query: when did equal pay for equal work begin

pos: Equal pay for equal work Equal pay for equal work Equal pay for equal work is the concept of labor rights that individuals in the same workplace be given equal pay. It is most commonly used in the context of sexual discrimination, in relation to the gender pay gap. Equal pay relates to the full range of payments and benefits, including basic pay, non-salary payments, bonuses and allowances. Some countries have moved faster than others in addressing the problem. Since President John F. Kennedy signed the Equal Pay Act of 1963, it has been illegal in the United States to pay men and women working

pos: Equal pay for equal work Equal pay for equal work Equal pay for equal work is the concept of labor rights that individuals in the same workplace be given equal pay. It is most commonly used in the context of sexual discrimination, in relation to the gender pay gap. Equal pay relates to the full range of payments and benefits, including basic pay, non-salary payments, bonuses and allowances. Some countries have moved faster than others in addressing the problem. Since President John F. Kennedy signed the Equal Pay Act of 1963, it has been illegal in the United States to pay men and women working

pos: Equal Pay Act 1970 Equal Pay Act 1970 The Equal Pay Act 1970 is an Act of the Parliament of the United Kingdom that prohibits any less favourable treatment between men and women in terms of pay and conditions of employment. It was based on the Equal Pay Act of 1963 of the United States. It has now been mostly superseded by Part 5, chapter 3, of the Equality Act 2010. In the 1964 general election, the Labour Party's manifesto had proposed a charter of rights including 'the right to equal pay for equal work'. September 1965 saw the Trades Union Congress resolving 'its

pos: Equal pay for equal work of Sex," was introduced by Congresswoman Winifred C. Stanley of Buffalo, N.Y. on June 19, 1944. Twenty years later, legislation passed by the federal government in 1963 made it illegal to pay men and women different wage rates for equal work on jobs that require equal skill, effort, and responsibility, and are performed under similar working conditions. One year after passing the Equal Pay Act, Congress passed the 1964 Civil Rights Act. Title VII of this act makes it unlawful to discriminate based on a person's race, religion, color, or sex. Title VII attacks sex discrimination more broadly than the

pos: Paycheck Fairness Act the Equal Pay Act of 1963, which makes it illegal for employers to pay unequal wages to men and women who perform substantially equal work. In order to find an employer in violation of the Equal Pay Act, a plaintiff must prove that "(1) the employer pays different wages to employees of the opposite sex; (2) the employees perform equal work on jobs requiring equal skill, effort, and responsibility; and (3) the jobs are performed under similar working conditions."[1] Even if the individual makes each of these showings, the defendant employer may avoid liability by proving that the wage disparity

pos: Women's Strike for Equality on demand, equal opportunity in the workforce, and free childcare. The strike also advocated for other second wave feminist goals more generally, such as political rights for women, and social equality in relationships such as marriage. At the time of the protest, women still did not enjoy many of the same freedoms and rights as men. Despite the passage of the Equal Pay Act of 1963, which prohibited pay discrimination between two people who performed the same job, women comparatively earned 59 cents for every dollar a man made for similar work. In some areas of the country, women with

pos: History of women in the United States anything but homemakers. Friedan's book is credited with sparking second-wave feminism by directing women's attention to the broad social basis of their problems, stirring many to political and social activism. Also in 1963, President Kennedy signed the Equal Pay Act into law, which amended the Fair Labor Standards Act to prohibit pay discrimination because of sex. It requires the employer to pay equal wages to men and women doing equal work on jobs requiring equal skill, effort, and responsibility, which are performed under similar working conditions. Another accomplishment for feminism in 1963 was that feminist activist Gloria Steinem published her

pos: General Schedule (US civil service pay scale) equal pay for equal work by reducing pay gaps between men, women, and minorities, in accordance with another, separate law, the Equal Pay Act of 1963. Prior to January 1994, GS personnel were generally paid the same amount (for a given grade and step) regardless of where they worked. This system ignored the growing reality of regional differences in salaries and wages across the United States, and this led to a perception that in many locations federal civil service salaries were increasingly uncompetitive with those in the private sector, thus affecting recruiting and retention efforts by federal agencies. In January

pos: Equal Pay Act of 1963 Equal Pay Act of 1963 The Equal Pay Act of 1963 is a United States labor law amending the Fair Labor Standards Act, aimed at abolishing wage disparity based on sex (see Gender pay gap). It was signed into law on June 10, 1963, by John F. Kennedy as part of his New Frontier Program. In passing the bill, Congress stated that sex discrimination: The law provides (in part) that: In 1942, Republican congresswoman Winifred C. Stanley from Buffalo, N.Y. introduced H.R. 5056, Prohibiting Discrimination in Pay on Account of Sex, which did not pass at the time. The issue

pos: Employment discrimination claimed. In 1961, Kennedy issued an executive order calling for a presidential commission on the status of women. In 1963, Equal Pay Act, which required the employers to pay the wages to men and women for the same work qualifications, was passed. In 1964, Title VII of the Civil Rights Act with the exception "bona fide" occupational qualifications (BFOQ) was accepted while the Equal Employment Opportunity Commission (EEOC) responsible to check whether the Equal Pay Act and Title VII were followed. The Title VII of the Civil Rights Act was first written to forbid employment discrimination. Initially it prohibited discrimination

pos: County of Washington v. Gunther unlawful pay discrimination unless they showed under the Fair Labor Standards Act that they were doing "equal work". The district court found that male guards were responsible for overseeing more prisoners and also that female guards spent some of their time in clerical tasks, but also found as a matter of law that a sex-based wage discrimination claim cannot be brought under Title VII unless it satisfies the equal work standard of the Equal Pay Act of 1963. While not reviewing the first finding, the 9th Circuit Court of Appeals held with respect to the latter that "claims for sex-based

pos: Addie L. Wyatt and others took advantage of their union's antiracist and antidiscrimination laws and fought race-based and gender-based inequities and work as well as in their communities. In 1955, Wyatt worked full-time on staff for the UPWA, representing workers across a five-state region. She recognized the importance and effectiveness of interracial organization. Among other achievements, Wyatt and her union of black, white, and Latino laborers were able to win "equal pay for equal work" provisions in many union contracts well before the Equal Pay Act of 1963, notes a recent tribute by the United Food and Commercial Workers union, a successor of

