Research Report: Gender Pay Gap in the Workplace at John Lewis

This research project investigates the role of managing cultural diversity to overcome gender pay gap issues in the workplace, using John Lewis as a case study. The report includes an introduction outlining research aims, objectives, and questions, followed by a literature review exploring cultural diversity and gender pay gap challenges. The methodology section details the research philosophy, approach, strategy, choices, sampling method, and ethical considerations. Data collection involved questionnaires and secondary sources, with findings analyzed to understand the relationship between cultural diversity and gender pay gaps. The report presents recommendations and a reflection on alternative methodologies, culminating in a conclusion that summarizes the key findings and implications for John Lewis. The research highlights the importance of cultural diversity practices in mitigating gender pay disparities and improving employee satisfaction and retention.

Research Project

Table of Contents
TITLE: Equality and diversity in the workplace.............................................................................4
Abstract............................................................................................................................................4
Acknowledgements..........................................................................................................................5
PART 1............................................................................................................................................6
INTRODUCTION...........................................................................................................................6
Research aims.........................................................................................................................6
Research Objectives...............................................................................................................6
Research Questions................................................................................................................6
Background of company.........................................................................................................7
Significance of research.........................................................................................................7
LITERATURE REVIEW................................................................................................................7
RESEARCH METHODOLOGY...................................................................................................10
Introduction..........................................................................................................................10
Research philosophy.............................................................................................................10
Research approach................................................................................................................11
Research strategy..................................................................................................................11
Research choices..................................................................................................................11
Sampling method..................................................................................................................12
Access Negotiations.............................................................................................................12
Research Limitations............................................................................................................12
Ethical Issues........................................................................................................................12
Gantt Chart...........................................................................................................................13
PART 2..........................................................................................................................................14
Data collection...............................................................................................................................14
Data analysis..................................................................................................................................14
Finding and analysis......................................................................................................................14
Questionnaire.................................................................................................................................14
Frequency Table...................................................................................................................17
Communicate outcome to stakeholders................................................................................31

RECOMMENDATIONS...............................................................................................................32
REFLECTION...............................................................................................................................33
Alternative methodologies....................................................................................................34
CONCLUSION..............................................................................................................................34
REFERENCES..............................................................................................................................36
APPENDIX....................................................................................................................................38
Questionnaire filled by respondent.......................................................................................38

TITLE: Equality and diversity in the workplace
Abstract
This present report has covered detailed information on Gender pay gap which is commonly
seen as the difference between the payment or salary offered to men and women for the same job
role in same company. It is seen that many business association often indulge into unfair practice
paying less salary to women workers as compared to men staff. The core importance of the
present research is that it has provided deeper knowledge to investigator on equality and
diversity practices that are helpful in overcoming issues like gender pay gap at workplace. It has
also provided knowledge to business enterprises performing their business activities with vast
range of workforce. Also, both the primary and secondary form of data collection methods have
been taken into consideration. Questionnaire has been chosen as the main primary sources which
have been filled by 40 respondents whereas in secondary method books, journal and online
sources had been taken into consideration. The findings have revealed that equality and diversity
can be effectively managed by incorporating cultural diversity practices at workplace.

Acknowledgements
Initially I would like to give huge thanks to my superiors, mentors as well as guide who
have collaboratively provided me support in completing project with the provided time limit.
Furthermore, at next I would like to thank my team members with whom I have conducted
research on the proposed topic. Without the support of these people, it won’t be possible for me
to conduct research in effective manner. At last I would like to thank my family members and
friends who have provided me moral support throughout the project completion process.

