Enacted in 1963, the Equal Pay Act aimed at remedying the problems of work discrimination, particularly in the private industry. The law is based on the principle that women and men should receive equal remuneration for doing similar work (Martocchio, 2017). The Equal Employment Opportunity Commission (EEOC) is charged with investigating and reconciling charges related to discriminatory practices in the work environment. The law mandated employers to set remuneration rates based on effort, skills, working conditions, and responsibilities (Martocchio, 2017). In essence, employers must assign pay rates based on compensable factors rather than subjective factors like gender. The Equal Pay Act of 1963 has increased transparency in employment and compensation practices among companies.
Equal pay is a concept that is central to workplace principles in the United States and rooted in its core values. Frye (2019) asserts that most Americans support equal pay, regardless of race, gender, socioeconomic level, and ethnicity. Equal pay is a top priority for individuals who consistently face disparities in compensation, including people of color, women, LGBTQ persons, and individuals with a disability. The Equal Pay Act provided the foundation for ensuring equal pay among these groups that would otherwise be vulnerable. Although the law intended to protect the interests of women in the workplace, the provisions of non-discriminatory practices apply to other vulnerable groups.
In conclusion, equal pay for equal work is a principle that stems from American values. The Equal Pay Act ensures that employers place remuneration procedures that ensure fairness and equality across all genders. Most importantly, employers must assign pay rates based on compensable factors rather than subjective factors like gender. The law is central to reducing income gaps between genders and reducing economic disparities among minority and vulnerable groups.
References
Frye, J. (2019). Rhetoric vs. reality: Making real progress on equal pay. Retrieved February 14, 2020, from https://www.americanprogress.org/issues/women/reports/2019/03/26/467778/rhetoric-vs-reality-making-real-progress-equal-pay/
Martocchio, J.J. (2017). Strategic Compensation: A human resource management approach. (9th ed.). Boston, MA.: Pearson.
