
Data analysis 13/05/2020 5 days, as changes occurs in
the environment which
resulting in bringing changes
in the company. Thus, 5 day
period is set for making
changes in the company
strategies or the reviews stated
by any authors in their
research.
Recommendation 19/05/2020 3 days, so that accurate
interpretation is done and then
recommended to the company
for better improvement.
3

Work breakdown and Gantt chart
Task Mode Task Name Duration Start Finish Predecessors
Auto
Scheduled
identifying the aim and
objective for research 5 days Fri 3/20/20 Thu
3/26/20
Auto
Scheduled
planning for project
management 6 days Fri 3/27/20 Fri 4/3/20 1
Auto
Scheduled selecting research methods 8 days Mon 4/6/20 Wed
4/15/20 2
Auto
Scheduled making of the questionnaire 3 days Thu 4/16/20 Mon
4/20/20 3
Auto
Scheduled
distributing questionnaire for
collection of data 4 days Tue 4/21/20 Fri 4/24/20 2,4
Auto
Scheduled data collection 6 days Mon 4/27/20 Mon 5/4/20 5
Auto
Scheduled interpreting the collected data 10 days Tue 5/5/20 Mon
5/18/20 6
Auto
Scheduled
concluding and recommending
for improvement 4 days Tue 5/19/20 Fri 5/22/20 7
Auto
Scheduled Formatting 2 days Mon 5/25/20 Tue 5/26/20 8
Auto
Scheduled Taking feedback 4 days Wed 5/27/20 Mon 6/1/20 9
Auto
Scheduled
Doing changes as per the
feedback provided 6 days Tue 6/2/20 Tue 6/9/20 10
Auto
Scheduled Final submission 1 day Wed 6/10/20 Wed
6/10/20 11
4

Work breakdown structure
5

Primary and secondary research
Literature review
As per O'Neill (2019), the gender pay gap refers to the average gross hourly earnings
difference between men and women. It is in respect of salaries paid to the employees for the
same work with relevant experience. The gender pay gap does not take into consideration factors
like education, number of hours worked, career breaks etc. Gross earning is the salary or wages
paid before income tax or any other security contribution. According to Miller and Vagins
(2018), employees are demanding equal pay in many organizations but then too there are
companies that are not taking it seriously. The gender pay gap will adversely impact the
performance and productivity of the employees. So, if gender pay gap persists in Marks and
Spencer it will have to face fluctuation in its overall productivity. First is employee morale, The
pay issues will have the foremost impact on the employee's morale and trust. Employees starts
having the feeling of unfair treatment and as a result they are unlikely to perform well to their
full capacity. This will influence the overall productivity and performance of the employees.
Second is employee retention, if employees suspects or feels that they are being paid less as
compared to the male counterparts, then such situation might lead to looking for other job
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opportunities where there is no such gender pay inequality. This may result into higher rate of
absenteeism or employee turnover rate which is a costly affair for the Marks and Spencer. Third
is, there will not be any sort of friendly or cordial relationship among the employees of different
gender and employees may also have negative feeling about others. This will affect the working
environment and employees won't feel dedication towards the work and may work only for the
sake of completion not for the purpose of creating value.
As per the view of Webber (2016), the first and foremost important thing that the
companies are required to do is to give a raise of 10 to 15% to women to make them feel
comfortable which helps in assuring that change will come. For giving change and reducing the
gender pay gap, Marks and Spencer may be required to face certain challenges. The first
challenge is it will increase cost as raising the pay will incur cost to the company. Another
challenge is that Marks and Spencer requires to establish the priorities and convert them into
quantitative goals which helps in effective raise allocation process. Another important challenge
is that it might face consequences like objection from the other employees who feels that gives
raise is nor right.