pos: Clarence M. Pendleton Jr. that African Americans could succeed without special consideration being written into law. Pendleton was as outspoken on the political right as was the later Democratic chairman Mary Frances Berry on the left. Pendleton made headlines for saying black civil rights leaders were "the new racists" because they advocated affirmative action, racial quotas, and set-asides. He likened the feminist issue of equal pay for equal work, written into law in the Equal Pay Act of 1963, to be "like reparations for white women." Pendleton denounced the feminist concept of comparable worth in the establishment of male and female pay scales as

neg: Fair Labor Standards Act of 1938 illegal to pay some workers lower wages than others strictly on the basis on their sex. It is often summed up with the phrase "equal pay for equal work." The Equal Pay Act allows unequal pay for equal work only when the employer sets wages pursuant to a seniority system, a merit system, a system that measures earnings by quantity or quality of production or other factors outside of sex. For the first nine years of the EPA, the requirement of equal pay for equal work did not extend to persons employed in an executive, administrative or professional capacity, or

neg: Agenda for Change began in February 1999 when the Agenda for Change White Paper was published. It aimed to address the issues of the Whitley system and highlighted the need for a change of pay, career structures and terms and conditions of employment within the NHS. It stated that any new pay system must deliver equal pay for work of equal value. A number of organisations were involved in the discussions and negotiations including: Negotiations on the new pay system were concluded in November 2002, allowing full-scale testing of the new Agenda for Change pay system to begin at 12 early implementer sites

neg: Equal pay for equal work by quantity or quality of production; or (iv) ... any other factor other than sex." A pay differential due to one of these factors is not in breach of the Convention. Post-war Europe has seen a fairly consistent pattern in women's participation in the labour market and legislation to promote equal pay for equal work across eastern and western countries. Some countries now in the EU, including France, Germany, and Poland, had already enshrined the principle of equal pay for equal work in their constitutions before the foundation of the EU (see table below). When the European Economic Community, later

neg: Equal pay for equal work the International Labour Organization, a United Nations body. The Convention states that Equal pay for equal work is also covered by Article 7 of the International Covenant on Economic, Social and Cultural Rights, Article 4 of the European Social Charter, and Article 15 of African Charter on Human and Peoples' Rights. The Constitution of the International Labour Organization also proclaims "the principles of equal remuneration for equal value". The EEOC's four affirmative defenses allows unequal pay for equal work when the wages are set "pursuant to (i) a seniority system; (ii) a merit system; (iii) a system which measures earnings

neg: Equal Pay Act of 1963 more employees. Foreseeing the potential conflict between the administration of two statutes with overlapping restrictions, Congress included the Bennett Amendment in Title VII, which incorporates the EPA’s four affirmative defenses into Title VII. Second, Congress expanded the EPA’s coverage to professionals and other white-collar employees. For the first nine years of the EPA, the requirement of equal pay for equal work did not extend to persons employed in an executive, administrative or professional capacity, or as an outside salesperson. Therefore, the EPA exempted white-collar women from the protection of equal pay for equal work. In 1972, Congress enacted the Education

neg: Equal pay for equal work analyzing the situation to improve it. The Minnesota Legislature moved immediately in response. In 1983 the state appropriated 21.8 million dollars to begin amending the pay disparities for state employees. From 1982 to 1993, women’s wages in the state increased 10%. According to the Star Tribune, in 2005 women in Minnesota state government made 97 cents to the dollar, ranking Minnesota as one of the most equal for female state workers in the country. In 2009, President Obama signed the Lilly Ledbetter Fair Pay Act, permitting women to sue employers for unfair pay up to 180 days after receiving an

neg: Equal pay for equal work the European Union (EU), was founded in 1957, the principle of equal pay for equal work was named as a key principle. Article 141 of the Treaty of Rome says 'each Member State shall ensure that the principle of equal pay for male and female workers for equal work or work of equal value is applied.' While socially progressive, this decision does not necessarily indicate widespread progressive attitudes among the signatories to the treaty: The EEC's legislation was clarified in 1975 by the binding and directly applicable equal pay directive 75/117/EEC. This prohibited all discrimination on the grounds of sex

neg: Gender pay gap in Australia to pay women a minimum rate of pay that was 25% less than male employees doing the same or similar work. In 1969, the first federal "Equal Pay" case established the principle that where women perform 'equal work' alongside men they should receive equal pay, referred to as "equal pay for equal work". Importantly however equal pay was not applicable "where the work in question is essentially or usually performed by females but is work upon which male employees may also be employed". By 1972 only 18% of women workers, mostly teachers and nurses, received the benefit of the decision.

neg: Social history of the United Kingdom (1945–present) of the liberation and personal fulfillment of self-declared feminists. Even those women who regarded themselves as feminists strongly endorsed prevailing ideas about the primacy of children's needs, as advocated, for example, by John Bowlby the head of the Children's Department at the Tavistock Clinic and by Donald Winnicott. Equal pay entered the agenda at the 1959 general election, when the Labour Party's Manifesto proposed a charter of rights including: "the right to equal pay for equal work". Polls in 1968-9 showed public opinion moving in favour of equal pay for equal work; nearly three-quarters of those polled favoured the principle.

neg: Equal pay for equal work play in determining pay. For example, it may take the same level of skills to be an electrician as it does to be a nurse, but if the electrician is performing their job 200 feet above the base floor of an offshore oil rig, pay will tend to be higher because the attendant risks are likewise higher. Indeed, many argue that the unwillingness of women to work in jobs which are dangerous or otherwise undesirable such as plumbing and coal mining accounts for a significant percentage of the wage gap. Equal pay for equal work Equal pay for equal work

neg: Equal pay for equal work Many other U.S. states were considering similar laws, as of May 2017. Under Australia's old centralised wage fixing system, "equal pay for work of equal value" by women was introduced in 1969. Anti-discrimination on the basis of sex was legislated in 1984. In Canadian usage, the terms "pay equity" and "pay equality" are used somewhat differently from in other countries. The two terms refer to distinctly separate legal concepts. "Pay equality", or equal pay for equal work, refers to the requirement that men and women be paid the same if performing the same job in the same organization. For example,

neg: Gender pay gap in Australia In 1972, the second federal equal pay case widened the 1969 principle to equal pay for work of equal value in line with International Labour Organization's Equal Remuneration Convention, 1951 (100). This meant that women were awarded the same rate of pay as men - no matter what work they were doing, as long as it was assessed as comparable in value. Some employers sought to avoid paying equal pay by reclassifying women's jobs onto a lower scale to men in similar work. New South Wales (NSW) was the first Australian industrial jurisdiction to legislate for equal pay in the

neg: Equal pay for equal work Equal Pay Act extending not only to wages but to compensation, terms, conditions or privileges of employment. Thus with the Equal Pay Act and Title VII, an employer cannot deny women equal pay for equal work; deny women transfers, promotions, or wage increases; manipulate job evaluations to relegate women’s pay; or intentionally segregate men and women into jobs according to their gender. Since Congress was debating this bill at the same time that the Equal Pay Act was coming into effect, there was concern over how these two laws would interact, which led to the passage of Senator Bennett's Amendment.

