Unit 6 Report: Gender Pay Gap Impact on Marks and Spencer Performance

This report investigates the impact of the gender pay gap on Marks and Spencer (M&S). The introduction defines equality, diversity, and the gender pay gap, highlighting its significance. The aims and objectives are outlined, focusing on the impact of pay disparity on employee performance. The project management plan details scope, cost, time, and quality control. A Gantt chart illustrates the project timeline. Primary and secondary research methods, including literature review and questionnaires, are employed. The literature review explores the negative effects of the gender pay gap on employee morale, retention, and workplace relationships, and the challenges M&S faces in addressing it. The research methodology section details the qualitative research type, inductive approach, and interpretivism philosophy. Data collection methods are also discussed. The conclusion and recommendations will be based on the findings to provide actionable insights for M&S.

UNIT 6- MANAGING A
SUCCESSFUL BUSINESS
PROJECT

Table of Contents
INTRODUCTION...........................................................................................................................1
Aims and objectives....................................................................................................................1
Project management plan............................................................................................................2
Work breakdown and Gantt chart...............................................................................................4
Primary and secondary research..................................................................................................6
Data analysis and interpretation..................................................................................................8
Conclusion and recommendation..............................................................................................15
Reflection..................................................................................................................................16
REFERENCES..............................................................................................................................18
APPENDIX....................................................................................................................................19
Questionnaire............................................................................................................................19

INTRODUCTION
Background
Management of equality and diversity is very helpful for the business in managing the
business and for the success of the business. Equality is a concept which states that every person
within the company must be provided with equal opportunities for growth and development
(Fortin, Bell and Böhm, 2017). This refers to as the equal opportunities given to employees
irrespective of the act that which gender they belong to, their age, income level, cultural and
religious background, level of knowledge and experience and many other different
discriminating factors. On the other side, diversity is referred to as the fact that the employees
within the company are recruited from different countries and different cultural backgrounds. It
is very important for the company to manage both the equality and diversity within the
company.
Hence, the current research will focus on gender pay gap which is defined as the fact that
difference in the pay of employee on basis of gender. This need to be decreased if the company
wants to grow and develop because if the gap in pay will be high then employees will not be
comfortable working there. Hence, the current report will discuss the impact of high gender pay
gap on the working of Marks and Spencer. The current project will outline the working in
company and what will be the impact over the productivity and performance of the company if
they will have high gender gap in the pay of employees.
Aims and objectives
Aim
“To investigate the impact of high gender pay gap over the performance of employees with
respect to managing equality and diversity in workplace. A study on Marks and Spencer.”
Objective
 To articulate the meaning of gender pay gap.
 To examine the various impact which high gap in pay has on performance and
productivity of employees with respect to Marks and Spencer.
 To evaluate the challenges which are faced by M & S in reducing high gender pay gap.
Rationale
The major reason behind the selection of gender pay gap is that this is the current
problem being faced by almost many of the companies. Thus, the research on this will help the
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companies in getting knowledge of ways of dealing with the gender pay gap. Also, another
major reason for the selection of this gender pay gap is the personal and academic interest of the
researcher. This is majorly because of the fact that the researcher wants to gain more knowledge
relating to the measures which can be used in order to manage the high gender pay gap within
the company.
Project management plan
Scope: In respect of attaining the projects, the scope is set for the project regarding maintaining
its quality and also choosing right path to gather relevant information (Chen, Kang and Lee,
2017). In this scope is ascertained by the companies who grab the information to bring changes
in their working style. It also helps the other authors to gather information which are conducting
research relevant to this topic.
Cost: To complete the project, the cost which is incurred is relating to £150 and the division of
cost is undertaken on the bases of stationary cost or electronic system. In major aspects, the cost
are needed in traveling allowances and thus it is necessary to manage the cost in better way.
Time: It is one of the necessary aspects to manage the time as the success of the projects is
undertaken through submitting the project within the particular time set. In this project, the time
is managed by preparing the Gantt chart in which the accurate time is set for the project
initiation to the project completion.
Quality: To manage the quality of the projects in right manner, it is necessary to reach to tutor
once the aim and objectives is prepared (Kusters, 2016). So, that through their guidance and
instruction, the changes are made within the stipulated time period. Quality is also maintained in
respect of collecting the data from secondary sources.
Communication: To present the research in different manner, original information are gathered
and thus the data is collected from the participants by raising questionnaire (Graf, Brown and
Patten, 2018). Through this manner, communication is being undertaken regarding collecting the
information which is different from the previous authors views.
