The United Kingdom's Equalities Minister, Harriet Harman, has referred legislation to the House of Commons, which, if enacted, will replace 116 different pieces of equality legislation now in force in the United Kingdom (UK) and will address the pay gap between men and women while broadening the scope of current age discrimination legislation (BBC News, 1). At issue herein is an analysis of how the Equality Bill will affect Wal-Mart, which has been characterized by Thomas Grose (1) as deeply invested in the UK and dependent in its international strategy on achieving and maintaining high levels of profitability there. Basically, Wal-Mart must modify its existing diversity and affirmative action initiatives to reflect the new Equality Bill provisions specifically with respect to the gender pay gap and eliminating discrimination against older workers.
Wal-Mart (1) describes itself as an organization focused on providing customers a wide assortment of good quality merchandise, the lowest possible prices, guaranteed satisfaction, friendly and knowledgeable service, and a pleasant shopping experience. At the heart of Wal-Mart's growth is the culture built by its founder, Sam Walton, who believed that by satisfying the customers' needs first, his business would serve its associates, shareholders, communities, and other stakeholders.
To achieve its diversity goals within the context of Human Resource Management (HRM), Wal-Mart has embraced diversity and the idea that respect for people and helping people grow with the firm will result not only in a positive brand image but also increased profitability (Chambers, 82). With a global footprint, Susan Chambers (82) of Wal-Mart stated that the company that there is no "one size fits all approach to how we operate. That's why we work very hard to make sure every one of our stores reflects the needs and wants of the community surrounding it."
Wal-Mart remains committed to div...