Impact of Diversity and Gender Pay Gap: Marks and Spencer Research

This report presents a research study on the impact of diversity inclusion and gender pay gap on organizational productivity, focusing on Marks and Spencer. The research explores the concept of diversity and the gender pay gap, examining their impact on organizational performance and identifying the benefits of diversity. The study includes research questions, findings from a survey, and a literature review. Key findings indicate a significant impact of the gender pay gap, leading to recommendations for salary transparency and civic engagement to address the issue. The report concludes with a summary of the research findings and recommendations for Marks and Spencer to improve workplace equality and productivity.

Research on Equality and Diversity in the
workplace
OUTCOMES OF RESEARCH PROJECT

Research Aim
 “To evaluate impact of diversity inclusion and gender pay gap on
organisational productivity.” A study on Marks and Spencer.

Research Objectives
 To examine the concept of diversity and gender pay gap.
 To identify the impact of gender, pay gap on the organisational
productivity.
 To determine the benefits of diversity to Marks and Spencer.
 To examine the issues arising at workplace from gender pay gap.

Research Questions
 What is diversity and gender pay gap?
 What is the impact of impact of gender pay gap on the
organisational productivity?
 What are the benefits of diversity to Marks and Spencer?
 Which issues are faced by company from gender pay gap?

Findings to Stakeholders
Stakeholders: There are various stakeholders in research for an
instance staff member, Comoran, investors, managers and others. In
current investigation, main stakeholder is staff members. The reason to
choosing staff members is that they have the clear understanding and
the accurate data regarding business. They know about the gender pay
gap and issues related to diversity at workplace.

Findings
Q1) Do you have knowledge about gender pay gap at workplace? Frequency
a) Yes 30
b) No 10

Continue…
Q2) Does diversity helps in improving the organisational performance? Frequency
a) Yes 25
b) No 15

Continue…
Q3) What are the benefits of diversity to Marks and Spencer? Frequency
a) Promote innovation 10
b) Avoid employee turnover costs 10
c) Brings in new ideas and experiences 20

Conclusion
It has been concluded from above mention report that gender pay gap
is average difference among remuneration for women and men which
are working in company. The aim of this research is to evaluate impact
of diversity inclusion and gender pay gap on organisational
productivity. Literature review is a main part of the research as its aim
is to achieving the research objectives. In this, different secondary
sources have been used such as books, articles, internet sources and
journals. There has been discussed about the impact of gender pay gap
on the organisational productivity.

Recommendations
 Salary transparency is also the issue of Gender gap. As companies should
not keep the salaries private so that we can know where this transparency
gap exists so that the women can create the better negotiation strategy
and make it transparent enough.
 One of the issue of gender pay gap is practice civic engagement as the
gap is very less prominent in the world. If the person has to fight against
this gap they should do proper research and should take the legal actions.