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Achieving equal pay for comparable worth through arbitration.

S C Wisniewski

    Employee Relations Law Journal
    |March 7, 1983
    PubMed
    Summary
    This summary is machine-generated.

    Equal pay for jobs of comparable worth can reduce gender wage gaps. This strategy addresses sex discrimination in job segregation, offering immediate relief through collective bargaining and arbitration for pay inequities.

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    Area of Science:

    • Socioeconomics
    • Labor Economics
    • Gender Studies

    Background:

    • Traditional gender stereotypes contribute to lower wages in female-dominated occupations.
    • Job segregation based on sex leads to significant pay disparities between male and female roles.
    • Existing wage gaps are a persistent issue in the workplace, rooted in historical discrimination.

    Purpose of the Study:

    • To explore the concept of "equal pay for jobs of comparable worth" as a strategy to combat sex-based wage discrimination.
    • To assess the potential of comparable worth to narrow the wage differential between male and female occupations.
    • To identify practical mechanisms for achieving pay equity in specific workplaces.

    Main Methods:

    • Analysis of legal remedies and collective bargaining processes related to pay equity.
    • Examination of the "equal pay for jobs of comparable worth" principle.
    • Case study or review of workplace arbitration outcomes.

    Main Results:

    • Implementing "equal pay for jobs of comparable worth" can effectively reduce sex-based pay inequities within specific workplaces.
    • Collective bargaining and arbitration offer immediate, though localized, solutions to pay disparities.
    • Legal remedies hold potential for broader, industry-wide changes in the future.

    Conclusions:

    • "Equal pay for jobs of comparable worth" is a viable strategy for addressing gender pay gaps.
    • Collective bargaining and arbitration are effective immediate tools for achieving pay equity.
    • Further pursuit of legal remedies may lead to systemic reductions in male-female pay differentials.