Equality and Diversity: Gender Pay Gap Impact on Apple Employees

This report investigates the concepts of equality and diversity, with a specific focus on the gender pay gap within Apple. The introduction provides an overview of the research, outlining the background, rationale, aims, objectives, and research questions. The literature review explores the concepts of equality and diversity, the advantages of diversity for Apple, and the impact of the gender pay gap on employee performance. The methodology section details the type of investigation, research philosophy, approach, data collection methods, sampling techniques, and ethical considerations. The study employs a qualitative approach, using primary data collection methods like questionnaires and a random sampling method. The report concludes with a summary of findings, highlighting the negative impact of the gender pay gap on employee morale and productivity and provides recommendations for Apple to address these issues through legislative action, fair pay practices, and data sharing. The report aims to provide a better understanding of the concept of equality and diversity and the gender pay gap.

Equality and Diversity

Table of Contents
INTRODUCTION...........................................................................................................................1
Overview of Research............................................................................................................1
Background of research..........................................................................................................1
Rationale of Research.............................................................................................................1
Research Aim.........................................................................................................................1
Research Objectives...............................................................................................................2
Research Questions................................................................................................................2
LITERATURE REVIEW................................................................................................................3
Equality and diversity concept...............................................................................................3
Advantages of equality and diversity for Apple company.....................................................3
Impact of Gender pay gap on performance of employees of Apple.......................................4
METHODOLOGY..........................................................................................................................5
Type of Investigation..............................................................................................................5
Research Philosophy..............................................................................................................5
Research Approach.................................................................................................................5
Data Collection.......................................................................................................................5
Sampling.................................................................................................................................6
Ethical consideration..............................................................................................................6
CONCLUSION & RECOMMENDATIONS..................................................................................7
Conclusion..............................................................................................................................7
Recommendations..................................................................................................................7
REFERENCES................................................................................................................................8

Topic: Equality and Diversity (Gender Pay Gap)
INTRODUCTION
Overview of Research
Equality and diversity is current legislation used for the equal opportunities. This is legal
obligation to protect against discrimination. This term is mainly used to explain the diversity,
human rights as explaining society values. In relation to this, gender pay gap is a main issue that
found in company related to the equality and diversity. This report has been taken into
consideration on Apple company and it is multinational technology firm that develops and also
sells consumer electronics. It faced the gender pay gap related issue at workplace that develops
negative impact on organisational productivity (Araten-Bergman, 2016).
Background of research
At workplace, equality and diversity provides equal right to employees so that they can
work in a better manner. This gives the equal job related opportunities to staff members so that
they can encourage towards performing the job activities and responsibilities. In order to apply
the equality and diversity, there is a need to manager to adopt different methods which helps in
contribute towards attaining specific objectives in an effective manner. In context to gender pay
gasp issue, there is 2% difference among the men and women pay. There is still gap in mean
average with men which paid 5% as comparison to women (Boehm and Dwertmann, 2015).
Gender pay gap among women and men in Apple organisation was driven through difference in
representation in workforce.
Rationale of Research
The rationale behind conducting this investigation is that it provides the understanding
about the equality and diversity concept at workplace. The benefits which company can get from
the equality and diversity will be identified in an effective manner. It helps I increasing skills and
the core competencies of an investigator so that learner can able to perform the research
activities in future in systematic manner (Erickson and et. al., 2014).
Research Aim
“To determine impact of Gender pay gap on performance of employees at workplace.” A
study on Apple.

Research Objectives
 To examine equality and diversity concept.
 To identify the advantages of equality and diversity for Apple company.
 To analyse impact of Gender pay gap on performance of employees of Apple.
Research Questions
 What is equality and diversity?
 What are the advantages of equality and diversity for Apple company?
 What is the impact of Gender pay gap on performance of employees of Apple?

