Gender Pay Gap: Impact on Organisational Growth & Success - 2019 Essay

This presentation examines the significant issue of the gender pay gap in the workplace, highlighting its impact on worker efficiency and overall organisational success. It identifies gender stereotyping, individual choices, and internal/external organisational factors as contributors to wage discrimination, particularly against women in Australian organisations. The presentation discusses the positive aspects of addressing the gender pay gap, such as improved work efficiency, productivity, and the promotion of diversity and equality. It also acknowledges potential negative aspects, including increased management costs and negative feelings among male workers. Furthermore, it emphasises the economic benefits of reduced poverty and increased equality, while also noting the limitations of implementing equal pay policies across all job levels. The presentation concludes by advocating for diversity training and leadership development programs, referencing Woolworths Supermarket as an example of an organisation embracing diversity and reducing the gender pay gap.

 The issue of gender-pay gap has become one of the
significant problem at the workplace.
 It impacts the efficiency of the workers, and thus
leads to a major effect on the overall efficiency of
the organisation.
 The presentation will explain the significance and the
impact i.e. positive and negative of the ‘gender based
pay-gap’ on the growth and success of the
organisation.
Introduction

 Gender stereotyping has been one of the major
factors leading to wage discrimination.
 Another major factors include an individual’s
choice, internal and external factors of the
organisation.
 Women face high discrimination than men in
terms of the wage or pay in the Australian
organisations (Benería, Berik & Floro, 2015).
Factors contributed to gender based pay-
gap

 Improves the work efficiency and productivity
of the workers, and determines commitment to
organisational goals and objectives.
 Promotes diversity and equality at the
workplace, leading to growth and profitability
in the future years (Australian Government,
2018).
Positive or affirmative aspects of gender-
pay gap

 Increase in the expenditure or management
costs of the organisation to organise
programmes towards promoting diversity.
 Actions towards reducing the gender-based
pay gap may create the negative opinions or
feelings amongst the male workers (Kennedy
et al., 2017).
Negative aspects of reducing gender-pay
gap

 Moreover, ensuring equal pay or reduction in the
gender based pay gap, ensures increased and equal
opportunities for employees.
 A major aspect of economic benefits has been
observed in the Australian organisations.
 Reduced poverty, and equality at their workplace
will indirectly contribute to the economic benefits to
the future households.

 Promoting equal pay or embracing diversity cannot
be carried out for a long period of time.
 Moreover, organisations cannot implement the
policy or practice of paying equal according to the
work done to all the workers (Blau & Kahn, 2017).
 It is applicable to the workers at a particular level
or for few job-positions or job-roles.

 Actions or programmes towards reducing the gender
based pay gap will determine the equal access to the
basic facilities to the women in the society.
 These facilities may consist of equal access to
healthcare and education services.
 This leads to enhanced productivity of the female
workers in the organisation.

 Organisations must focus on reducing the
difference or inequality in pay or compensation
to their workers.
 This is essential to ensure high productivity and
better growth in present as well as future years.
 An example, can be mentioned here,
“Woolworths Supermarket” embraces diversity and
reduced gender-pay gap as major organisational
practices (Benería, Berik & Floro, 2015).

 To conclude the discussion from the preceding slides
of the presentation, certain aspects has been
understood.
 Organisations must implement the diversity training
and other programmes such as leadership
development in the Australian organisations.
Conclusion

 Australian Government. (2018). International Gender Equality
Reporting Schemes. Retrieved from:
https://www.wgea.gov.au/data/wgea-research/international-gender-
equality-reporting-schemes
 Benería, L., Berik, G. & Floro, M. (2015). Gender, development and
globalization: Economics as if all people mattered. United Kingdom:
Routledge
 Blau, F. D., & Kahn, L. M. (2017). The gender wage gap: Extent,
trends, and explanations. Journal of Economic Literature, 55(3), 789-
865.
 Kennedy, T., Rae, M., Sheridan, A. & Valadkhani, A. (2017). Reducing
gender wage inequality increases economic prosperity for all: Insights
from Australia. Economic Analysis and Policy, 55, 14-24.
References