Impact of Gender Pay Gap on Employee Performance: Adidas Case Study

This report investigates the impact of the gender pay gap on employee performance, focusing on Adidas as a case study. It begins with an introduction outlining aims, objectives, and research questions, followed by a project management plan. A literature review explores concepts of equality, diversity, and the gender pay gap, examining models and negative impacts. The research methodology emphasizes secondary research. The data analysis section identifies issues and challenges related to equality and diversity within Adidas. The report concludes with reflections, limitations, and recommendations for addressing the gender pay gap and improving employee performance, offering insights for HR management and business development. The report aims to provide solutions to the problems faced by Adidas by analyzing the current position and evaluating the variety of the different type of the option which is available in front of Scholar to solve the issue.

MANAGING A SUCESSFUL
BUISNESS PROJECT

Table of Contents
INTRODUCTION..........................................................................................................................4
Background..................................................................................................................................4
Aims and objectives.....................................................................................................................4
LITERATURE REVIEW...............................................................................................................7
Comprehending the concept of Equality & Diversity and Gender pay gap................................7
Models of equality and diversity..................................................................................................8
Negative aspect faced by applicants due to gender pay gap within company.............................8
Challenges faced by organization while managing issues such as gender pay gap.....................9
RESEARCH METHODOLOGY..................................................................................................10
2 WBS............................................................................................................................................12
DATA ANALYSIS.......................................................................................................................14
Issues and challenges of equality and diversity in your chosen organization............................14
Limitation...................................................................................................................................18
Reflection...................................................................................................................................19
3 CONCLUSION AND RECOMMENDATION..........................................................................20
REFERENCES.............................................................................................................................21

INTRODUCTION
Background
In the current era it eventually get difficult for all the organization to manage good sort of
employee base in the long run, one of the reason which is identified is not able to manage
equality and diversity in the organization and specifically impact of pay gap in the organization.
Adidas is a multinational corporation, founded and headquartered in Herzogenaurach, Germany,
that designs and manufactures shoes, clothing and accessories. It is the largest sportswear
manufacturer in Europe. Adidas was founded by Adolf "Adi" Dassler who made sports shoes in
his mother's scullery or laundry room in Herzogenaurach, Germany after his return from World
War. Addidas is well known for the variety of the different sports gear whch are also produced
by them in the market. They are also facing the same issue. For the same reason this report
highlights the Aim and objective and research question and PMP of the project. After that report
highlights Literature review and research methodology of project and then goes on to explain
data analysis section. In the end report conclude reflection, limitation and conclusion and
recommendation. The main purpose behind conduct of this sort of the report is that Adidas is
facing the problem in managing the gender pay gape this report will look to provide the solution
to the Addidas by analysis the current position and evaluating the variety of the different type of
the option which is available in front of Scholar to solve the issue.
Aims and objectives
Aim
To investigate the impact of Gender pay gap on the performance of employee at workplace in
context of Equality and Diversity. A study based upon Adidas.
Objectives
 To understand concept of Equality & Diversity and Gender pay gap
 To determine negative aspect faced by employee due to Gender pay gap.
 To ascertain different challenges faced by Adidas while managing Gender pay gap.
 To recommended best way through which impact of Gender pay Gap can be reduced at
workplace.
Research Question
 What do you understand by concept of Equality & Diversity and Gender pay gap?

 What are negative aspect faced by employee due to Gender pay gap?
 What are different challenges faced by Adidas while managing Gender pay gap?
 What is best way through which impact of Gender pay Gap can be reduced at workplace?