LITERATURE REVIEW
Equality and diversity concept
According to viewpoint of Ruth Mayhew (2019) Equality and diversity in the workforce
play a very important role in promoting the equal opportunities without arising any
discrimination at workplace. This has been determined that staff members feel happy and
increase their performance if the company or management will treat all the staff members
equally. When operating within company, each person has their rights as well as obligations. It is
necessary for each company to give the equal opportunities for its employees. On the other hand,
organizational diversity is closely linked to the advancement of human rights and opportunities.
In context to this, equality is mainly dependent on acceptance of the diversity in relation for there
is to equal treatment in working environment. Promoting as well as supporting the diversity at
workplace is necessary aspect of people management. It is a duty of management to treat all the
employees equally so that they work in a better manner and also focus on enhancing
organisational productivity in an effective manner.
Advantages of equality and diversity for Apple company
According to Louise Petty (2019) Company should assure that each person in
organisation should be treated equally. Equality is an idea that people should be treated in a fair
manner but diversity is related to identifying that both group and individual differences should be
treated fairly. Apple is a large size organisation and there are large number of people working
which belongs to different culture and society. They all are work together and focus on attaining
the specific objectives. There are some benefits related to equality and diversity for Apple
company mention below:
Creates innovation- Through working with different experience, working styles and
culture people can develop the bouncing ideas and providing suggestions and feedbacks. In
Apple organisation, one person generates the out of box idea and other person works to execute
it in a better manner. So, this is necessary to play on strength of each person with the other in
team ( Ewoh, 2013).
Improve employee performance- Staff members are likely to feel more comfortable in an
environment where inclusivity is on the priority basis. At workplace, equality is necessary to
encouraging the workers which belong from all the backgrounds to feel more confident in ability

and they will give their best performance. It helps in enhance morale of a team and make the
staff more productive (Hebl and Avery, 2012).
Impact of Gender pay gap on performance of employees of Apple
On the basis of Pam Loch (2019) Gender pay gap is difference among remuneration or
women and men which working together at workplace. Mainly women employee’s considered to
be less paid as comparison to men. Under this, provision of mean and median salaries both will
reflect difference in true average salary in an organisation. On the basis of average total pay that
the men staff members receive more as comparison to women in company. Men have the more
compensated leadership positions. In relation to Apple company, mean pay gap is 9% less for
women and median pay gap is 10% in men favour. This pay gap develops negative impact on the
performance level of employees in Apple and it develops negative impact on organisational
productivity. On the other hand, gender pay gap reduce morale of female staff because
management do not support them and also not provide the more responsibilities.

METHODOLOGY
This part of research is considered as systematic plan that help in performing the research
activities in an effective manner. It consists the different tools as well as techniques to perform
the research related activities in an effective manner (Henry and et. al., 2014).
Type of Investigation
Research methods are helpful in conducting all the research tasks in systematic manner.
Qualitative and quantitative are two different kinds of research methods. It is a responsibility of a
researcher to take right decision with in particular period of time (Hewins-Maroney and
Williams, 2013). Among both the methods, qualitative method of data collection will be used
because it gives proper understanding about the concept of gender pay gap that develops
negative impact on organisation productivity along with employee’s performance.
Research Philosophy
This is considered as belief of a research in context to data collection for specific
phenomenon that has been included to examine its effects on various factors. Different kinds of
research philosophies are positivism and interpretivism. In conducting this research,
interpretivisim philosophy has been followed because will allow researchers to analyse data
effectively.
Research Approach
It refers to the plan that includes steps of the assumptions to detailed data collection
methods and analysis. It is one of the most necessary section that plays essential role for an
investigator when conducting a research on gender pay gap in context to equality and diversity at
the workplace. Through using the effective approaches, positive outcomes can be derived in an
effective way. Inductive and deductive are two different research approaches. In conducting this
research, inductive research approach will be considered because it is based on qualitative
method that provides the brief discussion about particular subject area (Houtenville and
Kalargyrou, 2012).
Data Collection
This is a process to collect data from using different sources to get valid outcomes in a
better manner. It is systematic compilation and data collection from various sources for a specific

purpose. This technique is used by the researcher when performing the study and it has two data
collection methods that are represented as primary and secondary.
In conducting this investigation, primary method of data collection will be used to
developing questionnaire because it gives reliable and relevant information in an effective
manner (Jammaers, Zanoni and Hardonk, 2016).
Sampling
Sample is group of people which have been chosen from large population in order to give
data and information to an investigator. The sampling is systematic process of choosing subjects
for the examinations as well as analysis that does not taken local features. Probabilistic and non-
probabilistic are two different kinds of random sampling method. In this present investigation, 30
respondents will be chosen by using random data sampling method. It is a part of probabilistic
sampling and provides equal chance to all chosen respondents (Kulik, 2014).
Ethical consideration
Ethical consideration that analysts need when conducting a proper investigation specific
subject area. In an investigation, it is necessary to apply three different principles for an instance
confidentiality, informed consent and privacy. Data and information of all the respondents were
not considered for anonymity and not affiliated with other primary investigation (Kulkarni and
Gopakumar, 2014).

