A Comparative Analysis of Promoting Pay Equity: Models and Impacts
The variety of causes leading to gender inequalities in pay makes it apparent that no single policy measure is sufficient to reduce them. A set of interventions that simultaneously address each cause of the gender pay gap is necessary. Job evaluation methods help tackle discrimination in remuneration by comparing and establishing, on the basis of objective criteria, the relative value of two different jobs. Job evaluation helps to determine when two jobs that differ in content are of “equal value” and, thus, entitled to equal remuneration.
This paper seeks to examine the costs and benefits associated with the promotion of pay equity in order to inform policy, and to encourage employers to address gender discrimination in remuneration. This does not mean that, in case benefits outweigh costs, such cost-benefit considerations should become the main reason for promoting pay equity. Non-discrimination and equality is a human right, and as such is non-negotiable. The issue is rather how to promote it more effectively, by minimizing the costs and maximizing the benefits.