According to Zimmermann (2018), the key measures that can be taken by Marks and
Spencer in promoting equality and diversity are empowering and educating managers, creating
and implementing diversity friendly policies. It also includes encouraging employee engagement
opportunities, encouraging mentorship programs, offering workplace flexibility and
communicating clearly and creating employee led task forces etc. In this way, gender pay gap
can be minimized. If these measures are taken correctly then Marks and Spencer can easily bring
equality and diversity in the workplace.
Research methodology
Research Type- the type of research is defined as ways through which the research can
be carried out and can be completed. This is of two different types that is qualitative and
quantitative. The quantitative research is the one which takes into consideration analysis of
numerical facts and figures and qualitative research is the one which includes study and analysis
of theories and concepts (Bresler and Stake, 2017). For the continuation of the current study
qualitative research was used. This is mainly because of the reason that this help the researcher
in gaining knowledge and increase the theoretical knowledge relating to the concept of gender
pay gap.
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Research Approach- this is the different ways in which the research is carried on and the
assumptions on which the whole working of research is dependent. This is of two different types
that is inductive and deductive research approach (Mohajan, 2018). For the continuation of the
current the study the use of inductive approach has been made. This is majorly because of the
fact that this inductive approach is not based on setting up of hypothesis rather it aims at
formulating an aim and then breaking it in several objectives to continue with the study.
Research Philosophy- this is referred to as the beliefs and values which are attached with
the continuation of the research. This is of two different type that is positivism and
interpretivism. For the accomplishment of the current study the researcher has made use of
interpretivism philosophy. This is majorly because of the reason that this study is aimed at
integrating the human interest within the study and this philosophy is also suitable with the
qualitative research type.
Data collection- this is referred to as the sources from which the data can be collected
relating to the research topic. For this there are two different sources that is primary and
secondary. For the completion of the current study the researcher has made use of mix of
primary and secondary source of data. This is majorly because of the reason that this
combination will provide for more authentic and relevant sources of data. Primary research
refers to the information which is gathered from original sources as in this case the information
is collected through raising questionnaire. The advantages of choosing the primary research is
that the data collected is authentic and also carry greater control on information to be interpreted.
The disadvantages of choosing this research is that it is the time consuming concept and also
costly in finding and interpreting the original data.
In case of secondary research, it is stated the data is collected from books, articles,
magazines or newspaper to present the research in better way. The benefits of choosing this
research are that it is the faster procedure and also data is to be easily gathered. The drawbacks
of carrying the secondary method are that it requires lot of time in selecting the right
information. As lot of authors had presented the information in different way. Thus, to select the
right and useful information is tougher in secondary methods.
Sampling- this is referred to as the selection of some sample from the whole population
in order to direct study on them. This is necessary because the population is very high and it is
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not possible for the researcher to consider all. Hence, for current study sample of 20 managers
have been taken in order to conduct the study over them.
Data analysis- this is referred to as the analyzing the data which have been collected
from different sources (Wiek and Lang, 2016). For the analysis of the data of the current
research the use of thematic analysis is made as this analysis will help the researcher in
interpreting the data with help of tables and chart and make it more presentable.
Data analysis and interpretation
Theme 1: Yes, the concept of gender pay gap is known to all.
Particular Respondent % of respondent
Yes 15 75
No 5 25
Total 20 100
Interpretation: from the analysis of the above question it is very clear that the employees
working within the company are aware of the concept of gender pay gap within the company.
This is agreed by 75 % of participant that they are aware of the concept relating to gender pay
gap which is present within the workplace. They are aware of this because in the company it is
going on. However, rest of the participant that is 25 % of the respondent does not agree to the
fact that they are aware of the concept of gender pay gap.
Theme 2: Strongly agree that gender pay gap is the biggest issue being faced by company in
managing equality and diversity.
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Particular Respondent % of respondent
Strongly agree 10 50
Agree 2 10
Neutral 2 10
Disagree 2 10
Strongly disagree 4 20
Total 20 100
Interpretation: with the analysis and evaluation of the data and information collected it is clear
that majority of participant feels that they strongly agree to the fact that company faces many
challenges because of high gender pay gap within the workplace. This is majorly because of the
reason that the women in the company are paid less as compared to the male employees of the
company. But on the other side there are many respondent who either disagrees or are neutral to
the question. It is stated in the secondary research that the fact are not much concerned what
other people are getting and whether there is any discrimination within the company or not
(Zimmermann, 2018).
