Because progress has been slow toward equality between men and women in the labor market, some have called for a comparable worth policy. A theoretical justification for this position is the crowding hypothesis. This paper explains the theory and presents a method to test its principal hypothesis. Author/JOW)

Examined 29 salary discrimination court cases to determine how organizations can refute regression analysis that leads to inference of discrimination in compensation. Found it equally effective for organization to introduce its own regression, other statistics, or no statistics. Plaintiff won all cases when discrimination was proven in promotion;…

Analyses of 1980 income and occupational data indicate that both men and women earned less in occupations that employed higher proportions of women or that required nurturing skills. The overall sex gap in pay was not related to occupational differences in cognitive- or physical-skill requirements but was related to the higher proportion of men in…

To understand the money gap between educators and their corporate counterparts, one must examine the entire corporate compensation package: bonuses, stock options, and other perquisites, including health club and country club memberships, free use of company-owned vacation properties, expense accounts, extensive insurance, company cars, and…

This paper develops and tests a theory, referred to as "preference for whiteness," which predicts that the interracial (white-black) and intraracial wage gap widens as the skin shade of the black worker darkens. Using data drawn from the Multi City Study of Urban Inequality and the National Survey of Black Americans, we report evidence…

Although the obligation to pay employees according to comparable work value has been made into law in some areas, little has been said about what strategies organizations can use in achieving pay equity. This study attempted to determine the effects of various strategies on overall cost in achieving pay equity. Job evaluation and salary data were…

The study compares public sector and private sector comparable worth litigation. Findings suggest that private sector organizations use the job classification method less than public sector employers in the litigated cases. Pay and promotion were focal points in public cases; lack of training opportunities was more prevalent in the private sector.…

Reviews the issue of pay equity and recent developments concerning the issue. Summarizes (1) arguments for and against pay equity, (2) court decisions, (3) the position of the current administration, and (4) the pending legislation. Includes a bibliography. (Author/CH)

Examines the construct of "market wage" and the process by which it is measured. Argues that both the construct and the measurement of the market wage have not been sufficiently examined by either academics or the courts. Implications for pay administration and future research are noted. (Author/BL)

Analysis of data on 1,605 civil-service jobs supports a power-based perspective on male-female wage differentials, rather than the "compensating differentials" explanation. Unfavorable working conditions were distributed equally in male- and female-dominated jobs and were not compensated by wage premiums. Contains 72 references. (SV)

Looks at the effects on costs, productivity, and service of faculty status for academic librarians. Three data sets are analyzed: (1) individual characteristics and salaries of librarians and faculty at Clemson University; (2) individual characteristics and salaries of librarians at 15 academic libraries; and (3) salaries and productivity of…

This study uses hierarchical linear modeling (HLM) to analyze the effect of human capital, structural characteristics of the discipline, and disciplinary labor market conditions on faculty salaries. Faculty in disciplines characterized by relatively low demand, high teaching loads, and low amounts of research funding earn less than do faculty in…

This report provides data on four measures of gender equity for faculty at over 1,400 colleges and universities. The four indicators compared in the report for men and women faculty are employment status (full- and part-time); tenure status for full-time faculty; promotion to full professor rank; and average salary for full-time faculty. The…

Researchers have used many statistical models to determine whether an institution's faculty pay structure is equitable, with varying degrees of success. Little attention, however, has been given to court interpretations of statistical significance or to what variables courts have acknowledged should be used in an equity model. This article…

Throughout the field of early care and education, it has been generally recognized that the quality of services, and their benefits for young children, are closely intertwined with the qualifications, stability and compensation of the teaching and caregiving workforce. But in the absence of substantial gains in compensation for this profession,…