Tribhuvan University

Institute of Engineering

Pulchowk, Campus

A
Report on
Disparity in Male and Female Employment Within Organization

Assignment:2
Subject: Quantitative Analysis Techniques

Submitted to:

Prof. Nagendra Man Amatya

Department of Civil Engineering,

Pulchowk Campus IOE, T.U.

Submitted by:

Mani Shrestha
(079MSDRM008)

10th Jan, 2024

INTRODUCTION

Gender differences at work are still a big problem globally, affecting various types of businesses
and institutions. Even with efforts to promote gender equality through job promotions and
training, there are still gaps in job opportunities, career growth, and pay between men and
women.

The World Economic Forum suggests that there is a 40.6% difference in how men and women
participate in the economy globally. This means that women achieve only 59.4% of the economic
success that men do. Factors like unequal pay, the tendency for men and women to work in
different types of jobs, participation rates in the workforce, and access to education all contribute
to this gap.

To understand how much this gender gap affects our company, this research focuses on our
unique situation. The goal of this report is to investigate how men and women are currently
employed in the company. It will look at the proportion of male and female employees at
different levels, as well as their average income and annual increases.

DATAS AND METHODOLOGY

The information for this study was gathered from the company's human resources database,
which contains details about each employee's gender, education, job type, initial and current
salary, past work experiences, and length of service. To identify patterns and relationships
between gender and various employment outcomes, the data was analyzed using descriptive
statistics.

However, it's crucial to acknowledge the limitations and assumptions of the data and research
methodology. Firstly, the information is based on the current workforce of the company and
does not include employees who joined or left in the previous year. Additionally, certain
qualitative aspects of the work experience, such as leadership style, interpersonal interactions,
and organizational culture, may not have been captured by the statistical analysis. Recognizing
these constraints is essential for a comprehensive understanding of the study's findings.

FINDINGS
The findings are listed in following disparity concerning categories.

a. Number of staffs
The organization comprises a total of 474 employees, with 258 (54.43%) being male and 216
(45.57%) being female, as illustrated in Figure 1. A pie chart is used to represent this data
because male and female are considered nominal measures, meaning they don't have a specific
value but are categorized by frequencies. The chart visually displays the distribution of genders
within the organization based on their respective frequencies.
Fig. 1. Male and Female proportions in organization

a. Level of employment of staffs

The results indicate that 56.7% of females are in clerk-level positions, whereas the
corresponding percentage for males is 43.3% (as shown in Fig. 2). Interestingly, the
organization has appointed 88.1% of male employees in managerial roles. In contrast, only
a small proportion, specifically 11.9%, of female employees have secured managerial
positions. This discrepancy highlights a substantial disparity in the distribution of
managerial roles between male and female employees within the organization.
Fig. 2. Male and Female proportions in different level of employment in organization

b. Salary of staffs
Salary is measured on a scale level, but simply looking at the frequency of wages doesn't provide
meaningful insights into salary differences. To present the wage data more comprehensively, a
descriptive analysis was conducted using metrics like mean and standard deviation.

The results show that the average salary for female employees is $26,031.9 USD, with a
standard deviation of $7,558 USD (as displayed in Table 1). In contrast, male employees have
an average salary of $41,441.8 USD, with a standard deviation of $19,561.75 USD. This reveals
an almost 60% pay gap between male and female staff, illustrating that women earn 40 cents for
every dollar earned by men.

Fig: current salary

c. Salary of staffs relative to their level

Since staff salaries are influenced by their job levels, drawing conclusions solely based on
overall salaries can be challenging due to inherent implications. To address this, a comparison
between the pay of male and female employees within their respective employment levels was
conducted.

At the clerical level, the average salary for female staff is $25,003.69 USD, with a standard
deviation of $5,812 USD, while male staff receive $31,558.15 USD, with a standard deviation
of $7,997.978 USD. This indicates a 40% pay gap between male and female staff at the clerical
level (as shown in Table 2).
For higher-level positions, specifically managerial roles, female staff have an average salary of
$47,214 USD, with a standard deviation of $8,501 USD, whereas male staff in similar positions
earn an average of $66,243 USD, with a standard deviation of $18,051.57 USD. Interestingly,
this also reveals a consistent 40% pay gap between male and female staff, mirroring the situation
observed at the clerical level.

Fig: salary of staff relative to their level

d. Salary increment of staffs relative to their level

The average salary increase for female clerical staff amounts to $12,939.5, while their male
counterparts receive an average increment of $21,140.39, roughly 29% higher than that of
female clerks. Similarly, female managers experience an average salary increase of $27,092.5,
while male managers receive $34,615.54, approximately 28% more than their female
counterparts.
Taking into account the duration of employment in the organization, a deeper analysis of salary
increments was conducted. For individuals with a work period of fewer than 70 months, female
clerical staff witness an average salary increase of $10,264.28, whereas male clerical staff see
an average increment of $14,500.53, roughly 42% higher than that of female clerks. Among
managers with a tenure of less than 70 months, female staff experience an average increment
of $24,893.33, while male counterparts receive $35,517.1875, almost 42% more than female
managers.Regarding employees with a work period ranging from 80 to 90 months, female
clerks receive a salary increase averaging $12,549.93, while male clerks receive $15,987.73,
representing a 28% increase over the female clerks. Female managers in this tenure bracket
witness a salary increment of $25,965, whereas male managers see an increment of $26,940,
only 3% higher than that of female managers.

Table: salary increment on the basis of gender

 Table 4 :Salary increment of Male and Female staffs of different level with respect to their working period

Salary Increment

Employ Months N Mean Std. Deviation

ment
since
Category
Hire Gender Gender Gender

(group)
Female Male Female Male Female Male

Clerical <= 70 42 38 10264.2857 14500.5263 3404.30656 5034.18205

71 - 80 55 31 11886.5455 14480.3226 3843.71214 6379.89772

81 - 90 69 44 12549.9275 15987.7273 4162.84162 9480.59631

91+ 40 41 14332.5000 17585.3659 5915.84736 5882.81654

Custodia <= 70 4 13950.0000 812.40384

l
71 - 80 10 16230.0000 2188.37840

81 - 90 7 15428.5714 2924.58788

91+ 6 17025.0000 2444.12561

Manager <= 70 3 16 24893.3333 35517.1875 10458.65351 12514.34630

71 - 80 3 18 30795.0000 29331.1111 8103.76918 11944.19740

81 - 90 4 17 25965.0000 26940.0000 8376.40436 8262.14296

91+ 23 43797.1739 14325.74818

DISCUSSION
The findings highlight a significant gender gap within the organization's workforce, despite a
slight difference in the proportion of male and female employees. The distribution across
different employment levels shows more men in managerial positions and more women in
clerk positions. Overall, male employees receive approximately 60% higher pay than their
female counterparts. This pay gap persists at both managerial and clerical levels, indicating a
consistent difference in compensation.
 The pattern also extends to salary increases based on tenure, where male managers and clerks
receive an average of almost 30% more than their female counterparts in similar roles. This
difference is particularly pronounced for those with less than 70 months of work experience.
However, for employees with 80 to 90 months of tenure, the gap notably reduces to just 3%
between male and female managers.

The gender gap in the workforce can have adverse effects on the organization's performance,
reputation, and fulfillment of social duties. It may also impact employees' work-life balance
and satisfaction, especially for female employees who may face bias, harassment, or
discrimination at work. Addressing these differences is crucial to promoting fairness, support,
and equity in the workplace.

CONCLUSION
The objective of this report was to investigate the disparities in employment between men and
women within the company. The analysis, based on data from the company's HR database,
revealed significant differences in the distribution, pay, and salary increments of male and
female employees. To contribute to the organization's efforts in achieving greater gender
equality and diversity in its workforce, the report aims to provide insights and
recommendations.