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)

This report discusses sex-based wage discrimination, the role of comparable worth doctrine in analyzing or combating such discrimination, and the appropriateness of the remedial prescriptions that comparable worth doctrine envisions. The report consists of a brief introduction and five chapters. Chapter 1 presents a brief overview of women in the…

Discusses steps employers can take to prevent female clerical workers from wanting to join labor unions. These steps include reviewing the company's employment practices to ensure compliance on sex fairness issues; reviewing pay practices; reviewing the company's position regarding sexual harassment; reviewing benefits and personnel policies; and…

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…

Examines recent progress under European Economic Community (EEC) and national law towards equality of opportunity and treatment in employment. The first part deals with decisions of the EEC Court of Justice; the second part depicts legislation and case law in the 10 member countries. (SK)

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)

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)

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…

Although concern over labor market inequities in South Africa has focused almost exclusively on racial differences in labor force participation and pay, gender also has been important, since women do not enjoy the same access, opportunities, and rewards in the formal labor market as men, especially among races traditionally subject to…

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)

Examines the history of comparable worth, the questions it raises (such as sex discrimination), and the solutions being proposed. These solutions include involving unions in raising pay levels of certain jobs, changing the attitudes of management towards women and "women's work," and broadening women's career outlooks. (CT)

A recent study drawing on data from the Census Bureau and the Bureau of Labor Statistics suggests that the wage gap between men and women has virtually disappeared, and that the so-called "glass ceiling" results more from age and qualifications than from explicit discrimination. (SLD)

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.…