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  • Salaries Inequities at Astrazeneca: - Darshan - Dane - Prathamesh - Parnab - Prashant

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    AstraZeneca was found to have inequitable pay between male and female sales representatives, with women on average earning less than men. While the case with the Office of Federal Contract Compliance Programs is now closed, the company wonders if there are any non-discriminatory explanations for the pay disparity. Some possible factors that could contribute to the pay difference include education level, technical skills, geographic location, and the belief that men need to earn more to support their families.

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    AstraZeneca was found to have inequitable pay between male and female sales representatives, with women on average earning less than men. While the case with the Office of Federal Contract Compliance Programs is now closed, the company wonders if there are any non-discriminatory explanations for the pay disparity. Some possible factors that could contribute to the pay difference include education level, technical skills, geographic location, and the belief that men need to earn more to support their families.

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    390 views4 pages

    Salaries Inequities at Astrazeneca: - Darshan - Dane - Prathamesh - Parnab - Prashant

    Uploaded by

    darshan jain
    AstraZeneca was found to have inequitable pay between male and female sales representatives, with women on average earning less than men. While the case with the Office of Federal Contract Compliance Programs is now closed, the company wonders if there are any non-discriminatory explanations for the pay disparity. Some possible factors that could contribute to the pay difference include education level, technical skills, geographic location, and the belief that men need to earn more to support their families.

    Copyright:

    © All Rights Reserved
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    of 4

    Salaries inequities at AstraZeneca

    • Darshan
    • Dane
    • Prathamesh
    • Parnab
    • Prashant
    11-13. Although the case with OFCCP is closed, we wonder if there are any
    less discriminatory explanations possible for why our women sales reps on
    average earned less than men. If so, what are they?

    There are various reasons that can lead to discrepancies at places of work that may result in less
    earning for women as compared to their male counterparts. Some of the possible factors could be:
    • The level of education
    • The extent of technical know-how
    • Geographical location

    Male dominance was still operational within the institutions of the United States of America.
    Consequentially, this yielded to the breaching of the law of the Labor department’s Office of Federal
    Contract Compliance Programs.

    In a poll conducted on 124 women at AstraZeneca, another contributing factor why women received
    less pay than men emanated from the believe that men had a greater responsibility of taking care of
    the family and therefore, needed more money.
    11-14. Our own company now uses a point method to evaluate jobs for pay
    purposes, and each resulting job class also has a rate range associated with it. Sales
    associates are now paid a salary that is not based on incentive pay. List three
    specific things we can do to ensure that a similar problem (inequitable pay based on
    gender) does not arise again, assuming they continue using the point plan.

    1. Establishing a fair wage setting technique to assured that wages are unrestricted from sexual
    orientation disposition.
    2. Implement practices and policies which strengthen pay worth.
    3. Commence a compensation value examination to select areas and professions where sexual
    orientation inconsistency may exist with the objective that it can be resolved.

    It is crucial for human resources to ensure that pay equity is aligned with employment laws.
    Documenting initial salary decisions can also be used towards future litigations.

    There should be an open pay policy that enables the creation of a more productive working culture. The
    level of work experience should also be considered when strategizing on leveling salary between men
    and women. Subsequently, this aids in helping the present and potential employees to assess whether
    they meet the threshold of the job requirement.
    11-15. What sort of compensation plan would you recommend for us, and why?

    • Understanding the laws that require men and women to receive equal pay for equal work. “The Equal Pay Act
    requires that men and women be given equal pay for equal work in the same establishment. The EPA provides
    that employers may not pay unequal wages to men and women who perform jobs that require substantially
    equal skill, effort and responsibility, and that are performed under similar working conditions within the same
    establishment” (EEOC, 2017).
    • The company should institute an internal policy prohibiting wage discrimination. Ensuring that all employees
    are paid fair and equal wages based on position and skill.
    • Employers, supervisors and HR managers need to make sure that all employment decisions regarding
    promotions, raises, bonuses, etc., are based on legitimate and nondiscriminatory factors such as skill, merit and
    performance.
    • Provide training for supervisors and managers to avoid wage discrimination.
    • Documented salary guidelines and requirements for any bonuses or overtime based on fair, objective, and
    measureable criteria.
    • Initiate audit pays and frequent reviews, ensuring that we are not engaging in any discrimination. This will
    reduce the chance that we could be faced with a claim for wage discrimination.
    • Ensure we are hiring an integrated and diverse workforce, and that qualified candidates regardless of gender
    and that they are being hired based on education, skill and merit.
    • Provide timely and effective performance evaluations. This will set expectations and show employees if they are
    meeting them or not.
    • Have an open pay policy. This clearly affords the employees to engage in mutual protected activity and improve
    wages, hours and working conditions

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