Gender Pay Gap: Analysis of Future Trends, Impact and Solutions

This report provides a comprehensive analysis of the gender pay gap, exploring its prevalence and potential future trends. It incorporates both primary data collected through questionnaires from 50 employees and secondary data from existing literature, including books, journals, and articles. The literature review examines various perspectives on gender inequality and its impact on remuneration, highlighting that despite increased awareness, a pay disparity persists, influenced by factors such as societal expectations, skill perceptions, and organizational biases. The findings from the questionnaire reveal that while most respondents recognize the existence of a gender pay gap, opinions diverge on whether it will continue in the future. Recommendations to overcome this gap include valuing women's work, providing equal opportunities, and enforcing stricter laws. The report concludes that addressing gender pay inequality requires a multifaceted approach that involves societal, organizational, and governmental efforts to ensure equitable compensation and career advancement for all individuals.

Project 2 Portfolio

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Literature Review...................................................................................................................3
Methodology...........................................................................................................................4
Findings..................................................................................................................................5
Analysis..................................................................................................................................6
Recommendations..................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES:...............................................................................................................................8
Books and Journals.................................................................................................................8

INTRODUCTION
Gender inequality is a major concern and it also create pay gap among men women.
There is need of understanding that men are provided better opportunities than women on same
educational qualification (Galbraith, Callister and Kelley, 2019). This research is based on
analysing the gender gap and evaluating its impact. Gender pay gap can be understood as the
average difference between the remuneration for men and women who are working. There is
need of eliminating this gap and providing opportunities to the individuals as per their skill set.
This report is based on primary and secondary research that helps to get better results. The
literature review is part of this report that helps to know about the view point of authors through
books, journals, articles etc. Findings and analysis is also mentioned in this report. In the end of
this report, recommendations are mentioned.
Research Question: Will inequality within the gender pay gap still be prevalent in the future?
MAIN BODY
Literature Review
Will inequality within the gender pay gap still be prevalent in the future?
According to (Li, Zuckerman, and Diener, 2021) Gender inequality is a basically curse to
the society it is still a major factor which destroys the life of potential candidates which work for
the organisation. Most of the organisation has changed their way of promoting the candidates.
Reputed firms gives promotion and recognition without partiality. In various places women can
adapt to the new places systematically. They can get the jobs of receptionists, cleaners etc. On
the other hand, men can easily get the jobs depending on their qualification and previous
working experience. The gender equality is still not persistent it gets variation depending on the
growth opportunities. There are various facts that the 80% of the women are earning less. Their
authority and position creates different at different levels in the workplace.
As per (Huang, and et.al 2020) UK is developed country it gives equal opportunities to
the men and women depending upon the path they had chosen to achieve an growth. The
condition is bit different women are paid less and they prefer to work part time. There is more
growth of men in the workplace there are various factors which stops the growth of women.
Higher authority of power is given to men the organisation that a men can run the workplace
better and carry out the operations more effectively. In UK managerial positions are basically

holded by men in the company. The pay scale is also less in most of the companies. There is
clear gender inequality and the women are facing various difficult challenges. In various areas
women has more capability then men. They did not get the right opportunities according to their
potential. Gender equality can be achieved by giving the right opportunities to both the genders
and especially to women. The job status of women are more important due to their job position.
With their respective job position their decisions hold more power. Women are being depressed
and burdened by the pressure which they had to tolerate while working in the organisation.
According to (Cui, Ding, and Zhu, 2022) another disadvantage is the age gap the women
get the opportunities by working very hard towards their goal. On the other hand, men get the
promotion due to different benefits which is given by the management. This shows that the
gender inequality still exists and various women is still facing this issue. The world is evolving
but this a difficult threat which is still present in the society. Women search for the jobs in their
territory they can work flexibly. The society is still not safe for the women and they judge the
women which are working professionals. The world still not had the clear vision gender equality
is still just a topic. The individuals does not apply that in real life. Due to their behaviour most of
the working professionals women face different challenges while working for the organisation.
Methodology
It includes the steps that are followed to carry on the overall research. The systematic way of
doing the research is called research methodology. There is need of working in effective manner
so that better results are analysed.
Research philosophy: It is used to solve the research problem and make systematic changes
in the same. There are two types of research philosophy such as positivism and interpretivism.
The use of interpretivism philosophy is done to analyse the information effectively.
Research approach: The two types of research approach are deductive and inductive. In
order to carry on this research properly the use inductive research approach will be done
(Mohajan, 2018). It helps to complete the research in scientific manner.
Research method: The two important types of research methods are qualitative and
quantitative methods. The qualitative method is used to present the non numerical data that is the

