Date of Conferral
12-2-2024
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Walter McCollum
Abstract
Achieving gender pay equity remains a significant global challenge for organizations, and its lack can contribute to increased voluntary turnover and higher talent replacement costs. Organizational leaders are particularly concerned with pay equity, as inequities can drive accelerated turnover among female employees. Grounded in equity theory and the social role theory of sex differences, the purpose of this qualitative pragmatic inquiry was to explore strategies that human resource (HR) managers use to improve gender pay equity. The participants were six HR managers in the southeastern United States supporting information technology organizations. Data were collected using semistructured interviews. Through thematic analysis, four themes were identified: compensation strategy and philosophy, sourcing and recruitment, talent management, and executive commitment and support. A key recommendation is for HR managers to develop a structured, comprehensive compensation strategy that is both grounded in principles of racial justice and equality and informed by robust data insights. The implications for positive social change include the potential to retain valuable female talent, improve organizational performance, enhance employee well-being, and contribute to stronger local economies.
Recommended Citation
Lee, Glynis, "Strategies To Improve Gender Pay Equity and Reduce Voluntary Employee Turnover in The Information Technology Industry" (2024). Walden Dissertations and Doctoral Studies. 16744.
https://scholarworks.waldenu.edu/dissertations/16744