neg: Equal pay for equal work effects, with trade unions sometimes promoting conservatism. However, following the Second World War, trade unions and the legislatures of industrialized countries gradually embraced the principle of equal pay for equal work; one example of this process is the UK's introduction of the Equal Pay Act 1970 in response both to the Treaty of Rome and the Ford sewing machinists strike of 1968. In recent years European trade unions have generally exerted pressure on states and employers for progress in this direction. In international human rights law, the statement on equal pay is the 1951 Equal Remuneration Convention, Convention 100 of

neg: Equal pay for equal work According to the amandment companies and institutions employing 25 or more workers, on annual basis, will be required to obtain equal pay certification of their equal pay system and the implementation thereof. The purpose of this obligatory certification is to enforce the current legislation prohibiting discriminatory practices based on gender and requiring that women and men working for the same employer shall be paid equal wages and enjoy equal terms of employment for the same jobs or jobs of equal value. The first attempt at equal pay legislation in the United States, H.R. 5056, "Prohibiting Discrimination in Pay on Account

neg: Title IX important first step in the effort to provide for the women of America something that is rightfully theirs—an equal chance to attend the schools of their choice, to develop the skills they want, and to apply those skills with the knowledge that they will have a fair chance to secure the jobs of their choice with equal pay for equal work". Title IX became public law on 23 June 1972. When U.S. President Nixon signed the bill, he spoke mostly about desegregation busing, and did not mention the expansion of educational access for women he had enacted. Title IX's statutory

neg: Equal pay for equal work to over $800 million. However, the United States Court of Appeals for the Ninth Circuit overturned this decision, stating that Washington had always required their employees' salaries to reflect the free market, and discrimination was one cause of many for wage disparities. The court stated, "the State did not create the market disparity ... [and] neither law nor logic deems the free market system a suspect enterprise." While the suit was ultimately unsuccessful, it led to state legislation bolstering state workers’ pay. The costs for implementing this equal pay policy was 2.6% of personnel costs for the state. In Minnesota,

neg: Dolle Mina roles. In 1970, the group co-organized a "Discrimination Fair" to draw attention to the issue of equal pay. Central to the debate was the Netherlands' failure to ratify the International Labour Organization Convention ILO-100, which mandated equal pay for equal work. The Netherlands ratified ILO-100 in 1971, although it did not have an immediate impact. One of the most remarkable aspects of the movement is the media coverage. The attention was crucial to the professionality of the Dolle Mina movement. It showed that well-organised and well-documented protest did not only contribute to the demonstration itself, it could also spark a

neg: Equal pay for equal work in the same place different salaries for similar work. As wage-labor became increasingly formalized during the Industrial Revolution, women were often paid less than their male counterparts for the same labor, whether for the explicit reason that they were women or under another pretext. The principle of equal pay for equal work arose at the same time, as part of first-wave feminism, with early efforts for equal pay being associated with nineteenth-century Trade Union activism in industrialised countries: for example, a series of strikes by unionised women in the UK in the 1830s. Pressure from Trade Unions has had varied

neg: Equal Pay Act and Prior Salary Equal Pay Act and Prior Salary Prior Salary Information is one of the factors involved in the implementation of the Equal Pay Act and Prior Salary legislation in the United States. The Equal Pay Act forbids employers from paying men and women different wages for equal jobs that require equal skill, effort, and responsibility, performed under similar conditions. However, employers can rebut Equal Pay Act challenges by showing that the contested pay differential is based on seniority, merit, quantity or quality of work produced or “any other factor other than sex.” Courts disagree about whether an employee’s prior salary information

neg: Equal pay for equal work requires "pay equity" for public sector employers but not for private sector employers; meanwhile, "pay equality" legislation applies to everyone. Taiwan legislated the Act of Gender Equality in Employment in 2002. It regulates that an employer must give the same salary to the workers who do the same work.The law prescribes that employers shall not discriminate against employees because of their gender or sexual orientation in the case of paying wages. Employees shall receive equal pay for equal work or equal value. However, if such differentials are the result of seniority systems, award and discipline systems, merit systems or other

neg: Mary Anderson (labor leader) union contracts. While the unions preached the ideology of equal pay for equal work, they also had a "wage scale" which posed a reality of a set pay for men and a separate lower set pay for women. She goes on to state that with more women in the work force it is "simple justice", social justice, to give men and women equal pay for equal work. Mary Anderson was the first "'up from the ranks" labor woman to head an executive department of the federal government. She served under five U.S. presidents during her tenure at the Women's Bureau.

neg: Strathclyde RC v Wallace refused the teachers' claim. Lord Browne-Wilkinson said ‘the purpose of the section 1 of the Equal Pay Act is to eliminate sex discrimination in pay not to achieve fair wages’. Strathclyde RC v Wallace Strathclyde RC v Wallace [1998] 1 WLR 259 is a UK labour law case concerning indirect discrimination and equal pay. Teachers wanted equal pay as head teachers when they had to ‘act up’ or fill in for the heads (even though they were not formally appointed). Most of the teachers who acted up were in fact men. The Tribunal held the women did have a claim,

neg: Doreen Gorsky the Equal-Pay-For-Equal Work Organisation, run by Thelma Cazalet. Along with Megan Lloyd George they lobbied the Labour Government to introduce equal pay legislation but the government refused. She co-authored the Liberal report " The Great Partnership." This was presented to the 1949 Liberal Party Assembly. The report called for equal pay for women, equal training opportunities, better pay and more freedom for nurses, a much greater provision of day nurseries for working mothers, and a reform of the divorce law to give a woman an equal share of the marital home after a break-up. Gorsky told the Assembly that ""It's

neg: Equal pay for equal work unfair paycheck. On 29 January 2016, he signed an executive order obliging all companies with at least 100 employees to disclose the pay of all workers to the federal government, with breakdowns of pay by race, gender, and ethnicity. The goal is to encourage employers to give equal pay for equal work by increasing transparency. Massachusetts, California, and New York City have adopted laws which prohibit employers from asking about salary history to determine the salary that will be offered for a new job. This is intended to narrow the gender pay gap by reducing the impact of past discrimination.

