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Published: 10 December 2022

Last updated: 29 January 2023

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1

Uddin, Mohd Kamal, and Mohammad Jonaed Kabir. "Satisfaction towards Banking Profession: A Comparative Study on Male and Female Executives." IIUC Studies 12 (December 10, 2016): 127–38. http://dx.doi.org/10.3329/iiucs.v12i0.30586.

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Banking sector in Bangladesh is recruiting women more in number than ever before. Women are now viewed by planners and policy makers as equal partners in the process of development and great contributors to state economy. Banks, as development catalysts, need to evaluate both the male and female employees, in a timely manner to enhance their effort to work. This paper attempts to evaluate job satisfaction of bank officers considering sex differences to determine a fruitful comparison. The research work was conducted through JDI administered questionnaire on a sample of 210 employees from six banks (Two public and four private banks). A popular measure of job satisfaction - the Job Descriptive Index (JDI) - measure satisfaction in terms of five aspects of a persons job: pay, promotion, supervision, the work itself and co-workers (Hellriegel and Woodman, 1995). As the two gender groups were not normally distributed, a Mann-Whitney U test was applied to test relationship between gender and job satisfaction with each facet. The findings of the study show that higher satisfaction among females for three of the five job facets while male officers dominate the rest two factors. The present study attempts to enrich the existing knowledge base in the area of job satisfaction in banking sector adding a new dimension of HRM-issues.IIUC Studies Vol.12 December 2015: 127-138

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Gupta, Medhavi, Aminur Rahman, Notan Chandra Dutta, Md Shafkat Hossain, Devaki Nambiar, Samina Parveen, Rebecca Ivers, and Jagnoor Jagnoor. "Impact of a rural drowning reduction programme in Bangladesh on gender equity, norms and behaviour: a mixed-method analysis." BMJ Open 10, no. 12 (December 2020): e041065. http://dx.doi.org/10.1136/bmjopen-2020-041065.

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ObjectivesCommunity-based health programmes implemented in low-income and middle-income countries impact community gender norms and roles and relationships, which in turn affect individuals’ health outcomes. Programmes should measure their effects on gender norms, roles and relationships in the communities in which they operate to respond to unexpected health consequences. We conducted a gender analysis on a drowning reduction programme in rural Bangladesh to identify its impacts on gendered roles and behaviours in the community.DesignA mixed-method approach was used. Quantitative programme monitoring data were analysed to assess gender differences in participation and engagement. A qualitative approach using interviews, focus group discussions and observations with purposively selected programme implementing staff and participants aimed at finding explanations for quantitative findings and additional impacts of the programme on gender in the community. The analysis was conducted using Family Health International 360’s Gender Integration Framework, which identifies both internal (norms) and external (behaviours) effects.ResultsFewer girls (n=5030) participated in swimming classes than boys (n=6425) due to cultural restrictions and involvement in domestic work. Women were not hired in leadership roles in the implementing organisation due to lower transportation access and their perceived ability to conduct labour-intensive activities. However, communities become more accepting of local women’s mobility and employment due to their engagement as swim instructors. Women swim instructors were more satisfied with the pay and part-time nature of the work as men were able to earn more elsewhere. Menstruation management was ignored as all supervisory staff were men.ConclusionsSystematised strategies are required to ensure equal participation of girls and enable equitable prevention outcomes. Within the implementing organisation, programmatic changes will support gender transformation, such as ensuring women’s mobility and engagement in leadership roles. Strategies to combat perceptions that lower paying part time work is more suitable for women than men may be considered.

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Mandell, Harvey N. "Equal Pay for Equal Work?" Postgraduate Medicine 84, no. 1 (July 1988): 28–29. http://dx.doi.org/10.1080/00325481.1988.11700330.

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4

Holliday, Emma B., Christina Brady, William C. Pipkin, and Jeremy S. Somerson. "Equal Pay for Equal Work." Journal of Bone and Joint Surgery 100, no. 4 (February 2018): e21. http://dx.doi.org/10.2106/jbjs.17.00532.

