Summary and Recommendations
This research drew from the few existing studies of sex bias in job evaluation procedures, which center on the possibility that women's jobs are not rewarded for their skills, efforts, responsibility, and working conditions commensurate with men's jobs. These studies contend that male- and female-dominated jobs have fundamentally different earnings structures and that they are rewarded differently, in terms of rate of pay, for factors such as levels of education, experience, complexity, physical requirements, and working conditions. These studies suggest that the comparable worth remedy is to reward women's jobs in the same way as men's.
Comparable worth advocates have suggested that job evaluation systems should be used to establish the comparability of jobs. They recommend, however, that existing plans need to be made bias- free and suggest that this can be done by conscious control of measurement bias and by making the criteria of job worth explicit.
The review of legal and legislative issues related to comparable worth discussed in Chapter 2 indicated that it will become increasingly important to examine and understand changes in legislation and job evaluation methodologies that are proposed to establish pay equity.