Results of a decision-making simulation indicated that when subordinates were equitably paid, sex and strength of demand had no effect on the compensation decision. However, when subordinates were underpaid, sex and strength of demand significantly influenced the size of raises given to both male and female subordinates. (EB)

Uses data from the 1986 Canadian labor market activity survey file to derive estimates of residual gender wage gap differences. Investigates these estimates' dependence on experimental design and on assumptions about discrimination-free wage structures. Residual differences persist, even after restricting the sample to a group of highly motivated,…

Reports a survey of 163 advertising graduates of a large university. Finds that women in advertising earn significantly less than males. Recommends addressing the issue of salary discrimination in research, teaching, and career advising. (SR)

A study of Swedish workers investigated whether earnings are affected by the gender composition of firms' managerial staff. Gender-differentiated access to organizational power structures proved essential to explaining women's relatively low wages. Women working in male-dominated establishments had lower wages than firms with more women managers.…

A socioeconomic life cycle model consisting of six temporally-ordered stages is used to compare the impact of family background, educational achievement, early occupational achievement, and current family and work role variables on the 1966 earning achievement of a nationally representative sample of black and white married women, ages 30 to 44. A…

Problems of extending the Equal Pay Act to university faculty are examined in light of the complicated market forces and merit systems affecting faculty appointments and salaries. Solutions to the problem are suggested including guidelines for the Wage and Hour Division of the Department of Labor to use in identifying sex discrimination. (JT)

This paper develops a theory of sex differences in the earnings of school personnel, with emphasis on the role of labor market segmentation. Several aspects of the theory are then tested using data for the San Francisco school system in 1879. Section 1 develops a theory of sex differences in the earnings of school personnel. Section 2 discusses…

The status of women at the Washington State University (WSU) is examined. Emphasis is placed on distribution of women faculty, promotion rates, salary comparisons and participation of women faculty in positions of influence. Recommendations to enhance the position of women as WSU are listed for each area of study. A supplement to the report…

This bibliography covers the laws and conditions governing the employment of women. Included are books, articles, pamphlets, and government publications dating from 1959. Topics covered include: (1) Legal Aspects, (2) Discrimination in Employment, (3) Difference in Pay, (4) Professional Opportunities, and (5) General. Two supplements are available…

A supply mechanism is described whereby nondiscriminating employers are expected to pay lower wages to females than to equally qualified males. Procedures are proposed to estimate the portion of the unexplained male-female wage differential that arises because of family locational considerations. Single copies available from the Secretary, C.…

A comparison of salary and rank by sex at a major institution before and after initiation of an approved affirmative action program suggests that required programs are more costly than effective. Rather than the current regulatory approach, federal incentives and greater attention to results than procedures are recommended. (Author/LBH)

Staff actions are set forth that are involved in proposing increased adjustments in salary levels for female-oriented occupations. Some oversights and miscalculations are detailed that seem to have affected the decisions of the policy body, the board of trustees, of the California State University and Colleges. (LBH)

The hypothesis of a direct link between institutional pay scales and faculty sex ratios is examined based on HEGIS and AAUP data. Results suggest that eliminating sex bias in faculty pay within individual institutions will not achieve parity for women until higher-paying institutions recruit more women or those with more women upgrade pay scales.…

A survey of 4,317 secondary school students in Washington State produced findings that differential labor market opportunities for adolescent students exist for groups with different characteristics. Specific findings include the fact that adolescent females experience the same wage gap as their older counterparts. (CH)

The author discusses the theoretical aspects of positive action programs for women. In looking at the results achieved by the various laws and institutional machinery introduced in Western Europe to enforce equal pay and equal treatment for men and women in employment, she concludes that no notable progress has been made over the past 10 years.…