Gender In Labor Markets and Organizations

Gender In Labor Markets and Organizations

"Equal pay for equal work" is a phrase that has been a rallying cry not just for women, but for all who pursue policies of compensation fairness in the American business community. But how is "equal pay" really defined? And what are the pivotal issues surrounding the demand for equal compensation? Indeed, in the fight for equal pay and workplace compensation fairness, there are numerous points of view and myriad data entering into the mix. This paper reviews literature reflecting three views - each of the three originating from dissimilar perspectives and unique research methods.

1) Legalizing Gender Equality: Courts, Markets and ...

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Ninth Circuit Court of Appeals reversed the decision, saying Title VII of the Civil Rights Act "does not obligate Washington State to eliminate an economic inequality it did not create."
Further, Kennedy said the nature of the plaintiffs' thinking (the logic of their thinking) was misguided. Following that decision even the chairman of the Civil Rights Commission, Clarence Pendleton, Jr., a Reagan appointee, joined the symphony of critics of comparable worth in the workplace, calling it "the looniest idea since Looney Tunes." That sets the tone for this fine work. In the subsequent portions of the book, Nelson and Bridges go back in time to methodically analyze various legal cases that led up to the Civil Rights Act of 1963, and to Title VII of that Act, which made pay discrimination in the workplace based on gender a violation of federal law. The book also explores sex discrimination claims and lawsuits, and most importantly, offers careful analysis of four empirical studies ...

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the math" in terms of how that differentiation functions. It is far more systematically shrewd - and even esoteric beyond the lay person's grasp - than the narrative by Nelson & Bridges.
At the outset of presenting their case, as to how they derived at certain decisions, the researchers set the stage meticulously; they explain that first, productivity and productivity-related characteristics "account for a significant portion of the male-female earnings differential. And second, "the fact that men and women tend to be employed in organizations with different characteristics" can in part explain male-female earnings differential. They carefully rule out "organizational ...

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Gender In Labor Markets and Organizations. (2016, January 15). Retrieved June 21, 2018, from
"Gender In Labor Markets and Organizations.", 15 Jan. 2016. Web. 21 Jun. 2018. <>
"Gender In Labor Markets and Organizations." January 15, 2016. Accessed June 21, 2018.
"Gender In Labor Markets and Organizations." January 15, 2016. Accessed June 21, 2018.
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Added: 1/15/2016 06:42:02 AM
Category: Economics
Type: Premium Paper
Words: 1514
Pages: 6

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