Salary Structure On the Basis Of Gender-Free-Samples for Students

Question: Select a Current HR topic from the Media Provide brief overview of issue State better options Recommend a viable solution using best practice discussed in class and text. Answer: According to media and sources, Google has discrepancies in their salary structure which is set on the basis of gender. The female employees are being paid less than their male colleagues, according to trusted data which has provided with elaborate details on the salary structures of the employees (Wakabayashi, 2018). The disparity extends to include the bonus structure in its periphery and has indicated at the age-old beliefs and biasedness that are still prevalent in the corporate world. Under these circumstances, the female employees confront various types of discrimination like unequal opportunities at workplace, psychological stress and sexist comments. The picture only hints at the ineffectiveness of the HR policies to guarantee an unbiased organizational structure where the workers are not confronted with sexist hegemony. In order to eradicate gender based inequalities where the sex of a person plays a crucial role in determining career growth, HR should be effective to introduce a culture free of institutional bias. One of the primary functions of the HRM of an organization should be the application of equality where workers are treated equally irrespective of their ethnic diversity or sex (Mandel Semyonov, 2016). Workforce Training and Development- In order to ensure the same the HR department should program workforce training with seminars and workshops to eradicate the possibilities of sexual harassment, stereotyping, sexism (Bucker et al., 2016). A successful organization should be capable of retaining and appreciating women and ethnic minorities. The training should not only center round the organizations dominant culture and norms but proper recognition of employee potentials and female participation. The workforce training will be fundamental to retain a homogenous set of employees. Recruiting and Hiring- HR policies should ingratiate within a transparent recruiting and hiring process. In many organizations, deserving women candidates are refused a well-deserving position and this consequently results in draining of talent. HRM policies should be drafted in a way so that it eradicates systematic discrimination and to the creation of equal opportunities (Meyers Vallas, 2016). Organizational Environment- Furthermore, the current issue of workplace inequality can be monitored through the introduction of a workplace atmosphere promising equal participation, maintaining an equal proportion of male and female employees and nurturing teamwork and equal participation is crucial. Performance Appraisals- HR policies should include performance management process which would appreciate workers based on their performance and merit through 360 degree performance reviews, feedback sessions and a transparent system of performance appraisal. The primary objective of appraisals would be to uncover any forms of inequality or differential treatment which may place an employee at an unfavorable position. Some of the deep-rooted problems in todays leading organizations like Google are lack of female leaders and under-representation of women apart from a gender based pay gap. HRM should be responsible to implement the above steps within the organization to ensure a progressive workplace atmosphere Reference List: Bucker, J. J. L. E., van der Heijden, B. I. J. M., Benschop, Y. W. M., Peters, P., Schouteten, R. L. J., Poutsma, F. (2016). Sustainable organizations and the role of HR: HR related interventions towards sustainable change processes.. Mandel, H., Semyonov, M. (2016). Going back in time? Gender differences in trends and sources of the racial pay gap, 1970 to 2010.American Sociological Review,81(5), 1039-1068. Meyers, J. S., Vallas, S. P. (2016). Diversity regimes in worker cooperatives: workplace inequality under conditions of worker control.The Sociological Quarterly,57(1), 98-128. Wakabayashi, D. (2018). At Google, Employee-Led Effort Finds Men Are Paid More Than Women. Nytimes.com. Retrieved 5 February 2018, from https://www.nytimes.com/2017/09/08/technology/google-salaries-gender-disparity.html