PART 1
INTRODUCTION
Equality and diversity practices simply means that business associations should provide
equal job opportunity to employees without discriminating with them on the basis of culture,
religion, sex, racism, age, disability marriage or civil partnership etc. Gender pay gap is mainly
considered as one of the main problem among equality and diversity issues that are noticed in
business enterprises (Ozturk and Tatli, 2016). Gender Pay gap can be effectively managed with
the incorporation of cultural diversity practices at workplace in order to overcome issues related
to gender pay gap within the company. The present research is conducted by John Lewis in order
to develop their knowledge on the role of managing culture diversity to overcome the issues of
gender pay gap in workplace. In this regard, investigator have developed effective research aim,
objectives towards the same so that they can effectively execute this research in the timely
manner. All of them are stated as below:
Research aims
The research aim for current study is “To determine the role of managing culture
diversity to overcome the issues of gender pay gap in workplace.” A case on John Lewis.
Research Objectives
 To understand the importance of cultural diversity at workplace.
 To evaluated major issues that get arises at workplace due to gender pay gap.
 To ascertain the advantages associated with decline in gender pay gap that John Lewis
can leverage.
 To determine ways through which gender pay gap can be reduced at John Lewis.
Research Questions
 Explain concept of cultural diversity at workplace?
 What are the main problems that occurs at workplace due to gender pay gap?
 What are various benefits that can be attained by John Lewis with the reduction of gender
pay gap?
 How different cultural diversity practices contributes in reduction of gender pay gap?

Background of company
John Lewis & Partners is a renown chain of department store of UK which offers huge
range of products to its customers. The company was incorporated in the year 1864 and
headquartered in London, SW, United Kingdom. At the initial stage only one store of John Lewis
was opened at Oxford Street London which has later increased in around 51 stores with the
passing time. The respective company offers products and services to the customers at very
nominal prices. At the time of introduction of this store, the management team of the company
has announced that they will definitely offer all the products at very affordable prices that will
ultimately match with the pricing range of high street competitors. All of the operational
activities of this company are managed by its staff that is around 38100 in numbers. With the
passing period of time the company is expanding within UK by increasing its number of stores.
This growth also requires huge workforce who could tackle and manage business activity of the
company in rightful manner. Increasing number of workforce within the company clearly states
that they are hiring employees from different cultures as well as religion. This also develops
issues among employees because they are hiring people at different pay scale. This is resulting in
the decline of employees performance in negative manner. In this regard, management team of
this company has planned to conduct investigation on equality and diversity practices so that
they can implement them at workplace and reduce influence of these issues in negative manner.
Significance of research
This will develop huge scope as well as opportunities to business enterprises as domestic
as well as international scale by effectively sustaining employees loyal towards the company for
longer period of time. Developed knowledge on this topic also aware business ion effective
expansion at international scale too because they are having deeper knowledge on equality and
diversity practices and can easily implement them at workplace during their business expansion
at international scale. For investigators point of view, the current research will help them out in
developing their own research and other professional skills like time management, analytical,
communication and other skills. As a result it will provide support to researcher in conducting
more effective research in the future.
LITERATURE REVIEW
Importance of cultural diversity at workplace.

On the basis of views presented by Amaded, K., (2019), cultural diversity can be seen
every where huge range of people work or meet at the particular place. This could be seen at
various places like business associations, institutes, colleges etc. This diversity mainly develops
on the basis of various parameters like nationality, culture, religion, racism, gender, pay gap, age,
language, sexual harassment, socio-economic status etc. (Araten-Bergman, 2016). One of its
common contribution is that it allows business associations in analyzing any problematic
situation with various angles. This also contributes in the bringing variety of innovations within
the company as it includes variety of integrated practices at workplace. It is important for
employees to remain open minded as well as non judgmental towards differences among
employees and variety of practices performed by them at workplace.
With the perception of Boehm and Dwertmann, (2015), it can be later said that business
associations are required to deal with various cultural diversity practices so that they can execute
their business plan with the diversified workforce effectively. Diversified working practices is
highly important for the business associations. It has been observed if company has diversified
workforce then it is easier for them to build their brand with diversified target market. Also, it
allows business associations to bring most talented employees within the company without any
sort of cultural barrier (Erickson and et. al., 2014). Also, it reduces absenteeism within the
company and also results in reduction of employees turnover. As a result, it can be said that it
cultural diversity ultimately brings higher innovation within the industry and also supports
business association in gaining competitive edge in effective manner.
Major issues that get arises at workplace due to gender pay gap
As per the thoughts given by Ewoh, (2013), gender pay gap is basically seen when
business association are not paying equal wages or salary due to difference in the gender. It is
considered as the biggest problem that gives rise to variety of problems at workplace which
hampers the functionality as well as profitability of the company in negative manner. Some of
the common issues that are identified as the main one which develops due to gender pay gap are
increase in employee turnover, decline in productivity of employees, delay in attainment of
organisational goals and objectives etc. Constant increase in employee turnover mainly occurs
due to gender pay. This is because, when employees at workplace feels discriminated they
prefers to leave the company instead of being discriminated due to their gender (Hebl and Avery,
2012). This ultimately influence employees especially females to switch the company and join

