A Detailed Management Report on the Gender Pay Gap at Genpact, UK

This report provides a comprehensive analysis of the gender pay gap within Genpact, a UK-based organization. It delves into the aims of addressing the gender pay gap, including ensuring equal opportunities, removing barriers to women's participation, creating a supportive ecosystem, and driving inclusion. The report also outlines the legal regulations in the UK related to gender pay gap reporting and examines Genpact's initiatives like WINGS, Pay It Forward, iSupport, and the Women's Leadership Program. Furthermore, it discusses the costs and benefits of addressing the gender pay gap, such as promoting equal pay, higher wages for women, improved working conditions, reduced female employee turnover, a higher GDP, and better education opportunities for women. The report concludes that while gender discrimination persists, companies are taking measures to minimize the gender pay gap and empower women in the workplace.

Gender pay gap

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Prepare a Management Report on Gender Pay Gap....................................................................1
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Gender pay gap is also known as gender wage gap is defined as average difference
between pay or other financial compensation for women and men working within an
organisation. It has been observed that women are being paid less than men even though they
have same eligibility and experience in specific field as men (Aksoy, Özcan and Philipp, 2021).
The gender pay gap is described as a global established measure about position of women in
economy in comparison to men. This situation is the outcome of economic and social
components that combine in order to minimize earning capability of women over their lifetime.
Reducing gender pay gap is not just about providing equal pay to women as men. But it also
requires to remove barriers which stop women to work instead of allowing them to participate
equally in workplace. The following report discuss about gender pay gap by considering Genpact
organisation which is based in UK. The report contains aims, legal regulations, cost and benefits
associated with gender pay gap.
MAIN BODY
Prepare a Management Report on Gender Pay Gap
According to the report of Institute for Fiscal Studies it has been estimated that policies
implemented by government of UK made no difference to gender gap in the last 25 years. In the
year 2019, it has been observed that on an average women who are working tend to earn almost
40% less a week and around £3.10 less an hour in comparison to man (UK gender pay gap
unaffected by government policy over past 25 years, 2021). Furthermore this report by IFS also
compare earning data between the year 2019 and 1995 which suggested that women were paid
less than men at workplace which was conducted on 2 million people aged around 20 to 55 years
(UK gender pay gap unaffected by government policy over past 25 years, 2021). Another part of
IFS report called Deaton Review of Inequalities states that minimum wages have minimized the
hourly pay gap in which men who has left their schooling at the age of 16 are being paid around
17% more an hour than women. And men who are graduates earned almost 23% more an hour
than their female colleagues. This represents that there is no progress in reducing gender pay gap
(UK gender pay gap unaffected by government policy over past 25 years, 2021).
Aims of Gender Pay Gap
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The main purpose of gender pay gap is to make sure that both men and women are being
provided with equal opportunities and results so that they could get equal pay. Gender pay
equality will be accomplished when people are able to enjoy and access to same rewards, opp
and resources regardless of their gender. The main aim related to minimizing gender pay gap for
Genpact is mentioned below:
Equal opportunities:
The main purpose of reducing gender pay gap is to make sure that both men and women
not only get equal wages but also have access to equal opportunities. Both males and females
must get equal chance to show their skills and abilities to complete certain tasks (Costa Dias,
Joyce and Parodi, 2020). The selected company provides them opportunities to handle certain
projects so that they could represent their capabilities in front of them effectively.
Remove barriers:
The next aim is to minimize or remove barriers that are faced by women which stops
them to take equal participation at their workplace. This could be removed through motivating
them by the managers of respective organisation to participate more in all activities happens
within workplace. It is very essential to remove all the unnecessary barriers that female
employees could face while working in company.
Creating supportive ecosystem:
The selected organisation aims to offer facilities for parenting community which involves
Returning Moms Program and other initiatives that are for all the working parents in their
organisation (UK gender pay gap, 2021).
Driving inclusion:
The respective company also aims to promote culture modifications by managing bias
environment across their workforce and providing women opportunities for career development.
The company organise these through senior executive workshops, training programmes and
networking forum (Bishu and Alkadry, 2017).
Legal regulation of Gender Pay Gap
In UK the regulation needs large companies to create data on their gender pay gaps which
was published in the year 2017 on 6 April, with the first reports due in the year 2018 (Gender
pay gap reporting, 2019). The two acts are The Equality Act 2010 (Gender Pay Gap
Information) Regulation 2017 and The Equality Act 2010 (Specifics Duties and Public
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Authorities) Regulations 2017. The former act is applied on private and voluntary companies that
have employees more than 250. The later act is applied those public organisations which have
around 250 or more employees (Gender pay gap reporting, 2019).
In context to Genpact organisation, it applies various programmes to boost employees
engagement within workplace. These are mentioned below:
WINGS
The Women in Genpact (WINGS) network provide an opportunity for women to
participate equally and raise awareness about challenges faced by them at their workplace (UK
gender pay gap, 2021). This program offers quarterly webinars for women with outside speakers
and town halls with senior company's leaders. In the UK, the selected company is targeting its
leaders with workshops customised through interviews with HR in order to determine domestic
challenges.
Pay It Forward
This is a 12 month program for high performing women employees in the respective
company that combines mentorship and sponsorship. Leaders and mangers of the company are
signed up as sponsors which not provide feedbacks, advice or coaching but also utilise their
influence to advance their careers (UK gender pay gap, 2021).
iSupport
As a part of respective company' s first ecosystem pillar, we utilise an array of
communication tools that they use to promote participation through employees in UK across
international online parenting community which is called as iSupport (UK gender pay gap,
2021). This is a quarterly series of interactive video programmes that helps in raising awareness