Project management Plan
Project management plan is a document which actually define how the project is executed,
monitor and controlled. Through effective project management plan, perfect outcomes of a
project are determine and analyse who are involved in a project by using effective
communication method (Heagney, 2016). There are many key components which help the the
meet the define the aim of a research, such that
Resources: It means the things which a project manager require in order to meet the
define aim. Such that for the current study, financial resources and technological resource are
consider which in turn help to determine the impact of gender pay gap upon employee
performance.
Quality: When a project produces a deliverable there are always quality standards that
plays an important role. So, it is the responsibility of a project manager to select high quality of
resources and for measuring the quality, they may use check sheet in which every task is noted
by analyzing the performance of each activity (Newton, 2016).
Time: In order to complete the entire project, it require around 110 days in which each
and every task is define and attained with a specified time period.
Cost: for the present study, researcher require approx £250 which contain transportation
charges, internet charges and stationary in order to meet the define aim and objectives of a study.
Communication: To make a project better, it is another key aspect that help the
researcher to conduct the study in better manner. For that effective communication plan is

followed that assist to meet the define aim and clearly communicate the ways through which
impact of gender pay gap is easily determined.
Risk: For the present study, researcher should maintain the risk register in which all the
types of risk are properly managed and they should also know how the risk should be handle. As
the entire research is based upon the secondary research analysis, then the chances of risk is also
increased such that the selected articles are not specific to the researcher's need and this in turn
leads to affect the result in negative manner (Reed and Angolia, 2020). Therefore to handle such
type of risk, it is necessary for the researcher to maintain risk register and this in turn leads to
conduct research in precise manner.
Scope: The scope of the research is high because the chosen topic will help the
researcher to meet the define aim. As per the current situation, company faces many issue with
regards to the gender pay gap and this is so because women are not consider as responsible as
men are and they cannot perform the work like men do. So, this thinking leads to increase gender
pay gap and companies are also not ready to pay same amount which in turn leads to creates
discrimination at work place. Further, through the study, researcher generate the awareness
among other companies in retail industry and this also help many organization to take action and
understand the issue which affect the overall working environment in negative manner.
LITERATURE REVIEW
Comprehending the concept of Equality & Diversity and Gender pay gap
According to Scase and Goffee, (2017) to sustain skilled and talented workers in
company management do a lot of efforts and use different types of strategies. They attempt to
understand overall concept of equality and diversity. It has become an important part of business
success and growth within specific sector. Both elements can be defined as promoting equality of
chance for all, through diversity, providing each worker opportunity to achieve their potential
abilities free from discrimination and prejudice. Körtvélyesi, (2019) stated that diversity and
equality is a term use to describe human rights that formed defining values of community. Both
play vital role in employee’s satisfaction. When the manager gives applicants a big opportunity
to move forward to achieve their personal as well as professional aims without any
discrimination, then it proves to be very good for the business, in return it can build positive
brand image within marketplace.

Auspurg, Hinz and Sauer, (2017) discussed that in many companies workers are facing
several issues due to specific act by management and that is gender pay gap. It is measure of
what female candidates are paid relative to male. It is usually calculated by dividing women’
salary by men’s wages and this ration is often described as a percent. Differences in earning
between female and men are also sometimes shows in term of how much less women make than
male. Ration tells people how much female is paid for each pound paid a male. On the other
hand, Bornstein, (2017) highlighted that gender pay gap is nothing but an average difference
between remuneration for women and men who are performing or working together at same
place within same company since for so long. It also consider as metric that describe individual
same things highlighted by the author above.
The equal opportunities model is based on equality and diversity that cater fews guidance
which need to be followed by management. According to this model, there must be an fair
chances for all either male or female. At workplace, there should not be unequal, unfair, superior
chance of one person over another. Another model can be used on base equality and diversity is
social model, it is proposes that challenges, exclusion and prejudice by management are ultimate
elements.
Models of equality and diversity
As per view of Shore, Cleveland and Sanchez, (2018) equal opportunities model describe
an idea where all workers should be treated same or equally, despite different elements such as
race, culture, age and gender and all be given same opportunities, same options and same
chances to grow. This model is quite beneficial for sucess of companies as well as development
of staff. Mackelprang and Salsgiver, (2016) highlighted that difference and diversity model is
effective more than other. It stated that manager must manage diverse workforce effectively by
offering change to take part in decision making process.
Negative aspect faced by applicants due to gender pay gap within company
According to D’Arcy, (2018) gender pay gap is one of the biggest issues facing by many
workers while doing their job in good firm that directly impact on their physical and mental
abilities as well as performance level. When women and men are working together and putting
efforts for doing the same, after that they are not getting wages fairly, then it has a direct effect
on their work and motivational level. With this kind of behavior people do not prefer to work
within such company for long and they can decide to switch to another job where management

