Analyzing Tesco's Gender Pay Gap: Negotiation and Leadership

This presentation examines Tesco's approach to the gender pay gap, highlighting the negotiation strategies employed, the reasons behind the disparity, and the leadership styles influencing the situation. It delves into how negotiation skills can be leveraged to address the pay gap, exploring relevant negotiation theories and strategies. Challenges in negotiation, particularly concerning gender dynamics, are discussed, alongside an analysis of Tesco's gender pay reports indicating a gradual reduction in the gap. The presentation critiques the authoritative leadership approach at Tesco, suggesting it hinders women's negotiation power. Ethical considerations in pay negotiation are emphasized, and the presentation concludes with a call for effective measures to eliminate gender pay gaps, advocating for equal opportunities for women. References to relevant academic sources support the analysis.

Presentation

Table of Content
 Introduction
 Negotiation of Tesco with gender pay gap
 Reason for gender pay gap
 Negotiation skills in gender pay gap
 Negotiation theory and strategies
 Challenges In Negotiation
 Gender pay gap
 Leadership Approach
 Ethics in Negotiation
 Conclusion
 References

Introduction
 Gender pay gap may be refereed as the
average compensation earned by men and
women who are working. It can be seen
across the world and it is important to
provide equality as to minimise difference.
This presentation is based on Tesco, a
multinational supermarket grocery store,
headquartered in Welwyn Garden City, UK.

Negotiation of Tesco with gender pay gap
 There can be seen gender pay gap in excess of 10% with average difference in terms of hourly pay in all business
and it has been analysed that women are earning 86.4p for every $1.
Reason for gender pay gap
• Hold higher position
• Women choose low paid roles
• Discriminatory practices
• Career choices and family responsibility

Negotiation skills in gender pay gap
 Many women have felt a sense of frustration while
negotiating salary as they want to negotiate
aggressively but they have fear that they will be
penalised or may be perceived unlikeable. According
to Hannah Riley Bowles, he believes that women who
negotiate for higher salaries are less nice as compared
to women who do not demand for high compensation.

Negotiation theory and strategies
 Various Negotiation experts offered different salary negotiation strategies which helps in reducing gender pay gap.
There are various strategies that women can opt in order to get fair salary negotiation.
Negotiation theory and strategies
• Lack of information
• Closed Mind
• Poor communication
• Overthinking

Gender pay gap
 As per the gender pay reports of Tesco, it
has been analysed that there can be seen a
gap in hourly pay gap from 9.7 to 8.8% as it
indicates that company is taking initiatives
to eliminate this issue.

Leadership Approach
 The leadership approach opted by company is authoritative as employees are not allowed to take part in decision
making and women are not allowed to raise question and cannot negotiate salary. This makes them frustrated and
bound them to perform low earning job roles in Tesco.
Ethics in Negotiation
• Ethics helps in creating a way of doing what is right, honest and fair. It is important to understood ethics for women
while negotiating for pay gaps.

Conclusion
 From the above presentation, it was concluded that its is needed to take effective
measures to minimise gender pay gaps as modern generation women are equally
talented and expert. So they are to be provided opportunities so that gender pay
gap can be eliminated.

References
 Beyer, S., 2018. Low awareness of occupational segregation and the gender pay gap: No changes over a 16-year
span. Current Psychology. 37(1). pp.373-389.
 Bishu, S.G. and Alkadry, M.G., 2017. A systematic review of the gender pay gap and factors that predict
it. Administration & Society. 49(1). pp.65-104.
 Lips, H. M., 2018. Feminism, psychology, and the gender pay gap.
 Whitehouse, G. and Smith, M., 2020. Equal pay for work of equal value, wage-setting and the gender pay
gap. Journal of Industrial Relations. 62(4). pp.519-532.