form of literature review. and on the other side quantitative data is used to analyse the numeric
data. Both qualitative and quantitative research methods will be used in this research.
Data collection: The two methods of data collection are primary and secondary. This
research is based on mixed data collection. Questionnaire is used to collect primary data and
literature review is done for secondary data (Pandey and Pandey, 2021). The use of already
published books, articles and journals is done.
Sampling: 50 employees will be selected on random basis.
Findings
Questionnaire
Q1) Do you understand the concept of gender inequality Frequency
Yes 40
No 10
Q2) Is gender gap seen in pay scale as well?
Yes 45
No 5
Q3) What is the reason of gender pay gap?
More responsibility on women at home 35
Skill gap 15
Q4) Will it continue in future as well?
Agree 25
Disagree 25
Q5) What are the strategies that can be used to overcome this gender
gap?
Provide equal opportunity to women 30
Strict laws must be imposed 20
It is seen that people are aware about the gender pay gap. Despite of being aware the practice is
continued. People believe that the pay gap is seen in women because they have to more
responsibility at home due to which they are unable to work effectively in professional life.
Some of the employees also believe that the women have less skills and they are not capable of

doing the job in proper manner. It is also analysed that half of the respondents say that this will
continue in future as well and the other half say that this practice will stop. To overcome this
gender, gap the organisations must provide equal opportunities to both men and women as per
their capability (Strah, Rupp and Morris, 2022). The laws of government must be made stronger
so that people follow them for success of both men and women.
Analysis
It is analysed that gender pay gap is the gap in the salary of men and women on same
position. It is seen as curse by the society and the capable candidates are not able to get job. It is
exploitation for the potential employees. They are provided the work of receptionist and front
office and the men are provided the opportunity to work for high profile jobs. There is need of
stopping the practice and providing them equal opportunity (Winslow, 2021). The women are
also dedicated and have desired skills to carry on the work but still they are not provided chance
to carry on the work. The growth rate of men is higher in the organisation as compared to that of
men. There are various challenges that women face to get a job good against men. They are not
able to get equal status and also are payed less. It is also evaluated that the women get depressed
due to this reason and are unable to utilise their skills. There is need of eliminating this
phenomenon and providing equal opportunities to all the employees. This will benefit the
employees as well as organisation. In the professional world there must not be any
discrimination among men and women and they must get work as per their desired skill set. The
capabilities of all employees must be respected and valued.
Recommendations
There is need to overcome the problem of gender pay gap. The following are the
recommendations:
 Valuing the work of women candidates will help to fil this gender pay gap. Women
candidate are also dedicated and will be able to carry on the work effectively.
 All the employees men and women must be given equal opportunity to carry on the work.

CONCLUSION
From the above report, it is concluded that there is need of understanding gender pay
inequality. There is need of eliminating the problem and taking effective actions. The use of both
primary and secondary research is done to analyse the information.

REFERENCES:
Books and Journals
Cui, R., Ding, H. and Zhu, F., 2022. Gender inequality in research productivity during the
COVID-19 pandemic. Manufacturing & Service Operations Management, 24(2), pp.707-
726.
Galbraith, Q., Callister, A.H. and Kelley, H., 2019. Have academic libraries overcome the gender
wage gap? An analysis of gender pay inequality. College & research libraries, 80(4),
pp.470-484.
Huang, and et.al 2020. Historical comparison of gender inequality in scientific careers across
countries and disciplines. Proceedings of the National Academy of Sciences, 117(9),
pp.4609-4616.
Li, C., Zuckerman, M. and Diener, E., 2021. Culture moderates the relation between gender
inequality and well-being. Psychological Science, 32(6), pp.823-835.
Mohajan, H.K., 2018. Qualitative research methodology in social sciences and related subjects.
Journal of Economic Development, Environment and People, 7(1), pp.23-48.
Pandey, P. and Pandey, M.M., 2021. Research methodology tools and techniques. Bridge Center.
Strah, N., Rupp, D.E. and Morris, S.B., 2022. Job analysis and job classification for addressing
pay inequality in organizations: Adjusting our methods within a shifting legal landscape.
Industrial and Organizational Psychology, 15(1), pp.1-45.
Winslow, E., 2021. Gender Pay Inequality in Professional Sports: How Policy Shapes A
Consistent Divide.