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Glossary
Pay equity
A concept that recognises sex discrimination in pay and conditions for women. Pay
equity recognises that the jobs done by a majority of women are often paid less than
jobs done by a majority of men. Pay equity goes beyond equal pay for the same jobs
and requires that pay should be equally given to jobs of equal value. When jobs have
the same level of skill and same demands and efforts they should receive the same
pay and conditions. Pay equity requires that pay systems are checked to remove any
discrimination of disadvantage because of gender.
Equal pay for work of equal value
Paying the same for different jobs because they have the same levels of demand,
skill, effort, and responsibility. “ Equal pay for work of equal value” is a slogan which
recognises that women are often paid less than men in jobs that, while different, are
equivalent in human requirements and of the same worth or importance in society.
Comparable worth
Comparing the components and attributes of jobs (see equal value) to ensure fair
pay for jobs of equivalent size, demand, effort and responsibility.
Equal remuneration
All aspects of payment, cash or kind, basic pay, extra pay, allowances and benefits;
are the same for women and men.
Equal value
Jobs may be different but the skills, demands and effort required are equal. Job
evaluation is a method of analysing job components so jobs can be compared (see
comparable worth).
Gender mainstreaming
The systematic evaluation and development, through gender analysis of policy and
practice that takes account of the experience of women and men. Ensuring equality
and equity perspectives are incorporated throughout an organisation and
incorporated into all activity.
Job evaluation
A process which compares different jobs systematically in detail to provide a basis for
job grading and pay rates. The tasks and components of each job are considered,
ranked or scored to enable a comparison. The jobs are evaluated not the people
doing the jobs.
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