Causes of gender pay gap in the airlines industry
In order to address the issue of gender pay gap in the airlines industry the following three objectives are addressed separately and these are –
Gender pay gap is an issue that has been lingering in the society for so long. In recent times, this globalised issue have gained a lot of attention since more and more individuals are being vocal regarding it. Every industry is affected by this age old practice and the airlines industry is neither an exception. Even though the awareness of gender pay gap has increased among the general public all over the world, the results to tame the issue is still inconsistent. According to the reports published by the Airline Pilots Association International trade union, it is noted that only 5.18% female employees belong to the job role of commercial pilots globally (BBC News 2018). In Britain, 4.77% of women population are in the job role of airline pilots (Caa.co.uk 2018). The highlighting cause of gender pay gap in the society is the system of segregation in distinctive industry and occupation between men and women (Chamberlain 2016). The differentiation in pay throughout the economy based on gender has been a culture that has been prevalent for a really long time. In a study conducted by Dr Andrew Chamberlain, approximately 505,000 salary data shared by United States based employees in Glassdoor were analysed. The results from it showed that the male population earned nearly 24.1% more base pay than women on average. It has been also observed from the census figures that only 26% of the female population belong to the higher role of job title compared to men on average (Chamberlain 2016). In aviation industry majority of female employees belong to the cabin crew department whereas the high ranking job roles are dominated by the male population. A number of factors lie behind this varied demographic figures and as a result of which contributes to the issue of gender pay gap.
It has been observed that the level of gender pay gap vary from industry to industry (Card, Cardoso and Kline 2015). In the field of healthcare, media, transportation and logistics, the intensity of gender pay gap is high compared to industries such as travel and tourism, bar and food service, agriculture and forestry and others (Petroff 2018). Taking into account the field of airlines or aviation industry, the recent reveal of reports related to gender pay gap data showed some of the horrifying figures that further raises the issue of gender pay gap. It has been observed from the reports that the high paying job roles in the airlines industry such as the job role of pilots are dominated by the male population (Petroff 2018). Whereas, the majority of female population are recruited in the job role of cabin crew that have significantly low wage compared to the higher job roles.
Effectiveness of regulations and policies
According to Graf, Brown and Patten (2017), the system of gender pay gap have narrowed down majorly since the year 1980 however, it is still persistent in the society especially since the past fifteen years. Now, digging deeper into finding out the cause behind this stable existence of gender pay gap in the society it has been found out that approximately in every four in ten working women have reported to be suffering or experiencing gender discrimination in the workplace (Graf, Brown and Patten 2017). Gender discrimination in the workplace have been specified to be one of the highlighting cause behind the existence of gender pay gap. Four in every ten working women have been experiencing discrimination in the workplace whether in the form of comparatively less support from the senior leaders of the company or been denied from a job, women have been suffering from this biased execution of workplace culture for a really long time.
Addressing to the issue of gender pay gap, government have been actively taking steps that would help tame this bias system that have been affecting the society for so long. In account of the recent growing awareness regarding the issue of gender pay gap, the government in United Kingdom issued a regulation where the companies that comprises of 250 or more than 250 employees have to disclose the gender pay gap report publically. This regulation issued by the national government of United Kingdom revealed some of the shocking results that were concealed from a long time.
According to Topham (2018), the figures that were revealed witnessed some of the worst data that evidently stated the existence of gender pay gap in the field of airlines industry. Ryanair, an Ireland based airline company, reported a shocking figure of almost 72% gender pay gap which was reported to be the worst figure in the field of airline industry (the Guardian 2018). The women workers were significantly paid lower wages on an average than the male workers in the company. The reports further revealed that among 1182 UK staff members, women staff were paid 67% lower on mean hourly pay. Similar to the scenario of United States, in United Kingdom as well the main reason behind this inequality in pay between men and women is that the top or highest job roles are occupied by the male members of the society. While on the other hand, female members are recruited in lower hierarchy of job role.