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5

Vodopivec, Matija. "Equal Pay for Equal Work?" Eastern European Economics 52, no. 5 (September 2014): 87–110. http://dx.doi.org/10.1080/001287755.2014.1004266.

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6

McNally, Joyce, and Sylvia Shimmin. "Job Evaluation: Equal Work — Equal Pay?" Management Decision 26, no. 5 (May 1988): 22–27. http://dx.doi.org/10.1108/eb001513.

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7

Kang-Jik Song. "Equal Pay for Work of Equal Value." kangwon Law Review 28, no. ll (June 2009): 175–209. http://dx.doi.org/10.18215/kwlr.2009.28..175.

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8

KEMP, ALICE ABEL, and E. M. BECK. "Equal Work, Unequal Pay." Work and Occupations 13, no. 3 (August 1986): 324–47. http://dx.doi.org/10.1177/0730888486013003002.

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9

Fitzpatrick, B., C. Docksey, and T. GILL. "Equal Pay: Memorandum on Equal Pay for work of Equal Value, European Commission, 1994." Industrial Law Journal 23, no. 4 (December 1, 1994): 359–63. http://dx.doi.org/10.1093/ilj/23.4.359.

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10

Pennock, Alison. "Whatever happened t0 equal pay for equal work?" Nursing Standard 21, no. 51 (August 29, 2007): 33. http://dx.doi.org/10.7748/ns.21.51.33.s44.

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11

Sosenke, E. Fanny. "Equal Pay Day." Mathematics Teaching in the Middle School 24, no. 4 (January 2019): 256. http://dx.doi.org/10.5951/mathteacmiddscho.24.4.0256.

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April 10, 2018, was “Equal Pay Day.” In the United States, on average, women earn less than men, which means that they must work more days to earn the same amount of pay. Equal Pay Day represents how many more days women must work to earn what men earned in the previous year.

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12

Stanberry, Kurt, and Forrest Aven. "“Unequal Pay for Equal Work”." Compensation & Benefits Review 45, no. 4 (July 2013): 193–99. http://dx.doi.org/10.1177/0886368713505991.

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13

Flam, Harry. "Equal Pay for Unequal Work." Scandinavian Journal of Economics 89, no. 4 (December 1987): 435. http://dx.doi.org/10.2307/3440347.

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14

Kurman, Jonathan S., and Bryan S. Benn. "Equal Pay for Unequal Work." Chest 158, no. 6 (December 2020): 2288–89. http://dx.doi.org/10.1016/j.chest.2020.07.069.

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15

Budlender, Debbie. "Unresolved issues: Equal pay for work of equal value." Agenda 33, no. 4 (October 2, 2019): 62–66. http://dx.doi.org/10.1080/10130950.2019.1676164.

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16

Lehman, Hugh. "Equal pay for equal work in the third world." Journal of Business Ethics 4, no. 6 (December 1985): 487–91. http://dx.doi.org/10.1007/bf00382611.

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17

Short, Christine. "Equal Pay—What Happened?" Journal of Industrial Relations 28, no. 3 (September 1986): 315–35. http://dx.doi.org/10.1177/002218568602800301.

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Following the equal pay decisions of 1969, 1972 and 1974, equality in award wages between the sexes was widely assumed to have been achieved in Australia, but this assumption may be incorrect. In this paper the historical discrimination inherent in Australia's wage fixing system is briefly described. Statistics on minimum award wages and the records of the federal and two state Industrial Commissions are used to show how equalpay was implemented from 1950 onwards. The implementation of the 1972 equal pay for work of equal value decision is examined in some detail to reveal how the decision was not fully applied to female-intensive work areas. This resulted from the way work value has been traditionally approached in Australia and the failure of unions to bring the necessary cases to the Commission. A nurses' award is compared with four male awards to show how the nurses soon lost most of what they gained from equal pay. Finally, the 1986 Australian Capital Territory and Victorian nurses' cases are used to show how, when unions press the case for equal pay, and present it competently, advances can be achieved within the present centralized wage fixing system.

