Paul Ehimen Oboh

Palmoria Group Gender Inequality Distribution Analysis By Ehimen Paul Oboh Certified Data Analysts CASE 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. REQUIRED • • • Analyse the company data and generate insights that Palmoria management team would need to address Your analysis should be visualized using appropriate charts. Your focus should be on gender related issues within the organization and its regions. The insights required are based on my own discretion. However, Mr. Gamma as an insider has offered to give me pointers into areas I need to pay attention to: 1. 2. 3. 4. 5. 6. Gender distribution in the organization according to regions and departments Ratings in the organization based on gender. Salary structure by gender, department and regions to identify if there is gender disparity in salary pay and also areas that management needs to pay attention to. Minimum salary in the organization to identify if Palmoria Group meets the new regulation of $90,000 minimum wage 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 regions. Mr Gamma handed another data to me that contains rules for making bonus payments and asked me tocalculate the amount to be paid as bonus to individual employees using the performance rating: -Calculate the total amount to be paid to individual employees (salary inclusive of bonus)-Total amount to be paid out per region and company-wide Insights and Visualizations The visualizations and insights are below: Data Limitation To accurately determine if there is a gender inequality in the employment and salary structure of Palmoria Group, we will need to analyze the salary structure by roles and levels of the employees, with respect to the gender, which is not provided by the available data. Findings Conclusion and Recommendations There are-%) males and-%) females in a total employee figure of 946. However, 40 employees did not declare their gender. There is even employment by gender distribution across the departments and regions. The ratings are also evenly distributed. Although more male scored very poor than females across all the regions, there is no significant gap in the rating nevertheless, a majority of the employees are on the average scale. Salary Analysis From the insights gotten from the analysis, clearly there is an even distribution of salary between male and female employees across the departments and locations. The salary structure in Palmoria Group will definitely need a total restructuring. From the analysis, we can see that while a good number of employees earn above the new minimum wage ($90,000), a significant number earn below the new minimum wage. Hence, in order for Palmoria Group to meet the new minimum wage regulation, the salary structure must be reviewed. Conclusion and Recommendations: There is no significant disparity between the male and female gender in terms of ratings, salary and employment. Palmoria Group does not meet the new minimum wage regulation. Therefore, there is a need to overhaul and review their salary structure to meet up with the requirements of the new minimum wage regulation.