caters equal chance to grow. It can be said that when workers consider a gender pay gap, it has
also negative affect on employee retention. Individual likely to recognize other employment
chances with better wage structure when one is being paid less than male co-workers for similar
attempts and hard work.
Rendall, (2017) contradict that when female get salary less than men after working hard it
affect on their mental ability. They feel discrimination at workplace based on gender, race and
other factors which is actually not good for their physical health as well. Due to this reason many
80% women employees switch to an employer they recognize had greater gender equality.
Women leave their job when they learned male workers in same position were paid more than
them. It is one of the biggest dissatisfaction or negative aspect faced by people while working in
organization.
Challenges faced by organization while managing issues such as gender pay gap
Hughes and et.al., (2019) stated that it is very important to keep the skilled workers with
business and to eliminate the problem of gender pay gap for management because it may be
impact on sales and success of company in negative manner. But while making plan for
managing gender pay gap firm face several challenges due to many factors that affect overall
outcomes. At workplace many people work together at the working place, who have different
views and point of view regarding specific topic which creates conflict while making any
decision related to gender pay gap. With different viewpoints regarding problems management is
unable to take right action and manage gender pay gap. Dunn, (2018) said that while managing
gender pay gap organization face different challenges or barriers in which one of is differences in
perceptions. It is the largest challenge that put negative impact on planning procedure of
business. Without understanding everyone equally it is not possible for management to take any
decision that reduce or manage gender pay gap. It is figurative phrase utilized primarily to refer
to prespective barriers. At workplace people belong to different nations or regions they are
unable to understand provide same respect. Due to this factor management is not able to build
strong workforce in effective manner and identify their problems. Without respecting each
other's, it is very difficult to work together. This is the biggest hurdle that management can feel
or face when reducing the gender wage gap problem.

RESEARCH METHODOLOGY
Research Type: Research generally looks at creating new knowledge by going through
the different aspect of the previous knowledge which is presented in the market. There are two
common type of research which scholar throughout the globe used to use to carryout different
research for the client who is facing any sort of the issue in the market. First research type is
Qualitative research type, it is the type of research type in which in depth research is conducted
to provide client with the result of the data in non numerical form. Another type of research is
quantitative research type, quantitative research is a research in which the outcome of the
research are presented in the numerical form. For finding out the solution for the issue which is
faced by Adidas in the current scenario Scholar has chosen Qualitative research type as a
research type. Reason behind the same is that it used to allow in-depth study and also it was
getting difficult to present the different solution of the issue in the numeric form in front of the
other in the market.
Research Philosophy: It is the element in the research which used to dealt with the
knowledge, sources and nature. It generally looks at variant of the way in which the data can be
collected and analyzed to find out the solution of the issue which is being faced by Adidas.
Interpretivism and Positivism are two commonly used research philosophy in the field of the
research. Interpretivism is the research philosophy generally looks at reading the mind of the
human, in simple words it can be said that it is the way in which the different human being used
to understand how the people used to experience the social world. At the same time Positivism
research philosophy is philosophy which generally used to consider different facts and prefound
information. To find out impact of Gender pay gap on the performance of employee at
workplace in context of Equality and Diversity at Adidas, scholar has selected the interpretivism
research philosophy. As it used to help the scholar in understanding human interest link with
research.
Research Approach:Research approach is a set of the activity related to the variety of
assumption in context of way of data can be collected, analyzed and interpret in the organization.
Deductive and Inductive are two of the approach which is very commonly used by Scholar in the
field of the research. Deductive research approach is a kind of approach in which the researcher
used to take the help of the already tested theories in the research. At the other hand deductive
approach is approach which looks at making variety of the different theories in the research on

