02-02-2005, 10:20 AM
whyBish,Feb 1 2005, 11:42 PM Wrote:I'm not sure we have the same definition of "Comparative worth". What it means here is "same pay for similar work" so for instance someone that does a three year nursing degree should (i.e. enforced by law) get the same pay as someone that does a three year compSci degree when they enter the workforce.
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You are taking the concept about 30 steps further than it has gone in the U.S. The concept here is that a women can compete with a man for the same job without being discriminated against, and that whichever would get the job would get the same pay that the other gender would get, having the same title (at the same company), same amount of experience, same performance record, etc.
It's a fairly workable concept for entry level pay in entry level jobs. Higher up the scale, especially in "professional" and "management" type occupations, the promotion process is very discretionary and it becomes virtually impossible to prove a case of gender discrimination even if it happens. And in upper management, each job is pretty unique so the "equal pay for equal work" aspect kind of becomes irrelevent.
For the most part, we haven't reached the point of using quotas to enforce proportionality of gender/race/etc. in each pay level, and I would hope it never gets to that point.