that the company offers to parents while providing advice from child-development expertise.
Women's Leadership Program
This is defined as international class learning and development program which helps in
providing mid-management, high-potential female staff with opportunities to grow as well as
learn. This initiative will help in development of their professional personality which could get
them promoted to higher positions. This program is being conducted by the company in
partnership with Harvard Business Publishing while utilising its learning platform known as
Genome. In the 2021 this program has included around 65% of women from Genpact UK (UK
gender pay gap, 2021).
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Fortunate Connect
The company also has partnership with magazine called Fortune which involves
developing unique leadership development experience for small group of leaders from respective
company (UK gender pay gap, 2021).
Cost and Benefits of Gender Pay Gap
Equal pay:
One of the easiest way to address gender pay gap is for workers to become more
expressive about how much they are getting as wages. In present times many firms keep secret
about the salaries of their employees or sometime they forbid employees to tell each other about
their wages. Gender pay gap provide employees to become openly discuss about their unequal
wages and enhance demand for equal pay (Abdel-Raouf and Buhler, 2020). This is a major
benefit which helps in making women in Genpact aware about their rights of getting equal
opportunities and salaries according to their eligibility. This also promotes transparency in the
workplace which makes people more aware and motivated to work effectively.
Higher wages:
This also enhance opportunities for women to get higher salaries at their workplace
according to their experience and qualities. It also makes them motivated to enhance their
performance which could benefit the selected organisation's growth and development. The
female staff of the respective company tends to put their maximum efforts so that they could gain
high pay, promotions, incentives or bonus.
Improved Working conditions:
The awareness about Gender pay gap also helps the respective company in building
positive working environment for all the female staff working in the company. This encourage
company in reducing possibility of discrimination at workplace on the basis of gender. People
start respecting each other and value contribution of their female colleagues which further leads
to positive workplace environment (Jones and Kaya, 2020). It also leads to enhancement of
diversified and inclusive environment in the company which helps company in gaining
competitive advantage in the market.
Reduce female employee turnover:
The supportive environment and valuing female staff also helps the selected in reducing
turnover of female staff. As it has been observed that female remains more dedicated and loyal to
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the company if they feel a sense of belonging at their workplace. They will represent their best
skills and put their maximum efforts to accomplish organisational objectives. The supportive
environment also helps in providing flexible working hours to female employees where they
could express their opinions related to certain projects (Behr and Theune, 2018). The respective
firm also motivates them to participate more in decision-making procedure which further
enhance their interest to stay in company for long period of time.
High GDP:
When females are being provided with more opportunities and equal pay then it leads to
more employment rates which further enhance GDP of the country. As in present times more
women are willing to achieve success in their career which boost their morale to apply for better
opportunities (Hamilton and Richmond, 2017). Such as in selected company, its female staff
regularly work towards accomplishing their goals along with competing for higher post which
motivates them to put more efforts. This continuous attempts to enhance profitability of
organisation also leads to increment in GDP which result in good image of organisation.
Better education opportunities:
When people see that female employees are being valued and getting recognition than
they invest more in education of women according to their field of interest. The female
population become more aware about the importance of their education which could provide
them opportunities in future to represent their professional personality that could get them higher
or equal wages (Acheson and Collins, 2021). From this women get motivated to gain more
information about discrimination happens with them so that they could take measures to reduce
after completing their education. Fro getting promotions or to work on good position female
population of the country tend to get higher education which could support their dreams along
with helping them to accomplish desirable objectives.
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CONCLUSION
From the above report it could be evaluated that many companies discriminate their
employees on the basis of gender which results in gender pay gap. In the world it has been
observed that even in 21st century women are being paid less than men at their workplace even
when they both posses same experience or eligibility. It has been seen that women are also not
provided with equal opportunities and responsibilities in comparison to men which demotivate
their morale. It has been examined from the above discussion that companies are taking
initiatives or measures to minimize gender pay gap so that women could get equal wages and
chances to represent their capabilities. These measures make women more enthusiastic and
motivated to prove themselves more eligible along with capable to handle any uncertainties.
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REFERENCES
Books and Journals
Abdel-Raouf, F. and Buhler, P.M., 2020. The Gender Pay Gap: Understanding the Numbers.
Routledge.
Acheson, J. and Collins, M., 2021. The gender pay gap in Revenue. Administration, 69(3),
pp.45-75.
Aksoy, C.G., Özcan, B. and Philipp, J., 2021. Robots and the gender pay gap in Europe.
European Economic Review, 134, p.103693.
Behr, A. and Theune, K., 2018. The gender pay gap at labour market entrance: Evidence from
Germany. International Labour Review, 157(1), pp.83-100.
Bishu, S.G. and Alkadry, M.G., 2017. A systematic review of the gender pay gap and factors that
predict it. Administration & Society, 49(1), pp.65-104.
Costa Dias, M., Joyce, R. and Parodi, F., 2020. The gender pay gap in the UK: children and
experience in work. Oxford Review of Economic Policy, 36(4), pp.855-881.
Hamilton, N. and Richmond, K., 2017. Scotland's gender pay gap: latest data and insights.
Fraser of Allander Economic Commentary, 41(2), pp.51-65.
Jones, M. and Kaya, E., 2020. The gender pay gap: what can we learn from Northern Ireland?.
[Online]
UK gender pay gap unaffected by government policy over past 25 years. 2021. Online Available
Through: <https://www.theguardian.com/world/2021/dec/06/uk-gender-pay-gap-
unaffected-by-government-policy-over-past-25-years>
Gender pay gap reporting. 2019. Online Available Through:
<https://www.equalpayportal.co.uk/gender-pay-gap-reporting/>
UK gender pay gap. 2021. Online Available Through:
<https://www.genpact.com/downloadable-content/2021-genpact-uk-gender-pay-gap-
report.pdf>
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