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18

Robb, Roberta Edgecome. "Occupational Segregation and Equal Pay for Work or Equal Value." Articles 39, no. 1 (April 12, 2005): 146–66. http://dx.doi.org/10.7202/050007ar.

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The recent federal «Equal Pay for Work of Equal Value» legislation challenges the usual supply-demand mechanism of wage determination. This paper analyzes the legislation within the context of economic models of occupational segregation and occupational wage differentials. The aim is to assess whether or not the legislation is likely to produce any significant negative side effects (such as unemployment) for women in the labour market.

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19

Flanagan, Thomas. "Equal Pay for Work of Equal Value: Some Theoretical Criticisms." Canadian Public Policy / Analyse de Politiques 13, no. 4 (December 1987): 435. http://dx.doi.org/10.2307/3550885.

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Robb, Roberta Edgecombe. "Equal Pay for Work of Equal Value: Issues and Policies." Canadian Public Policy / Analyse de Politiques 13, no. 4 (December 1987): 445. http://dx.doi.org/10.2307/3550886.

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21

Flanagan, Thomas. "Equal Pay for Work of Equal Value: An Historical Note." Journal of Canadian Studies 22, no. 3 (August 1987): 5–19. http://dx.doi.org/10.3138/jcs.22.3.5.

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22

Eichelberger, Kacey Y. "Equal Pay for Equal Work in Academic Obstetrics and Gynecology." Obstetrics & Gynecology 131, no. 2 (February 2018): 224–26. http://dx.doi.org/10.1097/aog.0000000000002420.

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23

Hoort, Rebecca Miller. "Equal Pay for Equal Work and Comparable Worth: An Introduction." Visual Resources 6, no. 4 (January 1990): 399–400. http://dx.doi.org/10.1080/01973762.1990.9658885.

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24

Shimmin, Sylvia. "Job Evaluation and Equal Pay for Work of Equal Value." Applied Psychology 36, no. 1 (January 1987): 61–70. http://dx.doi.org/10.1111/j.1464-0597.1987.tb00375.x.

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25

Moriarty, Jeffrey. "IS ‘EQUAL PAY FOR EQUAL WORK’ MERELY A PRINCIPLE OF NONDISCRIMINATION?" Economics and Philosophy 32, no. 3 (November 17, 2015): 435–61. http://dx.doi.org/10.1017/s0266267115000383.

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Abstract:Should people who perform equal work receive equal pay? Most would say ‘yes’, at least insofar as this question is understood to be asking whether employers should be permitted to discriminate against employees on the basis of race or sex. But suppose the employees belong to all of the same traditionally protected groups. Is (what I call) nondiscriminatory unequal pay for equal work wrong? Drawing an analogy with price discrimination, I argue that it is not intrinsically wrong, but it can be deceptive, in which case it is wrong.

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26

Whitehouse, Gillian, and Meg Smith. "Equal pay for work of equal value, wage-setting and the gender pay gap." Journal of Industrial Relations 62, no. 4 (August 4, 2020): 519–32. http://dx.doi.org/10.1177/0022185620943626.

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The principle of equal pay for work of equal value has radical potential but uneven application and impact. As one strand within the multiplicity of measures required to impede the reproduction of gender pay gaps, its strengths lie in an expanded notion of equality and capacity to challenge gendered norms embedded in wage-setting practices. Almost 70 years after the principle was given expression in the International Labour Organisation’s Equal Remuneration Convention of 1951, these strengths remain difficult to capture. This collection includes studies of advances and retreats in Australia and New Zealand, shaped by political and economic trends, changing wage-setting arrangements and varying interpretations of formal provisions. These are elaborated with examples of collective action that have redefined the problem of gender pay inequality and found pathways to redress gender-based undervaluation in the absence of a supportive regulatory framework. Studies of three East Asian countries extend understanding through stark illustrations of recurring barriers, highlighting limitations in legal expression, incompatibility of equal value measures with wage-setting norms, and the impact of highly segmented labour markets. Together the articles underline the need for interrelated reforms to formal provisions, wage-setting institutions and labour markets, and the importance of ongoing mobilisation to drive change.

