Tesco's Gender Pay Gap: Analysis, Theories, and Recommendations

This report provides a comprehensive analysis of the gender pay gap at Tesco, a multinational retail corporation. It identifies key issues affecting gender equality, such as commitment problems, generalized approaches to employee engagement, lack of work-life balance, and limited recognition and growth opportunities for female employees. The report explores various motivational theories, including Taylor's Motivational Theory, the Mayo Effect Theory, and Maslow's Hierarchy of Needs, and their application in addressing the gender pay gap. It concludes with practical recommendations for Tesco's HR managers, emphasizing the importance of clear communication, flexible working hours, equal growth opportunities, and fair pay practices to enhance employee engagement, reduce workplace conflicts, and foster a more inclusive and equitable work environment. This document is available on Desklib, where students can find more solved assignments and past papers.

Summative assessment

Table of Contents
INTRODUCTION...........................................................................................................................3
Main Body.......................................................................................................................................3
Quality analysis on Issues & theory regarding Gender Equality:...............................................3
Recommendations.......................................................................................................................5
CONCLUSION................................................................................................................................8
REFRENCES...................................................................................................................................9

Management report on Gender pay gap
INTRODUCTION
Gender pay gap refers to the unequal payment to the employees on the basis of their
gender. It is essential to recognized the efforts of both by providing them necessary recognition
to get support of employees and maintain a positive environment within company so that
predefined objectives can be achieved (Abalkhail, 2017). Nowadays gender pay gap has become
a major issue for several organisations as they are not paying equal payment to male and female
employees. They are more likely to switch from one job to another within short time of period.
The present report is about TESCO that is a well known organisation of retail sector and
headquartered in UK. It was founded in the year of 1919 by Jack Cohen in London. It deals in
general merchandise and groceries within 13 countries across the globe. Company acquires 27%
market share of retail sector within country. The present PPT includes issue of gender pay gap at
work place along with several relevant theory. In addition, it also comprises recommendations
that are essential and need to adopt by managers in order to make further improvements.
Moreover, issue of unequal payment to different genders with relevant theory and necessary
recommendations are discussed in the following report.
Main Body
Quality analysis on Issues & theory regarding Gender Equality:
In any organisation human resources play an important role and this is why, employee
engagement is necessary for achievement of common goals and objectives of firm (Andreotti,
2016). Engagement of workers depend on certain drivers including company practices, work
tasks, quality of life, leadership of people, opportunities, rewards and benefits.
Proper functioning of workforce is important and therefore multinational corporations like
TESCO study staff engagement issues and apply theories accordingly mentioned below:
Issues regarding Gender pay gap and equality:
Commitment issues: A whole lot of groundwork and reliant communication between
hierarchies of organisation is required for establishing a better internal company infrastructure.
Therefore , inequality among male and female payouts may become a hindrance towards female
staff engagement. TESCO ensures there is no lack of commitment from top management to its
all gender managers and subordinates.

Generalized approach: Established company may prefer using a general approach to
engage employees of organisation. This may not be sufficient enough for different working
people with distinct background and gender fit into one sized approach and hence, may not feel
much motivated to involve themselves into organisation's activities.
Lack of work life balance: Culture of company is an important factor to focus on for
better productivity. Organisations expecting employees to put male workers work always at first
priority may drive other gender employees feel low many times (Herrero, Nicholls and
Strengers, 2018). Healthy balance is therefore important by providing them with perks like
flexible work hours, off site work or on-site gyms etc.
Issue of Recognition and growth opportunities: Employee be of any gender from lower
to middle departments require a bit of appreciation for their hard-work and efforts. TESCO also
faced issues regarding less growth opportunities to female engineers or monotonous work in IT
Departments to female employees leading them to quit jobs. TESCO should come up with more
innovative ideas in promoting all gender employees and rewarding them with recognition and
benefits accordingly.
Multiple motivational theories were adopted by TESCO for better employee engagement in the
organisation discussed below:
Pay to employees is an essential yet only a primary motivator. This may not ensure good
employee engagement as there are other factors too like appreciation to all genders, sense of
achievement, authority and responsibilities to female candidates too, growth opportunities and
challenges with equal pay to both men and women may motivate all gender workers to
participate actively in the activities of chosen company (Kandachar and Halme, 2017). TESCO
believes in supporting its female and male employees both with a better work/life balance and
therefore follows motivational theories for reducing gender equality gap as much as possible:
Taylor's Motivational theory: This theory states that the employees engaged into
activities having better performances will be rewarded with performance based incentives and
salaries. TESCO has a similar employee reward programme consisting of multiple financial
reward packages having targeted benefits to keep employees engaged and contended to their
work with gender equality.
The Mayo effect theory: The theory states all internal and external factors that affect the
employees in a working environment. The factors were good communication, teamwork,

cumulative decision making, well-being of one another, interesting and non-repetitive work tasks
(Mani and Chouk, 2018). TESCO utilized this theory by appointing line mangers on conducting
regular meetings for good communication among all gender employees, made training and
development programs of gender equality and generating personal development plans for active
participation of all employees irrespective of their gender and caste.
Maslow need hierarchy theory: The five essential needs of every aspirant working in the
organisation is adopted by chosen company in following manner-
Psychological needs: TESCO provides its workers with regular monthly pay, facilities of
restaurants and personal lockers to females especially with a good place of work and
accommodation to migrants accordingly.
Security needs: Every gender employee aspires to get security in all means at their
workplace including equal pay, safety, sense of cooperation and obedience in work. Female
employees at selected company feel free to express their ideas and opinions and get their fair
salary as per their performance.
(Source: Motivation Theories, 2020)