neg: Equal Pay Act 1970 support for the principles of equality of treatment and opportunity for women workers in industry, and calls upon the General Council to request the government to implement the promise of 'the right to equal pay for equal work' as set out in the Labour Party election manifesto'. However, there was no immediate action by either government or unions. Brian Harrison says polls in 1968–69 showed public opinion was moving strongly in favour of equal pay for equal work; nearly three-quarters of those polled favoured the principle. A trigger cause for the introduction of the legislation was the 1968 Ford sewing

neg: Nita Kibble Denman Public School and St Vincent's College, Potts Point, Sydney. The first female librarian to be appointed to the State Library of New South Wales, Nita began her career at the library on probation as a junior attendant in the lending branch on November 20, 1899. In an era when women in Australia did not often receive equal pay for equal work and were excluded from some professional opportunities, the library offered a career path for women. H.C.L. Anderson recruited educated women to work as reading room attendants and from there they could progress into the clerical and professional divisions

neg: Equal pay for equal work in relation to pay; this and other directives were integrated into a single Directive in 2006 (2006/54/EC). At the national level the principle of equal pay is in general fully reflected in the legislation of the 28 EU member states and the additional countries of the European Economic Area (EEA), Iceland, Liechtenstein and Norway. The EU candidate countries of Macedonia and Turkey also adapted their legislation to EU standards. The main national legislation concerning pay equity between men and women for different European countries is as follows. 2018 Update "Law on Equal Pay Certification based on the Equal Pay Standard

neg: Gender inequality in Australia in numerous aspects of their lives because of their gender. Women often have fewer choice and opportunities compared to men because of their gender. As a result, women are disproportionate to men in their work life and economic aspects, societal roles, and in violence rates in Australia. The gender pay gap is where men and women do not receive equal pay for equal work. In Australia, the principle of "equal pay for equal work" was introduced in 1969. Anti-discrimination on the basis of sex was legislated in 1984. All government statistics in this area do not compare like-for-like roles but

neg: Women's rights roles during both world wars. By the 1960s the legislative process was being readied, tracing through MP Willie Hamilton's select committee report, his equal pay for equal work bill, the creation of a Sex Discrimination Board, Lady Sear's draft sex anti-discrimination bill, a government Green Paper of 1973, until 1975 when the first British Sex Discrimination Act, an Equal Pay Act, and an Equal Opportunities Commission came into force. With encouragement from the UK government, the other countries of the EEC soon followed suit with an agreement to ensure that discrimination laws would be phased out across the European Community.

neg: Equal Pay Act and Prior Salary be used to justify gender disparities in compensation. In the wake of "Rizo v. Yovino", it’s unclear whether California employers may consider prior salaries when negotiating for salary, if applicants voluntarily disclose prior salary information. Equal Pay Act and Prior Salary Prior Salary Information is one of the factors involved in the implementation of the Equal Pay Act and Prior Salary legislation in the United States. The Equal Pay Act forbids employers from paying men and women different wages for equal jobs that require equal skill, effort, and responsibility, performed under similar conditions. However, employers can rebut Equal Pay Act

neg: Equal Pay Act 1970 amended on a number of recent occasions to incorporate a simplified approach under European Union law that is common to all member states. The 1970 Act only dealt with equal pay for the same work but in 1975 the EU directive on Equal Pay was passed based on article 119. In 1978, despite the passage of legislation to promote equal pay, women’s relative position in the UK was still worse than in Italy, France, Germany, or the Benelux countries in 1972. The Equal Pay Act was repealed but its substantive provisions were replicated in the Equality Act 2010. For an

neg: Equal Pay Act of 1963 relative to men's since the EPA’s enactment, from 62.3% of men’s earnings in 1979 to 80.4% in 2004. The EPA’s equal pay for equal work goals have not been completely achieved, as demonstrated by the BLS data and Congressional findings within the text of the proposed Paycheck Fairness Act. The EPA did not originally cover executives, administrators, outside salespeople, and professionals, but the Education Amendments of 1972 amended the EPA so that it does. As a senator, Hillary Clinton first introduced the "Paycheck Fairness Act" on April 20, 2005, which, among other provisions, proposes to amend the EPA’s fourth affirmative

neg: Ron Basford Justice minister in 1977 when Canada abolished capital punishment, and when the "Canadian Human Rights Act" was amended to require equal pay for equal work regardless of gender. Basford retired from cabinet in 1978, as the longest-serving Minister from BC since Confederation, and did not run in the 1979 election. He practised law with the Vancouver law firm of Davis and Company, and was named Coordinator by the governments of BC and Canada of the complex Northeast Coal Development in 1982. Ron Basford Stanley Ronald "Ron" Basford, (April 22, 1932 – January 31, 2005) was a long-time Canadian Cabinet minister

neg: Equal pay for equal work in Iceland" Iceland introduced an Equal Pay Standard in 2012, ÍST 85:2012 (Equal wage management system - Requirements and guidance). The standard was developed by the Icelandic trade unions, the employers’ confederation and government officials with the goal in mind that it would help employers prevent salary discrimination and enable them to become certified. In 2017 the Icelandic government decided to add an amandment to the 2008 laws Act on Equal Status and Equal Rights of Women and Men (#10/2008). The amandment is a law on equal pay certification and was put into effect on January 1 in 2018 .

