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In this article, we adopt a critical sociological perspective to understanding gender relations and cricket, through the lens of The Hundred – a new, short-form tournament, described by the England and Wales Cricket Board as being part of its long-term commitment to making cricket a gender-equal sport. The Hundred is the first sporting tournament in the world which, from the outset, featured fully aligned competitions for both men's and women's teams, including equal prize money, but not equal pay, which the recent Independent Commission for Equity in Cricket condemned. Drawing on concepts of professionalisation as a gendered process we discuss data from interviews with 33 people working in cricket to consider how gender relations continue to impact opportunities for women in cricket. This article further supports the need to conceptualise professionalisation in sport as gendered by considering the ways The Hundred facilitates opportunities for men's and women's cricket differently. [ABSTRACT FROM AUTHOR]

Section 6(4) of the Employment Equity Act 55 of 1998 (hereafter the EEA) seeks to provide an explicit basis for three types of equal pay claims. It is clear from section 6(4) of the EEA that there are various elements that an equal pay claimant must prove across the three equal pay causes of action. The only element considered in this article is "[a] difference in terms and conditions of employment". No definition is provided in the EEA, the Employment Equity Regulations (GN R595 in GG 37873 of 1 August 2014) or the Code of Good Practice on Equal Pay/Remuneration for Work of Equal Value (GN 448 in GG 38837 of 1 June 2015) as to what would fall within the ambit of "terms and conditions of employment" as referred to in section 6(4) of the EEA. It is important to know what would fall within the ambit of terms and conditions of employment as one of the elements an equal pay claimant must prove is that there is a difference in "terms and conditions of employment". This importance is furthermore evidenced by the fact that an employer can defeat an equal pay claim if it is able to show that the cause of the equal pay complaint does not fall within the ambit of terms and conditions of employment. This article seeks to answer the question as to what falls within the ambit of terms and conditions of employment for the purpose of equal pay claims as contemplated in section 6(4) of the EEA by having reference to domestic and international labour law.

Die Entgelttransparenzrichtlinie (EU) 2023/970 soll geschlechtsspezifische Entgeltunterschiede durch erweiterte Transparenzmechanismen und klare Sanktionsvorgaben reduzieren. Sie erfordert bis 2026 Anpassungen des deutschen Entgelttransparenzgesetzes, dessen bisherige Instrumente – wie der Auskunftsanspruch und freiwillige Berichtspflichten – nur begrenzte Wirkung gezeigt haben. Die Richtlinie bietet die Chance, bestehende Entgeltsysteme zu reformieren, geschlechtsneutrale Bewertungsmaßstäbe zu etablieren und die Verhandlungsposition von Beschäftigten zu stärken.

Considerable advancements have been achieved on an international level with regard to the promotion of women's rights and their equitable engagement in economic activities and the labour market. However, despite the widespread endorsement of equal pay for men and women by international authorities, its practical application has proven to be challenging. The United Nations has reported that an estimation places the global gender wage disparity at 20%. In addition to being a concern within the realm of gender justice, wage inequality has far-reaching implications for societies and their economies. Addressing this issue is a top priority for both the international community and developing nations. Given the significance of examining the status of the right to equal pay in both Iran and the international legal system, this study investigates the following question: “Are there suitable criteria for the right to equal pay in Iran's domestic law and the international legal system?” In providing an answer, legal documents and texts were consulted. The research findings suggest that the international legal system has made some progress in recognizing the right and establishing norms in this area; however, effective practical measures are necessary to achieve this equality. This right has been acknowledged in Iranian legislation through labor contract regulations and employment laws, and in certain instances, a guarantee of proper implementation has been established; however, deficiencies persist in this domain. Consequently, further endeavors appear imperative to advance the complete realization of this right.

