ASDA Report: Evaluation of Gender Pay Gap and HR Practices Impact

This report provides an analysis of the gender pay gap within ASDA, a British supermarket retailer. It investigates the literature on the topic, highlighting the impact of unequal pay on employee motivation and organizational performance. The report also considers relevant HR practices, including guidance from ACAS, CIPD, TUC, and the Equality and Human Rights Commission, emphasizing the importance of anti-discrimination laws and equal opportunities. The conclusion stresses the need for ASDA to address the gender pay gap through better strategies and business policies, ensuring fair treatment and opportunities for all employees, irrespective of gender. Desklib offers this report as a valuable resource for students studying business development and HR practices.

Gender pay gap

Abstract
Gender pay gap is refer as the term in which there is different is the wages paid to male and
female employees. This is one of the major discrimination practices of organisation that will
affect overall functioning and performance of organisation. It is essential for organisation to
successfully deal with the issues and provide equal pay and opportunity to employees according
to their capabilities.

Table of Contents
Abstract............................................................................................................................................2
INTRODUCTION...........................................................................................................................1
Overview of company..................................................................................................................1
Investigate the literature on the topic...........................................................................................2
Consider HR practice in this area................................................................................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................6

INTRODUCTION
Gender pay gap can be describe as the difference between the average of wages paid to
employees on the basis of gender. This is consider as the discrimination practices of business that
will lead to affect the functioning of business as well as performance of employees. This is one
of the major issues that could lead to de - motivate employees and lower their performance with
in organisation (Miller and Vagins, 2018). This report is based on ASDA company. This is well
established company that is conducting business practices in retail sector and it is providing its
products and services to large customer base. ASDA company was developed in year 1949 and
founder of this organisation is Peter and Fred Asquith. Head office of ASDA company is located
in Leeds, England, UK. This report includes analysis of topic gender pay gap. Different
elements and aspects of gender pay gap has been analysed. Apart from this different HR
practices in this area has been analysed and evaluated.
Overview of company
ASDA company is one of the largest company that is conducting business practices in
retail market area. This is well known British super market retailer store that includes various
products and services. This organisation is able to successfully meet with the demand of
customers as well as enhance organisation practices. ASDA company was found in Wakefield,
England, UK in year 1949. This company was established by Peter and Fread Asquith. ASDA
headquarter is located in Leeds, England, UK. The major products and services offered by
ASDA company to its employees includes grocery, general merchandise, financial services and
many more. The leading of respective company is momentous meeting, partnerships forged in
the heat of inspiration, big ideas, great dreams as well as bold actions. This is the first UK
discounter store that is offering customer valuable products and services (Boll and Lagemann,
2018). This organisation is enhancing and conducting business practices by listening to diverse
range of customers as well as offering products and services which are needed by customers. In
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year 2018, ASDA and J Sainsbury Plc company has announced the proposal to merge as well as
create a new retail business.
Investigate the literature on the topic
As per the views of Olivia Petter, it has been analysed gender pay gap is one of the major
issues which is affecting the performance of employees as well as influence over their
capabilities. In simple term gender pay gap is that unequal pay to male and female employees
who are performing similar type of job role at same organisation The gender pay gap or gender
inequality wages is the normal contrast between the compensation for people who are working.
Ladies are by and large viewed as paid not as much as men (Adams and Berg, 2017). There are
two particular numbers with respect to the compensation hole: non-changed versus changed
compensation hole. The last commonly considers contrasts in hours worked, occupations picked,
schooling and professional training (Equal Pay Day 2020: What is the gender pay gap and how is
it different from equal pay?,2020). The gender pay gap is the consequence of numerous
elements, including race and nationality, incapacity, admittance to training and age. Therefore,
various gatherings of ladies experience totally different holes in compensation. The gender pay
gap is an intricate issue that will require powerful and comprehensive arrangements. Different
between the wages or payment of employees due to gender is consider as unequal pay which will
lead to affect over functioning of business. Gender pay gap is unethical and discrimination
practices as well as it is essential for organisation to successfully deal with the issue or provide
equal pay to employees.
It has been analysed that for all workers both part time and full time the gender pay gay
in year 2013 was 19.1 % and it has been risen from 18.6 per cent in previous year. Through this
it has been analysed that for every £ 1 earned by male employee in UK will be only 81p for
female employee. The gender wage gap is a proportion of what ladies are paid comparative with
men. It is usually determined by partitioning ladies' wages by men's wages, and this proportion is
frequently communicated as a percent, or in dollar terms. This reveals to us how much a lady is
paid for every dollar paid to a man. This gender pay proportion is regularly estimated for all
year, every day labourers and analyzes the yearly wages of time-based compensation and
salaried specialists, of the middle man with that of the middle women. The distinction in profit
among people is additionally now and then depicted regarding how significantly less ladies make
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than men. At the point when representatives understand a gender pay gap, it has an immediate
negative impact on worker maintenance (O’Reilly and et.al., 2015). Female employee is
probably going to consider other business openings with a superior compensation structure on
