PAY EQUITY

EQUAL PAY FOR WORK OF EQUAL VALUE

Submitted To : Submitted By :
Ms. Ashu Kakkar NEEL KAMAL

B31, 10901526

INDEX
  INTRODUCTION TO PAY EQUITY

 MEASURMENT TO DEFINE THE ABILITY

 EQUAL PAY ACT 1963

 GOVERNMENT ROLL

 CONCLUSION

 REFERENCES

Pay Equity Defined

 A goal that is achieved or a program that is undertaken to end wage discrimination

against female dominated jobs by creating a system of compensation that is free of sexual

discrimination

Equal pay for women is an issue regarding pay inequality between men and women. It

is often introduced into domestic politics in many first world countries as

an economic problem that needs governmental intervention via regulation.

The report commissioned by the International Trade Union Confederation in 2008 shows

clearly that, based on their survey of 63 countries there is a significant gender pay gap; on

average 15.6%, which means that `women earn on average 84.8% of men's

earnings' [1] Women who are engaged in work in the informal economy have not been

included in these figures. Overall, throughout the world, the figures for the gender pay

gap range from 13% to 23%. This report argues that even when women are highly

educated, that `higher education of women does not necessarily lead to a smaller pay gap;

however, in some cases the gap actually increases with the level of education obtained'

(Chubb, et al., 2008: 10). The report also argues that this global gender pay gap is not due

to lack of training or expertise on the part of women since ` the pay gap in the European

Union member states increases with age, years of service and education( ibid
Differences in ability

Hedges and Nowell (1995) mentioned that male advantage in edges[clarification needed] and Nowell

(1995) performed a meta-analysis of national ability surveys that cover a 32-year period.[9] Their

primary conclusion is that male scores show greater variance in most abilities. The use of

representative samples gives them reassurance that these differences in variance are true, and not

the result of differential selection by sex. Their second finding is that average differences in most

abilities are small. Exceptions include moderate to strong average advantages for men in math

and science and typically male vocations, and moderate to strong average disadvantages to men

in reading. They suggest the male advantage in measures of typical male vocations is not

predictive, but that the other strong differences are. Thus, they are concerned about the relative

disadvantage of men in writing and the disadvantage to women in science and math.

Equal Pay Act of 1963

Legislation passed by the Federal Government of the United States in 1963 made it illegal to pay

men and women different wage rates for equal work on jobs that require equal skill, effort, and

responsibility and are performed under similar working conditions.[10]

Year of birth as the primary factor

A comparison frequently cited women make 75.3 cents on the dollar to men is derived from

statistics maintained by the United States Census Bureau from 2003, relating specifically to an

across-the-board comparison of year-round full-time workers. Series P-60 of the Current

Population Reports maintains regular updates on the distribution of the American population by

income, broken down by various demographic attributes, including age and gender.

A closer view of these statistics tends to show that both points of view have missed the mark in

serious ways. Indeed, both aggregate statistics and the various methods of breaking down the

work world by segments and doing side-by-side comparisons miss the most significant feature of

the inequity—the time of birth: the generation or cohort of the population.

Once this is taken into account, the pattern of inequity in the United States becomes largely

predictable. Therefore, it should be considered as the primary factor, with others that may be

present derived from it. Indeed, much of what is otherwise attributed to this issue may rightfully

be considered to already be subsumed by this single attribute. The society one is born and raised

in, in large measure, conditions the values one is instilled with and, subsequently, the propensity

toward choosing one or another type of career. Likewise, it conditions the attitudes of potential

coworkers, underlings and bosses ... as well as those who would have the power to hire, promote

or fire an individual.

In this way, both points of view are incorporated as corollaries.

Three interesting features stand out, when the demographics are broken down by time of birth:
1. For a given generation, the relative wage disparity tends to remain the same over time.

Overall, there is a slight downward trend, but compared to nearby generations, the

difference is not that significant.

2. The disparity does not have a history of having steadily diminishing over time. In fact, it

reaches its maximum with the generation preceding the baby boom generation,

bottoming out for those who reached their 20th birthday in the mid 1950s.