the basis of different outcome of the research. For current research scholar has gone with the
deductive research type in the study, one of the main reason behind selecting these research
approach is that it used to support the type of the research which has been selected in the stuudy.
Data collection: Study which will be done in the research in regards of the issue which is
being faced by Adidas. The process of collecting the variety of the data on which the outcome of
the research can be carried out easily is known as Data collection process (Howitt, 2019). Two
type of data collection tool are Primary data collection, a method in which data is collected from
the occurrence itself, looking at the nature this type of data is fresh in nature as collected for the
very first time. Another collection tool is secondary data collection tool in which data is collected
from the source who has already collected the data in the past for their purpose. For the current
research, researcher has selected secondary data collection as a alternative to collect variety of
data in the research. Reason behind not choosing primary data in the research is the paramedics
of COVID 19. For collecting secondary data in the research, there are variety of the sources
through which researcher has gone through. Different articles, books, magazine and online
websites are different sources through which different secondary data has been collected in the
research.
Data Analysis: For interpreting the variety of the data which has been collected with the
help of data collection tool, researcher has selected the thematic data analysis tool (Tracy, 2019).
Different secondary data has been analyzed with the help of thematic data analysis tool, in which
we have presented the different data with the help of stats related to the client company.
Ethical Consideration: In the process of carrying out the study for the Adidas
organization, scholar has make sure that all the ethical consideration has been looked by the
Scholar. Scholar has make sure that different data which has been collected is collected with the
help of reliable source in the market. At the same time Scholar has also make sure that good
amount of confidentiality has been maintained throughout the process of carrying out the
research for the company. Also, scholar has taken approval of different seniors before using the
data which has been collected from variety of different sources (Hennink, Hutter and Bailey,
2020).

2
3WBS

DATA ANALYSIS
Issues and challenges of equality and diversity in your chosen organization
Issues at the time of managing Gender pay gape impact
Maintaining equality and diversity in the organization is one of the main issue which is
being faced by almost all the companies in the current Scenario. Adidas is not lesser than them in

the current scenario, as in the past the organization has faced the issue of equality and diversity
in the organization and employee has reported for the same issue as well. The issue which was
identified by different employee is the issue of Gender pay gap at the workplace.
It has been identified by some of the employee that the male employee at the workplace
used to get better amount of the salary as compare to the women female in the organization. This
is not that good sign for Adidas in long run as Literature review section used to explain that
gender pay gap in the organization used to create good sort of the impact on the mental heath of
the employee which used to reflect on the performance of them at the workplace. As all the
employee in the organization generally find it hard to motivate themselves to perform the
different activity in the organization which is assigned by the company to them, these eventually
used to impact the efficiency of the business in the long run (Employee report in context of
equality and diversity, 2019) .
Another issue which is seen by Adidas in term of Gender pay gape at the workplace is
that they find it difficult to get the support at the time of bringing any sort of the changes in the
organization, that is they find it very difficult to understand the need and preference of different
employee in the organization. As a result there are many different type of the policy which are
brought by the Adidas is not able to get or find out the outcome which is generally preferred by
the organization in the long run. This has impacted the performance of the employee in the
organization. This type of the issue will give birth to the variety of the different type of the
situation in the organization, first most probable situation which may occur is employee conflict
in the organization. As all the gender employee in the organization used to look at the different
policy which used to support their need and if due to the resistance among the employee in the
organization used to not help company in doing the same. There is a possibility in the
organization that employee of different gender used to build good sort of the conflict in them this
used to impact the individual as well as organization performance in the long run. Reason behind
the same is identified that all the employee do not find it that easy to concentrate on variety of
the task which they have to perform in the organization.
Another issue which is faced by Adidas due to gender pay gape and Equality & Diversity
in the organization is increasing employee turnover in the organization. One of the biggest
impact which will be brought by the employee turnover in the organization is that it will get
difficult for the company to maintain and retain good sort of human resource in the organization