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27

Lin, Judith C., Kathryn E. Bowser, Laura M. Drudi, Kathryn L. DiLosa, and Jeniann Yi. "Equal pay for equal work: Disparities in compensation in vascular surgery." Journal of Vascular Surgery 74, no. 2 (August 2021): 21S—28S. http://dx.doi.org/10.1016/j.jvs.2021.03.052.

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28

Smith, Harold L. "The politics of Conservative reform: the equal pay for equal work issue, 1945–1955." Historical Journal 35, no. 2 (June 1992): 401–15. http://dx.doi.org/10.1017/s0018246x00025863.

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AbstractAlthough Conservative M.P.s were instrumental in defeating equal pay proposals in parliament in 1936 and 1944, it was a Conservative government which in 1954 decided to proceed with equal pay for female civil servants. Previous explanations for this reversal of traditional Conservative policy have focused on the need to increase the supply of female applicants for civil service positions, and the equal pay campaigns by white–collar unions and by the feminist Equal Pay Campaign Committee. Drawing upon previously unused sources, including P.R.O.files, this article offers a more overtly political explanation.Within four weeks after the Labour party announced in January 1954 that it would ‘immediately’ implement equal pay when the next Labour government was formed, R. A. Butler, the chancellor of the exchequer, informed his treasury advisers that he wished to proceed with equal pay. With a general election looming in the near future, and believing themselves engaged in a close race with the Labour party, the cabinet reluctantly endorsed reform, fearing that a failure to act might tip sufficient female voters toward Labour to determine the outcome of a close election.

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29

Roh, Sang-Heon. "Principle of equal pay for equal value of work and Legal problem." Institute for Legal Studies 39, no. 2 (June 30, 2022): 367–87. http://dx.doi.org/10.18018/hylr.2022.39.2.367.

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30

Hoort, Rebecca J. "Upgrading Professional Status Through Fair Pay: Equal Pay for Equal Work and the Comparable Worth Issue." Visual Resources 4, no. 2 (June 1987): 191–200. http://dx.doi.org/10.1080/01973762.1987.9659122.

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31

Rafferty, Felicity. "Equal Pay: The Evolutionary Process 1984-1994." Journal of Industrial Relations 36, no. 4 (December 1994): 451–67. http://dx.doi.org/10.1177/002218569403600401.

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Equal pay in Australia has been implemented with varying degrees of success since the first historic equal pay decision was handed down in 1969. The purpose of this paper is to trace the evolution of the equal pay process in the federal industrial relations sphere, with major emphasis on the period from the mid-1980s to the recent legislation that provides for equal remuneration for work of equal value as a legislative right. The mechanisms for processing equal pay are exam ined, drawing on the experience gained from various cases in which implementa tion of equal pay was the goal. Emphasis is given to recent experience in the Family Court Counsellors Case to illustrate the impact of enterprise bargaining on the equal pay process. The paper concludes that the equal pay process has developed greater objectivity over time, thereby enhancing the flexibility of the Australian Industrial Relations Commission's work value principle for the pur poses of evaluating work in feminized occupations. The conclusion is also reached that enterprise bargaining, which is known to disadvantage women, has also been the catalystfor equal pay as a legislative right—although the value of that right in an enterprise bargaining environment is questioned.

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32

Lee, Sophia Seung-Yoon, and Yuhwi Kim. "Female outsiders in South Korea’s dual labour market: Challenges of equal pay for work of equal value." Journal of Industrial Relations 62, no. 4 (July 6, 2020): 651–78. http://dx.doi.org/10.1177/0022185620931138.

