Pay equity generally refers to laws and public and corporate policies that have as their objective the elimination of pay differentials linked to gender, ethnic identity or particular minority status. Pay equity is usually concerned with correcting gender-based labour market inequality experienced by women. Main issue is the pay equity problem of relatively direct discrimination: women being paid less than men for the same or essentially similar work.
In the United States, women are paid an average of 80 cents on the dollar compared to men. The gender pay gap is even greater in retail, where women make an average of 70 cents on the dollar compared to men, said Lucy Helm, chief partner officer at Starbucks. Now, Starbucks has reached 100 percent pay equity for partners of all genders and races performing similar work across the United States.
Gender and Pay Equity:
Future Research Directions
Gillian Whitehouse, University of Queensland
Pay inequity, like other aspects of women's disadvantage in employment, has persisted in spite of longstanding measures designed to eradicate it. Observers could conclude that pay equity research and strategy have reached an impasse. This paper identifies a range of current difficulties in researching pay inequity, and argues that future research will need to include enhanced ways of clarifying the meaning of the `gender pay gap' and multidisciplinary investigation of the forces inside and outside the labour market that perpetuate and reproduce pay inequality.
Pay Equity and Social Work -
Miriam L. Freeman.
During the 1980s, pay equity emerged as a major employment and economic issue. Pay equity is proposed as one solution to the gap in wages between white men, women, and men of color. This article discusses the relevance of pay equity for social work and suggests strategies for achieving it.
PAY EQUITY AND COMPARABLE WORTH
JOHN RAISIAN, MICHAEL P. WARD and FINIS WELCH
The comparable worth movement is directed at pay equity issues, primarily between men and women. The source of controversy surrounding comparable worth concerns the mechanism for determining wages in the economy either an unre-stricted market process or a subjective valuation process by designated pay equity experts.
Progress or Complacency? Pay Equity for Women Circa 2001- Margaret Gibelman.
This article explores the issue of women's pay in social work within a comparative framework of several other service occupations.
Pay Equity and Wage Justice - Carol A. Kates, Ithaca College, Ithaca, NY 14850.
Pay equity job evaluations remove some wage bias, but do not resolve class inequalities. Requiring firms to upgrade and equalize job structures builds on the pay equity argument and addresses both discrimination and class issues.
Recent Trends in Pay Equity: Beyond the Aggregate Statistics.
Gillian Whitehouse, Department of Government, University of Queensland.
The data suggest not only that the prospects for pay equity are far from benign, but also that in the current labour market the issue of gender pay inequality cannot be effectively addressed separately from wage inequality more generally.
Equal Pay (Pay Equity) - Past Experience, Future Directions: A Practitioner's Perspective
Felicity Rafferty, Senior Federal Industrial Officer, Professional Officers Association, Australian Public Service
In recent years the pay equity lobby has tended to underestimate the influence of the federal government with regard to the application of equal pay. To increase the responsiveness of the system to demands for pay equity for women, greater pressure needs to be brought to bear on the government of the day.
Career Issues for Women Association Executives.
Mentors, Pay Equity and Boards of Directors - Betty S. Coffey, Stella E. Anderson.
department of management, John A. Walker College of Business, at Appalachian State University.
This article reports the results of a study of the experiences of women association executives. Three major issues surfaced in the interviews: (1) the importance of career development and mentors, (2) the prevalence of pay inequity, and (3) the challenges of developing working relationships with board members.
Remedying 'Unfair Acts': U.S. Pay Equity by Race and Gender - Lapidus J.; Figart D. M.
Abstract: Case studies in Canada, Australia, and the U.S. have found that pay equity has reduced the gender-based wage gap substantially, and results of research on the gender composition of jobs have been used guiding pay equity implementation. Not every type of wage discrimination is alleviated by a pay equity policy.
Pay Equity in Minnesota: the Facts Are in - Nina Rothchild, Bonnie Watkins
This paper presents information about Minnesota's experience with pay equity at both the state and local government levels. Minnesota's experience shows that pay equity can be implemented smoothly at a reasonable cost.
A GUIDE TO PAY EQUITY FOR THE BROADER PUBLIC SECTOR: A JOB EVALUATION SYSTEM, Pay Equity Commission of Ontario: 1994.
Abstract: This guide provides information on the steps needed to set up a job evaluation process, intended for broader public sector employers who will use either the proportional value or proxy comparison method to achieve pay equity.