LSBM205: A Detailed Analysis of Axa's Talent Management System

This report provides an analysis of Axa's current talent management system, specifically focusing on the issue of the gender pay gap within the organization. It begins with an introduction outlining the scope of the report and the chosen organization, Axa, a French-based financial services and insurance company. The report then presents a rationale for addressing the gender pay gap, highlighting its negative impacts on business activities, employee motivation, and workplace dynamics. It identifies causes of the gender pay gap, including discrimination and stereotypes, and proposes solutions such as salary increases for women and the implementation of training programs. The report also suggests recommendations for implementation, including providing extra benefits to female staff and ensuring unbiased candidate selection. The report concludes by reiterating the importance of addressing the gender pay gap to improve business operations and foster a more equitable workplace environment. References to relevant academic sources are also included.

Identify and Analyse the
Current Talent
Management System of Axa

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 2............................................................................................................................................3
Rationale.....................................................................................................................................3
Causes of Gender Pay Gap..........................................................................................................3
Solution.......................................................................................................................................3
Implementation of recommendation...........................................................................................4
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
This project covers Part 2 of report which includes a problem of gender pay gap that
could affect the functioning of business activities (Eklund, 2019). In this report rationale, causes,
solution and implementation of recommendation related to gender pay gap are discussed. The
Chosen Organisation for this report is Axa, it is a French based company which provide financial
services and insurance to customers.
PART 2
Rationale
Gender pay gap is a situation when male employee get more income as compare to
female worker. The gender pay gap shows a discrimination among distribution of income
between women and men. The Company must provide equal compensation according to the
skill, abilities and capabilities of candidate. Axa must accept the change that female employees
are not less than male employees in terms of working, efficiency, skills, talent or creativity
(Blau, 2020). The Company have to reduce this issue as it may affect the profitability and
productivity of Business. The gender pay gap creates various problem in workplace such as
conflicts, lack of motivation, create hatred among both the gender, etc. Axa must revise the
policies so that both the genders satisfy by their pay scale.
Causes of Gender Pay Gap
There are various causes of gender pay gap which includes discrimination, stereotypes,
skills and abilities are neglected by Company and many other. These are the issues which is
faced by every women, they are not treated equal in Society (Sinha, 2019). Organisation doesn't
prefer female employee for Top executive role they think women can't handle the roles and
responsibility. Axa must treat male and female equally without showing any discrimination.
Solution
The solution to overcome the affect of gender pay gap is to increase the salary of
women's, provide training and development programmes for female so that they can improve
their skills and knowledge to become successful top executive. Axa must provide leaves to
female candidate in case of any emergency arises and also provide work from home benefits so
that they may not face difficulty in managing their office work and Home.

Implementation of recommendation
Axa must provide extra benefits to their female staff to make them feel valuable in
organisation. The Company must select candidate without any discrimination or creating biased
decision between choosing candidate (Andargie and Azar, 2019). Axa must work on providing
jobs to female for top executive role for enhancing confidence among them. The Organisation
must support equality and diversity policy by focusing on pay policies.
CONCLUSION
It is been concluded that there is a issue gender pay which create an impact on the
business activities and its functioning. The gender pay gap must be reduced by company to
overcome the problems which is associated by it. It creates many problems in company which
must be reduced and try to overcome so that functioning of business may run effectively and
efficiently without facing any dispute between male and female.

REFERENCES
Books and Journals
Andargie, M. S. and Azar, E., 2019. An applied framework to evaluate the impact of indoor
office environmental factors on occupants’ comfort and working
conditions. Sustainable Cities and Society. 46. p.101447.
Blau, F. D., 2020. The sources of the gender pay gap. In The New Gilded Age (pp. 189-208).
Stanford University Press.
Eklund, M. A., 2019. Fairness of CEO Compensation: A Multi-Faceted and Multi-Cultural
Framework to Structure Executive Pay. Springer Nature.
Sinha, S., 2019. Salary history ban: Gender pay gap and spillover effects. Available at SSRN
3458194.