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Effective Redress of Pay Inequities

  • Nan Weiner
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    Canadian experience with pay equity began in 1976 to redress the pay inequities due to gender-based occupational segregation and the underpayment of women's work. Over time, a greater understanding of systemic discrimination has resulted in changes in thinking and approaches to best redress the kind of gender-based wage discrimination built into compensation systems. The legislative history of pay equity in Canada is reviewed. Then the various components of pay equity are discussed in terms of the lessons learned to provide the most effective remedy. The components discussed are: proactive compared to complaint- based, role of unions, identification of the employer, definition of female and male jobs, gender-neutral job-evaluation system, exceptions allowing pay differences, methodology to determine fair wages, and compliance.

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    Article provided by University of Toronto Press in its journal Canadian Public Policy.

    Volume (Year): 28 (2002)
    Issue (Month): s1 (May)
    Pages: 101-115

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    Handle: RePEc:cpp:issued:v:28:y:2002:i:s1:p:101-115
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    1. Nicole M. Fortin & Michael Baker, 1999. "Women's Wages in Women's Work: A U.S./Canada Comparison of the Roles of Unions and "Public Goods" Sector Jobs," American Economic Review, American Economic Association, vol. 89(2), pages 198-203, May.
    2. Judith A. McDonald & Robert J. Thornton, 1998. "Private-Sector Experience with Pay Equity in Ontario," Canadian Public Policy, University of Toronto Press, vol. 24(2), pages 185-208, June.
    3. Lynda J. Ames, 1995. "Fixing women's wages: The effectiveness of comparable worth policies," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 48(4), pages 709-725, July.
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