1 / 3

Pay Discrimination

Pay Discrimination. The Male/Female Pay Gap - 1950s-1970s: 59% - 1999: 74% Possible Explanations for the Pay Gap 1. The “Crowding Hypothesis” 2. Institutional Barriers: (a) access discrimination; (b) Glass ceilings

Ava
Télécharger la présentation

Pay Discrimination

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Pay Discrimination The Male/Female Pay Gap - 1950s-1970s: 59% - 1999: 74% Possible Explanations for the Pay Gap 1. The “Crowding Hypothesis” 2. Institutional Barriers: (a) access discrimination; (b) Glass ceilings 3. Work-Family Conflicts: (a) Inflexible work schedules; (b)unfriendly family employment practices. 4. Job stereotyping MGMT 4030 - Managing Employee Reward Systems

  2. Pay Discrimination and Comparable Worth Relevant Laws: (a) EPA; (b) Title 7CRA,disparate treatment (applies); disparate impact (rarely used) Key Court Cases 1. Lemons vs. City & Countyof Denver (1980) 2. Gunther vs. City of Washington (1981) 3. AFSCME vs. State of Washington (1985) Comparable Worth Laws • State laws in a few states (WA, MN, MI) covers public employees. • Canada - Provincial laws for CW private ees MGMT 4030 - Managing Employee Reward Systems

  3. Comparable Worth Provisions of a Comparable Worth law 1. One JE plan used for ALL jobs. Same JE factors applied to each job. Exception: Union contract 2. Each job classified by gender representation. a. Male dominated jobs: Males > 70% b. Female “ “ : Females > 60% 3. Match female & male jobs according to JE points. 4. Where pay gaps, females raised to male pay level. 5. Equalize pay scales over 3-5 year period. 6. About 1% pay budget used to reduce inequities. MGMT 4030 - Managing Employee Reward Systems

More Related