CONCLUSION & RECOMMENDATIONS
Conclusion
From the above mention report, it has been concluded that equality and diversity is one of
the main aspect that provide equal opportunities and not to be treated differently. Diversity is
related to taking account of differences among people and the group of people. Gender pay gap
is a main issue that difference among the male and female employees. The gender pay gap
develop negative impact on productivity and growth of company. Under this, literature review
has been conducted by using the secondary sources like books, article, journals and many others.
For collection of data and analysis, research methodology has been conducted.
Recommendations
From above information, there are some recommendations mention below:
 Company should apply the legislations at workplace so that people cannot face any
issues.
 Apple should take the strict actions against people which create issue of
discrimination.
 Company can give fair pay to the make employees on the basis of their job positions.
 In order to remove gender, pay gap issue, managers needed to share gender pay gap
data with federal government to help discriminated people.

REFERENCES
Books & Journals
Araten-Bergman, T., 2016. Managers’ hiring intentions and the actual hiring of qualified workers
with disabilities. The International Journal of Human Resource Management. 27(14).
pp.1510-1530.
Boehm, S. A. and Dwertmann, D. J., 2015. Forging a single-edged sword: Facilitating positive
age and disability diversity effects in the workplace through leadership, positive climates,
and HR practices. Work, Aging and Retirement. 1(1). pp.41-63.
Erickson, W.A and et. al., 2014. The employment environment: Employer perspectives, policies,
and practices regarding the employment of persons with disabilities. Rehabilitation
Counseling Bulletin. 57(4). pp.195-208.
Ewoh, A. I., 2013. Managing and valuing diversity: Challenges to public managers in the 21st
century. Public Personnel Management. 42(2). pp.107-122.
Hebl, M. R. and Avery, D. R., 2012. Diversity in organizations. Handbook of Psychology,
Second Edition. 12.
Henry, A. D. And et. al., 2014. Employer-recommended strategies to increase opportunities for
people with disabilities. Journal of vocational Rehabilitation. 41(3). pp.237-248.
Hewins-Maroney, B. and Williams, E., 2013. The role of public administrators in responding to
changing workforce demographics: Global challenges to preparing a diverse workforce.
Public Administration Quarterly. pp.456-490.
Houtenville, A. and Kalargyrou, V., 2012. People with disabilities: Employers’ perspectives on
recruitment practices, strategies, and challenges in leisure and hospitality. Cornell
Hospitality Quarterly. 53(1). pp.40-52.
Jammaers, E., Zanoni, P. and Hardonk, S., 2016. Constructing positive identities in ableist
workplaces: Disabled employees’ discursive practices engaging with the discourse of
lower productivity. Human relations. 69(6). pp.1365-1386.
Kulik, C. T., 2014. Working below and above the line: the research–practice gap in diversity
management. Human Resource Management Journal. 24(2). pp.129-144.
Kulkarni, M. and Gopakumar, K. V., 2014. Career management strategies of people with
disabilities. Human Resource Management. 53(3). pp.445-466.
Online
Loch, P., 2019. How does gender pay gap reporting affect businesses?. [Online]. Available
through: <https://www.accountancyage.com/2019/05/15/how-does-gender-pay-gap-
reporting-affect-businesses/>.
Mayhew, R., 2019. Equality & Diversity in the Workplace. [Online]. Available through:
<https://bizfluent.com/info-8270685-equality-diversity-workplace.html>.
Petty, L., 2019. How Equality & Diversity Improves Your Workplace: Examining the Benefits.
[Online]. Available through: <https://www.highspeedtraining.co.uk/hub/equality-
diversity-benefits-workplace/>.

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