Lowering the drinking age

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The comparable worth issue arose in response to obvious differences in rewards for jobs held primarily by women and those held primarily by men, even when those jobs required equal or similar levels of education, training, and responsibility. Proponents of comparable worth and pay equity argue that these wage differences are based on historical and current discrimination in wage setting for jobs held primarily by women and minorities. That is, jobs in which workers are primarily women and minorities have been, and continue to be, systematically undervalued relative to equivalent jobs held by mostly men. This undervaluation depresses wages for jobs held by women and minorities relative to wages for jobs historically held by white men. Thus, discrimination is embedded in the current wage structure of jobs (Remick, 1984; Marini, 1989). Continued gender-based labour and occupational segregation, combined with the continued systematic undervaluation of jobs held by women and minorities, is therefore a cause of continued inequality and a form of discrimination in the labour market.

The argument that discrimination underlies inequality in pay between men's and women's jobs is not new. In the 1922 presidential address to the British Association of Economists, F. Y. Edgeworth spoke on "The whatsapp group philippines Equality of Remuneration between Men and Women for the Same Work." Edgeworth outlined three main conclusions regarding inequality in pay between men and women. First, that men and women work in different jobs, albeit in jobs that often require similar levels of effort and skill. Second, that jobs held by women receive much lower pay than those held by men. Third, that the elimination of overt discrimination is unlikely to completely equalize the wages of men and women (Edgeworth, 1922). The results of recent empirical studies have generally supported these three conclusions.



There is considerable evidence to show that men and women work in different occupations. Comparisons of occupational segregation by sex in the United States since 1900 show that levels of segregation have been persistent through the 1960s and 1980s (Gross, 1968; Jacobs, 1989). During the 1980s, more than half of workers of one sex would have had to change occupations to equalize the distribution of men and women across occupations (Jacobs, 1989). Researchers using more specific job titles within firms have found that almost no men and women work together in the same job in the same firm (Bielby and Baron, 1986).