Equalpay

Equal pay refers to the principle that individuals performing work of equal value or equal work should receive equal compensation, regardless of gender, race, age, or other characteristics. The concept distinguishes between equal pay for equal work (same job) and equal pay for work of equal value (different jobs assessed as having similar worth).

In the United States, the Equal Pay Act of 1963 requires employers to pay men and women equally for substantially equal work, with exceptions based on seniority, merit, quantity or quality of production, or other factors not related to sex. Title VII of the Civil Rights Act also prohibits sex-based pay discrimination. In the United Kingdom, the Equality Act 2010 prohibits discrimination and has introduced gender pay gap reporting for many employers. The European Union has pursued equal pay directives and, more recently, pay transparency measures intended to curb unjustified differentials.

Measurement and enforcement: Analysts distinguish between the gender pay gap (an aggregate earnings difference across groups) and claims of equal pay for specific jobs. Policy tools include pay audits, mandatory reporting, and standardized job evaluation. Empirical studies indicate that disparities persist even where laws exist, due to occupational segregation, the motherhood penalty, part-time work, negotiation dynamics, and discrimination.

Policy debates and challenges: Proponents argue that stronger transparency and auditing promote fairness and productivity, while opponents warn of administrative burden and potential misinterpretation of wage data. International experience varies, with effectiveness often influenced by enforcement mechanisms and cultural context.