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

Paula Hannele Koskinen Sandberg

Forskningsoutput: TidskriftsbidragArtikelVetenskapligPeer review

13 Citeringar (Scopus)

Sammanfattning

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.
OriginalspråkEngelska
Referentgranskad vetenskaplig tidskriftGender, Work & Organization
Volym24
Utgåva2
Sidor (från-till)156-170
Antal sidor15
ISSN0968-6673
DOI
StatusPublicerad - 10.10.2016
MoE-publikationstypA1 Originalartikel i en vetenskaplig tidskrift

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