Risk: The risk in these projects is undertaken in respect of time boundation. As limited time if
given for particular activity which result in not carrying the deep research for searching
particular things. The another risk which is associated in this research is relevant to lack of
managing resources. As to conduct research, higher resources are required so that information is
collected in right way and also useful information is to be interpreted. Thus, in respect of
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completing the project the risk arise regarding facing government restriction in searching the
particular place.
Resources: The resources which are used in respect of completing the projects is related to
stationary, pen drive, laptops, traveling allowance and electricity which helps in completing the
research within the set time period (Harding, Nelson and Glover, 2016). It is necessary to
manage the resources for future perspective also, so that more accurate information are to be
collected and secured in better manner.
Milestone table:
Particulars Due date Justification
Aim and objectives 24/03/2020 2 days, so that after preparing
aim and objectives, it further
refers it to tutor for the
feedback. Through their
guidance and instruction the
changes are made.
Data analysis 13/05/2020 5 days, as changes occurs in
the environment which
resulting in bringing changes
in the company. Thus, 5 day
period is set for making
changes in the company
strategies or the reviews stated
by any authors in their
research.
Recommendation 19/05/2020 3 days, so that accurate
interpretation is done and then
recommended to the company
for better improvement.
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Work breakdown and Gantt chart
Task Mode Task Name Duration Start Finish Predecessors
Auto
Scheduled
identifying the aim and
objective for research 5 days Fri 3/20/20 Thu
3/26/20
Auto
Scheduled
planning for project
management 6 days Fri 3/27/20 Fri 4/3/20 1
Auto
Scheduled selecting research methods 8 days Mon 4/6/20 Wed
4/15/20 2
Auto
Scheduled making of the questionnaire 3 days Thu 4/16/20 Mon
4/20/20 3
Auto
Scheduled
distributing questionnaire for
collection of data 4 days Tue 4/21/20 Fri 4/24/20 2,4
Auto
Scheduled data collection 6 days Mon 4/27/20 Mon 5/4/20 5
Auto
Scheduled interpreting the collected data 10 days Tue 5/5/20 Mon
5/18/20 6
Auto
Scheduled
concluding and recommending
for improvement 4 days Tue 5/19/20 Fri 5/22/20 7
Auto
Scheduled Formatting 2 days Mon 5/25/20 Tue 5/26/20 8
Auto
Scheduled Taking feedback 4 days Wed 5/27/20 Mon 6/1/20 9
Auto
Scheduled
Doing changes as per the
feedback provided 6 days Tue 6/2/20 Tue 6/9/20 10
Auto
Scheduled Final submission 1 day Wed 6/10/20 Wed
6/10/20 11
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Work breakdown structure
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Primary and secondary research
Literature review
As per O'Neill (2019), the gender pay gap refers to the average gross hourly earnings
difference between men and women. It is in respect of salaries paid to the employees for the
same work with relevant experience. The gender pay gap does not take into consideration factors
like education, number of hours worked, career breaks etc. Gross earning is the salary or wages
paid before income tax or any other security contribution. According to Miller and Vagins
(2018), employees are demanding equal pay in many organizations but then too there are
companies that are not taking it seriously. The gender pay gap will adversely impact the
performance and productivity of the employees. So, if gender pay gap persists in Marks and
Spencer it will have to face fluctuation in its overall productivity. First is employee morale, The
pay issues will have the foremost impact on the employee's morale and trust. Employees starts
having the feeling of unfair treatment and as a result they are unlikely to perform well to their
full capacity. This will influence the overall productivity and performance of the employees.
Second is employee retention, if employees suspects or feels that they are being paid less as
compared to the male counterparts, then such situation might lead to looking for other job
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opportunities where there is no such gender pay inequality. This may result into higher rate of
absenteeism or employee turnover rate which is a costly affair for the Marks and Spencer. Third
is, there will not be any sort of friendly or cordial relationship among the employees of different
gender and employees may also have negative feeling about others. This will affect the working
environment and employees won't feel dedication towards the work and may work only for the
sake of completion not for the purpose of creating value.
As per the view of Webber (2016), the first and foremost important thing that the
companies are required to do is to give a raise of 10 to 15% to women to make them feel
comfortable which helps in assuring that change will come. For giving change and reducing the
gender pay gap, Marks and Spencer may be required to face certain challenges. The first
challenge is it will increase cost as raising the pay will incur cost to the company. Another
challenge is that Marks and Spencer requires to establish the priorities and convert them into
quantitative goals which helps in effective raise allocation process. Another important challenge
is that it might face consequences like objection from the other employees who feels that gives
raise is nor right.
