Workers with Same Job Title Deserve Same Pay Rate: A Report

This report examines the debate surrounding equal pay for workers holding the same job title. It begins by defining equality and diversity within a business context, highlighting their importance in fostering a fair and inclusive workplace. The main body of the report presents arguments in favor of equal pay, such as its ability to add new skills and experiences, promote innovation, improve brand reputation, and open up new talent pools. It then evaluates arguments against equal pay, including the potential for creating too many opinions, HR managers focusing on leadership qualities too quickly, communication issues arising from diversity, and the potential for employee turnover. The conclusion synthesizes these arguments, emphasizing the benefits of equal pay in boosting morale and attracting talent, while acknowledging the challenges associated with managing diverse teams and ensuring effective communication. The report uses Harvard referencing, citing academic sources to support its claims.

Business and Human
Resources
Management

Table of Contents
Topic: Workers with the same job title deserve the same pay rate.................................................3
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Establish and evaluate an argument in favour.............................................................................3
Establish and evaluate an argument against................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

Topic: Workers with the same job title deserve the same pay rate
INTRODUCTION
Equality and diversity both are the different term but used for the benefits of company. In
that case equality is all about making sure that each and every employee get equal opportunity
payment and does not treated discriminated on the grounds of the characteristics considering
gender race pay and many more. Diversity describes the differences among the people regarding
their belongingness that leads to develop a positive value on the grounds of these differences
(Fraser, 2019). Within an organisation equality and diversity means a lot as it is all about
respecting each and every employee despite from their age, cultural background, career
experience skills, sexual orientation and many more. Equality and Diversity becomes the integral
part of the Management and Organisation which is useful in bringing attention from the
academic and practitioners. In this context diversity and equality both are different terms. The
equal opportunity is concerned with tolerance and rights regarding the legal rules in order to
enhance the proportion of minority within an organisation.
MAIN BODY
Diversity Management is concerned with the difference as it focus on the initiatives that are
taken by company and also valuing others at the workplace regardless of their gender and pay
because every employee deserve equal pay working on the same position. In this context there
are some arguments presented in favour and against of same pay rate to workers that are
mentioned as below:
Establish and evaluate an argument in favour
Equality and diversity add new skills: Equality and diversity is useful in adding new skills
and experience within the individual. Mostly employees diversify regarding job in order to get
suitable exposure for themselves. As many people belongs from various background and add
new talent skills and experience among them with the help of diversity that needs to improve
their overall performance and Organisation as well (Harrison and Healy, 2016). In this context if
employees get equal pay within the same position concerning their job then it is beneficial for
them and also helpful in order to expand them self. Moreover if employees get equal pay for the
same job position then it leads to boost their moral and motivate them to perform more
effectively in order to achieve significant goals and desired outcome that is beneficial for the

company. Due to this many large organisations promote equality and diversity as it leads to bring
probable growth and enhance their reputation within the market.
It promote innovation: Diversity promote creativity and innovation within the
organization as employees belongs from various regions and areas and according to this they
have different mindset and thinking by which they can innovate to promote their organization
and them self. Along with this employees think that the company is more committed and
supportive regarding the diversity as it is the basic platform for the employees to represent their
skills and creativity (Todolí-Signes, 2017). Despite from this if employees get suitable benefits
and pay from the company then it can become the prominent motivational factor for them to
think more creatively for the growth and success of company. Therefore describe the diversity
within the workplace leads to develop prominent innovation within the business outcomes.
Moreover equality and diversity is the bouncer regarding the ideas as diverse team can be used to
generate more innovative ideas in comparison to other team. Therefore excellent management of
diversity is the key for the future success and growth for any organization.
It leads to improve brand reputation: The term equality and diversity is work as the social
responsibility within the organization and it significant leads to increase the reputation and image
of company within the dynamic business environment. As it is beneficial for the organization to
promote equality and diversity within the company big is it significant leads to improve the
brand reputation of company. Introducing diversity within an organization its impact the hiring
decision and also enhance the chances of acquiring the best talent and manpower within the
company. Moreover organizations need to promote the diversifying candidates at the senior job
post because it significantly impact on the frame of mind of others who are currently searching
for the job (Pérez-Ahumada, 2017). Along with this it also leads to improve the integration as if
they can see diversity within the whole business organization.
Opens up the new talent: Equal pay and diversity leads to generate innovation among the
organization and because of this the new talent can prominently generate within an organization.
It is beneficial for the company as at the time of recruitment the equal pay and Diversity factor
leads to create the greater pool of talent for the company that is beneficial for the recruiters to
hire best talent from them for the benefits of the company (Quintanilla and Kaiser, 2016).
Despite from this if employees get suitable pay according to their skills and work then they can

