The stock of Oracle Corporation (NYSE:ORCL) closed at $48.08 losing 0.17% in yesterday’s trading session. Safra Catz, the company’s CEO and Larry Ellison who is the chairman are two of the 12 board members that were in strong opposition to the gender pay gap audit at Oracle.

Oracle will in November be conducting its annual shareholder meeting. The board directors will be voting to turn down the shareholder proposal requesting that the provider carries out a payroll audit to establish a gender pay gap.

Last Thursday witnessed a filing with the security and Exchange Commission. The board, which comprised nine men and three women, came forward to indicate that it had plans underway to reject the proposal unanimously.

A lot has been happening in line with the gender wage gap audits. Most tech companies have started experiencing pressure from both the US government and their employees. They are under immense pressure to prove that indeed their pay structures do not discriminate against women. Many studies that have been conducted recently point to the fact that men in tech are with the passage of time continuing to generate more money than women. However, none of these studies account for hours worked, but rather group consider “full time” to be equal hours regardless of actual number of hours worked. Since men tend to work longer hours than women even though both may technically be “full time”, the assertion of a gender pay gap itself is doubtful.

Cisco Systems, Inc (NASDAQ:CSCO), which happens to be one of the largest competitors of Oracle had by 2016 completed its own audit of US pay. The company checked out for gaps along the lines of gender and race. It resolved to implement several adjustments to the salaries of its employees.

The proposal is to get Oracle to conduct an audit in line with the gender wage gap by April 2018. In case the gap is established, it will set up critical steps to help in the resolution. The proposal provides that women form about 29% of Oracle’s employees. These women occupy only 23% of the company’s leadership positions, though this doesn’t account for the number of hours women work versus men. It stands to reason that those who work longer hours are more likely to become executive leaders.

The company’s spokesperson opined, “We are committed to pay equity for all of our employees and ensuring that we do not discriminate on the basis of gender or any protected category in the full range of our compensation decisions.”