To: The Board of Directors
From: The Human Resources Administrator
RE:
Overview
This memo details an investigation of complaints about the complaints of pay discrimination of women and equality in pay scales between male and female workers at People’s Drug. After
Working the required three years warranting promotion
Taking up responsibilities similar to the men
Attaining their promotions
a. Background
Following the salary inequality complaints, I have done a small research to determine why such inequalities exist within the organization as per the request of the Board of Directors. There are claims that male technicians earn higher than their female technician counterparts taking up same work capacities are. The promotion policy of People’s Drug is based on performance and that grants employees a chance for being promoted after every three years whenever applicable. However, there is an absence of a standardized salary range for those promoted. This is what gives an edge to men who end up earning more than the women promoted under due scheduling following their performances earn. The data for this study was taken in a sample of twenty grouping their number of years in the company, number of promotion and salaries.
b. Data
“As the graph below shows, male technicians make 20% more when promoted on the same schedule as their female coworkers.”
c. Assessment
Through the analysis of the number of years worked, the company has it that based on good performances; employees will be promoted after every three years. Starting with Joe Amat, he has just worked for four years and has already been promoted twice. While people like Beth Hart, a woman who has worked 5 years has received just a single promotion and earns lower than the male counterparts with 5-year experience earn. This trend can also be seen in those who have worked in the company for 9 years. Ian Chance has over his 9 years of employment had 2 promotions with an earning of 50K. Amy Ash also with 9 years experience earns 52K after 3 promotions while Jill Lewis with 9 years and 4 promotions earn 56K. differences can be seen in the salary gaps between employees such as Conan Perkett who after working only 3 years has been promoted and earns 54K while Marie Pots having 6 years in the company and 2 promotions earns 50K.
Still, comparing Conan to the women, he has also worked same number of years as Susan Park and received similar number of promotions but the woman only earns 47K. There are other differences like in the case of Chris Tull who has only worked for one year and has not received any promotion but earns 50K, which is way above the earnings of most of the women in the company as well as that of the women who have been promoted. Taking a review of the pay scale, there is a clear difference in what the males earn in comparison to the earning of their female counterparts. Such results are supported by the fact that female employees have been given low pays even after promotion to higher levels of employment. Therefore, it is important bringing this to your attention for an evaluation to be made in consideration of the underpaid women.