another one where they will get equal salaries. Also, another issue with gender pay gap is
demotivation among employees because female workforce are not getting equal pay that affects
their satisfaction level. As a result, they does not place their 100 percent efforts in organisational
work. It also results in decline of employees productivity. In addition to this, it can also be said
that lack of employees satisfaction or support directly affects accomplishment of project in
quicker manner.
Advantages associated with decline in gender pay gap that John Lewis can leverage
From the opinion presented by Henry And et. al., (2014), it can be said that gender pay is
major issue for all business enterprises that affects their profitability as well business
performance in negative manner. It has also been analyzed that if business association gets
successful in reducing gender pay gap at workplace then they can easily gain range of benefits in
effective manner. These benefits or advantages also supports company in quick attainment of
their organizational goals and objectives (Johnson, 2019). This can be well understood with the
help of example taken one renown department store of UK named as John Lewis. For instance:
Manager of John Lewis can easily attain high success in UK market by providing equivalent job
opportunities as well as salaries to to employees without any sort of discrimination. This will
direct support them in reducing employees turnover at workplace. As a result, they can execute
their work responsibility in effective manner.
On the basis of views given by Hewins-Maroney and Williams, (2013) main benefits of
reduction in gender pay gap at workplace is increase employees productivity. This is because if
company provides equal wages and salaries to employees them it ultimately motivates them and
influences them to work for the same company in more focused manner. This ultimately supports
them in attaining organizational goals and objectives in quicker manner. On the contrary,
Houtenville and Kalargyrou, (2012) has argued that main benefit associated with reduction in
gender pay gap is reduction in employees turnover at workplace. This simply means that when
company pays equal wages as well as equivalent job opportunities to employees without
discriminating them on the basis of gender then it ultimately motivates them to remain loyal with
the same company for longer period. This results in the reduction of employees turnover within
the same company.
Ways through which gender pay gap can be reduced at John Lewis

According to the viewpoint of Gascoigne, (2019), it is analyzed that companies often
emphasizes on finding adopting several ways or methods by which they can easily reduce gender
pay within their company and gain benefits. Flexible working jobs are considered as the effective
ways which is help for business associations in reducing gender pay gap at workplace. It can be
said that business association like John Lewis can introduce flexible working jobs for workforce
in terms of hourly working time (Jammaers, Zanoni and Hardonk, 2016). These people will get
their own salaries as well as wages on the basis of their working hour without emphasizing on
the gender. Along with this, it can also be said that business associations can also incorporate
equality pay act within the company so that any kind of discrimination does not take place in the
company. On the other hand, another way that could be adopted by manager of John Lewis is
providing equal job opportunities to all employees at workplace. This ultimately provides them
support in any how reducing gender pay gap at workplace. This will ultimately provide range of
benefits to the company with the effective support of employees that will also lead to quick
attainment of higher profitability to the same company in less period of time.
RESEARCH METHODOLOGY
Introduction
Research methodology refers to the section which provides an idea to investigator about
various methods and techniques that will be adopted by researcher at the time of conducting
research. With reference to the present research investigator will make use of Research onion in
order to define this section in more detailed manner. Research onion is consist of different layers
which simply defines each and every method one after another in order to explain overall
purpose of conducting research in appropriate manner (Research Onion. 2019). Each layer of
research onion is explained below:
Research philosophy
Research philosophy is mainly termed as the belief in which investigator carries out
research. Research philosophy are mainly of three types that is positivism, interpretivism and
pragmatism. With reference to the current investigation conducted on John Lewis on the topic “
To determine the role of managing culture diversity to overcome the issues of gender pay gap in
workplace” investigator will surely make use of pragmatism research philosophy. This type of
philosophy is mainly the combination of both the positivism and interpretivism. The main reason

