Comparable Worth: Is it a Moot Issue? Part II: The Legal and Juridical Posture

1994 ◽  
Vol 23 (2) ◽  
pp. 263-286 ◽  
Author(s):  
Mary Virginia Moore ◽  
Yohannan T. Abraham
Keyword(s):  
Labor Force ◽  
Historical Perspective ◽  
Sex Discrimination ◽  
Comparable Worth ◽  
Economic Implications ◽  
Gender Earnings Gap ◽  
Earnings Gap ◽  
Final Article

In the first of a series of articles on comparable worth, the authors responded to the question raised in the first part of the title by exploring the topic of comparable worth from a historical perspective. It presented current statistics and projected trends regarding women in the labor force. In Part II of this series, the authors discuss legislation and subsequent litigation that resulted from laws governing sex discrimination and compensation. The final article in this series addresses three major areas of disagreement on the comparable worth issue including explanations for the gender earnings gap, the economic implications of comparable worth, and measuring job value.

Comparable Worth: Is It a Moot Issue? Part III Controversy, Implications, and Measurement

1995 ◽  
Vol 24 (3) ◽  
pp. 291-313 ◽  
Author(s):  
Mary V. Moore ◽  
Yohannan T. Abraham
Keyword(s):  
Historical Perspective ◽  
Sex Discrimination ◽  
Comparable Worth ◽  
Economic Implications ◽  
Gender Earnings Gap ◽  
Earnings Gap ◽  
Comprehensive Picture ◽  
Final Article

In part one of this series (Moore and Abraham, 1992), the authors explore the topic of comparable worth from a historical perspective. In part two (Moore and Abraham, 1993), the authors discuss legislation and subsequent litigation that resulted from laws governing sex discrimination and compensation. This final article in this series addresses three major areas of controversy on the comparable worth issue including explanations for the gender earnings gap, the economic implications of comparable worth, and measuring job value. Together these articles should provide a comprehensive picture of the comparable worth issue in response to the question raised in the title, Comparable Worth: Is it a moot issue?

Comparable Worth: Is it a Moot Issue?

1992 ◽  
Vol 21 (4) ◽  
pp. 455-472 ◽  
Author(s):  
Mary V. Moore ◽  
Yohannan T. Abraham
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Labor Force ◽  
Human Resource ◽  
Environmental Influences ◽  
Working Women ◽  
Current Status ◽  
Comparable Worth ◽  
Economic Implications ◽  
Emerging Issues

Among the internal and external environmental influences on human resource management, no other issue has more social, political, and economic implications than comparable worth. Identified as “the working women's issue of the 1980s” (Hutner, 1986; Willborn, 1986), comparable worth grew out of the recognition that increasing numbers of women are entering the workforce, that sex segregation exists in the labor force, and that working women are generally paid less than working men. Through a series of articles the authors present the history, current status, and emerging issues pertaining to this issue.

Private Pensions and the Gender Distribution of Fiscal Welfare

2020 ◽  
Vol 19 (3) ◽  
pp. 500-516 ◽  
Author(s):  
Micheál L. Collins
Keyword(s):  
Welfare State ◽  
Tax Policy ◽  
Private Pensions ◽  
Gender Distribution ◽  
Member States ◽  
Current Structure ◽  
Gender Earnings Gap ◽  
Earnings Gap ◽  
Using Data ◽  
The Welfare State

The provision of taxation relief to support pension savings has become a large and expensive aspect of the welfare state in many countries. Among OECD member states this exceeds $200 billion in revenue forgone each year. Previous research has consistently found this fiscal welfare to have pronounced regressive distributive outcomes. However, little is known about the gendered impact of these fiscal welfare supports, a void this article addresses. Using data for Ireland the article finds that the current structure of fiscal welfare supports notably favours males over females. Nominal contribution levels are higher among males, and males are more likely to be active contributors to pension savings. The associated tax supports are consequently skewed, with two-thirds received by men and one-third by women. This outcome suggests a continuation of the gender earnings gap into retirement and a discontinuity between longevity expectations and tax policy supports for pension provision.

Do Women Respond Less to Performance Pay? Building Evidence from Multiple Experiments

2021 ◽  
Vol 3 (4) ◽  
pp. 435-454
Author(s):  
Oriana Bandiera ◽  
Greg Fischer ◽  
Andrea Prat ◽  
Erina Ytsma
Keyword(s):  
Empirical Work ◽  
Bayesian Hierarchical Model ◽  
Performance Pay ◽  
Average Effect ◽  
Performance Incentives ◽  
Men And Women ◽  
Male And Female ◽  
Bayesian Hierarchical ◽  
Gender Earnings Gap ◽  
Earnings Gap

Existing empirical work raises the hypothesis that performance pay—whatever its output gains—may widen the gender earnings gap because women may respond less to incentives. We evaluate this possibility by aggregating evidence from existing experiments on performance incentives with male and female subjects. Using a Bayesian hierarchical model, we estimate both the average effect and heterogeneity across studies. We find that the gender response difference is close to zero and heterogeneity across studies is small, while performance pay increases output by 0.36 standard deviations on average. The data thus support agency theory for men and women alike. (JEL C11, C90, J16, J31, J33)

Identifikasi Faktor-Faktor Diskriminasi Gender yang Mempengarrhi Karir Karyawan Wanita di Kota Yogyakarta

2007 ◽  
Vol 2 (2) ◽  
pp. 139
Author(s):  
Rr. Nurasih ◽  
Agustini Dyah Respati
Keyword(s):  
Labor Force ◽  
Gender Discrimination ◽  
Work Motivation ◽  
Sex Discrimination ◽  
Dual Career ◽  
Factors Affecting ◽  
The Social ◽  
Time Work ◽  
Discrimination Factors ◽  
High Work

Statistically, the number of women who works outside household is getting increase. As a part of worfforce, woman not only takes a position as general employee but they are also employed as a manager. It indicates that woman plays an important role in organization. In other words it can be said that the globol labor force has changed. Change in labor force involved an aging worfforce and a diverse worffirce. Furthermore diversity exists within labor force. As a result organizations cannot afford to ignore or discount the potential contributions of wornen. At the same time work opportunity for women is also more available. Women, howqer find dfficulties that hinder them in pursuing a success in career. This hindrances result fro* the social and culture concept that the nature of a woman is a houssvyife. In fact women who hold a dual career hme a more responsibility either to their emplolters or to their household. Being a dual career people, women show a high work motivation and good performance. This paper examines the affecting factorson wornen coreer in term of sex discrimination that is discrimination on grounds of gender. The result shows that there are five gender discrimination factors affecting woman career.Kqtwords : woman car e er, gender, divers ity, culture, dis crimination.

The gender earnings gap among pharmacists

2012 ◽  
Vol 8 (4) ◽  
pp. 285-297 ◽  
Author(s):  
Manuel J. Carvajal ◽  
Graciela M. Armayor ◽  
Lisa Deziel
Keyword(s):  
Gender Earnings Gap ◽  
Earnings Gap
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