Social needs: Respect is something every gender employee expects from other
employees and every level manger of the organisation.
Self-esteem: Equal pay to employees irrespective of their gender make them good and
shows their self-esteem in front of all others working in the organisation sometimes (Mok and
Jiang, 2018). Also equality to all in form of work, performance, pay or age make them feel
respectful and honourable in front of other members of the organisation.
Self actualization: If every employee gender in the company is getting equal salary with
no pay gap issues , then the employees reaches at a stage of self actualisation and are finally
satisfied.
It is analysed that above stated theories are helpful to keep employees motivated so that
they stay with company for longer run. It will help to reduce down inequality prevailing at work
place and bring coordination among work force that is essential to attain predefined goals and
objectives within stipulated period of time.
Recommendations
With above discussion, it is monitored that there are several issues are faced by TESCO
related to employee engagement so it is crucial for HR managers of organisation to adopt some
effective strategies that will help to enhance employee engagement at work place and reduce
down gender pay gap. Certain recommendations for further improvements within working
environment of company are given as under:
Here, it is important to have proper communication between employer and employees
regarding organisational policies, rules, regulations and more. They need to treat all entire work
force in equal manner regardless of gender by providing them necessary information. In addition,
there should be informal meetings, interaction between managers and work force. It will provide
great help to HR managers of TESCO to reduce down grievances, conflicts at work place that is
essential to maintain positive environment at work place. This interaction will provide a sense of
belongingness to all employees that they are being considered as an important part of company.
It motivates them to come with valuable suggestions for betterment of organisation.
It is analysed that HR managers of TESCO is required to arrange working hours in such a
manner that employees can also enjoy their personal life. It is really crucial for female employees
so that they can manage working as well as professional life simultaneously. It is a multinational
company that is operating business at wide level. So, staff members have to deal with higher

pressure that creates an imbalance between their personal as well as professional life. Managers
of organisation are required to determine working hours in such a manner that employees can
manage proper balance between personal and professional life. It is really essential to enhance
the engagement of workforce in organisational growth.
Here, managers are required to give similar opportunities to both male as well as female
employees to grow and progress in career. They also need to give recognition to the efforts of
female staff. For this, managers need to arrange felicitation programs where they provide
appropriate rewards to female work force.
It is analysed that TESCO has been faced several challenges related to conflicts at work
place. As some female employees are not satisfy with the pay they are getting for their
contribution. So, HR manager should prepare appropriate pay roll as per the efforts of each and
every staff member so that they do not feel deprived. It will help to resolve conflicts on timely
basis so that it do not turn into large legal hassles.
Above stated recommendations will help TESCO to maintain effective relationship
between managers and subordinates that is vital to retain employees for longer run. In addition,
these recommendations will going to help HR managers to resolve the issues of gender pay gap
at work place. So, they will perform assigned task in better manner with full efficiency,
dedication and commitment for the betterment & growth of company.
CONCLUSION
With above discussion, it is analysed that gender pay gap is an emerging challenge that
need to be address in better manner in order to accomplish predefined goals and objectives. With
this managers can get contribution of work force towards organisational growth and success. In
addition, it also helps to reduce down conflicts, grievances arise at work place by providing
appropriate opportunities to staff members for career enrichment. It can be concluded that it has
become really difficult for company to positively engage work force in the assigned task. So,
managers are required to prepare appropriate strategies in order to maintain effective
coordination between employees within organisation. It is essential to retain work force with
company for longer run that is really essential to maintain effective brand image of entity at
market place. Further, motivational theory helps to inspire work force so that they stay with
company for longer duration. It is essential to get contribution from staff members in
organisational success. It is analysed that there are several improvements need to undertake by

managers to enhance the support of work force in business operations. It will help to attain
higher competitive edge that is essential for long term sustainability.

REFRENCES
Books and journals
Abalkhail, J.M., 2017. Women and leadership: Challenges and opportunities in Saudi higher
education. Career Development International.
Andreotti, V., 2016. The educational challenges of imagining the world differently. Canadian
Journal of Development Studies/Revue canadienne d'études du développement, 37(1),
pp.101-112.
Herrero, S.T., Nicholls, L. and Strengers, Y., 2018. Smart home technologies in everyday life: do
they address key energy challenges in households?. Current Opinion in Environmental
Sustainability, 31, pp.65-70.
Kandachar, P. and Halme, M. eds., 2017. Sustainability challenges and solutions at the base of
the pyramid: Business, technology and the poor. Routledge.
Mani, Z. and Chouk, I., 2018. Consumer resistance to innovation in services: Challenges and
barriers in the Internet of Things era. Journal of Product Innovation Management, 35(5),
pp.780-807.
Mok, K.H. and Jiang, J., 2018. Massification of higher education and challenges for graduate
employment and social mobility: East Asian experiences and sociological
reflections. International Journal of Educational Development, 63, pp.44-51.
Sindiga, I., 2018. Tourism and African development: Change and challenge of tourism in Kenya.
Routledge.