neg: Equal Pay Act 1970 employee to claim under this Act they must prove one of the following: Once the employee has established that they are employed on 'equal work' with their comparator then they are entitled to 'equal pay' unless the employer proves that the difference in pay is genuinely due to a material factor which is not the difference in gender. In 1999, trades unions negotiated Single Status job evaluation for local government, hoping that this would enforce the Equal Pay Act without needing to take numerous pay claims to industrial tribunal. Single Status was intended to establish whether jobs were of equal

neg: Pamela Enderby lead claimant in a landmark legal case for equal pay in the NHS (see Enderby v Frenchay Health Authority). In 1986 she argued that her work and that of her colleagues, mostly women, was of equal value to clinical psychologists, who were predominantly men. Her employers said the difference in pay could be justified because the two groups bargain separately. This claim launched the second longest group action for equal pay for equal work since a 1985 claim by female canteen workers against British Coal. The case involved twenty-six court appearances (including at the European Court of Justice), 2,000 applicants

neg: Mary Gaudron Unions and supported by the Whitlam government, extended the reach of the original but limited equal pay decision of 1969. Prior decisions had guaranteed equal pay only for certain specific occupations and later, certain limited industries (industries traditionally considered 'women's work', such as the textile industry), whereas this case extended the principle of equal pay to all workers. Gaudron's argument was based on the principles of the 1951 Equal Remuneration Convention of the International Labour Organization (an organisation she would later work for). However, Gaudron later came to regard her argument, that Australia had not ratified the Convention because the

neg: Equal Pay Day Equal Pay Day Equal Pay Day is the symbolic day dedicated to raising awareness of the gender pay gap. The date for 2018 was April 10 in the United States. This date symbolizes how far into the year women must work to earn what men earned in the previous year, the exact day differs both by year and by country. For example, Equal Pay Day in 2005 in the United States was on April 19. In 2016, the average salary for females in the United States was 79% of that of the average male. The symbolic day was first observed

neg: Equal Pay Act 1970 machinists strike, though the legislation also paved the way for the UK's entry to the European Community, helping to bring it towards conformity with Article 141 of the Treaty of Rome, which says that 'each Member State shall ensure that the principle of equal pay for male and female workers for equal work or work of equal value is applied.'. The Act came into force on 29 December 1975. The term "pay" is interpreted in a broad sense to include, on top of wages, things like holidays, pension rights, company perks and some kinds of bonuses. The legislation has been

neg: Equal Pay Act of 1963 basis of sex by paying wages to employees [...] at a rate less than the rate [paid] to employees of the opposite sex [...] for equal work on jobs [requiring] equal skill, effort, and responsibility, and which are performed under similar working conditions[.]" To establish a prima facie case under the EPA, an employee must show that: The EPA provides that the employer may not pay lower wages to employees of one gender than it pays to employees of the other gender, employees within the same establishment for equal work at jobs that require equal skill, effort, and responsibility, and

neg: Equal pay for equal work the state began considering a formal comparable worth policy in the late 1970s when the Minnesota Task Force of the Council on the Economic Status of Women commissioned Hay Associates to conduct a study. The results were staggering and similar to the results in Washington (there was a 20% gap between state male and female workers pay). Hay Associates proved that in the 19 years since the Equal Pay Act was passed, wage discrimination persisted and had even increased over from 1976 to 1981. Using their point system, they noted that while delivery van drivers and clerk typists were both

neg: Equal pay for equal work justifiable reasons of non-sexual or non-sexual-orientation factors, the above-mentioned restriction shall not apply. Employers may not adopt methods of reducing the wages of other employees in order to evade the stipulation of the preceding paragraph. Criticisms of the principle of equal pay for equal work include criticism of the mechanisms used to achieve it and the methodology by which the gap is measured. Some believe that government actions to correct gender pay disparity serve to interfere with the system of voluntary exchange. They argue the fundamental issue is that the employer is the owner of the job, not the government

neg: Bennett Amendment the latter that "claims for sex-based wage discrimination can also be brought under Title VII even though no member of the opposite sex holds an equal but higher paying job, provided that the challenged wage rate is not exempted under the Equal Pay Act's affirmative defenses as to wage differentials attributable to seniority, merit, quantity or quality of production, or any other factor other than sex." It interpreted the intention of the Amendment as incorporating "into Title VII only the affirmative defenses of the Equal Pay Act, not its prohibitory language requiring equal pay for equal work." With this finding,

neg: Susan B. Anthony other forms of speech traditionally used by Quakers. She was interested in social reform, and she was distressed at being paid much less than men with similar jobs, but she was amused at her father's enthusiasm over the Rochester women's rights convention. She later explained, "I wasn't ready to vote, didn't want to vote, but I did want equal pay for equal work." When the Canajoharie Academy closed in 1849, Anthony took over the operation of the family farm in Rochester so her father could devote more time to his insurance business. She worked at this task for a couple

neg: National Council of Women of New Zealand ton of food for Britain. It was during this period, also, that representatives of nationally organised societies became involved with the Council. The post war period was a relatively quiet time for the Council but a period of rapid growth. It was marked by one very important issue – equal pay for equal work. In 1957 The Council for Equal Pay and Opportunity was formed, which NCWNZ became a part of. Equal pay became a reality in the public sector in 1960 but the private sector was not forced to follow suit until 1972 with the passing of the Equal

neg: Diane Mitsch Bush to comply with Federal equal pay standards, and supports equal pay for equal work. Diane Mitsch Bush Diane E. Mitsch Bush (born in Saint Paul, Minnesota) is an American politician and current Democratic Candidate for the US House of Representatives in Colorado's 3rd Congressional District. Mitsch Bush is a former Democratic member of the Colorado House of Representatives. She represented House District 26 from January 9, 2013 to November 2, 2017 — when she resigned to focus on her campaign for U.S. Congress. In July 2017, Mitsch Bush announced her candidacy for the U.S. House seat currently held by Scott

neg: Women in the North Korean Revolution most gender progressive state in the world." These laws allowed women to express social and economic rights that included: the right to an education, the right to own and inherit property, the right to obtain a divorce, equal pay for equal work, the eight-hour workday, and choice in marriage. The Labor Law in particular endowed women with important rights: the right to acquire maternity leave of 77 days with full pay, paid breaks from work for feeding babies, prohibition of night work or overtime for nursing or pregnant women, and easier work for pregnant women with equal pay. Following the

neg: 2006 Progressive Enterprises dispute to support those locked out. Both sides of the dispute claimed victory when an agreement was reached between the company and the two unions representing its employees on 21 September. The majority of workers in Auckland and Palmerston North voted to accept the company's offer, however, the vote in Christchurch was close. The unions did not achieve one collective agreement for all three centres but NDU secretary Laila Harre said the terms were the same; "The most important thing for these workers was using their national bargaining power to deliver equal pay for equal work and they've done a stunning

neg: County of Washington v. Gunther wage discrimination can also be brought under Title VII even though no member of the opposite sex holds an equal but higher paying job, provided that the challenged wage rate is not exempted under the Equal Pay Act's affirmative defenses as to wage differentials attributable to seniority, merit, quantity or quality of production, or any other factor other than sex." It interpreted the intention of the Amendment as incorporating "into Title VII only the affirmative defenses of the Equal Pay Act, not its prohibitory language requiring equal pay for equal work." The US Supreme Court held by a majority that

