Download or read book Earnings Differences Between Men and Women in Federal Government Employment written by Thomas Campbell and published by . This book was released on 1980 with total page 156 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Earnings Differences Between Women and Men written by and published by . This book was released on 1990 with total page 8 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Comparable Worth for Federal Jobs written by United States. Office of Personnel Management and published by . This book was released on 1987 with total page 80 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Differences in the Earnings of Women and Men written by Mary Elizabeth Pidgeon and published by . This book was released on 1938 with total page 70 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Relational Inequalities written by Donald Tomaskovic-Devey and published by Oxford University Press, USA. This book was released on 2019-01-11 with total page 305 pages. Available in PDF, EPUB and Kindle. Book excerpt: Organizations are the dominant social invention for generating resources and distributing them. Relational Inequalities develops a general sociological and organizational analysis of inequality, exploring the processes that generate inequalities in access to respect, resources, and rewards. Framing their analysis through a relational account of social and economic life, Donald Tomaskovic-Devey and Dustin Avent-Holt explain how resources are generated and distributed both within and between organizations. They show that inequalities are produced through generic processes that occur in all social relationships: categorization and their resulting status hierarchies, organizational resource pooling, exploitation, social closure, and claims-making. Drawing on a wide range of case studies, Tomaskovic-Devey and Avent-Holt focus on the workplace as the primary organization for generating inequality and provide a series of global goals to advance both a comparative organizational research model and to challenge troubling inequalities.
Download or read book A Question of Equity written by United States. Merit Systems Protection Board and published by . This book was released on 1992 with total page 72 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Gender Equity in the Federal Workforce written by Teresa Kroeger and published by . This book was released on 2023 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Unequal pay and occupational segregation by gender are persistent and pernicious features of the United States labor market that policymakers and labor advocates have sought to eliminate. The federal government is the largest employer in the country, and it utilizes hiring procedures and pay structures designed to ensure equitable employment outcomes. Rigid pay-setting mechanisms largely standardize pay by leaving little room for the discretion of hiring managers. Despite formalized pay practices, researchers have documented evidence of gender pay gaps and occupational segregation in the federal workforce. Less understood is how these inequities persist given the rigidity of pay-setting in the federal workforce and the extent of inequities over time. This dissertation examines the persistence of gender earnings and employment inequity in the modern federal workforce. The research establishes a more thorough understanding of the earnings and employment status of women in the federal workforce and how it has changed since the influx of women into the paid labor force. It dissects how much of the difference in men's and women's average earnings can be attributed to discrimination, and how pay inequity persists within rigid federal pay systems. The analysis examines the extent to which federal workers are disproportionately sorted by gender between occupations and agencies, as well as the extent of gender sorting within and between pay systems. Labor economics models explain persistent gender pay gaps arising from disparities in earnings determinants (i.e., differences in human capital endowments), occupational segregation (i.e., women sorted into low-paying occupations), discriminatory practices (i.e., gender pay differences for comparable work), or some combination of the above. This study empirically employs these models in the context of the modern federal workforce and considers additional mechanisms of gender pay inequity unique to the federal sector. The analysis combines multiple sources of federal personnel microdata from the Central Personnel Data File (CPDF) to create a novel dataset on federal civilian workers from 1973 to 2013. It uses log earnings regressions and Kitagawa-Oaxaca-Blinder decompositions to determine the magnitude and pervasiveness of gender pay gaps in the federal workforce, and the differential impacts of various demographic, human capital, and administrative variables on gender pay gaps across pay systems, occupations, and agencies. Indexes of dissimilarity measure the amount of gender segregation between occupations and agencies, the extent to which it varies between pay systems, and how it has changed over 41 years. Earnings regressions estimate the pay implications of gender-based employment segregation in different pay systems of the federal workforce from 1973 to 2013. Unexplained differences in average earnings between men and women emerge in all gender and racial groups and in every year from 1973 to 2013, with substantial variation by pay system. Women of color make the most progress in overall employment gains over the period, but their increased entrance into the federal workforce does not translate to greater pay equity. Women in the largest pay system, General Schedule (GS) and equivalently graded pay plans, are employed one pay grade lower than equivalent men on average across the period. Workers on blue collar pay plans have the smallest unexplained gender pay gaps throughout the period, yet also experience a deterioration of real earnings and pay equity over time. Agencies--comprised of smaller organizational units, called bureaus--employ workers across occupations. Federal workers are highly gender segregated between occupations, and less likely to be gender segregated between bureaus. Gender-based occupational segregation improves in the federal sector through the 2000s; however, by 2013, rates of occupational segregation are higher for workers in other white collar (other than GS) and blue collar pay plans than they are for private sector workers. Occupations with greater shares of women in their workforce pay lower earnings, on average, to both men and women on their payrolls. Occupation and bureau segregation have lessened since 1973, but they still contribute to the gender pay gap for most federal workers as of 2013. Employment segregation is a substantial contributor to gender pay inequity in the federal workforce. Analyses cannot rule out that federal gender pay inequity is driven by practices that discriminate against women's work. Regardless of the motivation for the above findings, the federal government sets standards for the broader labor market, and its policies have significant implications for the economic status of millions of workers across the nation.
