Anosike Okechukwu Innocent

1 Analysis of Gender Equality in Palmoria group by Anosike Okechukwu Analysis of Gender Disribution in Palmoria Group Anosike Okechukwu SCENARIO The Palmoria Group, a manufacturing company based in the Nigeria is embroiled in issues bordering on gender inequality in its 3 regions. Unfortunately, the media recently published in the news with the headline “Palmoria, the Manufacturing Patriarchy” This doesn’t look good for the owners of the business based on their ambition to scale the business to other regions and even overseas. Cases like this can only spiral downwards revealing other issues like gender pay gap amongst other possible issues. The CEO of Palmoria, Mr Ayodeji Chukwuma is keen to address these issues before it gets out of hands. The CHRO, Mr. Yunus Shofoluwe has been assigned the task to identify key areas within the business that could spring up issues and address them immediately. Mr. Shofoluwe decided to recruit you as a HR Analytics expert to analyse the company’s HR data and come up with recommendations for management’s attention. “Now, the future of gender equality in Palmoria lies in your hands” the exact words of Mr. Shofoluwe before he handed the data to you. Case Questions 1. What is the gender distribution in the organization? Distil to regions and departments 2. Show insights on ratings based on gender. 3. Analyse the company’s salary structure. Identify if there is a gender pay gap. If there is, identify the department and regions that should be the focus of management. 4. A recent regulation was adopted which requires manufacturing companies to pay employees a minimum of $90,000 - Does Palmoria meet this requirement? - Show pay distribution of employees grouped by a band of $10,000. For example: How many employees fall into a band of $10,000 – $20,000, $20,000 – $30,000 etc. Also visualize this by region Analytical Framework For us to be able to draw realistic inferences from the analysis, we cleaned up the data. We were presented with two tables which we have to merge in order to draw the required insights from the data. Some employees did not disclose their gender so we assigned ‘undisclosed’ as their gender. Some of the employees do not have salary, and were taken off as it is indicative that they are no longer working with the oganization. Some of the departments column indicated ‘null’ and were also taken off. We focused on gender related issues within the organization and its regions. Graphs and charts were used to visualize the findings. Analysis of Gender Equality in Palmoria group by Anosike Okechukwu Visualizations and Insight into the Data 2 Analysis of Gender Equality in Palmoria group by Anosike Okechukwu 3 Analysis of Gender Equality in Palmoria group by Anosike Okechukwu Data Limitation There is no provision for roles and positions of the genders whicih would have been a vital information to do a head to head analysis of the salary and determine discrepacny where there is. Findings Conclusion and Recommendations Palmoria Group is an equal opportunity organization as there were no significant disparity in employment among gender across the departments and regions. The female gender made up 49% of the total workforce while male gender account for 46% (fig. 1). There were no disparity in ratings among the gender, but the average rating across organization is on the average which is not giving a good outlook for the overall effectiveness of the organiation. Theres no significant diference in salary among the gender across the regions and departments. Palmoria group did not meet the minium wage requirements of $90000. A good number of the employees earn above the minimum wage, while a very significant number are all below the minimum wage. The salary structure needs to be reviewed to reflect the new minimum wage. Conclusion and Recommendations: Palmoria group is not in any way promoting gender inequality. From the analysis, there is evidence that both male and female genders stands shoulder to shoulder in ratings and remuneration across the regions and departments. Overhaul the salary structure of the organization to meet up with the industrial minimum wage requirement. 4