HRM Management Report: Analyzing Gender Pay Gap in Tesco, UK

This report provides an analysis of the gender pay gap, focusing on the context of Human Resource Management (HRM) within the UK retail sector, particularly at Tesco. The report begins with an introduction to HRM and sets the stage for an investigation into the gender pay gap, defining the concept and its implications. It then delves into a management report framework, outlining the process of preparing such a report, followed by an abstract summarizing the core issue. The report then examines Tesco as a case study, exploring relevant literature, the Equality Act, and HR practices in this area, including the impact of outsourcing, incentives, and employee motivation. It concludes with recommendations for mitigating the gender pay gap, such as promoting pay transparency and improving work-life balance, and identifies key issues like damage to company goodwill and potential shortage of skilled workforce. The report uses secondary data, including journals and newspapers, to support its findings and recommendations. This assignment is a management report analyzing the gender pay gap, providing insights into HRM practices and potential solutions for promoting pay equity.

Introduction to HRM

Table of Contents
1. INTRODUCTION.......................................................................................................................3
2. Management report......................................................................................................................3
3. The process of preparing a Management Report.........................................................................3
Topic: The Gender Pay gap....................................................................................................3
Abstract...................................................................................................................................3
Organisation relevant to the topic working in UK.................................................................4
Literature on the topic............................................................................................................4
Consider HR practice in this area...........................................................................................5
Conclusion and recommendation...........................................................................................7
4. Key Issues....................................................................................................................................7
REFERENCES................................................................................................................................9

1. INTRODUCTION
Human resource management is a strategic tool which is utilized by company to run their
activities systematically. This report is made on the basis of using secondary data which includes
various journals, newspapers and so on. Due to facilitating healthy and fashionable products to
users globally company's popularity are highly increased. TESCO is one of the company who
sell their products to all customer segments by using specific pricing strategy. And in this
strategy prices are fixed according to customer segment which includes low, medium and high
range. In this report equality act are highlighted for understand that how this act worked in
organization.
2. Management report
A management report basically comprises of the collection of data and operational
information from various business departments that is presented in an understandable way,
allowing managers to make better-informed decisions. Further, the definition of management
reporting comprises of the reports that management uses to run the organization, make business
decisions, and monitor progress. Along with this, the management reports also help the managers
to monitor the smaller details of their department along with leading better information about a
selected topic and issues to have better planning and solutions. The topic selected for current
management report is gender pay gap.
3. The process of preparing a Management Report
Topic: The Gender Pay gap
Abstract
Gender pay gap refers to the remuneration or wage difference between the women and men
which are paid by the top level management on monthly and yearly basis. But in this method the
discrimination is highly increased between employee's which leads to decrease the productivity
and revenue of organization. The ultimate motive of using this technique by company is to
maintain good communication between various departments. Further, the current project is based
on writing and presenting a report about the issue of gender pay gap.

Organisation relevant to the topic working in UK
The company which is chosen for analysing the gender pay gape effectively are TESCO. It
is a multinational retail based company and is headquartered in England. It is the third largest
retail company in the world in terms of generating revenue. The main purpose of this
organization is facilitate best quality, healthy product and services to customers.
Literature on the topic
With respect to the information provided by theAl-Kahtani, N. S., 2018, it has been
analsysed that many systems of various rules and regulations which implemented by government
of various countries. The main purpose of using this method by organization is to run the
activities in legal form for increasing their portfolio easily. The regulations which was used by
TESCO are described below -
Equality act - It is basically a law which is implemented by government for reducing the
differentiation in various aspects which includes colour, cast, age and others. In this act various
beneficial facilities are provided by the government for adult, kids and old age people. It includes
free education, accommodation, housing and so on. In context to TESCO, it is necessary for
management that they must provide effective training and all essential resources to employees in
time. It is highly helpful for reduce the differentiation between men and women.
With the help of equality act good coordination are maintained between employees with
help of using right and reliable information within company and in websites. With use of reliable
content their sales and profit are easily increased. Due to high profit employees easily received
their wages in time. In this act employees received more benefits in the because due to this act
top level management are not able to deduct their income without any genuine reason.
Due to implementation of this act by government illegal activities are highly reduced and
productivity are easily increased (Lopez-Cabrales and Valle-Cabrera, 2020). This act also helped
to manage the workload of employee's within organization. It means according this act flexible
working hours are maintained by TESCO organisation for workers. This strategy are highly
essential for employees for accomplish the task in relax manner. The most important fact is that
the relationship between all levels of departments are effectively stabled in long time.
Along with this, according to the view point of the Andalib, T. W. and Darun, M. R.,
2018, the key benefits related with mitigating the issue of the gender pay gap in Tesco comprises
of the:

 Higher wages for women – It means that according to the gender pay gap TESCO
highly focused on pay equally to both men and women. Because management always
believed like men women also have the ability to do the job in perfect manner. Due to
this reason women's get equal benefit for living their life happily. This positive thinking
helped the company enhance their work efficiency. It also helped to establish effective
communication with subordinates for long time.
 Better working atmosphere – It basically refers to eco friendly environment which is
developed by the organization specially for both men and women. Therefore positive
work environment is very essential for both men and women for doing the job in relax
free mind. In context to TESCO, it is one of the company who maintained strict
discipline and provide satisfied wage to employees. With help of various rules and
effective wages the attitude and behaviour of the employees are maintained well in
company for longer time.
 Better education opportunities – It means according to gender pay gap the focus of
organization is to give better opportunities to employees with the help of equal pay. For
their better education it is necessary for TESCO management that must organize
knowledgeable activities and beneficial policies which is favourable for employees. It
includes various games, providing effective training for three or for months and so on.
With the help of using effective game strategy their mind are easily developed and their
promotions are done in fast manner. After achieving various promotions their career
growth are easily increased.
 Equal pay can make sense from a justice perspective – It means that gender pay gap
are helpful to maintain transparency in the form of justice at the time of facilitating wage
to employees for their work. In context to TESCO it is one of the company who provide
the accurate and reliable wage to all employees in time without any delay. For sending
the wages in correct time technology are highly used by company. And for doing the job
properly all resources are facilitated to workers in time. Because for TESCO employees
are the most valuable asset for company.
Consider HR practice in this area

Further, the information provided by the Shaban, S., 2019 has also provided the implication
of the HR practises and strategies along with the cost of dealing with this issue which has been
discussed as below:
 Outsourcing performance may not be rewarded sufficiently – It means that due to
facilitating equal pay to employees by top level management performance of company
fluctuated on monthly and yearly basis (Shaban, 2019). The main reason for occurring
this problem are the workers get over confident in their job. Due to overconfident
common mistakes are highly happened by employees which leads to decrease the
productivity of company. And these common mistakes also decreased the rewards of the
employees in high quantity which is not good for their health.
 Incentives to work hard may suffer – It refers to provide the extra financial benefit in
the form of incentives to the workers by management for increasing their working
activity. Because incentives is one effective strategy which was highly utilized by
organization for motivating the employees. This strategy is also used for enhancing
workload of the workers. But all these activities create negative impact in the minds of
the employee within the company. And due to high stress their skills are not fully utilized
and productivity also decreased.
 Motivation of some employees may suffer overtime – It means that due to equal pay
the sincere and hard working employees suffered lot in the form overtime (Winarto,
2018). Because the aim of those type of employee's are to achieve the possible success in
low time. It leads to increase the growth and revenue of company in longer run. Due this
reason sometimes motivation strategy create impact to employees in negative manner. In
this stage speed are also concerned by the top level management from lower level
employees. Because speed is very essential to run their operational and departmental
functions smoothly.
 Potential loopholes – It basically refers to the potentiality and capability of for doing the
job successfully in organization (Xu, Xie, and Tang, 2020). In this stage the potentiality
of the employees are measured by the organization with the help of observing their work
whether it is a men and women. But when wages are facilitated to employees equally
according to gender pay gap then the potentially of employees are not maintained
effectively. In context to TESCO, it is necessary for management that they must identify