Women's participation in higher positions in education, particularly in higher education, is a critical issue. Governments are working toward improving gender equality in education, as well as other aspects of the issue such as economics, social issues, and work. This study aims to investigate the factors that influence gender equality at the Budapest University of Technology and Economics. To accomplish the aim, two research questions were set up: How do the employees perceive gender equality at BME, and what factors have an impact on gender equality? Plus, what does the BME Gender Equality Plan reveal about workplace equality and policies, and how is the university working towards achieving gender equality? The study relied on qualitative methods, such as interviews and data analysis of the gender equality plan 2022-2025 and its intervention areas. The study explored the university background and experiences toward achieving gender equality, and the challenges encountered. The interviews revealed some of the challenges that the participants have faced regarding equal pay, promotion, and research opportunities. The evidence indicates that there is an underrepresentation of women in managerial and teaching positions, while there is an overrepresentation in administration positions. This can be attributed to the lack of formal policies that aim to promote gender equality, culture, and the lack of appropriate communication channels. However, based on the Gender Equality Plan 2022-2025, the university aims towards achieving gender equality within all faculties. [ABSTRACT FROM AUTHOR]

Considerable advancements have been achieved on an international level with regard to the promotion of women's rights and their equitable engagement in economic activities and the labour market. However, despite the widespread endorsement of equal pay for men and women by international authorities, its practical application has proven to be challenging. The United Nations has reported that an estimation places the global gender wage disparity at 20%. In addition to being a concern within the realm of gender justice, wage inequality has far-reaching implications for societies and their economies. Addressing this issue is a top priority for both the international community and developing nations. Given the significance of examining the status of the right to equal pay in both Iran and the international legal system, this study investigates the following question: "Are there suitable criteria for the right to equal pay in Iran's domestic law and the international legal system?" In providing an answer, legal documents and texts were consulted. The research findings suggest that the international legal system has made some progress in recognizing the right and establishing norms in this area; however, effective practical measures are necessary to achieve this equality. This right has been acknowledged in Iranian legislation through labor contract regulations and employment laws, and in certain instances, a guarantee of proper implementation has been established; however, deficiencies persist in this domain. Consequently, further endeavors appear imperative to advance the complete realization of this right. [ABSTRACT FROM AUTHOR]

The approach in the United Kingdom to sex-based equal pay has for a long time been distinct from general sex discrimination and from equal pay based on other protected characteristics. This dichotomy allows for a greater focus on sex-based equal pay, in a distinct statutory regime, but also risks creating unnecessary, unintended and detrimental distinctions. This article outlines the different legislative approaches adopted in pursuit of related public policy goals regarding equality and explores, and suggests legislative and interpretative solutions to, a significant issue whereby problematic wording in the Equality Act 2010, and judicial interpretation of it, could unjustifiably leave sex-based claimants in a worse position than those with other protected characteristics with regard to both to injury to feelings and constructive dismissal. [ABSTRACT FROM AUTHOR]

And we stand in solidarity with the women all over the world who are still fighting for equality!

Und wir stehen solidarisch mit den Frauen in der ganzen Welt, die noch immer für Gleichberechtigung kämpfen!

Copyright of Lan Harremanak - Revista Relaciones Laborales is the property of Lan Harremanak and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Pay transparency, or the disclosure of pay information to workers, has been a topic of debate since the 1960s. The Equal Pay Act of 1963 in the United States aimed to ensure equal pay for equal work, which required transparency in pay information. Research has shown that pay transparency can have positive effects on job performance and satisfaction, but there are also concerns about the negative consequences of intense pay comparisons. The re-emergence of pay transparency discussions in recent years may be due to increased pay differentiation, concerns about discrimination and inequality, advancements in technology, and government policies. This article provides an introduction to the topic of pay transparency and highlights several articles that explore different aspects of pay transparency and communication. [Extracted from the article]

The Gender Pay Gap Information Act 2021 is the most recent legislative effort in the Republic of Ireland to address the enduring gender pay gap. However, why is the gender pay gap an enduring aspect of Irish working life? Since independence, economic factors combined with religious influences saw male employment prioritised and by the early 1970s Irish women's workplace representation and average pay compared to male workers was low. This article explores the provisions of, and circumstances surrounding the introduction of two of the first acts addressing employment equality - the Anti-Discrimination (Pay) Act 1974 and the Employment Equality Act 1977 and considers two contrasting equal pay cases and their impact. Five decades later, what insights does the legislation's introduction provide? [ABSTRACT FROM AUTHOR]

The reform of adequate and transparent wages at EU level has been identified as a key pillar for ensuring decent working and living conditions and for building fair and resilient economies and societies. However, as our analysis shows, the implementation of such a reform still faces major challenges, both institutional in terms of the diversity of national minimum wage regimes and levels, and economic and organisational, which may have negative consequences if not addressed effectively and coherently. Against this background, this article aims to analyse European policies on adequate and transparent minimum wages and their usefulness in the current context, especially at the national level, assessing their strengths, weaknesses, opportunities and challenges. [ABSTRACT FROM AUTHOR]

