Defines four distinct theories of wage discrimination: equal pay for equal work, equal pay for similar work, equal pay for equal or comparable worth, and pay parity. Court cases involving comparable worth are discussed and statistics cited. The effect of job evaluations and the power of the marketplace are examined also. (CT)

Review of 19 case studies of gender inequity in faculty salaries found inappropriate application of statistical procedures. An alternative, seven-step procedure for salary modeling and testing allegations of salary discrimination is outlined and applied in a case study of 725 faculty. (MSE)

The applicability of the principle of comparable pay for comparable worth is discussed for college faculty jobs, not only for alleviation of sex discrimination but also for eliminating bias-related discrepancies between departments or specialties. (MSE)

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.…

A Michigan State University study used a new analytical method for monitoring and comparing compensation of male and female medical school faculty, based on historical data. Results indicate gender-based inequities exist for basic scientists but not clinicians. The method appears feasible for routine administrative monitoring of compensation…

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)

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…

Examines the relative pay of women in the academic labor market between 1965 and 1985, analyzing national survey data, information from institutions, and published research. Although women's relative pay has improved since the late 1960s, women's salaries still fall short of men's salaries. Sex discrimination seems to have had little effect on…

The status of women faculty members at Virginia Polytechnic Institute and State University is examined. Attention is focused on the progress made by the university over the last 5 years in hiring and promoting women faculty, the representation of women in the administration and university governance, and salaries. Major conclusions are as follows:…

Examines the Social Security benefit inequities between male and female workers and between one- and two-earner families and traces the cause of such disparities. Discusses the evolution of today's Social Security System and presents two proposals for a possible reform of the system. (CT)

Looks at four kinds of job evaluation and examines them in light of the concept of comparable worth that may be adopted by the Equal Employment Opportunity Commission. Provides some guidelines for improving evaluation systems. (IRT)

To ensure that faculty salaries are based solely upon the contributions and accomplishments of the individual faculty members at the University of Maryland at College Park, the relationship between male and female faculty salaries was monitored. Female faculty members' salaries for 1990 were reviewed in relation to the salaries of comparably…

Discusses ways in which historical wage structures still influence current salaries and underpay for female-dominated jobs. Examines the origins of the California State Civil Service's compensation structure, and finds that gender discrimination explicitly lowered wages for female-dominated jobs. Provides quantitative and qualitative evidence of…

Despite the magnitude of changes in both female labor force participation and labor force attachment, research suggests that young women continue to make inappropriate decisions regarding investment in human capital, that is, education and work experience, given their probable work status later in life. (CT)

This document presents the conclusions and recommendations of a study conducted to explain the inequalities faced by low-income women in job training, employment, and earnings. The study explored the dimensions of the problems such women face, possible solutions, and the extent to which a group of Health Education and Welfare (HEW) and HEW-related…