This paper reviews some of the past literature on male-female wage differentials in order to determine the early hypotheses which are the historical roots of the current theoretical and empirical work analyzing male-female wage differentials. Part 1 reviews the discrimination hypotheses, which emphasize differences in the labor market conditions…

Officials at a number of higher education institutions have shown that considerable discrepancies exist in faculty salaries, corresponding to sex differences. To date, there has been no satisfactory way to examine the relationship between faculty accomplishments and rewards in the merit system. This study was undertaken to assess the nature of…

Holding both the nature of the task and prestige constant, it is found that the earnings of both males and females are greater in male- than in female-dominated dominated occupations. This earnings differential may be a function of occupational characteristics that are not measured in this research, or of institutionalized discrimination.…

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It is hypothesized that three factors would predispose women in specifiable positions to lower-than-expected salaries: length of service, rank, and proportion of females in the field. A multiple regression technique is used. (LBH)

Althought the National Association of Social Workers has repeatedly expressed concern for the rights of women, a study of members' salaries in a midwestern NASW unit reveals a considerable differential between the earnings of men and women--even when crucial variables affecting salaries are controlled. (Author)

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)

Recent years of inflation and recession held real earnings of wage and salary workers below 1973 levels; the pay gap between Black and White full-time employees narrowed after 1967, but the wide earnings disparity by sex remains. (Author)

Challenges to compensation programs because of their disparate impact on men and women have been broadened. Criteria for a defensible and explainable job evaluation system are offered. (Author/MLF)

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)

Although the economic status of older persons has improved, women are at risk for poverty in old age as a result of their lifelong work experiences. Gender differences in work history, type of occupation, industrial sector, and retirement circumstances are contributing factors. (SK)

In assessing sex-discrimination suit damages, debate rages over the type and number of variables included in a single-equation model of the salary-determination process. This article considers single- and multiple-equation models, providing 36 different damage calculations. For University of Minnesota data, equalization cost hinges on the…

A review of econometric literature on female-male wage differences and asymmetrical distribution in occupations shows that differences in returns to human capital (i.e., discrimination) explains far more of the wage gap than differences in education and experience. Crowding of women into few occupations depresses wages. (SK)

Reviews theoretical explanations for gender segregation in occupations: neoclassical, human capital, institutional and labor market segmentation, and gender discrimination. Determines that gender discrimination theories are most compelling, given the enormous overlap in abilities and preferences of individual men and women. (SK)

This study examines salary differences by sex for a group of male and female college graduates. The results of the mail questionnaire lend support to current claims of discrimination in the employment of women. Implications for counselors are discussed. (SJL)