(Series Information) European Papers - A Journal on Law and Integration, 2022 7(3), 1537-1567 | Article | (Table of Contents) I. Introduction. - II. Equal pay standards under the European Social Charter. - II.1. Obligations deriving from the protection of equal pay under the European Social Charter. - II.2. What place for EU law? - III. The European Commission's proposal on binding measures regarding pay transparency. - III.1. What role for ESC standards? - IV. How does the proposal compare to the ESC standards? - V. Opportunities and challenges. - VI. Conclusions. | (Abstract) The legal frameworks protecting the right to equal pay at European level are being reshaped. This re-shaping is taking place in parallel within the European Social Charter (ESC) system, through the case-law of the European Committee of Social Rights, and in EU law, through a proposal for a Directive on pay transparency and enforcement mechanisms. In this Article, we revisit the interaction between the ESC and EU law, in the context of the right to equal pay between men and women for equal work or work of equal value. Emerging equal pay standards are detailed and address long-standing enforcement problems that have deprived legal frameworks of their full potential as an avenue for the effective realisation of the right to equal pay. We show, however, that there are some differences between the ESC and the EU instrument underway. The ESC seems to set more progressive standards in certain respects and has the potential of accommodating workers' interests with fewer restrictions. This is particularly evident in relation to employers' wage reporting obligation and positive obligations to promote equal pay. With regard to the interaction of EU law with the ESC system, we argue that re-cent equal pay developments do not suggest a major break from existing critical accounts of the stance of the EU legal order towards more progressive social rights standards found in the ESC.

The topic of equal pay usually sparks debates with diverse opinions ranging from those supporting equal pay to those that oppose equal pay. This study attempted to gather empirical data on how individuals perceive equal pay. A questionnaire was designed that probed the respondents' perceptions of equal pay along 13 dimensions. The respondents were recruited in Norway and grouping analysis was performed according to several demographic factors. The results show that political affiliation, gender, and work union membership were the strongest predictors of standpoint regarding equal pay. The strongest associations with equal pay were observed for unfairness, communism, low realism, and demotivation. Small gender differences were also observed. We argue that data about common perceptions of equal pay is necessary to make informed adjustments to how work is rewarded, and resources distributed. How individuals are to be compensated for the cost of education was the most frequent reservation. [ABSTRACT FROM AUTHOR]

In this paper, we investigate three different ways of defending the claim that national football associations ought to pay their men's and women's football teams the same amount. First, we consider an argument that appeals to the principle of equal pay for equal work. We argue that this 'labor rights' argument provides a good reason for some national football associations to pay their men's and women's teams the same amount but that these are the exception rather than the rule. Next, we consider an alternative argument, which appeals to the 'expressive power' of paying women's football teams the same as men's. We argue that this argument can be applied more generally than the first argument and gives a good reason for many football associations to pay their men's and women's teams equally. However, this argument struggles to show that associations have a moral obligation to pay their men's and women's teams the same. We finish by considering the 'argument from historical injustice'. We argue that this argument provides plausible grounds for thinking that many associations not only have moral reasons to pay their men's and women's teams equally, but that they also have a moral obligation and a political responsibility to do so. [ABSTRACT FROM AUTHOR]

'The Future of Legal Gender' project has assessed the potential implications for feminist legal scholarship and activism of decertifying sex/gender. Decertification refers to the state moving away from officially determining or registering sex/gender. This article explores the potential impact of such moves on equal pay law and gender pay gap reporting. Equal pay and gender pay gap reporting laws provide an important focus for the project because they aim to address structural dynamics associated with persistent pay inequality that women experience across occupations in the United Kingdom. These legal measures illuminate gendering as a large-scale social problem widely understood to operate structurally and systemically. What effect, then, could decertifying sex/gender have on the law and conceptual power of equal pay? Might decertification undermine the structure of equal pay law, with all hard-won gains it has brought for women? Or is it possible to imagine that decertification could accompany a more inclusive and effective legal architecture for equal pay? [ABSTRACT FROM AUTHOR]