Solutions for promoting gender equality
The reports further reveals that Ryanair’s senior management board and other high job role positions are predominantly occupied by the male members of the population (Theirishtimes.com 2018). In addition to this, among 554 UK-based pilots of Ryanair, a mere number of 8 are only female pilots in the company. It has been observed that only one third of female staff members belong to the high paid position of pilots whereas the rest of female staffs are recruited in low paid cabin crew profession (McCarthy 2018). The figures that were revealed shows some of the worst scenario of gender pay gap where top UK based airline companies are sitting atop each other. Ryanair being the worst hit and British Airways showing a much better figure with a mean score of 35% (Morris 2018). Comparing the two airline companies Ryanair and British Airways, the score of gender pay gap is for Ryanair which is at 72% whereas for British Airways it was slightly better with a score of 35%. It was observed that Ryanair had a significantly low number of female employees in the top job positions whereas British Airways have an impressive amount of female employees in the highest paid job roles. However, the problem of gender pay gap remains the same as a result of the less number of women pilots and as a result of which women earning comparatively less than men. It has been observed that in the field of airlines industry the number of women pilots are comparatively low and this has been expanding the issue of gender pay gap. Even though the relatively low number of female pilots are progressing day by day, the figures still need to go through a long way in order to eradicate this issue.
This significantly vast difference in the job role recruitment between men and women is blamed upon the insufficient amount of female pilots in the aviation industry. The company states that it is a stereotypical tendency of the aviation industry that more male population opt to enter into the profession of pilots compared to female population. It has been observed that this stereotypical tendency among the individuals is as a result of the employment segregation on the basis of sex of an individual (Blau and Kahn 2017). According to Blau and Kahn (2017) men are more likely to be in high-paying craft and skilled positions compared to women who are more concentrated towards the lower hierarchical job role. However, this tendency have changed over the period of time as more women are joining the labour force that demands high skills and crafts. Still, the numbers are lagging behind in the aviation industry and as a result of which the airline companies are changing their recruitment strategies to hire more and more female members in the higher job positions.
Conclusion
However, in the field of airline industry the number of female population are comparatively higher than the male population. Unlike the other industries, the aviation industry have a significantly more number of female workers than that of male (Standen 2018). Nonetheless, the issue of inequality in the wages between men and women remains the same since the majority of female population in this industry as well are hired or remain in the low paid occupational position compared to men that are recruited in the high hierarchical job roles. Men have been filling up the position of higher job positions of pilots, senior board members, senior management and others. While majority of women population belong to the low paid hierarchical job roles of cabin crew.
Gender pay gap being an age-old issue that has been existing in the society for a really long time, however, its negligence and callous attitude towards being aware of the issue is what have ignited it to be prevalent in the society for so long (Chichilnisky 2009). The issue of gender pay gap have been scrunching over the period since almost every industry have virtually passed laws that mandate equal treatment of men and women in regards of pay and other aspects as well. However, eradicating the issue from its root have a long way to go since the age-old practices and traditions have what in the first place gave rise to this issue. According to Smith (2016), the issue of gender pay gap lies in the gender based factors of women having comparatively less labour market experience than men and as a result of which the competitive market tend to recruit men that have significantly more labour experience than that of women.
In addition to this, it has been also observed that men are comparatively paid higher bonuses than that of women which adds more fire to the burning issue of gender pay gap (Guibourg 2018). In accompany with the salary figures it is also noted that men are paid comparatively more bonus than that of women. The worst hit industry in this field being the aviation industry where the women are paid comparatively 35% less bonus amount than that of men on an average. Henceforth, sector-wide, it has been observed that where men are paid every £1 of bonus money in the finance sector, whereas, the women shall take home a mere amount of 65p only (BBC.com 2018).
Now, in addition to this, another major factor where the inequality of pay between men and women further arises is that there is no industry that pays women more (Guibourg 2018). The reports that were released publishing the gender pay gap data, shows that the majority of industries pay men more than women. Henceforth, expanding the figures of unequal wage between men and women. By comparing almost 10,016 companies from distinctive sectors it was noted that the majority of firms reported to be paying men more compared to women on an average and that too by just analysing the median hourly pay (Guibourg 2018). The construction and finance firms topping the chart revealing the widest pay gaps.