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South Korea has a persistent gender pay gap despite its ratification of the Equal Remuneration Convention of the International Labour Organisation (ILO 100) and regulatory commitments to equal pay. This article identifies the extent to which the South Korean gendered dual labour market structure, notably the marked and gendered division between regular and irregular work, presents barriers to gender pay equality, and specifically to the implementation of equal pay principles. A layered examination of employment data, narrowing from aggregate statistics to occupations within two sub-industry groups, is used to examine how pay differences between women and men in work that is similar in content and educational requirements arise from their mode of employment, whether they are employed as regular or irregular workers. These structural divisions in the South Korean labour market are underpinned by a divided wage-setting system within which irregular workers are mostly excluded from benefits such as wage increases arising from seniority, and objective assessments of work value are lacking. In combination, these features help to explain why the principle of equal pay for equal work is breached and why limited progress has been made in meeting the requirements of equal pay for work of equal value.

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33

Ebrahim, Shamier. "A Critical Analysis of the New Equal Pay Provisions Relating to Atypical Employees in Sections 198A-198D of the LRA: Important Lessons from the United Kingdom." Potchefstroom Electronic Law Journal 20 (December 13, 2017): 1–30. http://dx.doi.org/10.17159/1727-3781/2017/v20i0a1956.

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The Employment Equity Act 55 of 1998 (EEA) is the main piece of legislation which seeks to achieve equity in the workplace by redressing unfair discrimination. Unequal pay for equal work and work of equal value are specific forms of discrimination which are dealt with in the EEA. The EEA provisions dealing with pay discrimination applies to all employees in the workplace which includes atypical employees. An employee experiencing pay discrimination in the workplace would thus use the EEA to institute an equal pay claim. This, however, has changed since the introduction of sections 198A-198D of the Labour Relations Act 66 of 1995 (LRA) which provides equal pay protection for atypical employees earning below the threshold of R205 433.30 and subject to certain other conditions. Sections 198A-198D of the LRA only deals with equal pay for the same or similar work. The sections do not deal with equal pay for work of equal value. This equal pay protection in the LRA is unique as the redress of unfair discrimination is not one of the purposes of the LRA. The purpose of this article is to analyse the equal pay provisions as set out in sections 198A-198D of the LRA in order to ascertain the ambit of the protection offered by the sections, the limitations thereof and the dispute resolution procedure which should be followed. A brief comparative study with the law regulating equal pay for atypical employees in the United Kingdom will be undertaken in order to learn lessons for the equal pay legal framework in the LRA. International labour law will also be referred to.

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Ebrahim, Shamier. "Equal Pay in Terms of the Employment Equity Act: The Role of Seniority, Collective Agreements and Good Industrial Relations: Pioneer Foods (Pty) Ltd v Workers against Regression 2016 ZALCCT 14." Potchefstroom Electronic Law Journal 20 (December 5, 2017): 1–19. http://dx.doi.org/10.17159/1727-3781/2017/v20i0a1524.

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Equal pay for equal work and work of equal value is recognised as a human right in international law. South Africa has introduced a specific provision in the EEA in the form of section 6(4) which sets out the causes of action in respect of equal pay claims. The causes of action are: (a) equal pay for the same work; (b) equal pay for substantially the same work; and (c) equal pay for work of equal value. In addition to the introduction of section 6(4) to the EEA, the Minister of Labour has published the Employment Equity Regulations of 2014 and a Code of Good Practice on Equal Pay for work of Equal Value. This constitutes the equal pay legal framework in terms of the EEA. The Regulations sets out the factors which should be used to evaluate whether two different jobs are of equal value. It further provides for the methodology which must be used to determine an equal pay dispute and it sets out factors which would justify a differentiation in pay. The Code provides practical guidance to both employers and employees regarding the application of the principle of equal pay for work of equal value in the workplace, inter alia. Regulation 7 sets out factors which would justify pay differentiation. These factors are: (a) seniority (length of service); (b) qualifications, ability and competence; (c) performance (quality of work); (d) where an employee is demoted as a result of organisational restructuring (or any other legitimate reason) without a reduction in pay and his salary remains the same until the remuneration of his co-employees in the same job category reaches his level (red-circling); (e) where a person is employed temporarily for the purpose of gaining experience (training) and as a result thereof receives different remuneration; (f) skills scarcity; and (g) any other relevant factor. If a difference in pay is based on any one or more of the above factors then it is not unfair discrimination if it is fair and rational. This is spelt out in regulation 7(1). In Pioneer Foods (Pty) Ltd v Workers Against Regression 2016 ZALCCT 14 the seniority (length of service) factor was at the fore in the Labour Court. The Labour Court, on appeal, reversed an arbitration award in which the Commissioner found that paying newly appointed drivers at an 80% rate for the first two years of employment as opposed to the 100% rate paid to drivers working longer than two years in terms of a collective agreement amounted to unfair discrimination in pay. The CCMA, in essence, regarded the factor of seniority as a ground of discrimination as opposed to a ground justifying pay differentiation. Pioneer Foods is noteworthy as it is one of the first reported cases from the Labour Court dealing with the relatively new equal pay legal framework. It raises the following important equal pay issues: (a) is seniority a ground of discrimination or a ground justifying pay differentiation? And (b) what is the role of a collective agreement and good industrial relations when determining an equal pay claim? The purpose of this note is to critically analyse these issues and guidance will be sought from South African Law, Foreign law and relevant ILO materials in this regard.