Evidence for inequitable advancement and salary disparity for women in academia is compelling, but only a marginal amount of research has explored this in the field of Marriage and Family Therapy (MFT) specifically. Current research provides preliminary evidence that women remain underrepresented at the Full Professor rank and are paid less than men MFT faculty. This study collected publicly available data for MFT faculty in public universities to explore gender differences in advancement between ranks, salary disparity, and the representation of women and men in the highest and lowest paying niches of MFT academia. Results showed that, despite being 60.15% of MFTs in public universities, women were paid an average of $5596.25 less than men. Men were 1.40 times more likely than women to be promoted to Full Professor on time—within 13 years of their terminal degree. Implications for addressing inequitable advancement and salary disparity for women MFT faculty are discussed. [ABSTRACT FROM AUTHOR]

This article examines the formulation of the Sustainable Development Goals (sdg s) in relation to gender equality, focusing in particular on Target 5.4 on unpaid care and domestic work (ucdw) and Target 8.5 on decent work for all and equal pay. Starting from the historical and sociological frameworks of ucdw and equal pay, the article then analyses the link between the two in an attempt to understand whether the legal achievement of gender equality is hindered by treating the two goals separately. In particular, it looks at the wording of Goal 5.4 and questions its inclusion in Goal 5 ('Achieve gender equality and empower all women and girls'). Using a legal and feminist lens, it examines the consequences of not including ucdw in Goal 8 ('Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all'). One of the key findings is that the omission of ucdw from Goal 8 perpetuates the idea that this type of work is not part of the formal labour market, ultimately reducing the chances of it being included in national agendas worldwide. It is therefore argued that a different structure for the gender equality goals would increase the chances of ucdw finally being recognized as formal work and included in and regulated by labour law. [ABSTRACT FROM AUTHOR]

This commentary offers an analysis of the implications of the US Women' National team Collective Action lawsuit against the US Soccer Federation. The players filed the lawsuit based on two grounds: first, that the US Soccer Federation violated the Equal Pay Act by paying them less than the men's national team and second, that the federation discriminated against them under Title VII of the Civil Rights Act 1964, specifically in regard to workplace conditions. In this article, we discuss three interrelated aspects: (1) the legal implications of either the success or failure of the dispute; (2) playing and workplace conditions; and (3) the gendered meanings of equal pay and its socio-cultural implications. These significant challenges require analysis to understand potential implications of the outcome for women's football, and beyond. Recommendations are made for governing bodies and football clubs, in addition to possible future research directions for academics. We reflect upon the gendered, social and sporting meaning of equal pay for continuing the momentum of women's football, highlighting the need for the most successful women's football team in the world to achieve parity if we are to continue advancing gender equality in a 'new age' of women's sport. [ABSTRACT FROM AUTHOR]

Studies of the political power of economic knowledge have tended to foreground the role of causal claims in the form of grand theories or more narrow findings produced by experimental methods. In contrast, scholars have paid relatively little attention to the role of economic experts' descriptions. This article highlights one category of influential, quantitative descriptive claim: stylized facts. Stylized facts are simple empirical regularities in need of explanation. Focusing on the example of the gender wage gap in the United States, this article showcases how stylized facts travel into political debates, and how the choices made in characterizing an aspect of economic life (such as controlling for full-time work, but little else) interact with social movement activism, and folk understandings of economic life. The gender wage gap was first calculated in the 1950s, but did not take on special importance until the 1960s–1970s, when feminists rallied around the statistic as a useful aggregate measure of women's economic disempowerment. Academics soon followed, and sociologists and economists began to publish studies documenting trends in the gap and trying to account for its sources. The comparable worth movement of the 1980s explicitly argued that the wage gap resulted from occupational segregation and the devaluation of women's work. As that movement faltered in the late 1980s, the gender wage gap became increasingly understood through the lens of women's choices and trade-offs between work and family, and occupational segregation dropped out of the narrative. Throughout this period, the gap was frequently misunderstood or misrepresented as reflecting the narrow sort of same-job, different-pay discrimination made illegal by the 1963 Equal Pay Act, adding confusion to the public debate over women's economic position. These dynamics showcase how technical choices made in the identification of stylized facts, such as statistical controls, are simultaneously deeply political choices. [ABSTRACT FROM AUTHOR]