While a number of gender based factors are identified to be the cause of this issue of gender pay gap. It has been also observed that there are other factors as well that contribute to the existence of gender pay gap for instance discrimination by race and ethnicity is another factor that accelerates the issue of gender pay gap (Hegewisch and Williams-Baron 2018). According to the reports published by the Institute for Women’s Policy Research (IWPR), women of all distinctive racial and ethnic groups have a comparatively low earning than that of men belonging to the same group (Hegewisch and Williams-Baron 2018). One of the reasons behind this difference in pay between difference races such as Hispanic, Asian, Black women is that the number of white workers consistently belongs to the largest group of the labour force. According to the reports submitted by the IWPR, it was stated that whereas in 2016 and 2017, the real earnings of white women increased by 1.6%, however, the increase in earnings of racial groups of Hispanic and Black women were 0.8% and 0.4% respectively (Hegewisch and Williams-Baron 2018). Whereas Asian women was reported to have a decline in these figures by 2% on an average. While a number of factors contribute to the rise of low earnings among women in general the case of low earnings of women belonging to racial groups is another highlighting factor that gives rise to the issue of gender pay gap between men and women.
Some of the questions that are also being responded to through this literature review are as follows –
It has been observed from the above scenarios that women in almost every industry including the airlines industry have a comparatively low earnings than that of men (David 2015). A number of factors contribute to this persistent issue of gender pay gap ranging from workplace discrimination between men and women, to race and ethnicity discrimination or lack of participation of female population in the labour workforce. The aviation industry as well is no exception from being impacted by this issue. Ryanair being worst hit by this gender pay gap, the aviation industry have revealed some of the worst figures in the realm of gender pay gap data. It has been revealed that Ryanair has suffered from a gender pay gap of approximately 72% (). Whereas British Airways have scored 35% in gender pay gap. The airline industry has revealed some of the worst pay gap scores that further exaggerates the issue of gender pay gap.
From the reports published by almost 21 companies it has been observed that the impact of gender pay gap has been mostly affecting the women population. The women are the lowest paid employees in aviation industry. It has been observed that women are paid 71.8% low wage compared to male in Ryanair. In addition to this, in British Airways as well women employees are paid 35% less than their male counterparts. Henceforth, the females are the most affected by the issue of gender pay gap.
Research Philosophy
Research philosophy plays a significant role in constructing the research methodology of a study. Research philosophy helps in shaping up the study in a more concrete and constructive way. Since research philosophy relatively means developing a belief regarding the ways in which the data related to the circumstance or an occurrence should be collected, analysed and utilised in order to present the results (Saunders, Mark and Thornhill 2009). The research philosophy of a study deals with the source, nature and development of data and the knowledge gained in that procedure. Research philosophy by nature means being aware of the assumptions that are supposed to be made within the research and formulating those assumptions in order to extract the appropriate findings of the study.
There are majorly four types of research philosophy and they are namely positivism, realism, interpretivism and lastly pragmatism. Positivism is a research philosophy that is highly structured that have the features of both quantitative and qualitative (Research-Methodology. 2018). It generally analyses large samples and hence therefore an in-depth analysis is conducted in this research philosophy. Realism is another popularised research philosophy that utilises data that exist independently. In this research philosophy the methods that shall be chosen must fit with that of the subject matter of the study whether quantitative or qualitative (Flick 2015). The third type of research philosophy is namely interpretivism that also as positivism is an in-depth analysis but instead utilises small sample size. Interpretivism philosophy is significantly used for management functions and have an investigative nature to it. This philosophy helps in finding out the concealed factors of a problem or a circumstance. For interpretivism, qualitative data analysis technique is used for bringing out the investigative results (Vaioleti 2016). Lastly, pragmatism is a mixed or multiple layered research design that claims that an assumption or ideology is true if it functions satisfactorily. It is the least used research philosophy whereas positivism and interpretivism research philosophies are widely used.
However, for this research study, a positivism research philosophy is used in order to better understand the subject matter of gender pay gap. The issue of gender pay gap is a worldwide phenomenon and hence, in order to understand the subject and its existence in today’s world especially in the aviation or airlines industry, the positivism research philosophy is the most apt one. The gender pay gap report that are mandatory to be published by the firms is utilised in order to analyse the large samples that is required in positivism research philosophy. Since the positivism research philosophy deals with understanding an in-depth analysis about the subject matter, this research philosophy is the most suitable one for this research topic. Now it is significant to understand that positivism research philosophy takes advantage of the sensory experiences and the analysis is based on the facts that are existent. The subject matter of gender pay gap especially in the sector of aviation have a lot of facts that could be utilised in order to understand the issue in a critical an logical way. Henceforth, positivism research philosophy being a part of research methodology that deals with the beliefs and assumptions that are highly structured, therefore, the issue of gender pay gap needs to be analysed in the light of positivism research philosophy (Flick 2015). This research philosophy helps in understanding the issue of gender pay gap in a logical and critical way.