the off chance that she is being paid not as much as her male partners for comparative work.
Today, gender pay gap are in excess of a social or legitimate issue. It's an issue that can influence
your capacity to save your personality. There are various causes of gender pay gap such as direct
discrimination, women competences and skills undervalues as well as many other.
Organisational brand name will be affected and it will lead to create major issue for organisation.
For at all reasons, gender inequality has major impact on overall performance and capability of
employees (Fortin, Bell and Böhm, 2017). An instance of inconsistent compensation for ladies
in the work environment can become a web sensation, with sad outcomes to your organization's
marking and notoriety. Gender pay gap practices will lead to affect over organisation as well as
its performance to successfully accomplish desired objective. Reputation of company will be
affected due to gender pay gap.
Consider HR practice in this area
Gender pay gap is the major issues which require proper attention because men’s as well as
women’s both are working at same level but getting unequal payment. In addition to this, there
are several things which required to be consider while in relation to Gender Pay Gap.
Explanation of these are as follows :-
ACAS – ACAS gives employees as well as employers free, impartial advice related to rules,
workplace rights as well as best practices. In addition to this, it provides assistance to get legal
agreement without going to employment tribunal as well as help in resolving disputes (Weaver
and et.al., 2015). It provides assistance in generating better employment opportunities and assist
in gaining effectual outcomes related to employment.
CIPD – Chartered Institute of Personnel and Development which is related to professional
association for human resource management professionals. In addition to this, Personnel
development is responsibility of every Human Resource manager in organisation and they have
to ensure that each and every activity in organisation conduct in equality manner and as per
human rights in better manner (Guimarães and Silva, 2016).
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TUC- In a statement detailing the TUC’s objectives over the next two years, O’Grady
warned of a lost decade, brought about by falling living standards, rising food and energy bills,
loss of jobs and services, and a lack of plans for recovery and growth.The TUC has identified
five key areas it will prioritise in order to persuade the Government to alter its growth strategy.
These are:jobs and growth;fair pay;good services and decent welfare;voice at work as well as
strong unions.
Equality and Human Right Commission –According to this commission Equality is right of
every individual and human have to get these rights in proper manner when equal opportunities
will be provided to them without creating any discrimination in relation to gender. In addition to
this, equality is right of every individual human being (Wrohlich, 2017). Moreover, in this it is
important to make sure that discrimination should not be done on the basis of gender in pay scale
of employees.
Low Pay commission–On the basis of gender differentiation low pay commission difference
has been conduct which required to be consider in better manner. In addition to this, Low Pay
Commission ensure that differentiation will not conduct on the basis of gender. Thus, each and
every organisation have to ensure that they should not create differentiation in pay scale of
employees on the basis of gender.
By implementing all these commissions in better an organisation will able to conduct
activities in better manner by implementing all the regulation related to equality and human
rights. Because gender pay gap is related to discrimination and this required to be resolved in
better manner. In addition to this, equality is right of every individual human being. Moreover, in
this it is important to make sure that discrimination should not be done on the basis of gender in
pay scale of employees (Fuchs and et.al., 2019).
CONCLUSION
From the above report it has been concluded that it is essential for company to successfully
resolve gender pay gap issues as well as successfully conducting business practices. Gender pay
gap will lead to have morale of employees and it will de-motivate female issues. It is crucial for
company to take right and correct steps in order to successfully deal with the issue of gender pay
gap along with this provide right opportunity to employees irrespective of their gender. It is
recommended to respective company that it is important to develop better strategies and accurate
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business policies which are supportive in dealing with the issues in significant manner. Policies
of business will be able to provide proper guidance and direction to employees according to
which different practices and task of business needs to be perform. It is essential for respective
company to follow anti discrimination law as well as carry out business practices according to
this. Through consideration of this law, discrimination practices will be reduced and organisation
will be able to provide correct or accurate opportunities to employees as per their capabilities and
potential.
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REFERENCES
Books and Journals
Miller, K. and Vagins, D.J., 2018. The simple truth about the gender pay gap. American
Association of University Women.
Boll, C. and Lagemann, A., 2018. Gender pay gap in EU countries based on SES
(2014). Luxembourg, Publication Office of the European Union. doi, 10, p.978935.
Adams, A. and Berg, J., 2017. When home affects pay: An analysis of the gender pay gap
among crowdworkers. Available at SSRN 3048711.
O’Reilly, J. and et.al., 2015. Equal pay as a moving target: International perspectives on
forty-years of addressing the gender pay gap. Cambridge Journal of Economics, 39(2), pp.299-
317.
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.
Fleming, N., 2018. How the gender pay gap permeates science and engineering. New
Scientist, 237(3167), pp.22-23.
Weaver, A.C., and et.al., 2015. A matter of priorities? Exploring the persistent gender
pay gap in hospital medicine. Journal of Hospital Medicine, 10(8), pp.486-490.
Guimarães, C.R.F.F. and Silva, J.R., 2016. Pay gap by gender in the tourism industry of
Brazil. Tourism Management, 52, pp.440-450.
Wrohlich, K., 2017. Gender pay gap varies greatly by occupation. DIW Economic
Bulletin, 7(43), pp.429-435.
Fuchs, M., and et.al., 2019. Why do women earn more than men in some regions?
Explaining regional differences in the gender pay gap in Germany (No. 11/2019). IAB-
Discussion Paper.
Online
Equal Pay Day 2020: What is the gender pay gap and how is it different from equal pay?.2020.
Available through:< https://www.independent.co.uk/life-style/women/gender-pay-gap-
equal-pay-women-paid-less-motherhood-a8856121.html>
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