Feminist advocacy is concerned with ending injustices worldwide by advancing women's rights. In general, feminist advocacy can be seen as a movement to end sexism, racism, and other forms of oppression and achieve full gender equality in law and practice. After several decades of global and regional feminist advocacy by women's organisations, trade unions, and policy agencies, we must revisit and reframe old questions on the critical gaps that remain. In this briefing, the question for feminist advocacy is why women continue to receive lower pay for the same work as men in South Africa and many other parts of the world, across many sectors of women's employment and work. While women make up 51% of South Africa's population, they fill just 44% of skilled posts, according to labour data released in 2017 by Stats SA (Stats SA 2017). According to the 2017 Pulse of the People report, women, on average, earn 27% less than men (Africa Check 2017). Recent data published by the National Treasury in South Africa show that men earn more than women in seven out of eight South African metros, more evidence of the widening pay gap (Evans 2021). The question is, how is feminist advocacy key to addressing the wage gap for black women? Drawing on secondary literature, I review what is in place to address the gender wage gap. I note how feminist advocacy strategies could focus on strengthening existing policies and introduce new strategies to close the gap. [ABSTRACT FROM AUTHOR]

In the presented article we analyze the issue of equal pay for equal work or work of equal value. The principle of equal pay is regulated quite broadly in European legislation; however, its practical application does not correspond to the intention of the legislators and the pay gap in the European Union is still at the level of 14.1%. The authors deal with Slovak and European legislation, case law of the Court of Justice of the European Union as well as a new directive of the European Parliament and the Council, which strengthens the application of the principle of equal pay for men and women for equal work or work of equal value through transparency of remuneration and stronger enforcement mechanisms. Will this new legislative framework be without an impact on application practice, or can the new directive really help to eliminate the pay gap and thus prevent disputes? What is the role of so-called single source? The authors are of the opinion that the form of transposition of the Directive by the Member States will be a key variable in answering the presented question. [ABSTRACT FROM AUTHOR]

This article analyses the consistency between the implementation of the EU Youth Guarantee and the fundamental right to work. Focusing on the use of traineeships as an implementation instrument, it explores various types of national Active Labour Market Policies (ALMP) for young unemployed people in Italy, Spain, the Netherlands and Poland. The case studies show that it remains to be seen whether the traineeships considered in this research comply with the right to work. The authors argue for the need to strengthen the Youth Guarantee to accord with the right to work, so that in addition to the right to a first job, it ensures that work-related instruments include the provision of effective training, as well as the right to equal pay for work of equal value, and decent working conditions. This is particularly important in view of the Coronavirus disease 2019 (COVID-19) pandemic, that has had an unprecedented economic impact in the EU and is likely to result in another dramatic upsurge in the number of young unemployed. [ABSTRACT FROM AUTHOR]

In June 1969, the Danish parliament passed an extensive law complex, known as the Public Servant Reform of 1969. An important part of the reform was a new wage and classification system into which all public employees were placed. In newer Danish research on the gender wage gap, it is a hypothesis that the reform created a wage hierarchy in the public sector which in general was unfavourable to female-dominated professions, and that this hierarchy largely has persisted to the present due to mechanisms in the collective bargaining system. In our article, we test this hypothesis using graphical analysis and descriptive statistics. Our study supports the existing hypothesis about a gender biased wage hierarchy in 1969. We find that there is a close coherence between the wage hierarchy in 1969 and the wage hierarchy in 2019. However, our analysis also shows how education level explains even less of the traditional female dominated professions' position in the wage hierarchy in 2019 compared with 1969, and that this is still the case when we take absence patterns and family-friendly benefits into account. That points toward a wage system, which seems unable to adjust to changes in an established profession's profile. [ABSTRACT FROM AUTHOR]

The road to gender pay equity in Aotearoa New Zealand has been long and circuitous. Progress over the past 70 years with campaigns, legal cases and regulatory changes have ebbed and flowed. New Zealand's gender pay gap at 9.5 per cent is comparatively small, reflecting significant gains in gender pay parity in the public sector following the introduction of a series of equity initiatives. Yet gender pay parity remains elusive for many. Analyses of pay equity have tended to use economic, feminist, social history or equality approaches to frame their focus, with the employment relations context rarely referenced, despite its political, policy and practical significance. Adopting an integrated political economy model, this article examines historical developments in gender pay equity, and argues for the integration of formal equality regulation, workplace initiatives and supporting campaigns to yield substantive change and sustained progress. [ABSTRACT FROM AUTHOR]