Since for this particular study, the positivism research philosophy is used, the other three research philosophies are rejected as the other three philosophies depend on each individual or factor and the perception or insights that comes from it may vary from one individual to another. In short, the other three philosophies are not fit for this particular research study.
Research Design
Research design is a methodical approach that is utilised by a researcher in order to conduct a scientific research study (Creswell and Creswell 2017). For the purpose of obtaining the most accurate and apt results out of a research study, the research design adopted must be strategic and systematic in nature. Research design basically involves an overall synchronisation of identified elements and data that results in a reasonable outcome. In order to have a better understanding of the research paper topic that the researcher or researchers are dealing with it is significant to identify the most appropriate research design.
There are significantly four types of research design and they are – exploratory research design, descriptive research design, explanatory research design and evaluation research design. The exploratory research design deals with exploring or finding out the suitable answers to the research questions that is constructed within the research study (Simonsohn, Nelson and Simmons 2017). As the name of the research design implies ‘exploratory’, the research design deals with exploring the concealed facts and data that are not clearly defined beforehand in the research paper. Exploratory research design tends to provide an insight into problem or an issue and this type of research design is utilised where the problem or an issue is not clearly identified. Henceforth this particular research design helps in exploring and understanding the problem that is previously not clearly detected. Secondly, the descriptive research design is an in-depth research design that helps to understand and evaluate the research study in a descriptive way. Descriptive research design deals with observing and describing the nature and behaviour of a subject matter or subject without actually influencing the subject in any way. In this type of research design the subject is observed in a natural environment that remains constant throughout. Thirdly, the explanatory research design is generally adopted in order to understand a concept or a theory in the initial stage. This type of research design seeks to explain the topic or subject that the research paper deals with and provides answers to the questions of how the particular phenomenon happened or why does it occur. Explanatory research design does not provide a conclusive evidence to a problem or a circumstance but however, helps in understanding the issue in an in-depth way. In this type of research design, the study starts with a general idea and utilise the research as a tool to understand the various subjects that could be deal in the future. Lastly, the evaluation research design is an extensive research procedure that effectively measures a particular program. This type of research design is adopted in order to judge or assess the effectiveness of a program and in that process provides significant information extensively.
For this particular research study, a descriptive research design is adopted since the issue of gender pay gap needs to be analysed in such a way that would provide the researcher with the factors that still causes the existence of this issue in airline industry especially in Ryanair and British Airways. The descriptive research design is utilised to observe and understand the factors that contribute the existence of this issue in airlines industry in a significant way. This research design helps in finding out the behaviour of the issue without actually interpreting or manipulating the subject matter. Henceforth, the issue of gender pay gap is observed in order to understand its various aspects in an in-depth way. Furthermore, the descriptive research design is the suitable research design for this particular study since the aim of the paper is to understand the current pay gap data and also to find out the possible factors that contribute to the existence of this issue. Therefore, the descriptive research design is the most suitable approach for this particular research paper.
Data collection method
Data collection method is the procedure with the help of which all the relevant information regarding the subject of the research paper is collected from reliable sources. The information or the data collected for the research paper is utilised to find the answers related to the research problems. Henceforth, for this research paper, the data collected is utilised to understand and analyse the gender pay gap in airlines industry especially the Ryanair and British Airways respectively.
There are significantly two major type of data collection methods and they are – Primary data collection method and Secondary data collection method. The primary data collection is a procedure where the data or information are collected directly by the researcher himself or herself (Smith 2015). However, the primary data collection method is further segregated into two divisions that are – quantitative data collection method and qualitative data collection method. The quantitative data collection method comprises of mathematical calculations in distinctive formats. In this data collection method, close ended questionnaires, surveys and others are adopted. Whereas, on the other hand, the qualitative data collection method comprises of gathering information from the participants of the research study in an emotional and qualitative way. The process involves tools that are utilised to assess the emotions, feelings, elements of the participants that are cannot be quantified in numbers or figures.
