The role of job evaluation in determining equal value in tribunals

Gilbert, Kay

doi:10.1108/01425450510569283

Cited by 8 publications

(6 citation statements)

References 16 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…This involves a systematic assessment of the relative value (or comparable worth) of a job in relation to other jobs within the workplace, with the purpose of establishing a rational pay structure. Job evaluation schemes are often used as part of Equal Pay audits, although their limitations in delivering equal pay for women have also been recognized (Lissenburgh, 1995;Gilbert, 2005;Chen et al, 1999). Employer respondents in the 2004 and 2011 WERS are asked whether there is a formal job evaluation scheme at their workplace.…”

Section: Job Evaluation As a Mechanism For Fairness In Wage Setting?mentioning

confidence: 99%

The Role of the Workplace in Ethnic Wage Differentials

2021

View full text Add to dashboard Cite

Section: Job Evaluation As a Mechanism For Fairness In Wage Setting?mentioning

confidence: 99%

The Role of the Workplace in Ethnic Wage Differentials

2021

View full text Add to dashboard Cite

“…1. Hay Group's Guide Chart-Profile Method is the most widely used and recognized proprietary job evaluation method in the world (Gilbert, 2005).…”

Section: Acknowledgementsmentioning

confidence: 99%

Too much or too little? A study of the impact of career complexity on executive adaptability

Zhu

Wolff²,

Hall³

et al. 2013

Career Development International

View full text Add to dashboard Cite

Purpose -In today's turbulent business environment leaders must be able to adapt to rapidly changing circumstances. For this research the authors aim to focus on the issue of adaptability defined as the ability to work effectively within a variety of changing situations, and with various individuals or groups. They also aimed to examine how variables of career complexity affect development of adaptability. Design/methodology/approach -The authors draw on a unique database containing the career histories of 52 senior executives in a major global corporation. They use the term career complexity to represent the degree of variety in these individuals' career experiences, and they test the degree to which career complexity contributes to the development of adaptability later in their careers. Findings -Findings from this study shed light on the relationship between specific career experiences and executive adaptability. Executives who had the experience to serve in an executive assistant role developed higher levels of adaptability. For executives without the executive assistant opportunity, job rotations through different types of roles provided a boost to their adaptability. Three role type changes (e.g. line, staff, or matrix) is optimal; 100 months is an optimal time to spend in each role type. Originality/value -While the field of leadership development has generated substantial insight into the competencies required by executives, there are few models and empirical studies that describe the process of how specific competencies are developed. The authors' study highlighted the utility of the career complexity construct for both prospective understanding of career actions and processes and retrospective understanding of paths, patterns, and outcomes. The authors demonstrated the predictive value of the career complexity construct by presenting results of the statistical analyses of the hypothesized relationships between career complexity and career outcomes.

show abstract

“…However, the benefit of job evaluation for women in pursuing improved pay is much more debatable. As Gilbert (2005) comments, sometimes the use of job evaluation acts as a barrier against those seeking to make an equal value claim.…”

Section: Discussionmentioning

confidence: 99%

“Modernising” away gender pay inequality? Some evidence from the local government sector on using job evaluation

Wright

2011

Employee Relations

View full text Add to dashboard Cite

Purpose -This paper aims to focus on the use of job evaluation used as a mechanism to increase gender pay equality, drawing on data from the UK local government sector. Design/methodology/approach -Several research methods are used to collect data, including requesting information from local councils using the Freedom of Information Act, 2000, together with document analyses and interview data. Findings -While the paper questions the effectiveness of job evaluation in achieving pay equality objectives, within a pay and labour market that tends to favour male-dominated jobs, it nevertheless finds some pay improvements for women resulting from job-evaluated pay system changes and suggests the use of pay progression systems could lead to further pay advancements for women. Research limitations/implications -This research has a number of limitations and further inquiries are needed to assess the impact of the slow progress of pay and grading reviews within local government. Methodologically isolating the effect of job evaluation from that of the other pay determination factors presents a significant challenge. Originality/value -Focuses on the implementation in the local government sector of the 1997 single status agreement (SSA), which has been very slow. While overall funding and resources to implement the agreement have been low, there are, it is argued in this paper, other issues, centering on assumptions about job evaluation and its use to reduce gender pay inequality, which contribute to implementation difficulties.

show abstract

The role of job evaluation in determining equal value in tribunals

Cited by 8 publications

References 16 publications

The Role of the Workplace in Ethnic Wage Differentials

The Role of the Workplace in Ethnic Wage Differentials

Too much or too little? A study of the impact of career complexity on executive adaptability

“Modernising” away gender pay inequality? Some evidence from the local government sector on using job evaluation

Contact Info

Product

Resources

About