prominently and openly show their talent within the organization that is beneficial for the
company to get new talent for the growth and success of company.
Establish and evaluate an argument against
Equality and Diversity within the company does not come without any effort of the
employers and managers. In this context many people suffer because of less pay and
discrimination on the basis of races gender nationalities and sexual orientation. In this context it
is the responsibility of HR manager to reduce this factor from the company as it can damage the
reputation and growth of an organization. In this context communication can become quite tough
for the diversity find people as every employee does not loan with the local language of the place
where they work. Therefore few arguments against the equality and diversity within the
organization are mentioned as under:
It leads to create too many opinions: Equality and Diversity leads to create many options
for the employees as if they get prominent opportunities for them then and it leads to generate
various opinions and suggestions from various employees that might get clash and leads to
generate conflict among them. Therefore it is easy to find the suitable journey to take the
concerning progress. In this context there are many time in which company has various opinions
available for them that can create problem for the company as it gets tough for the manager to
choose best from the innovative and creative ideas (Rogers, 2016). Along with this including
employees in the decision making program leads to slow down the speed of project as in this
everyone get probable chance to be heard that leads to decrease the speed.
HR manager focus on leadership qualities too quickly: The organization who promotes
diversity and equality leads to develop experts within the company who can choose their own
career by them which can become threat for the company as because of these employees can
easily switch and shift from one job to another job. Because of this reason an organization can
lose their talented employees that can bring major downfall within the growth and success of
company (Granovetter, 2018). Turnover of employees not only depends on their growth and
leadership qualities it also depends on the pay which they get from the company as if the pay is
not sufficient and fulfill the requirement of employees then because of this factor company can
face absentees and employees turnover within the company.
It leads to create communication issues: Diversify employees always have culture and
language issues because that does not know with the other language in which they are working.

Moreover employees from the different culture do not speak the same language because of their
primary communication option. Recruiting employees from the different areas can offer
innovative perspective but it can also generate issues among the colleagues in order to speak
with one another (Gordon, 2018). Along with this when the same language is spoken then and it
can also create problem because of the differences in meaning and leads to create confusion at
the workplace.
CONCLUSION
By considering the preceding information it is analysed that employees have equal right to
get equal pay regarding their job as it leads to increase then moral that is beneficial for the
company to achieve their desired outcome. Despite from this the diversity is also beneficial for
the company because in this organisation get different new talent for them with prominent
suggestions and opinion that is beneficial for the company in terms of its growth and
development. Apart from this when the equality and Diversity has prominent benefits within the
organisation simultaneously it also has major disadvantages within the company as it leads to
create communication problem and can generate conflict among the employees because of their
belongingness. Moreover there are some employees who get significant pay regarding their job
but do not work according to their pay that leads to demoralise other people to perform their job
role.

REFERENCES
Books and Journals
Fraser, K.M., 2019. Same or different: gender politics in the workplace. Routledge.
Gordon, A., 2018. Portraits of the Japanese workplace: labor movements, workers, and
managers. Routledge.
Granovetter, M., 2018. Getting a job: A study of contacts and careers. University of Chicago
press.
Harrison, G. and Healy, K., 2016. Forging an identity as a newly qualified worker in the non-
government community services sector. Australian Social Work, 69(1), pp.80-91.
Pérez-Ahumada, P., 2017. The end of a traditional class distinction in neoliberal society:‘White-
collar’and ‘Blue-collar’work and its impact on chilean workers’ Class
Consciousness. Critical Sociology, 43(2), pp.291-308.
Quintanilla, V.D. and Kaiser, C.R., 2016. The Same-Actor Interference of Nondiscrimination:
Moral Credentialing and the Psychological and Legal Licensing of Bias. Calif. L.
Rev. 104. p.1.
Rogers, B., 2016. Employment rights in the platform economy: Getting back to basics. Harv. L.
& Pol'y Rev. 10. p.479.
Todolí-Signes, A., 2017. The ‘gig economy’: employee, self-employed or the need for a special
employment regulation?. Transfer: European Review of Labour and Research. 23(2).
pp.193-205.