the talents of employees accurately. Then according to that wages will provide to
employee for their appreciation.
Conclusion and recommendation
From the analysis of above information it is concluded that effective strategy is very
essential to run the whole departmental and organizational functions in organized manner. For
doing the job potentiality is a very mandatory element for lower level employee's. Because
without having good potentiality workers are not able to handle the stress or the workload easily
which was given by the top level management. But for solving this problem motivation played
major role for encourage the both men and women employee. With the help of this strategy
employees easily understand the techniques which is helpful for them to handle the different type
of customers easily. Equality act is one of the effective method which was in initiated by
government which is highly beneficial for employee's who are doing job in TESCO. Because
with this act workers received wages in time without facing any difficulties. Good work are also
essential for maintaining positivity in organization which leads to increase the performance of
employees easily for long duration. In final wording good relationship is important for to achieve
solutions in time. Further, the key recommendation that can be made for the Tesco for mitigate
the issue of gender pay gap comprises of the strategies to narrow the gender pay gap that tend to
comprises of the promoting pay transparency, expanding paid family and medical leave, and
improving work-life balance.
4. Key Issues
As per the information provided by the Winarto, W., 2018, it has been seen that there are
various issues which was faced by organization in the context of gender at the time give salary to
employees which are described below -
 Damage of company goodwill – It means that if the organisation create discrimination in
employee wage then then the satisfaction level of workers are decreased (Al-Kahtani,
2018). Because for employees salaries is the first and most important element for doing
job in any position. When the employees are not do their job with passion then definitely
the best product are not delivered to customers in time. It leads to decrease good will of
the company in the minds of consumers. In context to TESCO it is necessary for

management that they must fix their wages equally to all categories of employees for
enhancing their work efficiency for longer period.
 Shortage of skilled workforce – When the organization are not providing equal
resources to employees then definitely employees did not utilize their internal skills in
job. Because due to unequal treatment negative thinking are raised in their mind for the
organization (Andalib and Darun, 2018). Without the proper use of their skills products
are not developed in unique way which was totally different from competitors. In context
to TESCO, management must made lot investment in the training and development
programme without any discrimination. And also provide wages to employees for
improving their internal skills to do the task smartly.
 Decreasing learning – It means that due to difference in pay structure of employees their
learning power are not remain same at the time of doing job (Barrena-Martinez, López-
Fernández and Romero-Fernandez, 2018). The main reason for occurring this issue in
organization between employees are interest towards their job are decreased due to law
wage. Without proper learning candidates did not understand their job roles and
responsibilities systematically. In context to TESCO, management must encourage
employee within the organization with help of facilitating extra financial benefits like
increments, incentives, promotions etc.

REFERENCES
Books and Journals
Al-Kahtani, N. S., 2018. Perception of private telecom employees towards unfair HRM
practices: an empirical investigation. Entrepreneurship and Sustainability Issues, 5(4)
pp.957-966.
Andalib, T. W. and Darun, M. R., 2018. An HRM framework for manufacturing companies of
Bangladesh mapping employee rights’ protocols and grievance management
system. Indian Journal of Science and Technology, 11(17) pp.1-13.
Barrena-Martinez, J., López-Fernández, M. and Romero-Fernandez, P.M., 2018. Drivers and
barriers in socially responsible human resource management. Sustainability, 10(5)
p.1532.
Lopez-Cabrales, A. and Valle-Cabrera, R., 2020. Sustainable HRM strategies and employment
relationships as drivers of the triple bottom line. Human resource management
review, 30(3) p.100689.
Shaban, S., 2019. Reviewing the Concept of Green HRM (GHRM) and Its Application Practices
(Green Staffing) with Suggested Research Agenda: A Review from Literature
Background and Testing Construction Perspective. International Business
Research, 12(5) pp.86-94.
Winarto, W., 2018. Electronic Human Resources Management (E-HRM) adoption studies: past
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Manajemen, 13(1) pp.100-120.
Xu, J., Xie, B. and Tang, B., 2020. Guanxi HRM practice and employees’ occupational well-
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Zaki, N. A. B. M. and Norazman, I., 2019. The Relationship between Employee Motivation
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