neg: Japanese labour law hours/year) is the limit allowed for busier months, with the general upper limit set at 45 hours per month (360 hours/year). The Health, Labor and Welfare Ministry defines the threshold for "karōshi" as greater than 80 hours of overtime a month. The cap is effective April 2019 for large companies and April 2020 for small and medium-sized companies. “Equal pay for equal work” entails equal pay for non-regular workers that engage in the same scope of work. Put another way, equal treatment of workers - without discrimination on employment status. Question towards the lack of specificity of this portion of

neg: American Veterans Disabled for Life Memorial the NCPC and CFA had issued final (not preliminary) design approval and the foundation had 75 percent of the construction funds in hand. Furthermore, Section 8(b) of the Commemorative Works Act required that each memorial foundation raise an amount equal to 10 percent of the total construction cost, and to deposit these monies into a trust fund administered by the Department of the Interior to pay for the cost of perpetual maintenance and preservation of the work. The foundation did not begin fund-raising until August 2002. Just how much money the foundation needed was unclear, with some sources claiming $35

neg: Gender pay gap in the United States tech industry of certain jobs. The lack of representation inhibits women from earning the same salaries within organizations because they are not hired at the same rate, and when they are hired are less likely to negotiate salary. Gender pay gap in the United States tech industry The gender pay gap in the United States tech industry is the discrepancy in pay for equal work completed by men and women, and while the industry is home to two of the three most innovative companies in the world, there is a disconnect between the innovation and equal pay. Despite applying for the same

neg: Equal pay for equal work This Amendment states: "It Shall not be unlawful employment practice under this subchapter for any employer to differentiate upon the basis of sex ... if such differentiation is authorized by the provisions of the [Equal Pay Act]." There was confusion on the interpretation of this Amendment, which was left to the courts to resolve. Thus US federal law now states that "employers may not pay unequal wages to men and women who perform jobs that require substantially equal skill, effort and responsibility, and that are performed under similar working conditions within the same establishment." In Washington, Governor Evans implemented a

neg: Massive resistance Court of Appeals for the Fourth Circuit had ordered the county to provide equal facilities for blacks, and equal pay for black teachers. Arlington's Catholic schools integrated almost immediately after "Brown v. Board of Education", with no disorder or public outcry. However, when Arlington's elected school board announced in January 1956 that it planned to begin integration in selected schools, shortly before the General Assembly met, it soon found that the state would not allow localities to determine their own positions on racial matters. The legislature dismantled Arlington's elected public school board, instead allowing the conservative Arlington County Board to

neg: Women's health in China its healthcare policies. Another factor that limits women’s capabilities to access healthcare is their relative low wage compared to men. China promotes itself as having almost no gender bias when it comes to wages yet we see that compared to men women are making less money. The Chinese government touts their “equal pay for equal work” mantra, however, women find that their work in the textile industries is not equal to the work done in industries requiring “heavy” labor so in the end women make less than men because they are perceived as not being able to do the “heavy”

neg: Women's suffrage in the United States a sophisticated movement in New York State, but their work at this time dealt with women's issues in general, not specifically suffrage. Anthony, who eventually became the person most closely associated in the public mind with women's suffrage, later said "I wasn't ready to vote, didn't want to vote, but I did want equal pay for equal work." In the period just before the Civil War, Anthony gave priority to anti-slavery work over her work for the women's movement. Over Anthony's objections, leaders of the movement agreed to suspend women's rights activities during the Civil War in order to focus

neg: VWR International Scientific. Controversy has arisen about a 2010 decision by VWR to close its unionized Brisbane, CA distribution center, moving operations to a non-unionized Visalia, CA facility. This facility has now voted in the union for equal pay for equal work. They pay the Material Handlers $10 an hour when the other distribution centers start at a much higher rate. VWR will not allow this facility to be unionized and will not work out a contract. On October 2, 2014, VWR's IPO raised $536 million, estimating the value of the company at close to $5 billion. In January 2016, VWR acquired

neg: History of Canadian women lobbying by women, labor unions, and the Co-operative Commonwealth Federation (CCF), the Conservative government passed the Female Employees Fair Remuneration Act in 1951. It required equal pay for women who did the same work as men. Feminists in the 1950s and 1960s were unsuccessful in calling for a law that would prohibit other forms of sex discrimination, such as discrimination in hiring and promotion. The enforcement of both acts was constrained by their conciliatory framework. Provincial officials interpreted the equal pay act quite narrowly and were significantly more diligent in tackling racist and religious employment discrimination. Gender roles were sharply

neg: Feminism in India for freedom developed their critical consciousness about their role and rights in independent India. This resulted in the introduction of the franchise and civic rights of women in the Indian constitution. There was provision for women's upliftment through affirmative action, maternal health and child care provision (crèches), equal pay for equal work etc. The state adopted a patronising role towards women. For example, India's constitution states that women are a "weaker section" of the population, and therefore need assistance to function as equals. Thus women in India did not have to struggle for basic rights as did women in the

neg: Ford sewing machinists strike of 1968 Rights (NJACCWER), which held an "equal pay demonstration" attended by 1,000 people in Trafalgar Square on 18 May 1969. The movement ultimately resulted in the passing of the Equal Pay Act 1970, which came into force in 1975 and which did, for the first time, aim to prohibit inequality of treatment between men and women in Britain in terms of pay and conditions of employment. In the second reading debate of the bill, MP Shirley Summerskill spoke of the machinists playing a "very significant part in the history of the struggle for equal pay". Once the UK joined the European

neg: Equal pay for equal work Ontario, pay equality is required under the Ontario Employment Standards Act. Every Canadian jurisdiction has similar legislation, although the name of the law will vary. In contrast, "pay equity", in the Canadian context, means that male-dominated occupations and female-dominated occupations of comparable value must be paid the same if within the same employer. The Canadian term "pay equity" is referred to as “comparable worth” in the US. For example, if an organization’s nurses and electricians are deemed to have jobs of equal importance, they must be paid the same. One way of distinguishing the concepts is to note that "pay

neg: Gender pay gap discrimination. GAO came to the conclusion that "federal agencies should better monitor their performance in enforcing anti-discrimination laws." In 2016, the EEOC proposed a rule to submit more information on employee wages by gender to better monitor and combat gender discrimination. In 2018, Iceland enacted legislation to reduce the country's pay gap. Civil society groups organize awareness campaigns that include activities such as Equal Pay Day or the equal pay for equal work movement to increase the public attention received by the gender pay gap. For the same reason, various groups publish regular reports on the current state of gender