Theme 3: Cultural difference is the major reason which may increase the discrimination at
workplace.
Particular Respondent % of respondent
Socio economic
factors and status 4 20
Cultural differences 12 60
Race and religion 2 10
10

Gender 2 10
Total 20 100
Interpretation: with the help of the evaluation and analysis of all the collected facts and figures
and data it is inferred that there are many different factors which results in high discrimination.
To this question maximum of respondent that is 60 % assents that cultural difference is the one
which leads to increase in discrimination. This is because of the fact that employees comes from
different cultures and they have different thoughts and values. Thus, this may develop a feeling
of inferiority or superiority among the employees and they may discriminate. However, this
information is supported from literature review that some states race and religion cause
discrimination and some says gender is the main cause of discrimination (Webber, 2016).
Theme 4: Negative is the impact of high gender pay gap over company and its performance.
Particular Respondent % of respondent
Positive 0 0
Negative 18 90
Neutral 2 10
Total 20 100
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Interpretation: from the evaluation of the data and information collected for this question it is
clear that the impact of high gender pay gap is negative over the performance of company and
employees. This s agreed by almost 90 % of participant that the impact of the high gender pay
gap is negative. This is pertaining to the fact that if pay gap will be high then the employees will
not be motivated to work in effective manner and this will reduce the efficiency and
performance of employees as well as whole company. But in against of this 10 % of the
participant agrees that they have no say over the gender pay gap and its impact over
productivity.
Theme 5: All of the above is the major impact of high gender pay gap on company.
Particular Respondent % of respondent
Decrease in
productivity 2 10
Reduction in
motivation of
employees 1 5
Decrease in goodwill
of company 1 5
All of the above 16 80
Total 20 100
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Interpretation: with the help of analysis of the data relating to the above question it is clear that
there are many different type of impact of high gender pay gap on the company and its working.
With the evaluation it was interpreted that 80 % of the population agrees that all of the above is
the major impact of high gender pay gap in workplace. This all of the above includes decrease in
productivity, decreasing motivational level of employees and decrease in goodwill of company
It is also mentioned in the literature reviews that if there will be high gap then no other people
will like to work in the company and this will decrease the goodwill (Wiek and Lang, 2016).
However, rest of the participant agrees to these impact on individual basis.
Theme 6: Yes, company is taking measure in order to reduce high gender pay gap.
Particular Respondent % of respondent
Yes 16 80
No 4 20
Total 20 100
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Interpretation: from the analysis and interpretation of the above data and question it is clear that
company is trying to elevate the situation by taking measures for the reduction of the high
gender pay gap. This is agreed by 80 % of the respondent that the company taking step to reduce
the gender pay gap. This is important and discussed in literature reviews that because of the
reason that this will increase the productivity of company if the gap in pay will be reduced
(Miller and Vagins, 2018). However, rest of the participant are not agreeing to this fact.
Theme 7: Salary transparency and equal opportunities to all are the major strategy which is
useful in reducing the gender pay gap.
Particular Respondent % of respondent
Salary transparency 6 30
Mentoring program 4 20
Training and
development 4 20
Equal opportunities
to all 6 30
Total 20 100
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Interpretation: with the analysis of the data it is clear that it is very important for company to
take steps and measures for reducing gender pay gap. For this 60 % (30 + 30) of participant
agrees that salary transparency and providing equal opportunities to all the employees is the best
strategy for the removal of high gender pay gap. The major reason underlying this fact is that if
there will be salary transparency then the employees will be clear that all are getting equal
amount of pay. From the above data presented in the secondary sources, it also stated that the
equal opportunities will reduce the chances of discrimination and this will result in improving
the performance (O'Neill, 2019). However rest of the participant states that the major strategy is
providing training and development program to the employees and organizing for the mentoring
program.
