Michigan State University Extension
Diversity and Pluralism - 02150172
12/95/
ERIC TITLE NUMBER: ED280401 AUTHOR: Budig, Jeanne E.
TITLE: Comparable Worth and the Office of Institutional
Research. AIR 1986 Annual Forum Paper.
YEAR PUBLISHED: 1986
NOTE: 14 p.; Paper presented at the Annual Forum of the
Association for Institutional Research (26th, Orlando, FL,
June 22-25, 1986).
ABSTRACT: Comparable worth and pay equity issues are
considered, along with implications for college
institutional researchers. Comparable worth is generally
defined as a policy of paying equal pay for work of
comparable value. After discussing the issues and tracing
relevant legislation, attention is directed to ways that the
institutional research office can work with the personnel
director, affirmative action officer, recruitment staff, and
legal staff. Included are data on average earnings of men
and women by age, salary differences for working women and
men based on marital status, and women's and men's earnings
for different occupations. Advantages of comparable worth
include elimination of alleged wage discrimination, reversal
of historical stereotypes that have undervalued women's
jobs, while disadvantages include the fact that there is no
universal standard of how to measure comparable worth and
that implementation costs are high. A faculty member
alleging a violation of the Equal Pay Act must show that the
employer paid more to a faculty member of the opposite sex
for the performance, under similar working conditions, of a
job requiring substantially equal skill, effort, and
responsibility. (SW)
KEY DESCRIPTORS: Court-Litigation; Federal-Legislation;
Higher-Education; Personnel-Policy
KEY DESCRIPTORS: *College-Faculty; *Comparable-Worth;
*Employment-Practices; *Salaries-; *Salary-Wage
Differentials; *Sex-Discrimination
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