neg: Political positions of Paul Ryan NARAL Pro-Choice America said that Ryan had "cast 59 votes" (including procedural motions and amendments which did not have co-sponsors) "on reproductive rights while in Congress and not one has been pro-choice". Ryan has been rated 0% on the Planned Parenthood Action Fund Scorecard. Ryan voted against the Lilly Ledbetter Fair Pay Act of 2009, which would have bolstered women's rights to bring suit to achieve equal pay for equal work, saying "[W]e've got to champion small businesses." Ryan has voted multiple times against the House version of the Paycheck Fairness Act, which would have helped to address the gender

neg: Occupational inequality for disabled individuals, unless the employer provides sufficient reasons for why changes would cause "undue hardship". "Equal pay and compensation policie"s state that employers must provide men and women in the same workplace equal pay (this includes all types of salary) for equal work. Based on content, the jobs must be "substantially" equal, but not necessarily identical. "Genetic information" (including family medical history) must remain confidential information. Employers are prohibited from discriminating against an individual based on genetic information or requiring the disclosure of genetic information. "National origin" policies prohibit discrimination against an individual because of their real or assumed

neg: Equal Pay Act of 1963 one of four statutory affirmative defenses. The EPA’s four affirmative defenses allow unequal pay for equal work when the wages are set "pursuant to (i) a seniority system; (ii) a merit system; (iii) a system which measures earnings by quantity or quality of production; or (iv) ... any other factor other than sex[.]" Upon its initial enactment, the EPA was "the first step towards an adjustment of balance in pay for women.” As a part of the Fair Labor Standards Act of 1938, the EPA was subject to the scope and exceptions of covered employees and employers contained within that

neg: Indigenous feminism about feminism is how it often fails to look beyond female oppression at other issues, such as class, education, and the effects of oppression has on men. "We, as Inuit women, have been striving for such things as equal pay for equal work, equal share of roles for the good of the family, equal rights to participate in the decision-making processes of our governments, equal rights for the hiring of women at all levels of commerce and science, equal rights in education, and most importantly, equal rights to raise our children in safe, healthy, and positive conditions. This means, among

neg: Gender pay gap in the United States tech industry in the United States economy, it will be important that firms offer equal pay for equal for equal work and be intentional in constructing applicant pools that are more representative of the population at large. As research evolves, the industry has been proactive in attempting to rectify the pay gap and companies such as Apple, Amazon, and Google have begun committing financial resources to eliminate the gap. The job search platform Hired.com conducted market research to determine the current statistics in regards to the pay gap in the tech industry. Within the United States, the tech industry's gender wage gap

neg: Gender pay gap in New Zealand minimizing the link between the pay gap and ethnicity. In 1986, the New Zealand Clerical Workers Union brought a case under the Equal Pay Act arguing that the wages being paid to clerical workers were lower than those being paid for work of equal value, such as that of builders, and that this difference existed because over 90% of clerks were female, whereas the majority of builders were male. The application was rejected on the basis that the EPA was limited to ensuring equal pay between male and female employees within the same sector. Comparison across sectors for the purpose

neg: United Kingdom agency worker law under the Employment Rights Act 1996, there would still exist no requirement of equal pay for agency workers who do work of equal value compared to a permanent employer. An agency worker can be treated less favourably in his or her pay and conditions than someone doing exactly the same job, simply because they come through an agency. A proposed Temporary and Agency Workers (Equal Treatment) Bill sought to adjust this position, joining another ten pieces of employment discrimination law in the UK (on gender, race, disability, religion, sexuality, age, part-time work, fixed time work and trade union membership). After

neg: Human rights in Mauritania personal status code provides a framework for the consistent application of secular law and Shari'a-based family law, but it is not uniformly employed. Women did not face legal discrimination in 2011 in areas not addressed specifically by Shari'a. The law provides that men and women should receive equal pay for equal work. The two largest employers, the civil service and the state mining company, observed this law, although most employers in the private sector did not apply it in practice. In the modern wage sector, women also received family benefits, including three months of maternity leave. The law makes special

neg: Claudia Jones Her focus was on "an anti-imperialist coalition, managed by working-class leadership, fueled by the involvement of women." However, Jones was often considered more radical than Marx because she did not believe that capitalism was the only oppressor contributing to sexism and racism. The Communist Party often failed to acknowledge women's difficulty in finding and securing work, in which Jones focused on growing the party's support for black and white women. She sought job training programs, equal pay for equal work, government controls on food prices and funding for wartime childcare programs. Jones supported a subcommittee to address the "women's question."

neg: Feminist effects on society sex with them even when the girls were very young. In the UK, a public groundswell of opinion in favour of legal equality gained pace, including during the modern movement, partly through the extensive employment of women in men's traditional roles during both world wars. By the 1960s, the legislative process was being readied, tracing through MP Willie Hamilton's select committee report, his Equal Pay for Equal Work Bill, the creation of a Sex Discrimination Board, Lady Sear's draft sex anti-discrimination bill, and a government Green Paper of 1973, until 1975 when the first British Sex Discrimination Act, an Equal

neg: Equal Pay Day elsewhere for that matter; for example, the online presence is far greater, such as the Equal Pay Day Wiki, the Wikipedia page in German, and this Equal Pay Day informational site (all links are in German). An interesting thing to note about Equal Pay Day in Germany is that it falls on different days than it does in the United States, because the wage gap in Germany is different and also because the formula used to calculate the Equal Pay Day date is different. Whereas in 2016 Equal Pay Date in the United States was observed on April 12, in

neg: Gender pay gap in the United States tech industry best track record on gender equality in the world," the laws had not been successful in creating equal pay for equal work. Companies with over 25 employees will be reviewed every three years to confirm that they are paying men and women equally for equal work, and if they are not in compliance they will receive daily fines until they have reached compliance. While the law is intended to fix specifically gender inequity the lawmakers believe that it can also be applied for other marginalized groups such as race and sexual orientation. In 2017 a spreadsheet was distributed amongst Google

neg: Winifred C. Stanley status. Stanley was a large advocate for women's rights in the society and in the workplace as made very clear in her demonstration against the New York Judicial System. She continued this work in her position in Congress by introducing the first equal pay for equal work bill on June 19, 1944. Stanley did this through the form of a bill to amend the NLRA (National Labor Relations Act of 1935). Her proposed amendment would include the provision of making it unlawful to discriminate against any employee on account of sex(HR 5056). Stanley made clear that she wanted to maintain