On the other hand the secondary data collection method involves collection of information from various other sources that are already existing. This type of data collection method involves referring the reliable sources of information or data such as verified journals, published books, newspapers, magazines and others. In this type of data collection method, the information or data are available in abundance and the researcher have the option of choosing from the various range of information that exists already (Smith 2015). In this type of data collection method it is extremely significant that the sources from where the data are collected are reliable and authentic and does not have any false piece of data or information.
For this particular research study, the secondary data collection method is adopted. Since the research study deals with the topic of gender pay gap, a lot of information or data are available in abundance since the issue of gender pay gap is a trending topic. In fact, the literature review that is constructed for this research paper is based on secondary data collection method. Furthermore, due to the regulations issued by the national government of United Kingdom the gender pay gap data report is mandatory to be published publically by the distinctive companies and firms. This have further helped to adopt the secondary data collection method since the authentic and reliable data that is required for this particular research is available in abundance. Henceforth, the secondary data collection method is the most suitable data collection methodology for this particular study. additionally quantitative data is collected with the help of survey based questions and qualitative data is collected with interview based technique.
Data analysis technique
For the process of carrying out the analysis of the secondary collected data, a combination of both quantitative and qualitative data analysis technique is adopted. The quantitative data analysis takes the approach of mathematical calculations and are generally interpreted into numerical and digit in order to draw out the figures for comparison of data. Whereas the qualitative data analysis technique is more in-depth in nature and therefore, asses the qualitative factors that may be the cause of the problem or issue. Furthermore, the qualitative data analysis methodology helps in understanding the various aspects and factors that may be directly related with the topic of the research paper. Henceforth, in order to fulfil the aim of this research paper, both quantitative and qualitative data analysis method is adopted since both the techniques are significant to fulfil the objectives of this research paper. The quantitative data analysis technique is utilised to draw out comparisons between the two airline companies – Ryanair and British Airways and their data regarding the gender pay gap. While on the other hand the qualitative data analysis technique is utilised to identify the factors and probable reasons that have contributed in the issue of gender pay gap. A combination of the data analysis technique is used in fulfilling the aims and objectives that have been set for this particular paper.
The secondary data collected for this particular paper from distinctive reliable sources that are published online. The survey based results were extracted from various credible sources. According to Graf, Brown and Patten (2018), it has been observed that the figures regarding gender pay gap have diminished since the year 1980, however, its existence is still prevalent in the society. A report published by the Pew Research Centre in the year 2017, showed that the difference between the median hourly earnings between men and women in United States were vast where women earned 82% of what men earned and it is analysed that it would take approximately 47 days of extra work for women in order to achieve the earnings of men in the year 2017 (Pewresearch.org 2018). Furthermore, it is observed from the reports published in the Census Bureau of 2016 that women earned 80% of what men earned as their counterparts. In addition to this, it is observed that the wage gaps are diminishing compared to the age groups of 25 to 34 than that of 16 and older. In this parameter, the women earned every 89 cents of what men earned of $1 in the same age group.
Now the data that is published by the various companies in the airlines industry showed some of the huge differentiating figures of median hourly earning between men and women. According to a report published by the BBC news, it was noted that Ryanair, the Ireland based Airline Company showed a pay gap of 71.8% (BBCnews.com 2018). It was observed that only one third of Ryanair’s female employees belonged to the high paid job roles whereas two third of the female population belonged to the low paid job role of cabin crew. Additionally, only 554 female employees comprised of the job role of pilots
In addition to the above data, it is noted that Ryanair have further contributed in highlighting the issue of gender pay gap by revealing its report that showed 3.4% median bonus pay gap between men and women (J O’Shea, 2018).
However, in comparison with other airline companies British Airways revealed a genuinely low gender pay gap of 10% only (Mail Online 2018). It is further noted that British Airways showed that the company have been hiring almost 34% of the female employees to the high paid job positions whereas 49% of women belong to the lowest pay job roles (Mail Online 2018). Comparing the figures it has been observed that British Airways is 20% in progress than its rival companies such as Ryanair, Jet2 that have huge figure of almost 69% of women belonging to low paid job roles (Mail Online 2018). However, the British Airways have still progress to make since still now, 94% of male members dominate the pilots profession which is one of the highest paid job role in the aviation industry (Maszczynsky 2018). It has been also observed that since the year 1960 the gender pay gap in the airlines industry have diminished progressively but still its existence is noticeable in a highlighting way.
