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Pay equity is compensation based on merit and job classification, regardless of gender. It gained importance during the 20th century, but discussions continue as women still receive less pay than men in some industries. Employers create objective qualifications for job positions and base salary and promotions on merit, not gender. National labor laws and regulations help advance the cause of equal pay.
Pay equity is an approach to providing compensation that is based on merit and job classification, without regard to the gender of the employee. Often presented as equal pay for equal work, this concept gained great importance during the 20th century as women’s rights expanded in many nations. Discussions about equal pay continue, as there are still industries where women performing the same job tasks as their male counterparts receive wages and salaries that are less than the compensation given to men.
The underlying concept of equal pay is based on the experience and experience of the individual, and omits any consideration based on that individual’s gender. In theory, this means that a man and a woman who are assigned the same job title and perform the same tasks as part of their job responsibilities will receive the same base rate of pay. Assuming their skill sets and productivity are more or less the same, this means that each will also earn the same merit increases over time and receive similar additional benefits over the years they remain with the employer.
To make use of pay equity in the workplace, employers will create objective qualifications that apply to the details of any job position within the organization, requiring certain skills for each of those positions. Gender will not be a factor in consideration for hiring or promotion to these positions, only the applicant’s ability to successfully carry out the assigned tasks. To this end, mention of gender in salary creation and salary schedules, any bonus programs associated with positions, and even consideration for promotions or participation in continuing education programs will be based on merit and not the gender of the applicant. employee.
While the concept of equal pay became more common in various industries in the late 20th century, the effort to ensure equal pay for equal work continues in many business settings around the world. In some cases, efforts to base compensation on skill and experience without regard to gender are affected by entrenched traditions in certain cultures. Labor laws and regulations enacted at the national level are often necessary to advance the cause of equal pay and often provide the framework for evaluating whether or not employers use performance-based pay schedules instead. the sex of the employees.
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