The Assessment Task The gender pay gap or gender wage gap is the average difference between the remuneration for men and women who are working. Women are generally considered to be paid less than men. UK Gender Pay Gap Regulations came into force in April 2017, requiring organisations with 250 or more employees to publish their gender pay gap data each year. You work as a consultant for Newton Data Solution limited, a data analysis firm and you have been requested by the line manager to conduct a detailed investigation on the problem of gender pay gap in the UK for a local newspaper. Using the government-based data set provided, you will devise a 2000-words report that provides insight on Gender pay gap in the UK. You will use the secondary data provided retrieved from ONS for your analysis. Your data will be analysed using appropriate software packages (i.e. SPSS/NVIVO/Tableau/Excel) and be visualised for easier interpretation. You will be required to support your data set with insight 2 from other selected information sources and to present this in a form appropriate for a specialist and not specialist audience. You have been given 72h to complete this task. Your report should cover the following points • A brief review of the literature on the topic • Review the Data sets and its implications for strategic leadership • Data Analysis and visualisation of the data set to provide insight using the appropriate statistical packages (i.e. SPSS/NVIVO/Excel/Tableau)
PRACTICAL DATA ANALYSIS FOR BUSINESS Abstract The usual indicator that is used by policymakers have reflected the basis of equal work principle among males and females in all sectors. Existing studies depict the fact that women are paid less than men even with a higher educational level and extensive learning capacities. Involving variant data sets such as mean and median measures the average gross hourly pay that has been considered among males and females to determine its consistent performance. The study will explore the problems that revolve around the gender pay gap based on the government-based data sets to detail out concurrent findings for Newton Data Solution Limited. Table of Contents Introduction3 Findings and analysis3 Review of datasets and implications for strategic leadership3 Data analysis4 Conclusion7 Recommendation7 Evidence of certification9 Reference list11 Introduction The usual indicator that is used by policymakers have reflected the basis of equal work principle among males and females in all sectors. This has accounted for the difference in opinions or attitudes that exist via men and women, responding to the public and private concerns such as personal as well as political life. Existing studies depict the fact that women are paid less than men even with a higher educational level and extensive learning capacities. The study will explore the problems that revolve around the gender pay gap based on the government-based data sets to detail out concurrent findings for Newton Data Solution Limited. Findings and analysis Review of datasets and implications for strategic leadership Involving variant data sets such as mean and median measures the average gross hourly pay that has been considered among males and females to determine its consistent performance. The data sets reflect the fact that white men are more privileged than BAME (black, asian and minority ethnic) which has been depicted from their gross hourly pay in case of all public sector government areas. Various sectors have involved various sets of gender pay due to their variant policies and nature that has been found extensively through the labour force survey (Miller and Vagins, 2018). It has been witnessed that white men get a better advantage in terms of real estate activities where the mean is 19.20 and median is found to be 13.74 depending upon the hourly pay services. On the other hand, the BAME ethnicity peoples score 13.75 as their mean value and 13.20 for median sets depicting the belief that they are not as efficient as white men in the field of effective performances. On the other hand, the pay scale gap is also showcased in mining activities where surprisingly the mean value of white females is 20.52 and median is 13.66, whereas, black females for 25.96 at mean value and 25.95 at median. Analysing these data sets, it can be understood that BAME are forced to be a labour of mining and quarrying activity, in spite of their willingness and are accused of working in a better sector (Bennedsen et al. 2019). On the other hand, the technical activities encompassing the hourly pay is found to be 23.37 for males and 17.59 for females that needs to be reduced in case of improved productivity in all sector levels. In contrast the gender pay gap is 10% points lower in the public sector than private sector which is one of the reasons where blacks favour mostly public-sector employment over private-sector due to the non-wage benefits of their discrimination. The public sector enterprises reflect the mean value of whites as 15.19 and black as 16.96, whereas, median value is 13.45 for whites and 15.39 for blacks. Considering the private sector, the mean valuation for whites is 13.86 and median is 10.67 but for BAME, it is 11.87 as mean value and 8.87 as median value. The above data sets evidence that the public sector pays a high wage premium to the BAME and respects their ethnicity without any driving factors of occupational sorting (Boll and Lagemann, 2018). Strategic leadership is an effective parameter for removing the gender pay discrimination that exists over whites and BAME individuals around the UK. They need to continue their wake-up call for removing unconscious biases in hiring between men and women to provide equal promotional opportunity to both. The leader’s implication in relation to gender pay gap should be reduced by running more pay audits which helps the leaders to focus on the bonuses and payments of equal people around diverse ethnicities and backgrounds to enhance balanced productivity (Auspurg et al. 2017). To increase the visibility in the organisation, the leaders should approve women more beyond promotions to provide them high profile opportunities and account gender pay gap equally. Data analysis (Refer to appendix) Figure 1: Hourly pay gap in IT Figure 2: Hourly pay gap in wholesale and retail industry The above graphs has stated that there exists hourly pay gap as one of the prominent issues in the UK as there are multiple industries that do not pay the same wages to all of their employees and it has been seen that male employees have been preferred over the female employees. Involvement of statistical packages such as SPSS and excel has helped in analysing the wage gap between male and female of different industries. The UK has tried to minimise the gender gap by introducing Gender Pay gap regulation in 2017 as they force all the required organisations to present the gender pay gap data in each year. Large amounts of data have been collected in different periods to point out the persistence of the pay gap issue and its impact on the morale of female employees. After analysing the data of 250 employees that belong to different industries, it has been seen that along with the gender issue, cultural background also plays a critical role in deciding the remuneration of the employees. The collected data has reflected that white men are more privileged than other ethnic group as the mean value of gross hourly pay of white man is around 14.12 and median value is 11.28, whereas, the mean value of gross hourly pay of other BAME (Black, Asian and minority ethic) is 12.28 and the median value is only 9.63. Comparing the gross hourly pay of mela and female, it has been evident that there is a huge pay gap as the mean value of gross hourly pay of white females is only 11.15 and median value is 9.15 that is far less in comparison to the pay scale of white male. On the other hand, the pay scale gap is also persistent between the other ethnic female and male groups as the mean value of gross hourly pay of all male ethnic group is 14.00 and the gross hourly value of female ethnic group is 11.17. Neither the public nor private sector has successfully involved the same wage scale in their organisational culture as it has been seen that the hourly wage scale of ethnic female group is 9.17 and male ethnic group is 11.20. Information and the communication sector of the UK has displayed one the high pay gap between male and female groups and the issue is still remaining in 2019 after the introduction of Gender Pay gap regulation in 2017. One of the main reasons for the high wage pay gap between male and female workers is that most of the authoritative piston in the organisation has been captured by senior male employees and despite delivering equal time within the work, the female employees are overlooked by male co-workers (Cukrowska-Torzewska and Lovasz, 2020). Lack of presence of female authority the management position has led to the rising issue of wage gap between male and female employees. On the other hand, the motherhood gap refers to the one of the disadvantages according to the organisation that can divide the concentration level of female employees as female employees need to provide proper care to the family members. It has been seen from the gathered data that the mean value of the hourly gross salary of the white male employees is 16.70, whereas the mean value of the gross hourly pay of the white female is around 13.68. It reflects that the gender pay gap is still an obstacle that hampers the career growth of female employees. On the other hand, there is a misconception that women are always associated with poorly paid occupations like nursing, teaching or shop-assistant job roles that do not offer satisfaction. However, women that are associated with the health and social work are still not getting equal pay scale like their male employees as it has been seen from the data the mean value of the hourly wages of white male is 15.23 that is higher than the mean pay value of the white female co-workers, 12.77. In addition to that, household ale employees are getting high remuneration in comparison to female employees. Therefore, it can be concluded that irrespective of their association with traditional or modern job roles, female employees in the UK are bound to get lower pay than male co-workers. It also has been seen that more than 8000 organisations in the UK are currently paying their men employees more than female employees and only 1470 companies are paying their male employees equal to the male employees (ft.com, 2020). Public sector in the UK has also failed to maintain the balance between their male and female employees as the mean and median value of the male hourly wages is more than the value of female hourly wages. The highest gender pay gap has been witnessed in the textile group Rectella where the gap is 88% (Independent.co.uk, 2020). However, currently their government has tried to implement some strategies that can enable them to reduce the gender pay gap from 9% to 7% in the current year. In addition to that, the gender pay gap between full time and part time employees is currently 18%. This shows that the UK government still needs to improve their strategies to eliminate the gender pay gap issue from the public and private sector. Conclusion In conclusion, it can be stated that gender pay gap redundancy needs to be aroused effectively in order to provide equal pay opportunity around diverse ethnic backgrounds of males and females. Their payroll needs to be balanced equally in the far-reaching implications of society to deliver greater insights with high productivity levels in the economy. Facilitating equal work time and pay services among females can likely promote an improved economy around the sectors in terms of future as per the implications of strategic leadership effectiveness. Recommendation It is essential for the public and private sector of the UK to implement effective strategies to lower the gender pay gap and encourage qualified employees to join industries without any hesitation. In order to close the gender, pay gap, following strategies can be practiced within the organisation. Addressing the differences between pay scale It is crucial for organisations to first address the gender pay gap issue that has been discouraging female employees to join their sector. Organisations need to be transparent about the pay scale that they have been providing to all their employees (Redmond and