neg: Mary Anderson (labor leader) the committee who supported the ERA left the group, and the Women's Bureau and Mary Anderson successfully defended the policies they had worked so hard to enact. Mary Anderson retired from the Women's Bureau in 1944. She never married, and did not end her efforts to gain woman's equality in the work place. She stayed active by lobbying Washington D.C. for equal pay for equal work by men and women in the factory. She became the legislative representative of the National Consumers League and again found statistical facts to point out the real abuses in wage discrimination against women in

neg: Human rights in Andorra however, it was not considered a problem. The law prohibits discrimination against women privately or professionally; however, the AWA reported that there were many cases of women dismissed from employment due to pregnancy. Women did not earn equal pay for equal work. Observers estimated that women earned 35 percent less than men for comparable work; this gap appeared to be decreasing slowly. The government was committed to children's welfare. Free, universal public education begins at age four and is compulsory until age 16. The government provides free nursery schools, although their number continued to be insufficient. Reportedly 100 percent of

neg: Gender pay gap in India is not accounted for or officially documented. India has been a permanent member of the ILO Governing Body from 1922. In September 1958, India ratified the C100 Equal Remuneration Convention, 1951 (No. 100), which addressed the issue of equal pay between men and women for work of equal value. This convention requires all member states to direct their national laws and policies towards guaranteeing equal remuneration to all workers, regardless of gender. In an attempt to ensure compliance with this convention and in response to the Report by the Committee on status of women in India, the government enacted the

neg: Gender pay gap in New Zealand gap, published by the OECD, provides international comparison. It is calculated using the median hourly wage paid to full-time male and female workers. The New Zealand gender pay gap includes part-time and full-time workers. Until 1960, separate pay rates for men and women doing the same work were legal in both the public and private sectors. This changed with the introduction of the Government Service Equal Pay Act 1960, which abolished gender-based pay scales in the public service. In 1972, the Equal Pay Act (EPA) extended the principle of pay equity to the private sector. Under the EPA, if work,

neg: Terranova Homes & Care Limited v Service and Food Workers Union Nga Ringa Tota Incorporated All parties acknowledged that the principles in the International Labour Organization (ILO) Convention Concerning Equal Remuneration for Men and Women Workers of Equal Value (Convention 100) extend beyond requiring equal pay for the same work. The Court of Appeal pointed to the presumption that Parliament does not intend to legislate contrary to New Zealand’s international obligations, and therefore concluded that it is arguable that Parliament enacted the Equal Pay Act in order to comply with Convention 100, which it had ratified in 1983. However, given the general nature of the Convention and the expansiveness of the interpretation of s 3(1)(b)

neg: Gender pay gap in Australia general: In Australia: Gender pay gap in Australia Gender pay gap in Australia looks at the persistence of a gender pay gap in Australia. In Australia, the principle of "equal pay for equal work" was introduced in 1969. Anti-discrimination on the basis of sex was legislated in 1984. The gender pay gap has remained relatively steady, hovering between 15 and 19% over the past 20 years. In November 2017, the average weekly earnings Was exactly the same compared to both genders, with reference to the fact that men work higher paying jobs on average. All of this data is only

neg: Gender pay gap in Australia Gender pay gap in Australia Gender pay gap in Australia looks at the persistence of a gender pay gap in Australia. In Australia, the principle of "equal pay for equal work" was introduced in 1969. Anti-discrimination on the basis of sex was legislated in 1984. The gender pay gap has remained relatively steady, hovering between 15 and 19% over the past 20 years. In November 2017, the average weekly earnings Was exactly the same compared to both genders, with reference to the fact that men work higher paying jobs on average. All of this data is only indicator of women’s

neg: Political positions of Hillary Clinton support women are more stable and "less likely to breed extremism." Clinton has promoted equal pay for equal work and proposes action to close the gender pay gap. She supports the Paycheck Fairness Act. As a Senator, Clinton co-sponsored the Lilly Ledbetter Fair Pay Act of 2009; during her 2016 campaign, Clinton received the endorsement of the Act's namesake, Lilly Ledbetter. In 2014, Clinton supported an Oregon state Equal Rights Amendment, which provides legal protection against discrimination based on sex. Clinton has called for the U.S. to ratify the Convention on the Elimination of All Forms of Discrimination Against Women,

neg: David Crenshaw Barrow Jr. Railway strike in 1909. After black workers were hired to work alongside whites, white employees of the railroad, who were represented by the Brotherhood of Locomotive Firemen and Enginemen, called a strike. The black employees received a lower wage than their white counterparts. The issue was settled by a federal board of arbitration, which ruled that black workers should be paid equal pay for equal work. Barrow's vote thus led to the retention of black firemen at equal pay with whites. Chancellor Barrow died in 1929 at his home in Athens. Funeral services were held in the Chapel on UGA's

neg: Strathclyde RC v Wallace Strathclyde RC v Wallace Strathclyde RC v Wallace [1998] 1 WLR 259 is a UK labour law case concerning indirect discrimination and equal pay. Teachers wanted equal pay as head teachers when they had to ‘act up’ or fill in for the heads (even though they were not formally appointed). Most of the teachers who acted up were in fact men. The Tribunal held the women did have a claim, even though none of the factors relied were discriminatory (acting up teachers also being men). The EAT overruled, and the women claimants were unsuccessful on appeal. The House of Lords

neg: Equal pay for equal work pay equity study in 1973 and another in 1977. The results clearly showed that when comparing male and female dominated jobs there was almost no overlap between the averages for similar jobs and in every sector, a twenty percent gap emerged. For example, a food service worker earned $472 per month, and a Delivery Truck Driver earned $792, though they were both given the same amount of "points" on the scale of comparable worth to the state. Unfortunately for the state, and for the female state workers, his successor Governor Dixie Lee Ray failed to implement the recommendations of the

neg: Gender pay gap in the United States responses to outside offers, "with women receiving less despite professional accomplishments equal to those of their male colleagues." Research finds that work by men is often subjectively seen as higher-quality than objectively equal or better work by women compared to how an actual scientific review panel measured scientific competence when deciding on research grants. The results showed that women scientists needed to be at least twice as accomplished as their male counterparts to receive equal credit and that among grant applicants men have statistically significant greater odds of receiving grants than equally qualified women. Research on competence judgments has shown