Nora Lang: Pay Equity at FTS
(5 pages of text)
Case (Gen Exp)
In August 2018, a recent Canadian business school graduate was excited about starting her dream job at a global financial consulting firm headquartered in the United Kingdom. However, on her first day, she learned from discussions with co-workers that newly hired women (including herself) were offered lower salaries than men who were newly hired for the same positions. She later learned, in an onboarding session, that the company had a strict policy prohibiting pay discussions among employees. The new employee faced a difficult decision in considering what to do next: What were her responsibilities and options? How could she expect the human resources department to respond? Could her choices possibly put her or her colleagues at risk?
This case is designed for management or organizational behaviour courses. It can be used in upper-level undergraduate classrooms in general discussions of workplace equality. At the graduate level, it can be used to discuss organizational tactics in a more concrete manner. This case explores the thought processes related to taking action against workplace inequality in a challenging situation with few precedents. After working through the case and assignment questions, students will be able to do the following:
- Describe the pay equity issues that persist even in contemporary workplaces.
- Outline the responsibilities of the human resources department and potential courses of action in workplace equity disputes.
- Explain the potential hazards involved in bringing concerns about workplace inequality to the attention of upper management.
- Develop a plan for confronting issues of inequality in the workplace.
Finance and Insurance
Canada; United Kingdom, Large, 2018
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