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崔勝淏. "A Reconsidering Study on the “Equal Pay for Equal Work” Controversy in Japan." Japanese Modern Association of Korea ll, no. 57 (August 2017): 479–98. http://dx.doi.org/10.16979/jmak..57.201708.479.

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36

Pandit, Renu, Laura E. Minton, Elainea N. Smith, Lucy B. Spalluto, and Kristin K. Porter. "Equal pay for equal work in radiology: Expired excuses and solutions for change." Clinical Imaging 83 (March 2022): 93–98. http://dx.doi.org/10.1016/j.clinimag.2021.12.015.

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37

Willborn, Steven L. "Equal Pay for Work of Equal Value: Comparable Worth in the United Kingdom." American Journal of Comparative Law 34, no. 3 (1986): 415. http://dx.doi.org/10.2307/840357.

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38

Gregory, Jeanne. "Equal Pay for Work of Equal Value: The Strengths and Weaknesses of Legislation." Work, Employment & Society 6, no. 3 (September 1, 1992): 461–73. http://dx.doi.org/10.1177/0950017092006003009.

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Gregory, Jeanne. "Equal Pay for Work of Equal Value: The Strengths and Weaknesses of Legislation." Work, Employment and Society 6, no. 3 (September 1992): 461–73. http://dx.doi.org/10.1177/095001709263008.

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40

WEATHERS, Charles. "‘Dōitsu rōdō dōitsu chingin’ no subete (All about ‘Equal Work for Equal Pay’)." Social Science Japan Journal 22, no. 2 (2019): 301–4. http://dx.doi.org/10.1093/ssjj/jyz028.

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41

Beniyama, Ayaka. "Barriers to ‘equal pay for work of equal value’ for women in Japan: Assessing the potential for change." Journal of Industrial Relations 62, no. 4 (June 9, 2020): 630–50. http://dx.doi.org/10.1177/0022185620927721.

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This article examines barriers to the principle of equal remuneration for work of equal value in Japan, reviewing impediments to the implementation of the International Labour Organisation’s Equal Remuneration Convention, and assessing whether the 2018 Work Style Reform Act–which seeks to reduce pay disparities between regular and non-regular workers through a Japanese version of ‘equal pay for equal work’–provides an alternative avenue through which stronger notions of work value and equality might become integrated into Japanese wage-setting norms and practices. This has implications for the gender pay gap, which could be addressed more effectively within a regulatory framework recognising equal pay for equal (value) work as a legal norm, as well as narrowed indirectly through improving remuneration for non-regular workers (the majority of whom are women). The analysis highlights the limits of the new legislative measures, arguing that in spite of some potential for improving pay for non-regular workers, they lack important features conducive to the pursuit of gender pay equality, in particular non-biased concepts of value, effective job evaluation models and a more inclusive gender/human rights perspective.

