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)

Women in the Soviet Union are guaranteed equal rights and opportunities and participate fully in the Soviet economy. Despite their achievements, Soviet women still have difficulties in entering and achieving high-level positions in traditionally male fields and in getting men to do their share of household work. (IS)

Consciousness raising and sensitizing programs are advocated as necessary adjuncts of successful affirmative action programs for women who want to work. (GW)

Women can achieve equal opportunity in library management through Affirmative Action Committees. Several steps are suggested: the determination of present status; assessment of library policies affecting hiring, parental leave and promotion; some strategies to attain managerial positions. (21 references) (Author)

A thorough study of women in academe and the policies that discriminate against them. (Editor/PG)

Discusses job opportunities and employment practices for career oriented women. (RB)

Reviews evidence which suggests that the sexual division of labor and ideology of sex roles are not determined by biological constraints, but by the structural constraints of a given society. Discusses how the ideology of femininity, which evolved from the life-style of upper class White women, oppresses Black women. (Author/GC)

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)

Public Law 95-555, which expands the definition of sex discrimination in Title VII of the Civil Rights Act of 1964, reverses the judicial determination that pregnancy is not a sex-based attribute. Available from School of Law, University of Missouri-Columbia, Columbia, MO 65211. (Author/IRT)

In the first of three articles in this issue on special protective legislation for women workers, the author explains that the Nordic countries are generally opposed to protection on the basis of sex. Reviewing work environment and equal opportunity legislation, the arguments for and against special protection are presented. (SK)

One common justification for differential treatment of women in management stems from stereotyping females as ineffective leaders. This paper analyzes the findings of 32 female leadership studies, noting that though stereotypes may be fulfilled in actual work situations, additional research is necessary to determine if and why this is so.…

A scale (Managerial Attitudes toward Women Executives Scale -- MATWES) provides reliability and validity measures regarding managerial attitudes toward women executives. It employs a projective test for item generation and uses a panel of women executives as Q-sorters to select items. The Scale and its value in minimizing researcher bias in its…

After discussing the facts and reasoning of the two cases (General Electric Co. vs Gilbert and Nashville Gas Co. vs Satty), the author argues that the decisions are largely the product of pregnancy stereotypes and that the Court's reasoning is flawed and should not be applied outside the context of pregnancy. Journal availability: see EA 511 481.…