This document uses existing literature to identify and critically analyse the causes and the extent of the presence of the gender pay gap in the UK. The broad range of concepts introduced in the Literature Review allows an appreciation of the complexity involved in narrowing this disparity , revealing the need for societal changes as well as changes to corporate policies. Goal-setting theory is introduced also, with the aim of aiding in identifying potentially effective objectives within company gender pay reports. These reports, of the top twenty FTSE l 00 companies for female boardroom representation, are qualitatively analysed herein using a mixed methods approach of both thematic analysis (Saunders, et al., 2016) and data display and analysis (Miles, et al., 2014). Whilst there is a comprehensive range of existing research around the gender pay gap, as seen in the Literature Review, little research exists concerning the language of each company’s gender pay reporting and how effective the release of these reports is likely to be in accelerating the closure of the gender pay gap. The Methodology chapter will provide context to this research by presenting its paradigm and design, before defining and justifying how the research was carried out to the highest standards of validity and reliability. The Findings section will explore the discourse of gender pay reporting within the sample by using quotations to illustrate the companies’ efforts, concluding that companies are targeting the main causes of the gender pay gap identified in the Literature Review. Particularly: the issue of few female employees in senior and leadership roles; workplace cultures favouring men over women; and the labour market interruptions experienced by more women bearing child-raising responsibilities than men. However, these targeted efforts are not universally reflected by clear objectives and until this changes, progress within the companies to which this applies is likely to be slow. This research might be continued by examining in greater depth the gender bonus gap and the effect of long-tern incentive plans on the overall pay gap of senior roles. Additionally, research into the negative fulltime gender pay gap of Northern Ireland found on page 13 in the Literature Review, might be further explored.
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