3. Following this generation, there is an abrupt transition going from generation to

generation. Roughly speaking, for the baby boomers' parents, it's around 60 cents on the

dollar; for the baby boomers, about 70-75; for those who reached their 20th birthday in

the mid 1980s, about 80-85; and for the youngest workers today, it's reached and passed

95 cents on the dollar.

The momentum does not show significant signs of abating, and it is very close to linear. If

extrapolated, based on the figures for these generations drawn from the 1970, 1975, 1980, ...,

2000 compilations, it shows an indication of reaching and exceeding 100 cents on the dollar by

around 2010.

The best linear fit done based on the P-60 figures for 1980-2000 (and 2001 and 2002) for those

born on or after 1945 included 38 data points and a 90% goodness of fit. The P-60 figures used

broke down the 15-25 group into 15-20, 20-25 in 1985, but aggregated them for the other dates.

The remaining age groups were segmented into 5 year ranges (25-30, 30-35, etc.). The linear fit

has the characteristics

 77.01 cents on the dollar in 1995 for someone whose 20th birthday was in 1980

 3.26 cents on a dollar decrease per decade, for each generation

 8.96 cents on the dollar increase per decade in time of birth

A quadratic fit shows a slight tendency toward leveling off.

Another lesser trend (which may be a product of the small sampling size of the P-60 data for the

age group in question and large statistical fluctuations resulting from it) is that there is a

noticeable upturn in relative wage equity for the oldest workers, whose 20th birthdays preceded

the 1950s. This is not just with respect to generation, as already noted above, but also over time.

The 2000 P-60 figures for those who reached 20 before 1950 indicate a relative wage level of

about 80 cents on the dollar (but 77 in 2001, 70 in 2002, 65 in 1995).

Based on the P-60 data, the following "dividers" may be noted, based on the current age and the

period in question:

For 70 cents on the dollar:

 In 1970: ages 30 and below

 In 1975, 1980: 25 and below

 In 1985, 1990: 30 and below

 In 1995: 40 and below

 In 2000: 45 and below

 (In 2002: 50 and below)

This list excludes those born before 1925, whose members tend to be above the 70 cents on the

dollar divider, but where the above-noted fluctuations occur.

For 80 cents on the dollar:

 Before 1980: Non-existent

 1980, 1985: ages 25 and below

 1990: 35 and below

 1995, 2000: 30 and below

 (In 2001: 35 and below)

For 90 cents on the dollar:

 Before 1985: Non-existent

 1985: ages 20 and below

 1990, 1995, 2000: 25 and below

 (In 2001: 30 and below)

Category Type of operation Female Male

Casual Labourers in (A) Manual Work 42.91 60.09

other types of works in Cultivation

1) Plouging 40.73 50.81
2) Sowing 28.37 38.78
3) Transplanting 29.22 39.15
4) Weeding 30.74 40.68
5) Harvesting 29.24 39.21
6) Other Cultivation 27.65 39.27

activities
(b) Manual work in 30.65 44.84

other Agricultural

Activities
1) Forestry 33.34 46.45
2) Plantation 41.30 61.59
 3)Animal husbandry 21.88 28.11
4) Fiseries 55.73 57.74
5) Other agricultural 27.96 42.64

activities
(C) Non-Manual 29.34 42.31

Work in Cultiva

tion.
(D)Non-Manual 34.98 56.49

Work

In Activities other

Than Cultivation
(E) All 29.01 44.84.

The disparity seen in the aggregate 75 cents on the dollar (or whatever figure is quoted) is thus

seen to arise because the baby boomers and their parents are pulling down the average. However,

as they are now reaching retirement age, this masking effect will be removed, and the abrupt

transition seen from generation to generation will come to be reflected in a similar abrupt

transition in the overall average.

Possibility of a reversal

The momentum of the change has been dramatic with the most recent generations. However, a

closer look at the figures shows that — at present — the United States is still in the linear region

of the transition, with little sign of a slowdown yet. Therefore, the possibility arises that there

may actually be a reversal in the coming decades, with women out earning men in the aggregate.
This is the most important aspect of the overall picture missed by the two prevailing points of

view. While the discussion continues on why the inequity "still exist", the most recent changes in

the world are blindsiding all involved.