Theme 8: Some recommendation for the company to assist them to manage equality and
diversity.
Interpretation: From the analysis of the above data it is clear that Marks and Spencer need to
work and improve its condition by using some strategies. The most recommended strategy for M
& S is to make their policies transparent so that every employee is having knowledge of the pay
and other related policies and this will stratify them that there is not any issue relating to the pay.
According to some participant providing equal growth opportunities is the most important
strategy for the company as this equality will help the employees of M & S in thinking that they
are not much discriminated.
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Conclusion and recommendation
Conclusion
In the end it is summarised that the management of equality and diversity for the success
of the company is very important and crucial. With the research it was clear the setting of aim
and objective is the most important factor for the success of the whole research. Also, with the
research it was outlined that aims and objective of research was accomplished to a great extent.
This is pertaining to the fact that these aim and objective provide a direction to the researcher in
which they have to divert their study. With the help of the research on M & S it was found out
that company was facing issues relating to gender pay gap and with help of the whole research
the strategies outlined to reduce the gender pay gap was like salary transparency, providing
equal opportunity and many others. Also, this whole project helped in concluding that data
analysis is also an important sage in whole process of research. The major reason pertaining to
this fact is that this help in reaching to the conclusion of the whole study.
Recommendation
With the above whole study, it is clear that there are many things and areas in which
there is requirement of improvement for the company. Hence, the major recommended measures
to M & S are as follows-
The first strategy is to treat all the employees whether be it male or female must be
treated equally. This is necessary as this will develop a feeling in the employees that they are not
mistreated and are having same stake within the management of the company.
Another major strategy recommended to company is to make all the policies including
the salary of employees. This is majorly because of the reason that when the employees will
have the knowledge of all the policies then the employees will not have any issue and this will
not result in any sort of discrimination (Auspurg, Hinz and Sauer, 2017).
One more recommendation for the company is to give some extra privileges and perks
and benefit to female employees. This is necessary because of the fact that this will increase the
goodwill of the company in market as they are providing special benefits to female employees.
Reflection
This whole research project was very helpful for me to understand and learn new
concepts and models and these are very helpful for me in my life. The first and foremost
learning was related to the concept of gender pay gap which I understood in clear terms after this
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assignment. Also, with this I learnt that for management of equality and diversity the gender pay
gap need to be minimum. Also, I learnt that the making of aim and objective is also very crucial
for the success of company. After that the making of project management plan is very necessary
as this outlines the cost, time, access, quality, resources and other related requirements of the
plan are outlined. This assist the researcher in getting knowledge of what will be the next step in
the project. Also, I learnt the importance of research methodology as this is very helpful as it
helps in deciding in advance all the methods of the research. These research methods provide a
direction in which the researcher can work without wasting time.
Also, with this research I learnt many different types of skills and attributes which are
very helpful for me in developing my career in both professional and academic skills. With the
help of this project I learnt many skills like communication skill, time management skills,
interpersonal skill, coordination, team working skill, researching skill and many other different
types of skill. All these skill will help me in developing myself for a better life and handling
situation in more better manner. Also, these mew skills will help me in doing more different
research in more good and effective manner.
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REFERENCES
Books and Journals
Auspurg, K., Hinz, T. and Sauer, C., 2017. Why should women get less? Evidence on the gender
pay gap from multifactorial survey experiments. American Sociological Review. 82(1).
pp.179-210.
Bresler, L. and Stake, R. E. , 2017. Qualitative research methodology in music education. In
Critical Essays in Music Education (pp. 113-128). Routledge.
Chen, H.H., Kang, H.Y. and Lee, A.H., 2017. A project management plan to reach sustainable
competitive advantage for a photovoltaic (PV) manufacturer. Sustainability. 9(9).
p.1496.
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.
Graf, N., Brown, A. and Patten, E., 2018. The narrowing, but persistent, gender gap in pay. Pew
Research Center, April. 9.
