Women, Work, and Wages Equal Pay for Jobs of Equal Value (1981) / Chapter Skim
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5 Conclusions
5 Conclusions
Pages 91-96
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From page 91... ...
On the basis of a review of the evidence, our judgment is that there is substantial discrimination in pay. Specific instances of discrimination are neither easily identified nor easily remedied, because the widespread concentration of women and m~nonties into low-pay~ng jobs makes it 6~iCU]
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From page 92... ...
Finally, the available analyses relating to the relative worth of jobs pertain almost entirely to sex discrimination. In this context, the fact that we focus mainly on discnmination based on sex should not be interpreted to mean that the committee has judged discrimination based on race or ethnicity to be of lesser importance.
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From page 93... ...
Our economy is structured so that some jobs will inevitably pay less than others, and the fact that many such jobs are disproportionately filled by women and minorities may reflect differences in qualifications, interests, traditional roles, and similar factors; or it may reflect exclusionary practices with regard to hiring and promotion; or it may reflect a combination of both. However, several types of ewdence support our judgment that it is also true in many instances that jobs held mainly by women and minonties pay less at least In part because Hey are held mainly by women and minorities.
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From page 94... ...
The belief that existing pay differentials between jobs provide a valid measure of the relative worth of jobs depends on the view that the operation of labor markets is freely competitive and that pay differentials primarily reflect differences in individual productivity and are not substantially influenced by discrimination. While there is a good deal of controversy about the nature of labor markets, in our view the operation of labor markets can be better understood as reflecting a variety of institutions that limit competition with respect to workers and wages and tend to perpetuate whatever discrimination exists.
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From page 95... ...
But several aspects of the methods generally used in such plans raise questions about their ability to establish comparable worth. First, job evaluation plans typically ensure rough conformity between the measured worth of jobs and actual wages by allowing actual wages to determ~ne the weights of job factors used in the plans.
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From page 96... ...
The process is inherently judgmental and its success in generating a wage structure that is deemed equitable depends on achiev~ng a consensus about factors and their weights among employers and employees. Tat ~.J~1~ 4 __ ~ · _1 ~ ~e _ ~ · ~ ~ ~ ~ no u~ve~opment aria Implementation of a Job evaluation plan is often a lengthy and costly process.
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