to carry out different activity of the organization in the long run. Reason behind implication of
this type of the issue in the organization is that all the employee generally looks for the
organization which used to provide good sort of equality and diversity at the workplace (Adidas
Equality and diversity policy, 2020). As a result if employee in the organization finds out any
sort of issue related to the equality and diversity in the organization they generally looks for the
other organization this eventually create good sort of the impact on the performance of the
employee in the long run.
After going through the different data which has been find out it has been analyzed that
there are many different type of the challenges which is being faced by the organization in terms
of managing equality and diversity. As to manage the impact of equality and diversity in the
organization, organization used to bring different type of policies and activity in the
organization. Activity which they used to promote is that they used to highlights the different
data at the company website. As website shows that there are 31 percent of the women who are
at the management post in the organization (Flick, 2018). This strategy of the company help the
company in promoting good message to all the employee who are looking to employed in the
Adidas, biggest challenge which is faced by the company in regard of the same is that these help
the company in promoting good message at management level but the employee who are
working in the organization at lower level find it difficult to adjust the same. As Literature
review section explain that it is very important for all the organization to understand the need of
the employee of all the level. So it get difficult for the company in promoting good sort of
equality and diversity at all the level of the company.
Challenges at the time of managing Gender pay gape impact
There are many different type of the challenges which is also faced by the company due
to impact of gender pay gap in the organization. Biggest challenge which is faced by Adidas is
that they find it very difficult to flow good sort of communication in the organization (Mueller,
2019). As all the gender employee in the organization used to form the different group in the
nation, this eventually used to create the situation in the organization where different gender
employee used to make different group in the organization, this eventually used to create the
challenge for the organization in context of flowing a good sort of communication in the
organization in which all the employee can easily communicate with each other at the time they
used to face any sort of the issue in the organization.

Another challenge which may be faced by Adidas due to impact of Gender pay gap is
that it get difficult for the organization in maintaining good sort of working environment at the
workplace. So that all the employee of different gender generally find it very easy to perform the
variety of the different type of the activity in the organization (Auspurg, Hinz and Sauer, 2017).
Reason of occurring this sort of challenge in the organization is that all the employee at
workplace do not used to take the help of the different employee in the organization, these
eventually used to create the negative working environment in the nation.
Another challenge which is faced by the organization is that it used to create the issue of
employee conflict in the organization as all the employee used to have different point of view to
carry out different operation in the organization. Reason behind the same is that all the employee
of different gender used to build a different group in the organization and all the group used to
work accordingly in the organization. This eventually used to get conflict of interest in between
the group and creates the variety of the different sort of the situation in the organization in which
there is chances of employee conflict in the long run.
Measures/solutions that can be used by your chosen company to tackle the challenges in
equality and diversity
After going through the different solution of the issue there are many different type of the
solution which has been derived. First and most impact full solution which was derived was
clarity among the pay of different gender employee in the nation. As this solution used to explain
that organization has to make sure that they used to promote the standard pay scale across all the
gender employee in the organization this will eventually help the company in seeing good sort of
the interest of all the employee in the organization. This can be done in the organization by
highlighting the target at the time of training and specifying the amount of the salary the
employee will be getting on the basis of target you achieved after the training, this formula in the
organization will also help the company in getting support from the employee whenever they
will require in the organization (Graf, Brown and Patten, 2018).
Another way through which impact of Gender pay gap can be managed in the
organization is that promoting equal sort of the growth opportunity across all the gender in the
organization. These can be done in the organization by providing equal opportunity for all the
employee to see good amount of growth. This can be done in the organization by giving equal

training opportunity to all the employee so that all of them feel happy to work for the
organization.
Limitation
It is those characteristic of methodology that influence and affected interpretation of
findings from current research. Time constraint is one of the limitations relate to this study occur
on beginning and end times of investigation. Time restraint makes research unable to gather
more data about topic and also restrict them to reach at set aim because of time shortage. It really
affects challenge skill balance and lower sense of control. Due to lack of time, the explorer has
been unable to know many things, they wanted to get information from more sources but due to
lack of time it was not possible that may be affect on further findings and at the end of
conclusion not too much. Time period is the main limitation of this investigation conducted by
investigator that can limit research. Time limit assigned to complete this study is not sufficient, it
affects on current and further activities of researcher.
Scholar in context of this research use secondary data collection method instead of
primary due to Covid 19. It is one of the biggest limitations that affects data gathering procedure
negatively and make researcher unable to gather more data related to above topic. COVID 19
situation creates challenge in front of investigator as it makes them unable to conduct primary
investigation along with secondary. It is an infection disease caused by newly discovered corona
virus. Researcher tries to deal with this situation and then decide to utilize secondary research
that is quite good and beneficial for collecting data. Due to this factor no primary data has been
collected regarding Adidas which affect overall research methods. It also impact on whole
outcomes of current investigation. Investigator use variables that are capable to be gathered
analyzed and validated during transition of disease. It can be said that covid 19 put powerful
affect on research as it restrict data analysis process. It also influence to finding research, it is
hard to gather primary data.
Third limitation is, limited access to data, this research includes survey some people at
that time investigator faced issues of having limited access to these respondents because of this
limitation they want to redesign or restructure their investigation in varied way that consumers a
lot of time as well as efforts. Due to this, the Researcher is unable to take data from many
important sources which has a negative effect on data interpretation as well as final conclusion.