behind adopting it is that investigator wants to include combination of qualitative and
quantitative data in order to attain best possible outcome over research problem in rightful
manner (Kumar, 2019). The main drawback of adopting pragmatism philosophy is that it might
things more complicated for the investigator because they are not able to manage data developed
in form of qualitative and quantitative form.
Research approach
Research approach is termed as the process that simply states that how overall
investigation will going to be conducted in terms of collection of data, its analysis, evaluation
and drawing valid outcome with its support. Research approaches are of two types that is
inductive and deductive. In inductive research approach investigator draws findings by
developing new theories and concepts (Quinlan and et. al., 2019). On the contrary, deductive
approach mainly relies on past theories and investigation for attainment of research outcome.
With reference to the current study conducted on role of managing cultural diversity in reducing
gender pay gap, investigator have selected inductive research approach as it is based on
qualitative method. It provides support in attaining research outcome with the inclusion of
human based perception.
Research strategy
Research strategy refers to the effective strategy adopted by company through which
researcher execute whole research plan effectively (Ketchen, Bergh and Boyd, 2019). These
strategies are of many types like case study, survey, experimental research, interviews etc. With
reference to the current study, investigator will make use of survey method for completing
research in rightful manner.
Research choices
In this investigator makes choice that which kind of method they will obtain for attaining
research outcome in rightful manner (Wang and et. al ., 2019). It is mainly of three types that is
mono method, mixed method and multi method. In the current method investigator will make use
of mono method for conducting research in simpler manner without any complication. In this,
qualitative method will going to be adopted by investigator in rightful manner.

Sampling method
Sampling is termed as the method by which investigator selects respondents from the
targeted sample population. Sampling methods are mainly of two types that is probabilistic and
non probabilistic sampling method (VanKooten, 2019). For the current research investigator will
use non probabilistic sampling method, in this they will use random sampling method. The main
reason behind choosing this method is that it provides equal opportunities to all sample
population in order to get selected as a sample size. For the current investigation researcher will
select 40 respondent for gathering maximum information from them.
Access Negotiations
It is essential for investigator to gather maximum possible information for attaining best
outcome for the research. While doing this, there are probable chances that investigator might
feel issues as there are numerous of sites that are not open for everyone (Kumar, 2019). This
simply means that they feel difficulty in gathering required information. Apart from this, it can
also be said that investigator might also face problem at the time of convincing respondents to
provide information on research topic. In this case, investigator can easily negotiate with
respondents by telling them importance of research for the company as well as society in
effective manner.
Research Limitations
The research limitation for the current project is limited funds and time provided for
conducting this research. It can be said that investigator was having very limited period of time
for the conducting the research (Clarke and Visser, 2019). This have also made it difficult for the
investigator to accomplish research objective and find out feasible outcome for it in effective
manner.
Ethical Issues
At the time of conducting present research on the topic equality and diversity,
investigator is required to execute whole research work by following their own ethics in
appropriate manner (Quinlan and et. al., 2019). With reference to the current study, it is essential
for investigator gather information from the authentic sources only. Along with this, it is also