"BUSINESS RESEARCH 7employees in the work place. As per the view of O’Reilly et al. (2015), it represents the equalremuneration and respect of both the male and female employees in the work place.Moreover, the gender diversity also states the equal priority of the women employees in theorganization regarding with the wage rate and the promotional areas. Apart from this, byfollowing the gender diversity rule, some organizations provide the extra privileges and rightsto the female employees. On the contrary, the gender inequality and wage rate discrimination is vividly shownin the organizations and industries in Australia, mostly in Sydney. Female employees aredeprived of getting higher education in this state of Australia. Furthermore, they get the lowersalaries and lower responsibility works compared to the male counterparts. The AustralianCouncil of Superannuation Investors reveals the information that most of the company boardsand organizations in Sydney prefer the female employees for non-executive roles (Irvine2017).Figure 1: Gender participation gap in AustraliaSource: (wgea.gov.au 2017) BUSINESS RESEARCH 8Wage discrimination for the gender diversity:Though Australia has been able to partially mitigate the gender pay gaps in the workplace, still the female employees are experiencing the gender inequality and wagediscrimination in Sydney. Most of the female employees are deprived of getting the seniormost or leadership roles in the organizations along with the wage discrimination. Accordingto the social concept and culture of Sydney, the female employees need to take-care theirfamilies which signify the lower employment opportunity of women employees (Australia2014).On the other hand, Blau and Kahn (2016) opined that the social culture of Sydney,Australia prevents the female employees to acquire the higher education and business degreewhich is one of the main hindrances of getting the lower wage in the work place. In thisperspective, the organizations are deprived of the creativity, innovative ideas and leadershipability and knowledge of the female employees. Apart from this, from the study of theAustralian government, it can be notified that near about 30 well known companies inAustralia do not hire the female employees as the organizational heads (Wgea.gov.au 2017).Furthermore, only 58 companies have one female member of the boards of the organization.Thus, it signifies the significant result of gender inequality and wage discrimination in thework place of Sydney, Australia.BUSINESS RESEARCH 9Figure 2: Gender pay gap in AustraliaSource: (wgea.gov.au 2017)Theory about the workplace gender diversity:The theory of diversity management of Scott Page describes the dynamic nature of thegroups for problem solving and achieving the innovation of the work place. According toCharlesworth and Macdonald (2015), the principles associated with this theory signify thefact that increasing complexity of an organization has motivated to implement theorganizational diversity in the work place. Moreover, as per the view of this theory, genderdiversity is not only limited to the superficial characteristics but also it accumulates thedifferent heuristics and perspectives (Polachek 2014). On the other hand, the gender diversity in the work place helps to mitigate thecomplex problems easily. Furthermore, the organizational issues sometimes solved by thefemale employees as well as their decisions help to foster the growth of the organizations(Chzhen, Mumford and Nicodemo 2013). Therefore, to increase the productivity level,creativity, better decision, problem solving and getting the innovative ideas in the work place,the gender diversity and equal pay is needed within the organization (Blau and Kahn 2016). Special Investigation:As opined by O’Reilly et al. (2015), both the male and female employees acquire theadditional remuneration in the work place instead of their basic pay. Now, these types ofremunerations are presented as the allowances, overtime, bonuses and superannuation in thework place. In this perspective, it can be stated that the male employees get the higheramount of additional remuneration than the female employees in Sydney, Australia. Thefemale employees earn only 18.1% additional remuneration from their full-time job(Westernsydney.edu.au 2017). On the contrary, the male counterparts get approximately 25% BUSINESS RESEARCH 10extra pay for their works based on their basic pay. Apart from this, the current statistics ofAustralian government states that near about 23.1% wage discrimination related to genderinequality has found in the work place of Sydney (Wilkins 2017).Figure 3: Gender pay gap in terms of managers and non-managersSource: (wgea.gov.au 2017) BUSINESS RESEARCH 11Figure 4: Gender pay gaps by age and average earningsSource: (wgea.gov.au 2017)Summary:With the help of literature review section, the interrelation between the genderinequality and wage discrimination will be accounted. Hence, their impact on the productivityand creativity of work will also be critically evaluated here. The relevant theories and modelsalong with the current statistics will help to analyze properly the interrelation and impact ofgender pay gap in the work place of Sydney, Australia.BUSINESS RESEARCH 12Chapter 3:Research methodology:Introduction:In this section, the relevant techniques and methods which are used for analysispurpose will be discussed briefly. This chapter will focus on the research philosophy,approach, design, the procedure of data collection, sampling method, sample size along withthe ethical considerations and Gantt chart to carry out the research study. Research philosophy:The researcher will employ the positivism research philosophy for performing theanalysis. In the words of Flick (2015), when the sample size is large, the positivismphilosophy applies to analyze the topic. Thus, it will be justified to select the positivismphilosophy as there is large data and it will make the study a structured one.Research approach:In this perspective, the researcher will opt for the deductive research approach fortesting the validity of the objectives of the research study. As per the view of Taylor, Bogdanand DeVault (2015), the deductive research approach is applicable when there is the lack oftime and plenty source available to carry out the analysis. Hence, the deductive approach willbe perfect as previously used theory and sources are available whereas, the time limit is short. Research design:In this research study, the descriptive type of research design will be applied whichhelp to acquire the detailed study of this topic (Panneerselvam 2014). Moreover, the BUSINESS RESEARCH 13descriptive research design will help to evaluate the nature of the phenomena of this researchstudy. Research strategy:As opined by Collis and Hussey (2013), there are four types of research strategywhich is used for accumulating the relevant information of the research analysis. In most ofthe cases, the case study and focus group are applied for the secondary research analysis. Inthis perspective, the primary method will be employed for analyzing the topic. Thus, both thequantitative and qualitative research analysis will be applied here (Csikszentmihalyi andLarson 2014). Now, in order to perform the primary research analysis, the interview methodwill be used here. The interview method will be performed by interviewing the organizationalheads of the working place or industries in Sydney and it represents the qualitative analysis.On the other hand, the quantitative research analysis will be performed through the onlinesurvey method of the local employees of the industries in Sydney. Data collection process:Both the primary and secondary sources will be used to collect the relevant data onthis topic. Though this research study mainly focuses on the primary data collection process,the secondary sources will also enrich the analysis. For the primary method, by following theabove-stated qualitative and quantitative process, the relevant data will be gathered. On theother hand, the online journals, official websites, newspapers and government websites willbe used for collecting the information from the secondary sources. "