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42

Hlava, Daniel. "Equal Pay: Higher Value Work Entails Higher Payment." International Labor Rights Case Law journal 4, no. 1 (March 9, 2018): 83–88. http://dx.doi.org/10.1163/24056901-00401013.

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43

Jefferson, Michael. "Equal pay for work of equal value: a comment on Hayward v Cammell Laird." Industrial Relations Journal 16, no. 2 (June 1985): 76–80. http://dx.doi.org/10.1111/j.1468-2338.1985.tb00518.x.

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44

Arora, Vineet M. "It Is Time for Equal Pay for Equal Work for Physicians—Paging Dr Ledbetter." JAMA Internal Medicine 176, no. 9 (September 1, 2016): 1305. http://dx.doi.org/10.1001/jamainternmed.2016.3289.

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45

Gredka-Ligarska, Iwona. "COUNTERACTING PAY DISCRIMINATION – A FEW REMARKS ON THE PROPOSED AMENDMENT TO ART. 943 § 2 OF THE LABOUR CODE AND ON THE PROPOSED DIRECTIVE OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL TO STRENGTHEN THE APPLICATION OF THE PRINCIPLE OF EQUAL PAY FOR EQUAL WORK OR WORK OF EQUAL VALUE BETWEEN MEN AND WOMEN THROUGH PAY TRANSPARENCY AND ENFORCEMENT MECHANISMS." Roczniki Administracji i Prawa specjalny II, no. XXI (December 30, 2021): 281–98. http://dx.doi.org/10.5604/01.3001.0015.6390.

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In July 2020, a Parliamentary draft bill was brought before the Polish Sejm amending the Act – Civil Code (print no. 463). Currently, the legislative process concerning that draft is underway. The draft proposes to expand the definition of mobbing – as specified in Art. 943 § 2 of the Labour Code – by adding a provision under which mobbing would also consist in persistent and long-term differentiating the level of pay on grounds of an employee’s sex. The intention of the authors is to strengthen the legal instruments guaranteeing respect for the principle of equal rights for women with regard to pay for equal work or work of equal value. At the same time, in March 2021 – at the EU level – a legislative procedure was initiated in respect of the Directive of the European Parliament and of the Council to strengthen the application of the principle of equal pay for equal work or work of equal value between men and women through pay transparency and enforcement mechanisms. This article discusses the legal solutions expressed in the draft amendment to Art. 943 § 2 of the Labour Code and in the proposed Equal Pay Directive. The article is an attempt to answer the question if the introduction of the proposed regimes will eliminate or at least reduce pay discrimination on grounds of sex.

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PEREHUDOVA, T. V. "Formation of Institutional Gender Equality Provision in Wages in Ukraine." Demography and social economy, no. 4 (December 15, 2021): 134–50. http://dx.doi.org/10.15407/dse2021.04.134.

