Intertwining gender inequalities and gender-neutral legitimacy in job evaluation and performance-related pay

Paula Hannele Koskinen Sandberg

Research output: Contribution to journalArticleScientificpeer-review

12 Citations (Scopus)

Abstract

This article analyses the intertwining inequalities in wage determination and the gender-neutral legitimacy that pay systems provide by masking these inequalities. Job evaluation and performance-related pay were originally designed for purposes other than promoting equal pay, namely as managerial tools for determining wage levels. Typically, the main objective of a pay system is not to promote equal pay. Still, as a tool for assessing the value of work, job evaluation is regarded as a central method in promoting equal pay. The use of job evaluation is recommended by the European Commission and the International Labour Organization, and often features in gender-equality policy and legislation. In contrast with the status of job evaluation, little research exists on performance-related pay and gender pay equity. The findings show that the wages determined by pay systems reflect gendered cultural valuations of jobs and occupations. Pay systems provide gender-neutral legitimacy for gender-based wage disparities.
Original languageEnglish
Peer-reviewed scientific journalGender, Work & Organization
Volume24
Issue number2
Pages (from-to)156-170
Number of pages15
ISSN0968-6673
DOIs
Publication statusPublished - 10.10.2016
MoE publication typeA1 Journal article - refereed

Keywords

  • 512 Business and Management
  • equal pay
  • job evaluation
  • performance-related pay
  • gender-neutral legitimacy
  • intertwining inequalities

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