Reflection
By using Gibbs model, reflective part has been described in context of current study. It
can be said described, while conducting the current research for Adidas has helped me in
developing or improving on different of aspect in company. As this study has asked me to do
varied thing and obtain several of experience which was not posses by me in the earlier period.
There were varied feeling through which also I have passed on procedure.
Feeling- In initial phase I was very nervous and confused as I was not having any kind of
experience of doing similar in market. At the same period I was quite exited and I was having
understanding that I can be obtaining different of new things which can aid me in present as well
as in any of highly professional commitment of mine. I feel very nervous and to overcome my
nervousness I have decided to take help of another tutor in firm, taking support of them in
company has eventual supported me in creating effective confidence and my confidence has
proved better crucial for me in carrying out several operations in firm. There are many new
learning which was learnt by me at period of conducting research for organization.
Evaluation- The biggest learning was that I was capable to collect good information or
data related to topic and also learn about how project can be carried out in context of business
this info can eventually aid me at time I can be carrying any such act in the future for same or
other company. From instance, along with above learning, another learning which was built by
me due to same understood about current topic of investigation as in earlier time I was not
having any such data. It can help me in building upon same investigations in coming period.
There were many varied forms of skill and abilities set which also developed by me.
Analysis- Biggest capability set which was developed by me is sourcing skill, purpose
behind same is that these investigation has asked me to go through different of sources or ways
to gather variety of data related to present research in company. Biggest limitation that
determined by me in research was time restriction and allotted for conducting work was very
limited but by taking support of senior and other experienced persons in company.
Conclusion- I can say that I have completed my work effectively by overcoming my
nervousness and completed the research process.
Action plan- I learned a lot while doing this investigation, which I can apply even further
when the situation is same.

4CONCLUSION AND RECOMMENDATION
After going through the above report it has been concluded that employee turnover and
employee conflict are two type of the issue which is faced by the organization in managing
equality and diversity in the organization. For the same reason it has been recommended to the
organization that they generally used to build good sort of the working environment in the
organization. As this is the only way through which different employee in the organization will
interact with each other these will eventually help the company in building good sort of
relationship in between them and reducing the impact of gender pay gap at the workplace. For
example: They can bring the policy in which the birthday of all the employee will be celebrate in
a month which will help the company in inviting all the employee and have a fun in activity.
Another thing which has been find out of the study is that there are two type of the
challenges which are faced by the organization at the time of managing gender pay gap. Two
type of challenge are managing communication and maintaining workplace environment in the
organization. For the same reason it has been recommended to the organization that they used to
fix the route in the organization which has to be followed by the different employee in the
organization to communicate with each other, these will eventually help the company in fixing
up the different challenges for a while at Adidas. For example: Addidas can do one thing they
can fix the different poster in the organization which used to describe the reporting individual in
the organization which will help the organization in bringing good sort of clarity.
Another conclusion which was made in the report is that there are two way through
which impact of gender pay gap can be reduced in the organization first one is clarity of pay and
another one is promoting equal opportunity. In the case of Adidas it has been recommended to
the organization that they used to bring good sort of the clarity in the organization in context of
pay of different employee of the employee in the organization. Reason behind the same is
identified that all the employee are more happy when they are clear about the pay sector.

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