How organizations engage with gender equality is crucial to them being perceived as fair and attractive employers. As recruitment and training of personnel is a core function of the military organization, it is relevant to investigate this from a gender critical perspective. The aim was to critically examine how a military organization operates in respect of equality of pay between women and men by means of a collective agreement, as an example of how the organization tries to address gender inequality. A qualitative analysis using Bacchi's 'What is the problem represented to be' (2009) analysis of policy documents was conducted. The analysis focuses on how the actual issue is problematized and what is left unproblematised, and the key findings are that efforts to achieve gender equality within the Swedish Armed Forces are counterproductive and result in perpetuating deficiencies in the organization's work with wider gender-equality issues. Despite external pressures, there is a structural reluctance and inability within the Swedish Armed Forces to seriously engage with addressing the organization's gender-equality issues. As resistance to gender-equality work is usually implicit, this study's strongest contribution to the field is that such resistance can be identified as being explicit and therefore more easily challenged. [ABSTRACT FROM AUTHOR]

The gender wage gap has been a persisting phenomenon across the United States despite the Equal Pay Act and increases in the educational attainment of women. In more recent years, as women's representation has increased, how has the gender wage gap reacted? This study looks at the impact that women's representation has had on the gender wage gap within each of the individual states across the United States. The research first presents a theory for how the gender wage gap could be connected to representation in state legislatures, the judiciary, and company boards. The article then tests three hypotheses that each of these forms of representation would lead to a smaller gender wage gap through regression analysis using state ideology as a control variable. After conducting regression analysis on representation and the overall gender wage gap in a state, the research incorporates an intersectional perspective by conducting similar regression analysis four more times using the gender wage gap by race for four groups: White women, Black women, Hispanic women, and API women. The study finds mixed results for how increased representation of women impacts gender wage gaps. Though there is an overall statistically significant positive correlation between representation in state legislatures and a smaller gap, the effects of representation in each of the three forms assessed on the wage gap differs by race. Additionally, representation in the judiciary is not statistically significant on any gender wage gap, and no variable is statistically significant for the wage gap of Hispanic women. [ABSTRACT FROM AUTHOR]

The goal of the article is to analyse determinants of the gender pay gap in selected European countries. For my analysis, I used different types of data published by Eurostat, OECD, the Czech Statistical Office and the Ministry of Labour and Social Affairs of the Czech Republic. Determinants have been estimated using multiple regression analysis in selected European countries including the Czech Republic. The article is also focused on the Czech Republic data on the gross average salary in private and public sectors according to gender and administrative regions. Results show that the maternity benefits and a complicated situation in the labour market, where full-time jobs are preferred, and moreover the parental allowances are strong drivers of the gender pay gap in the Czech Republic. This implies that the issue of the gender pay gap in the Czech Republic is rather structural, influenced by the social system and the labour market features. Future research should take into consideration the tax allowances as well (specific tax credits on children and a spouse). [ABSTRACT FROM AUTHOR]

Pay inequality remains a pervasive problem within the workforce. However, it can be challenging for even well-meaning and responsible organizations to effectively assess which jobs should be considered equivalent and paid the same based on both legal criteria (which have shifted over time and differ across specific statutes and jurisdictions) and scientific evidence (which continues to amass). This paper intends to initiate a solution-focused discussion on how organizations can proactively categorize jobs so that pay decisions that are made about men and women are both legally defensible and fair. We propose that integrating the job analysis/job classification literature and the pay discrimination literature (e.g., legal opinions given by courts) will inform this discussion. We first review federal and state legislation and court opinions that have set legal standards for identifying pay discrimination. We then review the relevance of job analysis/job classification for systematically defining and categorizing jobs, highlighting the legal issues that should be but (to the best of our knowledge) have not been considered when undertaking such processes. Our intention is for this article to spark dialogue among researchers and practitioners regarding the identification of methods with which organizations can strive to meet equal pay standards and goals, applying both legal and scientific perspectives. [ABSTRACT FROM AUTHOR]

Copyright of Bucharest University Annals - Law Series is the property of CH Beck Publishing House and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)