Here's a gem from the
Minneapolis Star Tribune on "Comparable Worth" in action.
There's a place where the wage gap between working men and women has all but disappeared.
While across this country, women still make on average 76 cents to a man's dollar, the ratio in this place of employment is 97 cents to the dollar. That employer is Minnesota state government, and its gap-closing strategy is a controversial concept called "comparable worth."
This was in the Business Section, so the writer H. J. Cummings can presume we know the fundamentals of this issue here. We've all heard that the national average female income is about 76% of the national average male income. But what does that really mean?
Borrowing from Craig Westover who wrote about
Simpson's Paradox, every job in America can pay exactly the same to both genders and yet the national average could be skewed. Why? Because one gender may prefer a collectively lower paid set of jobs. That is exactly the case, in fact, for you will be hard-pressed to find an employer who posts different salaries by gender.
Comparable worth is based on the conviction that "equal pay for equal work" can mean everyone in the same job getting the same pay. It also holds that there's a way to figure the value of different jobs, pay accordingly and in the process drain the gender biases that have so long paid school janitors more than school cooks and police officers more than social workers, for example.
There's a little bias creeping in here, but Cummings still turned in a fairly balanced article, particularly by Star Tribune standards. It is not gender bias that pays police officers more than social workers. Social workers seldom face violent people wielding guns and knives. Social workers seldom work third shift. If the jobs pay the same, which would you take if offered both?
Note also the enormous non-sequitur, jumping from "equal pay for equal work" (as in results - output) to "same job getting the same pay" (as in effort - input). Within most professions, there are significant differences in productivity. The range for computer programmers has been estimated by IBM to be 25 to 1. The range for sales positions is many-fold as well; 20% of your sales force typically write 80% of your orders. And we all know the range in public school teachers abilities to teach and inspire students. Companies don't pay for mere effort. They pay for results, even if the result of seemingly little effort. NFL quarterbacks vary widely in ability, and their pay generally reflects that difference.
Minnesota adopted comparable worth -- and soon extended it to its cities, counties and school districts -- after women elsewhere won a few sex-discrimination cases based on it, said Bonnie Watkins, the state's first pay equity coordinator and now executive director of the Minnesota Women's Consortium.
This is how advocates sold it to legislators: Applying the job evaluation system that the state already used for ranking the value and pay of all its jobs, they then grouped jobs into one category of mostly men and another of mostly women. Then they compared mostly-men jobs with mostly-women jobs of equal rankings and found that the women jobs uniformly earned less.
So what? So far, there is all voluntary. Jobs are offered, applicants apply. If and when
both parties agree, employment happens. Who is being harmed here if the janitor makes more than the cook?
In this example, the cook was happy with the job - until "she" found out that the "man" mopping the lunchroom floor makes more money. But it could also be that a male cook is equally bothered that a female janitor makes more money. After all, gender isn't supposed to matter. It would appear that "comparable" worth is really about something else.
That job evaluation system is called the Hay Guide, and it's popular in private industry as well, said George Gmach, surveys manager at the Employers Association, a business services group in Plymouth. The guide makes some consistency possible in salaries for jobs that are different but roughly equal in value to the company, Gmach said. The guide, and variations on it, give points to each job based on criteria such as skill, effort, responsibility and working conditions. It's particularly helpful at big companies with many employees and many different jobs, he said.
How is this helpful, to publish a guide on what
should be equal? The market already does this, evaluating skill, effort, responsibility and working conditions, plus dozens more factors like location, hours, travel, dress code, parking costs, bus service, vacation policy, company size, day care, personal safety, fitness center, employee discounts, union dues, and how it fits into your career plan.
"There's a lot of interest in extending this to private companies that contract with the government," she said. "We require them to have affirmative action programs, after all. It would just seem fair."
This is an unfortunate way to end this piece, with two unsupportable conjectures, but it is indicative of the delusion advocates of "comparable" worth share. They always forget that it takes a gun to make it work, pointed at employer and employee alike to make sure they don't "give in" to market forces, the more fair of all.