Harding, S., Nelson, L. and Glover, T., 2016. Solent oyster restoration project management
plan. Blue Marine Foundation (BLUE), London, UK.
Kusters, J.F., 2016. The value and necessity of the project management plan: the pre-award
phase of BVP projects from the vendor’s perspective.
Miller, K. and Vagins, D. J., 2018. The simple truth about the gender pay gap. American
Association of University Women.
Mohajan, H. K. , 2018. Qualitative research methodology in social sciences and related
subjects. Journal of Economic Development, Environment and People. 7(1). pp. 23-
48.
O'Neill, S., 2019. Gender pay gap grows. New Scientist. 241(3223). p.45.
Webber, D. A., 2016. Firm‐level monopsony and the gender pay gap. Industrial Relations: A
Journal of Economy and Society. 55(2). pp.323-345.
Wiek, A. and Lang, D. J. , 2016. Transformational sustainability research methodology. In
Sustainability science (pp. 31-41). Springer, Dordrecht.
Zimmermann, A., 2018. What can organisations do to close the gender pay gap?. LSE Business
Review.
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APPENDIX
Questionnaire
Name:
Age:
Gender:
1. Are you aware of the concept of gender pay gap?
 Yes
 No
2. Is high gender pay gap the biggest issue for company in managing equality and diversity?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
3. What are the major reasons which may result in the increase in discrimination within
workplace?
 Socio- economic factors and status
 Cultural differences
 Race and religion
 Gender
4. What is the impact of high gender pay gap over the company and its performance?
 Positive
 Negative
 Neutral
5. What is the major impact of high gender pay gap on company and employees?
 Decrease in productivity
 Reduction in motivation of employees
 Decrease in goodwill of company
 All of the above
6. Is the company taking any measures for the reduction of high gender pay gap?
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 Yes
 No
7. What are the strategies which the company is using for the reduction of high gender pay gap?
 Salary transparency
 Mentoring program
 Training and development
 Equal opportunities to all
8. What are some recommendation for the company which will assist the company in managing
equality and diversity?
20

Template for evidence collection to be attached with the report by the learner:
Project Logbook for the chosen organisation:
Name of the learner: Name of
the
Supervisor:
Project Title: Date:
Update of weekly research/ tasks achieved (Account for a minimum of six
weeks with dates)
What have you completed?
The researcher completed the aim that is “To investigate the impact of
high gender pay gap over the performance of employees with respect to
managing equality and diversity in workplace. A study on Marks and
Spencer.”
Did you fulfil Task requirements?
Yes, I fulfilled all the task requirements.
Are you on track and within deadlines set?
Yes
Did you need to make any changes to your project management plan?
Yes, I will do if there is any requirement.
Any risks and / or issues identified?
 Did you identify risks/issues with a lack of skills required for
undertaking research tasks?
I faced issue at the time of data collection and analysis.
 Did you identify any additional risks/issues that have an impact on
the project management plan?
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Data protection with ethical issue are the issue which I faced.
Problems encountered1. What barriers did you face?
Not fulfil the requirement as per set deadlines2. How did you overcome them?
The barriers can be overcome by the guidance of mentor.
New Ideas and change of project direction
To overcome the limitations by using advanced technology.
What Have I learnt about myself this week?
 How did I feel when I had to deal with tasks/problems? I feel quite excited. Did I find it useful to complete the tasks? Yes
 How well have I performed? What did I contribute? I performed good and I also contribute my best to complete the
research in defined time.
 What can I improve on next week? Research skills.
 How might this learning apply in the future? I will apply this for conducting the research better in the future.
Tasks planned for next week
 Which tasks are priority?
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 Aims and objectives is the first priority. Have you set aside sufficient time for completion? Yes
Project plan status to date (on, ahead, behind)
Supervisor comments to address
Signature of the Supervisor and date:
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Template for Performance Review to be attached with the report by the learner:
24