The concept of comparable worth is criticized for possible problems it could cause in the assessment of comparable values of different occupational categories, the cost to taxpayers, and the chaos it could cause in the economic system. (MD)

The concept of comparable worth bases its legal claims in the Equal Pay Act of 1963, the Civil Rights Act of 1964, and a 1981 decision of the United States Supreme Court. Still, assertions that comparable worth should be invoked to correct wage discrimination have usually been rejected in federal courts. (PGD)

Describes the concept of comparable worth, discusses opposing views concerning whether inequities in pay are results of discrimination, considers efforts to determine the comparability of jobs, including teaching, notes the possible impact of implementing comparable worth legislation, and cites developments in state legislation and local school…

Traces the history of laws and litigation concerning pay equity issues, also referred to as wage equity and comparable worth. Suggests that universities and colleges identify possible problems and take voluntary corrective measures before pay-equity problems arise. (MLF)

Effects of the Equal Pay Act of 1963 for college and university employees are reviewed through an examination of trends in court decisions and legal treatment of the issues. It is concluded that case law has been evolutionary, with concepts of "equal,""work," and others not altered drastically by the courts in recent years.…

An approach to identifying and correcting college faculty salary inequities based on gender is presented. Steps include determining whether a problem exists using an objective, legally sound procedure; developing feasible adjustment strategies; and implementing correction and a monitoring process consistent with institutional culture and values.…

This paper examines issues involved in selecting a strategy that could be carried out by institutions to achieve salary equity between male and female faculty. It compares potential strategies based on equity of salary adjustments, political constraints, cost to the institution, and whether the plan removes inequities. Steps in determining…

A study explored two distinct methods of calculating a precise measure of gender-based wage differentials among college faculty. The first estimation considered wage differences using a formula based on human capital; the second included compensation for past discriminatory practices. Both measures were used to predict three specific aspects of…

It is critical to institutional health that college clerical and administrative employees have a sense of participation in the institution. Personnel policy incorporating the principle of comparable worth in salary determination will become essential as nonfaculty employees note discrepancies between faculty and nonfaculty employment practices.…

Issues involved in selecting an administrative strategy for achieving salary equity for men and women in institutions of higher education are discussed. Possible strategies are reviewed and compared based on equity of salary adjustments, political constraints, cost to the institution, and effectiveness in removing inequities. (Author/MSE)

Salaries and promotion patterns in the social sciences faculty at a large Canadian university were examined for evidence of gender discrimination. No patterns of discrimination in promotion were found, and women were not more underrepresented in higher-salaried departments. Male and female faculty similar on salary-relevant variables were found to…

Analysis of national data on college administrator salaries by gender, minority/nonminority status, years of service, and institution type found that wage gaps related to gender and minority status persisted in 1991-92 but that interaction of length of service with other study variables explained a significant amount of this gap. (MSE)

Approaches for undertaking a faculty salary equity analysis are discussed. An institutional researcher must have a clear understanding as to why the study is being performed. Faculty handbooks and policy manuals are good starting points for determining how salary decisions are made. Once the salary allocation criteria have been identified, the…

Provides a broad survey of employment discrimination lawsuits brought against libraries under various federal and state statutes. Practical pointers for librarians are drawn from these cases for their use in hiring, firing, and disciplining employees. (EM)

Two studies illustrate how omitting faculty rank as a predictor variable from gender equity studies of faculty salaries can lead to incorrect conclusions about gender discrimination. One uses hypothetical data constructed so there is no gender difference in salary, but omission of academic rank skews the results. The second uses data from a…