A term referring to the concept that female-dominated jobs or professions have been traditionally undervalued, based on levels of responsibility and required education, and that pay for these jobs should be raised to levels of comparable jobs which are traditionally held by men.
Pay Equity is "equal pay for work of equal value". The Pay Equity Act requires that jobs be evaluated, and work, mostly or traditionally done by women, be compared to work mostly or traditionally done by men. Pay Equity is "equal pay for work of equal value", which is not the same as "equal pay for equal work". Equal Pay for Equal work, covered by the Employment Standard Act, requires employers to pay men and women equally for doing the same job or substantially the same job. The Pay Equity Office (PEO) is responsible for implementing and enforcing the Pay Equity Act. The Web site for the Pay Equity Commission is http://www.gov.on.ca/lab/pec
This refers to the need for comparable jobs to receive comparable pay. The TAA has been working for PA/TA pay equity, as the University has paid PAs less per month than TAs.
A remedy for addressing pay discrimination that depresses wages paid to jobs traditionally held by women and/or people of color. Pay equity requires employers to provide equal pay for work of equal value, as measured by the skill, effort, responsibility, and working conditions needed to perform the jobs.
Providing equal pay to male-dominated jobs and female-dominated jobs which have the same value or worth to the employer.
The general concept that equal work deserves equal pay. This is different from comparable worth, which suggests there should be equal pay for work of equal value.
a component of employment equity with two forms of particular concern: the pay gap that has traditionally existed between men & women; and unequal pay for the same work. Page 140
Similarity in pay for jobs requiring comparable levels on knowledge, skills, and ability even where actual job duties differ significantly.