Assessment A2: Management Report in HRM Assignment Sample

Introduction - Management Report in HRM on Tesco’s Gender Pay Gap

HR management may be defined as a process undertaken by the firm for developing, managing and retaining competent workforce. However, in the current times, there is an existence of pay discrimination on the basis of gender. For attaining success companies are required to fill this gap and thereby achieve with the help of proficient personnel. For this report, Tesco has been selected which provides customers with several options under the category of retail products & services. The report will shed light on the topic about the gender pay gap within the organization. The report will showcase about the key issues, opportunities and the sources of it. The report will provide detailed recommendation for resolving the concerned issues.

Background of the organisation

Tesco PLC is a British multinational retailer which offers wide range of groceries and merchandise to the customers at highly discounted prices. Earlier, in terms of revenue, company recognized as the third largest retailer all over the world (Tesco, 2023). The organization has expanded on the global level in the year 1990 with the 11 operations in the other countries. In the year of 1947, company listed on the recognized stock exchange of London namely FTSE 100. The first self- service of the Tesco had been opened in St Albans in the year 1956. The TESCO has re-positioned itself in the downmarket in the year 1993 (History of Tesco, 2023). Company’s headquartered in London and it is operating through 4673 locations all over the world.

Introduction to the chosen topic

Topic: Gender Pay Gap in UK Organisation

The gender pay gap is about the differences between the remuneration for women and men, the total percentage of the men is remuneration. A gap which can be positive shows the inequality in earning which denote the average of male employees (Krummel 2022). This is mainly the average of earning in the women and men. In the year 2023, the gap has found on the full time employees has been increased to 7.7% more than in year 2022 which was 7.6%. The gap is still above than the 9.0% before the pandemic Covid-19 in the year 2023. In the all workers the pay gap has decreased in year 2023, to 14.3% from 14.4% in year 2022 (Gender pay gap in the UK: 2023, 2023). The gender pay gap is the biggest issues which are continuously increasing within the organization. In this regard, Tesco is taking some initiatives to reduce it and create a healthy and positive environment among the workers. Numerous of companies are facing the gender pay gap in the UK and it put impacts on the organizational behaviour.

Evaluating the key issues or opportunities faced by the Tesco

The issue has affected the women and reduce the lifetime earnings and put impact on the organization as well. The organization has faced numerous ethical issues related to the pay gap which includes the change in workplace, anti-social finance, military supply and the main target of the boycott the calls, tax conduct. The issues with the organization are about the right of the workers & humans, political and tax activities etc. (Brierley 2022). The major factor which is showcase within the Tesco, the man is getting higher salaries due to the night shifts and for holidays as well. Due to the pay gap the women workers has left the jobs and it has decreased the number of women workers. The organization has the opportunity to address the issues by make sure about the pay gaps in the gender. The organization is facing the lack of leadership roles for the women, the organization can be work on the efforts to improve the position in leadership for the women to enhance their career and provide new opportunities to every woman who is working in the organization. As the research the gender pay gap across the operations of Tesco where the men are earning 12% more than the men within the organization. This has leads to the most popular issues of the organization and it is impacting the operations of organization (Gardner et al, 2020).

Tesco can work on diversity on some strategic development, focus on the decision making to reduce the gender pay gap and create strategies according to the innovation. The pay gap focuses on the fewer pay scales for the women; it can be reduced by giving them salaries according their work. The workers are taking the legal actions against the organization which is about the gender pay gap. This has increased the race of the some factors like age and education within the women (Singh et. al 2021). The organization can improve the organizational culture to mitigate the issues and it can showcase the women empowerment. The reputational is one of the causes of the gender pay gap within the organization; it comes with the opportunity to develop the workforce of women in the organization. The organization has faced some legal consequences due to the unequal pay. In this regard, the organization can focus on the opportunity to increase the pay of the women, which can create a reputable brand image of the company (Susanto and Rambano, 2022). The company is working on the commitment to reduce the gender pay gap by focusing on equality and organising the audits regarding the pays of each employee & make sure about the equal salary distribution in the every employee.

The Tesco has faced the legal claims regarding the paying women less than men on the work place. The firm Leigh days provides that it stated with the filling claims with worker on the behalf of 100 women, this has been applied on the employees more than 200,000. Since the claim by workers has impacted numerous of the factors and reduce the ratio of workers and put effect on the brand image of Tesco (Gender inequality in the workplace: how to reduce it, 2023). The Tesco has sued for $ 5.6 bn over the unequal pay for the women employees within the organization.

Analysing the sources of issues or opportunities

Unequal pay:

In every country it has been seen that the women are more educated than men; they have earned various degrees in every field. Regardless, at workplaces women are facing issues in terms of less pay than men (Barrientos 2019). According to research women are having 80% less salary than a man. This showcases the biases as historical which can leads to reduce the women development.

Lack of leadership and representation opportunities: Issue related to gender pay gap exists because women are given with fewer opportunities than men in the organizations. The women get the slower promotions even they are highly educated than the men. In the organization there is only few female who having the positions of the supervisors and managers. This is the main source of the gender equality which in turn hard to change.

Gender stereotypes and biases:

Irrespective of several initiatives and live examples there is a stereotype that men can perform better than the women in companies as professionals. The perception associates with the roles and responsibilities with the genders and create an unfair traditions about the skills, position and competence at the workplace.

Discrimination in promotions and hiring:

The discrimination and biases go with the women can be overlooked for new opportunities and promotions as compared to the equal education than the male colleagues. It has been identified that the women are having higher performance rating than male workers on the workplaces. On the other hand the women workers are likely to be getting fewer promotions than the male co-workers.