A dramatic picture of this change—particularly how it is being masked under the weight of the

baby boomer generation and older world—is seen in the TV news sector. An aggregate

comparison of women's and men's salaries for TV news anchors shows that women are making

38% less than men overall (as of 2000), yet women are outearning men at each age range.

Age Group 20-29 30-39 40-up

Comparison +10% +15% +14%
This is an example of Simpson's paradox. The complete disconnect between aggregate and age-

related figures is actually somewhat predictable as a consequence of the gender shift that has

taken place in this field. The vast majority of graduates from Communications schools in the

United States are now female. Yet, there is still a significant vestige from the older, male-

dominated, era—particularly at the highest positions in the field. The net result is not only a gap

in the average ages (29 for females, 38 for males) but, with the influx of women from the

colleges, a widening in the age gap, and very likely the aggregate wage gap, itself!

This widening is, therefore, actually a precursor of a forthcoming reversal in the direction of

movement, rather than a sign of a worsening situation.

The time inevitably comes when the older generations must leave the field—whether by the

attrition of retirement or death. In the national TV news arena, this has already started to happen.

With the departure of the older cohort, the masking effect of the pulling down of the average by

the baby boomers' and earlier generations will be removed, resulting in what will appear to be a

sudden upswing in the aggregate wage gap and even a reversal.

The Indian Human Rights Code states

“It is a discriminatory practice for an employer to establish or maintain differences in wages

between male and female employees, employed in the same establishments, who are performing

work of equal value.”

Government Goal:

 To close the gender wage gap by complying with the Indian Human Rights Code

Steps Taken to Reduce the Wage Gap:

 Equalizing base rates of pay

 Elimination of increments

 Employment equity hiring

 Job reviews to identify wage inequities

CONCLUSION:

 At the last not the least In INDIA we have very few pay discrimination matters

(officially) in Urban areas Expect Sport Sector.

 In rural area there is a huge scope of improvement.

 In INDIA we suffer from PRICE discrimination not from PAY INEQUITY.

In order to achieve pay equity by race-ethnicity and by gender, a multi-faceted approach is

needed, including:
  Widespread adoption of comparable worth job evaluation to assess and correct the

undervaluation of female-dominated and minority-concentrated jobs in specific

workplaces.

 Strengthened labor laws and support for workers' right to organize so that equal pay

policies and comparable worth job evaluation can be bargained collectively.

 Tougher enforcement to ensure compliance with the existing Equal Pay Act of 1963 and

Title VII of the Civil Rights Act of 1964. When it comes to legislative priorities, working

women cite stronger equal pay laws more than any other issue.15

 Expansion of compensatory and punitive damages for equal pay violations.

 Passage of federal legislation prohibiting employers from retaliating against employees

from sharing salary information and requiring employers to release summary payroll

statistics by gender, race, ethnicity, and job category.

REFERENCES:

 http://proquest.umi.com/pqdweb?

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 http://proquest.umi.com/pqdweb?

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QD&RQT=309&VName=PQD&TS=1289448256&clientId=129893

 http://proquest.umi.com/pqdweb?

index=0&did=2033933221&SrchMode=1&sid=3&Fmt=2&VInst=PROD&VType=P

QD&RQT=309&VName=PQD&TS=1289448585&clientId=129893

 http://proquest.umi.com/pqdweb?

index=3&did=1442386211&SrchMode=1&sid=3&Fmt=2&VInst=PROD&VType=P

QD&RQT=309&VName=PQD&TS=1289448585&clientId=129893

 http://proquest.umi.com/pqdweb?

index=5&did=1047644651&SrchMode=1&sid=3&Fmt=3&VInst=PROD&VType=P

QD&RQT=309&VName=PQD&TS=1289448585&clientId=129893

 http://proquest.umi.com/pqdweb?

index=9&did=825625601&SrchMode=1&sid=3&Fmt=4&VInst=PROD&VType=P

QD&RQT=309&VName=PQD&TS=1289448585&clientId=129893