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Over the past decade, under-recognition of jobs and skills attributed to women, their lower human capital attributes and a historical concentration in a culturally-confined range of jobs combined with direct discrimination has produced continuing inequities in pay.
It is doubted by those concerned with this issue throughout the world that anti-discrimination and equal opportunity laws relying on the successful legal action of individuals seeking redress cannot address systemic problems due to the undervaluation of feminized work. Equality means equivalent, or equal in value, measures force, significance, etc. But Pincus and Shaw argue that this economic argument disregards the historical and cultural bases for the differential.
Many studies show that predominately female jobs pay less, on average, than predominantly male jobs. Studies done in North Carolina showed that the higher percentage of female workers in an occupation had a negative impact on total pay. Thomas R.
Many employers attempt to achieve internal pay policies by standardizing pay ranges for a given position. Influencing factors may include firm size, profitability, growth and market share; however, most companies want to set compensation at whatever level they feel necessary to obtain the highest efforts and results from their employees.
Some of these factors can be subjective and lead, not only to defacto discrimination, but employee dissatisfaction in general, as they compare job responsibilities and relative productivity between the people on site. Currently, in all methods of job evaluation, it is the requirements of the job itself that are evaluated, not individual performance, and equity is not the goal.
Advocates of undergraduate personal statement equity want to legislate that gender composition of jobs not affect the resultant pay. Systems could be set up to establish rating scales on the basis of job evaluations where it is the requirements of the job and not the performance of a given individual within the job that are determinant factors in compensation.
This could include educational factors, how much time are spent on different tasks and the sphere of responsibility incumbent upon the employee. Current plans most commonly use skill, effort responsibility and working conditions as factors.
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