Fostering Internal Pay Equity Through Gender Neutral Job Evaluations: A Case Study of the Federal Job Evaluation System.
The principle of pay equity implies that work determined to be equally demanding in terms of skills or qualifications, responsibilities, efforts, and working conditions should be valued and paid equally. However, prevailing gender-based stereotypes and prejudices about female-dominated jobs get in t...
| Publicado en: | Public Personnel Management Vol. 52; no. 1; pp. 25 - 48 |
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| Autores principales: | , |
| Formato: | research tables/charts Journal Article |
| Publicado: |
Sage Publications Inc.
Mar2023
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| Acceso en línea: | Ver este registro en EBSCOhost |
| fields | @attributes: recordID: 1 pdfLink: plink: https://search.ebscohost.com/login.aspx?direct=true&db=ccm&AN=162202092&site=ehost-live header: @attributes: shortDbName: ccm uiTerm: 162202092 longDbName: CINAHL Complete uiTag: AN controlInfo: bkinfo: dissinfo: jinfo: jid: 00910260 PPM jtl: Public Personnel Management issn: 00910260 maglogo: Y pubinfo: dt: Mar2023 vid: 52 iid: 1 pid: 344 pub: Sage Publications Inc. place: Thousand Oaks, California artinfo: ui: 162202092 159205686 162202092 162202092 10.1177/00910260221124866 162202092 ppf: 25 ppct: 23 formats: fmt: – @attributes: type: T – @attributes: type: P tig: atl: Fostering Internal Pay Equity Through Gender Neutral Job Evaluations: A Case Study of the Federal Job Evaluation System. aug: au: Chordiya, Rashmi Hubbell, Larry affil: Seattle University, WA, USA sug: subj: Comparable Worth Gender Neutrality Job Performance Evaluation Human Case Studies Cognition Work Environment Sex Factors Social Identity Family Structure Accountability ab: The principle of pay equity implies that work determined to be equally demanding in terms of skills or qualifications, responsibilities, efforts, and working conditions should be valued and paid equally. However, prevailing gender-based stereotypes and prejudices about female-dominated jobs get in the way of achieving pay equity. Gender biases in compensable job (sub) factors could result in undervaluation and/or omission of relevant job (sub) factors associated with female-dominated jobs, and/or unbalanced/biased interpretation of job (sub) factors by associating them mostly with male-dominated jobs. Using a case study of the Federal job evaluation system for white-collar, non-supervisory Federal jobs the present article argues for a proactive and an intentional inclusion of gender-neutral (sub) factors in job evaluation systems in service of fostering internal pay equity within organizations. pubtype: Academic Journal doctype: research tables/charts Journal Article ougenre: Article language: English refInfo: holdings: @attributes: islocal: N |
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