According to Zimmermann (2018), the key measures that can be taken by Marks and
Spencer in promoting equality and diversity are empowering and educating managers, creating
and implementing diversity friendly policies. It also includes encouraging employee engagement
opportunities, encouraging mentorship programs, offering workplace flexibility and
communicating clearly and creating employee led task forces etc. In this way, gender pay gap
can be minimized. If these measures are taken correctly then Marks and Spencer can easily bring
equality and diversity in the workplace.
Research methodology
Research Type- the type of research is defined as ways through which the research can
be carried out and can be completed. This is of two different types that is qualitative and
quantitative. The quantitative research is the one which takes into consideration analysis of
numerical facts and figures and qualitative research is the one which includes study and analysis
of theories and concepts (Bresler and Stake, 2017). For the continuation of the current study
qualitative research was used. This is mainly because of the reason that this help the researcher
in gaining knowledge and increase the theoretical knowledge relating to the concept of gender
pay gap.
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Research Approach- this is the different ways in which the research is carried on and the
assumptions on which the whole working of research is dependent. This is of two different types
that is inductive and deductive research approach (Mohajan, 2018). For the continuation of the
current the study the use of inductive approach has been made. This is majorly because of the
fact that this inductive approach is not based on setting up of hypothesis rather it aims at
formulating an aim and then breaking it in several objectives to continue with the study.
Research Philosophy- this is referred to as the beliefs and values which are attached with
the continuation of the research. This is of two different type that is positivism and
interpretivism. For the accomplishment of the current study the researcher has made use of
interpretivism philosophy. This is majorly because of the reason that this study is aimed at
integrating the human interest within the study and this philosophy is also suitable with the
qualitative research type.
Data collection- this is referred to as the sources from which the data can be collected
relating to the research topic. For this there are two different sources that is primary and
secondary. For the completion of the current study the researcher has made use of mix of
primary and secondary source of data. This is majorly because of the reason that this
combination will provide for more authentic and relevant sources of data. Primary research
refers to the information which is gathered from original sources as in this case the information
is collected through raising questionnaire. The advantages of choosing the primary research is
that the data collected is authentic and also carry greater control on information to be interpreted.
The disadvantages of choosing this research is that it is the time consuming concept and also
costly in finding and interpreting the original data.
In case of secondary research, it is stated the data is collected from books, articles,
magazines or newspaper to present the research in better way. The benefits of choosing this
research are that it is the faster procedure and also data is to be easily gathered. The drawbacks
of carrying the secondary method are that it requires lot of time in selecting the right
information. As lot of authors had presented the information in different way. Thus, to select the
right and useful information is tougher in secondary methods.
Sampling- this is referred to as the selection of some sample from the whole population
in order to direct study on them. This is necessary because the population is very high and it is
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not possible for the researcher to consider all. Hence, for current study sample of 20 managers
have been taken in order to conduct the study over them.
Data analysis- this is referred to as the analyzing the data which have been collected
from different sources (Wiek and Lang, 2016). For the analysis of the data of the current
research the use of thematic analysis is made as this analysis will help the researcher in
interpreting the data with help of tables and chart and make it more presentable.
Data analysis and interpretation
Theme 1: Yes, the concept of gender pay gap is known to all.
Particular Respondent % of respondent
Yes 15 75
No 5 25
Total 20 100
Interpretation: from the analysis of the above question it is very clear that the employees
working within the company are aware of the concept of gender pay gap within the company.
This is agreed by 75 % of participant that they are aware of the concept relating to gender pay
gap which is present within the workplace. They are aware of this because in the company it is
going on. However, rest of the participant that is 25 % of the respondent does not agree to the
fact that they are aware of the concept of gender pay gap.
Theme 2: Strongly agree that gender pay gap is the biggest issue being faced by company in
managing equality and diversity.
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Particular Respondent % of respondent
Strongly agree 10 50
Agree 2 10
Neutral 2 10
Disagree 2 10
Strongly disagree 4 20
Total 20 100
Interpretation: with the analysis and evaluation of the data and information collected it is clear
that majority of participant feels that they strongly agree to the fact that company faces many
challenges because of high gender pay gap within the workplace. This is majorly because of the
reason that the women in the company are paid less as compared to the male employees of the
company. But on the other side there are many respondent who either disagrees or are neutral to
the question. It is stated in the secondary research that the fact are not much concerned what
other people are getting and whether there is any discrimination within the company or not
(Zimmermann, 2018).
Theme 3: Cultural difference is the major reason which may increase the discrimination at
workplace.
Particular Respondent % of respondent
Socio economic
factors and status 4 20
Cultural differences 12 60
Race and religion 2 10
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