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Intertwining Gender Inequalities and Gender‐neutral Legitimacy in Job Evaluation and Performance‐related Pay

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  • Paula Koskinen Sandberg

Abstract

This article analyses the intertwining inequalities in wage determination and the gender‐neutral legitimacy that pay systems provide by masking these inequalities. Job evaluation and performance‐related pay were originally designed for purposes other than promoting equal pay, namely as managerial tools for determining wage levels. Typically, the main objective of a pay system is not to promote equal pay. Still, as a tool for assessing the value of work, job evaluation is regarded as a central method in promoting equal pay. The use of job evaluation is recommended by the European Commission and the International Labour Organization, and often features in gender‐equality policy and legislation. In contrast with the status of job evaluation, little research exists on performance‐related pay and gender pay equity. The findings show that the wages determined by pay systems reflect gendered cultural valuations of jobs and occupations. Pay systems provide gender‐neutral legitimacy for gender‐based wage disparities.

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  • Paula Koskinen Sandberg, 2017. "Intertwining Gender Inequalities and Gender‐neutral Legitimacy in Job Evaluation and Performance‐related Pay," Gender, Work and Organization, Wiley Blackwell, vol. 24(2), pages 156-170, March.
    • Handle: RePEc:bla:gender:v:24:y:2017:i:2:p:156-170
    DOI: 10.1111/gwao.12156
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    Cited by:

    1. Paula Koskinen Sandberg, 2021. "Wage politics and feminist solidarity," Gender, Work and Organization, Wiley Blackwell, vol. 28(3), pages 973-991, May.
    2. Melisa Stevanovic & Antero Olakivi & Henri Nevalainen & Pentti Henttonen & Niklas Ravaja, 2024. "Telling a supervisor about experiences of gendered dismissal: Problems of documentation, tellability, and failed authority," Gender, Work and Organization, Wiley Blackwell, vol. 31(2), pages 554-575, March.
    3. Ines Wagner & Mari Teigen, 2022. "Egalitarian inequality: Gender equality and pattern bargaining," Gender, Work and Organization, Wiley Blackwell, vol. 29(2), pages 486-501, March.
    4. Parshakov, Petr & Gasparetto, Thadeu & Votintseva, Nadezhda & Shakina, Elena, 2024. "Beyond the pitch: Exploring the role of beauty in soccer player salaries," Journal of Economic Psychology, Elsevier, vol. 101(C).
    5. Minna Salminen-Karlsson & Anna Fogelberg Eriksson, 2022. "Decoupling gender equality from gender pay audits in Swedish municipalities," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 43(4), pages 1588-1609, November.
    6. Paula Koskinen Sandberg & Maria Törnroos & Roosa Kohvakka, 2018. "The Institutionalised Undervaluation of Women’s Work: The Case of Local Government Sector Collective Agreements," Work, Employment & Society, British Sociological Association, vol. 32(4), pages 707-725, August.
    7. Núria Sánchez-Mira & Raquel Serrano Olivares & Pilar Carrasquer Oto, 2022. "What slips through the cracks: The distance between regulations and practices shaping the gender pay gap," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 43(2), pages 536-558, May.

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