Comparing the gender pay gap figures of the two airline companies – Ryanair and British Airways, the results show that Ryanair have been hit with the impact of gender pay gap heavily whereas the scores of British Airways are slightly better with mean earning score of 35%.
The results that were obtained from the qualitative data were conducted upon Ryanair’s senior board management. The response to the interview based questions states that the gender pay gap of 71.8% is marked as a result of less female population in the high paid job roles of pilots. According to the report published by the BBC news (2017), the Senior Board manager of Ryanair states that the issue of gender pay gap lies as there are less number of female pilots in the high paid job positions. In addition to this, he states that out of 554 UK based commercial pilots only 8 female employees belong to the pilot profession whereas majority of female employees belong to the cabin crew or other low paid job roles.
Another interview conducted upon the Senior Manager of British Airways, states that the company has a recruitment policy of hiring more and more female pilots so that they can bridge the gender pay gap. However, he claims that the availability of female pilots in the market comes in way and thus are unable to recruit much more female pilots in the company. In addition to this, he states that the company aims to diminish the figure of 35% gender pay gap score in the coming years by modifying and upgrading their recruitment policy and procedure.
According to Simsohn et al. (2017), it is obvious that there would be some limitation to a research study. Henceforth, for conducting this research study as well there were certain limitations that came in the way. Firstly, the time frame to construct this research paper was limited and as a result of which the research was constraint. Secondly, since the secondary data collection process was adopted to construct the literature review along with for finding out the data for the research, some of the sources were not accessible. In addition to this, some of the sources of information were unavailable. The research was further limited since some of the respondents for the survey and interview were biased and this restricted the boundary for achieving the aims and objectives of the research.
The results that were extracted with the help of secondary data collected revealed that the issue of gender pay gap in aviation industry have been prevalent significantly. Ryanair being worst hit by its impact that reveals a gender pay gap of 71.8% between men and women on an average. It has been observed that one of the highlighting reason behind the existence of gender pay gap in the airlines industry is due to the lack of women’s participation in the high job roles. The high paid job positions in the aviation industry are significantly male dominated and women although are more in number in the aviation industry still have been unable to be present in the highest job positions. This has created a pay gap between men and women since more and more male population belong to highest paid job roles.
From the qualitative data results it is observed that the organisations recruitment policy and procedure can heavily influence the impact of gender pay gap. British Airways have made efforts in hiring more and more female employees in high ranking positions and as a result of which has shown progressive scores. Whereas, the Ryanair is still lagging behind where only one third of the women staff members belong to the high ranking job role and the two third of women employees belong to cabin crew department and other low paid job positions.
In addition to this, it has been observed from the above discussion that women even though have been actively taking part in the labour force still are unable actively participate in the high skilled job roles since they lack in experience and have entered the labour force market in the later time period. Henceforth, it can be said even though the numbers of gender pay gap have scrunched over the period of time, the issue is existent in the society due to a number of gender based discrimination, race and ethnicity discrimination and so on.
However, in order to bridge the gender pay gap between men and women certain strategies could be adopted that would be able to tackle this persisting problem of the society. The government made it mandatory for all companies to publish their gender pay gap data reports and as a result of which companies are in rush to submit their data reports. This policy adopted by the British Government have able to reveal some of the data that have been concealed over a long period. In addition to this, the organisations can take initiative to analyse the gender pay gap report and then highlight the problem areas. Another recommendation for eradicating this age-old practice is during the recruitment procedure, it is recommended to omit gendered language for job commercials and instead use neutral form of language. These strategies and policies will help progressively in eliminating the gender pay gap and further diminish the issue from existing in the society. The recruitment policies of the companies shall have to be modified in order to attract more female employees in the high ranking job. The organisation culture is also significant in order to bridge the gender pay gap. Henceforth, executing an organisation culture of equal treatment of all staff members is significant for bridging the gender pay gap.
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