The Evolution and Mechanics of Pay Equity in Ontario
The evolution of pay equity in Ontario is traced through its various stages, along with the rationale for each stage and the complexity that results from each advancement. The current practice of pay equity is then analyzed with respect to various design and implementation features as well as the basic mechanics that are involved in each implementation step: identifying gender-dominated jobs within the same establishment; applying gender-neutral job-evaluation procedures; establishing the relationship between pay and the job- evaluation results, and adjusting pay in the predominantly female-dominated jobs. The rationales for these features are discussed as is the implementation problems associated with their complexity.
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Volume (Year): 28 (2002)
Issue (Month): s1 (May)
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References listed on IDEAS
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
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- Morley Gunderson & Paul Lanoie, 1999.
"Program Evaluation Criteria Applied to Pay Equity in Ontario,"
CIRANO Working Papers
- Morley Gunderson & Paul Lanoie, 2002. "Program-Evaluation Criteria Applied to Pay Equity in Ontario," Canadian Public Policy, University of Toronto Press, vol. 28(s1), pages 133-148, May.
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- Kenneth R Troske & William J Carrington, 1992. "Gender Segregation Small Firms," Working Papers 92-13, Center for Economic Studies, U.S. Census Bureau, revised May 1993.
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