Occupational segregation:

Occupational segregation is about the when both the men and women are focusing on the different sectors and job roles but also adds to inequality (5 Top Issues Fueling Gender Inequality in the Workplace, 2023). Some of workplaces are dominated by the male and giving limited opportunities for development of the gender and differences in the salaries and advancement.

Biases against mothers:

The most important part of the women’s life is caring about the family and giving birth. This can put impact on the negative impact on the professional life of the women. Since the women need to prioritize the family over their professional life, they have to take care of the family due to this they can’t do extra task as compared to the male workers.

The opportunities comes with the reducing the sources of the issues to decrease the impact on the Tesco. By promoting the women equally and enhance the development through reducing the sources (Samdani 2020). Increase the image of the bank to develop the responsible socially and equal perspective for both male and female. This can help in improving the environment of the workplace and help in removing the gender biases.

Recommendations

• Promote DEI: The Company needs to focus on the developing inclusive and diverse workplace cultures which can values the gender. This can involve about building the work environment in which workers can feel included, feel heard, contribute their opinions and equal opportunities for development.
• Equal pay and benefits: Tesco recommended conducting on-going pay audits which can help in addressing and identifying the inequalities in gender wage in the company. HR needs to make sure about the female workers can be offered the same benefits and opportunities to encourage the pay equality.
• Implement flexible work policies: The organization should focus on the creating policies to support the workers needs to promote the work life balance. Provide flexible work practices such as flexible hours, remote working and hybrid working to joining the gender pay gap; this is especially helpful for the female workers to balance the personal and professional work.
• Invest in leadership and mentoring programs: The organization should focus on encouraging the females to apply for the managerial post by organising the mentorship programs. This can help in connect the females with the leaders who are on senior posts; they can provide the support and guidance to the female employees. With the initiatives of the leadership development can target the women and help them in building the confidence and skills for the development.
• Combat bias and discrimination: The organization has to focus on identifying and reducing the unusual gender biases at the workplace. This can involve the unknown hiring procedures, training for bias, diversity in interviews and through developing clear guidelines for the harassment and discrimination.
• Provide skill development opportunities: Company should offer development and learning chances to the employees. By encouraging women to enrolment in programs of training and development which are particularly for women’s career. This can include the leadership training, skills improving programs, technical training and some other resources as well.
• Establishing clear policies and reporting mechanisms: The Company ought to provide formal policies to the employee to address issues such as gender biases, bullying, discrimination, inequalities in genders. The policies should be communicated to the every employee during the on boarding with the employee handbook.
• Establish women’s employee resources group: Barclay should define the goals and purpose of the women’s EG to each employee. By identifying the challenges and areas of the inequality in gender, which the ERG need to address. This Includes supporting the equal opportunities, improve the women friendly work environment, career development for females, some challenges which can be faced by the females within the organization.
• Foster supportive and inclusive culture: The HR needs to focus on the creating inclusive work place which values the diversity. By developing the workplace that can provides understanding about the gender equality and creates a positive workplace for every employee.

Conclusion

By concluding the report it provide deeper insight into the Tesco gender pay gap issues and opportunities, that can be put negative impact on the brand value and image of the organization. The source of gender issues are linked with the unequal pay to women, lack of opportunities, biases and stereotypes, inequality in the hiring and promoting, these factors are the main sources of the gender pay gap. The report provides the recommendation to overcome the issues and make a positive work environment within the organization.

References

Books and Journals

• Barrientos, S., 2019. 20. Gender dynamics in global value chains. Handbook on Global Value Chains, p.324.
• Brierley, A., 2022. Inching Forward: Preliminary Victory for Equal Value at Tesco and Asda. Industrial Law Journal, 51(1).
• KRISAMUT, T. and Sirikutta, S., 2019. MARKETING MIXS AND SERVICE QUALITY TOWARD CONSUMER BEHAVIOR TREND IN TESCO LOTUS IN BANGKOK METROPOLITAN AREA.
• Krummel, D., 2022. Expansion in the Retail Sector—Market Entry Strategies in Consideration of Formal and Informal Institutions: A Tesco Case Study. Open Access Library Journal, 9(2), pp.1-19.
• Samdani, T., 2020. Impact of Tesco's Private Label brands on buying behaviour of Millennials in terms of brand preference in Irish market (Doctoral dissertation, Dublin, National College of Ireland).
• Singh, P., Ranjith, P.V., Fathihah, N., Kee, D.M.H., Nuralina, N., Nurdiyanah, N. and Nursyahirah, N., 2021. Service quality dimension and customers' satisfaction: An empirical study of Tesco hypermarket in Malaysia. International Journal of Applied Business and International Management (IJABIM), 6(3), pp.102-114.

Online

• 5 Top Issues Fueling Gender Inequality in the Workplace, 2023. Online. Available through: < https://www.asyousow.org/blog/gender-equality-workplace-issues#:~:text=Women%20are%20promoted%20less%20often,earners%20in%20the%20S%26P%20500>.
• Gender inequality in the workplace: how to reduce it, 2023. Online. Available through https://recruitee.com/articles/gender-inequality
• Gender pay gap in the UK: 2023, 2023. Online. Available through <https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/genderpaygapintheuk/2023#:~:text=Among%20all%20employees%2C%20the%20gender,seen%20in%202019%20(17.4%25).>
• History of Tesco, 2023. Online. Available through <https://tesco-bst.com/history-of-tesco/>
• Tesco, 2023. Online. Available through <https://home.Tesco/who-we-are/>