Download or read book Women Work and Wages written by National Research Council and published by National Academies Press. This book was released on 1981-02-01 with total page 149 pages. Available in PDF, EPUB and Kindle. Book excerpt: In order to determine whether methods of job analysis and classification currently used are biased by traditional sex stereotypes or other factors, a committee assessed formal systems of job evaluation and other methods currently employed in the private and public sectors for establishing the comparability of jobs and their levels of compensation. A review of sociological and economic literature shows that some differences in the characteristics of workers and in jobs do form a legitimate basis for wage differentials. Nevertheless, there exists a pervasiveness of occupational and job segregation by sex. Given the current operation of the labor market and the existence of a variety of factors that permit the persistence of earning differentials between men and women (e.g., labor market segmentation, job segregation, and employment practices), it would seem that intentional and unintentional discriminatory elements enter into the determination of wages and are not likely to disappear. Use of a job evaluation system is one possible remedy to this situation. While the subjectivity of job evaluation makes job evaluations less than perfect vehicles for resolving pay disputes, they can serve to identify potential wage discrimination. (MN)
Download or read book Gender differences in earnings among young adults entering the labor market written by and published by DIANE Publishing. This book was released on with total page 85 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Gender Differences in Earnings Among Young Adults Entering the Labor Market written by Suzanne B. Clery and published by . This book was released on 1997 with total page 88 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Employment of Women in the Federal Government 1923 to 1929 written by Rachel Fesler Nyswander and published by . This book was released on 1941 with total page 68 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Women s earnings work patterns partially explain difference between men s and women s earnings written by and published by DIANE Publishing. This book was released on 2003 with total page 79 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Options for Conducting a Pay Equity Study of Federal Pay and Classification Systems written by GENERAL ACCOUNTING OFFICE WASHINGTON DC GENERAL GOVERNMENT DIV. and published by . This book was released on 1985 with total page 105 pages. Available in PDF, EPUB and Kindle. Book excerpt: This report discusses ways to determine why female federal employees earn less than male federal employees. Two general approaches are discussed--economic analysis and job content. Economic analysis attempts to measure and explain existing wage differentials between men and women using characteristics of individuals, occupations, and the workplace. Such an analysis could indicate the extent to which factors such as education, work experience, and occupation account for wage differences by sex in the federal government. The job content approach focuses on the characteristics of jobs in seeking to identify wage disparities. A job content study could provide a measure of the value of various federal jobs to the government and a corresponding comparison of the present grades or salaries for those jobs. GAO believes that each approach has merit. Accordingly, in GAO's view, the most comprehensive and effective means through which to conduct a pay equity study at the federal level would be to include both approaches.
Download or read book Government Careers for Women written by United States. Women's Bureau and published by . This book was released on 1957 with total page 80 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book United States Code written by United States and published by . This book was released on 2013 with total page 1506 pages. Available in PDF, EPUB and Kindle. Book excerpt: "The United States Code is the official codification of the general and permanent laws of the United States of America. The Code was first published in 1926, and a new edition of the code has been published every six years since 1934. The 2012 edition of the Code incorporates laws enacted through the One Hundred Twelfth Congress, Second Session, the last of which was signed by the President on January 15, 2013. It does not include laws of the One Hundred Thirteenth Congress, First Session, enacted between January 2, 2013, the date it convened, and January 15, 2013. By statutory authority this edition may be cited "U.S.C. 2012 ed." As adopted in 1926, the Code established prima facie the general and permanent laws of the United States. The underlying statutes reprinted in the Code remained in effect and controlled over the Code in case of any discrepancy. In 1947, Congress began enacting individual titles of the Code into positive law. When a title is enacted into positive law, the underlying statutes are repealed and the title then becomes legal evidence of the law. Currently, 26 of the 51 titles in the Code have been so enacted. These are identified in the table of titles near the beginning of each volume. The Law Revision Counsel of the House of Representatives continues to prepare legislation pursuant to 2 U.S.C. 285b to enact the remainder of the Code, on a title-by-title basis, into positive law. The 2012 edition of the Code was prepared and published under the supervision of Ralph V. Seep, Law Revision Counsel. Grateful acknowledgment is made of the contributions by all who helped in this work, particularly the staffs of the Office of the Law Revision Counsel and the Government Printing Office"--Preface.
Download or read book Women in the Labor Force written by and published by . This book was released on 2006 with total page 92 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book The Structure of Employment and Earnings Differences in the Early Careers of Men and Women written by Robert B. Buchele and published by . This book was released on 1979 with total page 56 pages. Available in PDF, EPUB and Kindle. Book excerpt:
