Implementing Comparable Worth/Pay Equity: Experiences of Cutting-Edge States

Gardner, Susan E.; Daniel, Christopher

doi:10.1177/009102609802700404

Cited by 9 publications

(7 citation statements)

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“…I include the union variable, a categorical representation of whether a state’s employees have the right to collectively bargain, because I expect that the right to bargain would have a positive impact on pay for all groups of women, as suggested by the literature (Gardner & Daniel, 1998; Portman, Grune, & Johnson, 1984). In this case, states with collective bargaining rights in three major areas—firefighting, education, and police—are rated “3,” those with collective bargaining rights in only two areas are rated “2,” those with collective bargaining rights in only one area are rated “1,” and those with no collective bargaining rights are rated “0.”…”

Section: Primary Analysismentioning

confidence: 99%

The Status of Public Sector Pay Equity for Women of Color in the United States

Reese

2018

Review of Public Personnel Administration

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Research by Reese and Warner and Llorens, Wenger, and Kellough assesses the relative pay of women in the United States. However, research on the relative pay of women of color remains scant. What kinds of factors predict relative pay for women of color, and are they the same as for White women? The author utilizes ordinary least squares (OLS) regression on an Equal Employment Opportunity Commission (EEOC) panel data set on public sector employment by state to analyze the pay of Black, Hispanic, Asian, and American Indian women relative to men for 2005-2013. The author reaffirms that whether a woman lives in a state that has implemented a major gender pay equity measure is a significant factor determining her relative pay. Furthermore, the intersectional nature of public sector pay for women of color is numerically verified. Women fare better in states where they are descriptively represented in terms of gender and race/ethnic group.

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Section: Primary Analysismentioning

confidence: 99%

The Status of Public Sector Pay Equity for Women of Color in the United States

Reese

2018

Review of Public Personnel Administration

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“…It is also recommended that social workers work with elected and appointed leaders who have shown interest in some form of equal worth legislation (Gibelman, 2003). Social workers can also look to states such as Connecticut, Iowa, Minnesota, Montana, New York, Oregon, Washington, and Wisconsin to get a better understanding of comparable worth legislation at the state level (Gardner & Daniel, 1998; Killingsworth, 2002). Minnesota in particular has provided data regarding its equal pay efforts to researchers so that its policies may be thoroughly analyzed (Killingsworth, 2002).…”

Section: Call To Actionmentioning

confidence: 99%

Salary Inequity in Social Work

Lane

Flowers

2015

Affilia

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Fifty years after the Equal Pay Act of 1963, research continues to find disparities between the salaries of men and women across disciplines. This study examines empirical evidence about salary and gender within the social work profession from the 1960s to present day. All available articles with empirical data regarding salary and gender during the time period were included in this systematic review. Salary disparities were found between men and women in the vast majority of studies. The authors classify contributing factors into three categories (a) characteristics of the employing organizations, (b) characteristics of the position held, and (c) characteristics of the individual, and include a discussion of factors relevant to social workers in academic positions. The researchers recommend legislative policy changes, best practices in organizational policy, and proactive education within social work programs. Social workers have the opportunity to effect change in this area by promoting social justice within our society, practice, and educational institutions.

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“…For example, a study of implementation procedures for comparable worth/pay equity policies found that seven out of eight states had gender-related disparities which they remedied through payroll adjustments for individuals or entire female-dominated job classes. The most influential factor in the implementation of comparable worth/pay equity was public employee unions (Gardner and Daniel 1998). Unions also play an important role in the frequency of public sector work stoppages.…”

Section: Private Sector Experiencesmentioning

confidence: 99%

Sector Perceptions among State-Level Public Managers

Feeney

2007

Journal of Public Administration Research and Theory

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In this article, I investigate whether or not there is variance in public managers' perceptions of worker quality and work life, by sector. Specifically, I investigate whether state-level public managers perceive the public sector or the private sector as having more challenging work and more talented workers, and how those perceptions are conditioned by previous work experience, motivations for taking their current jobs, education, race, and other demographic characteristics. Using multinomial logistical regression of data from the NASP-III survey of managers in Georgia and Illinois, I find that public managers motivated by desires for advancement and public service motivation are more likely to report positively perceptions of the public sector. Managers whose last job was in the private sector, compared to those whose last job was in the public sector, are less likely to respond favorably about the private sector. Increased perceptions of red tape increase the odds of having positive private sector perceptions and having a business degree, compared to another degree, decrease favorable public sector perceptions. These findings are important to understanding the relationships between manager characteristics and sectors perceptions among state-level public managers. 1 I would like to thank Vicky Wilkins for commenting on an initial draft of this article and the three anonymous reviewers who provided detailed, constructive comments for this article.

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Implementing Comparable Worth/Pay Equity: Experiences of Cutting-Edge States

Cited by 9 publications

References 0 publications

The Status of Public Sector Pay Equity for Women of Color in the United States

The Status of Public Sector Pay Equity for Women of Color in the United States

Salary Inequity in Social Work

Sector Perceptions among State-Level Public Managers

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