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Further socialization of the labor market of Ukraine requires the intensification of social and labor inclusion, which reflects the process of increasing the participation of women in socially useful activities by creating conditions for the realization of their labor potential, including by ensuring equal pay for work of equal value, which determined the purpose of this publication: the formation of proposals for institutional support for equal pay for work in Ukraine based on the analysis of the gender pay gap and taking into account the progressive foreign experience of institutional support for gender equality in wages. The methodological basis are the fundamental provisions of modern economic theory in the context of finding a model for ensuring gender equality in the labor market, the institutional provision of equal pay for work of equal value; scientific achievements of foreign and domestic scientists in the direction of effective use of women’s labor potential, ensuring decent work for all. To achieve this goal, the following general and specific methods are used: the method of theoretical generalization, logical analysis in the process of studying the gender gap; systemic method to determine the approach to ensuring gender equality in remuneration with the improvement of gender policy in Ukraine; comparative analysis, synthesis and generalization, in terms of research of methodological approaches to labor evaluation from the standpoint of gender equality; methods of statistical analysis to assess the gender gap, including in wages. As a result, the institutional provision of gender equality in remuneration in Ukraine, which meets the norms of the ILO Convention No. 100 “On Equal Remuneration for Men and Women Workers for Work of Equal Value,” is further developed, with an analysis of methodological approaches to discrimination in remuneration and justification for regulatory improvement of provision of gender equality in remuneration. The study identifies Ukraine’s weak position, which increases the number of years to bridge the gender gap, which creates a number of negative consequences for Ukraine’s economy, including loss of GDP, reduced levels of savings and purchasing power. Implementation of the principles of the ILO Convention No. 100 “On Equal Remuneration for Men and Women Workers for Work of Equal Value” in Ukraine leads to the improvement of legal framework and the formation of a comprehensive system of social institutions to reduce the gender pay gap. Based on the study of foreign experience, approaches and methods of labor evaluation from the standpoint of gender equality that can be applied in Ukraine are presented. Recommendations are given for the formation of institutional support for gender equality in pay in Ukraine, which include the detection of discrimination in pay based on the introduction of forms of reporting, inspections, appeals of employees; determination of methodology and methods of assessment of equal pay for work of equal value; creation of special authorities, institutes that will deal with this issue, or expansion of the functions of existing ones; determination of the system of sanctions for employers who violate the legislation of Ukraine in terms of equal pay; coordination of regulatory and legal support regarding the definition of the categorical apparatus and the mechanism of observance of the principle of equal remuneration for work of equal value; conducting an information campaign on the protection of the rights to equal pay for work of equal value, etc.

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Crampton, Suzanne M., John W. Hodge, and Jitendra M. Mishra. "The Equal Pay Act: The First 30 Years." Public Personnel Management 26, no. 3 (September 1997): 335–44. http://dx.doi.org/10.1177/009102609702600303.

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Historically, women have been paid less than men. This pay disparity between men and women exists even when women hold similar jobs and are comparable to men with regard to seniority and experience. The goal of the Equal Pay Act of 1963 and the Civil Rights Act of 1964 was to change this situation. The Equal Pay Act states that men and women should receive the same pay for equal work. Three decades have passed but women's wages remain less than wages for men in equal positions. The focus of this paper is a discussion of the Equal Pay Act on wage differentials between men and women. Strategies will be presented that organizations can follow to minimize compensation disparities.

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Feng, Xiliang, Fang Lee Cooke, and Chenhui Zhao. "The state as regulator? The ‘dual-track’ system of employment in the Chinese public sector and barriers to equal pay for equal work." Journal of Industrial Relations 62, no. 4 (July 7, 2020): 679–702. http://dx.doi.org/10.1177/0022185620930050.

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Although equal pay for equal work has been clearly incorporated in the law in China for several decades, its implementation faces considerable impediments. This article investigates how labour market transformation and state sector reform in China have led to new forms of labour market segmentation that have undermined gender equality and created barriers to upholding the equal pay for equal work principle. Using the dual-track employment and remuneration system in the public sector as an example, the analysis illustrates the absence of implementation mechanisms or a remedial channel to support this principle in the Chinese context. It shows how the values and norms used in wage-setting in China impede the implementation of equal pay for equal work and in turn its extension to the notion of work of equal value mandated by the International Labour Organization in its Equal Remuneration Convention. It concludes that unless fundamental changes take place at the institutional level with strong state intervention, the International Labour Organization principle will remain a high-level inspiration rather than an enforceable law that could benefit those who are disadvantaged in the labour market.

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Saunders, Milda R., and Barbara J. Turner. "Unequal Pay for Equal Work: Where Are We Now?" Annals of Internal Medicine 169, no. 9 (August 7, 2018): 654. http://dx.doi.org/10.7326/m18-1879.

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Bose, Arup, Debashis Pal, and David E. M. Sappington. "Equal Pay for Unequal Work: Limiting Sabotage in Teams." Journal of Economics & Management Strategy 19, no. 1 (March 2010): 25–53. http://dx.doi.org/10.1111/j.1530-9134.2009.00244.x.

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