Three techniques are outlined for use by higher education institutions to achieve salary equity: salary prediction (using various statistical procedures), counterparting (comparing salaries of persons of similar rank), and grievance procedures. (JT)

Rigidity is setting in that obscures reasonable discussion of the imperfections of a free market where women's wages are concerned, and increases the likelihood that comparable worth, if implemented, might substitute one set of arbitrary job evaluations for another. (MLW)

Comparable worth has emerged as a concept used primarily as a way of establishing equity, particularly in compensation for employed women. Study and implementation of the comparable worth concept are occurring most frequently in state and local governments. State action and federal initiatives are described. (MLW)

County of Washington v. Gunther is discussed--a case that dramatically widened the set of circumstances that may be used to provide legal standing for a suit alleging sex discrimination in faculty and staff salaries. The theory of "comparable worth" was supported by the Supreme Court. (MLW)