"While paying the legal wage and benefits should be basic and mandatory, it cannot be assumed that this is the case. Multinational organizations should comply with all local and prevailing wage laws that guarantee workers are paid appropriately and on time. Moving past legal wages, a "living wage" is almost always higher than the legally mandated minimum wage, as minimum wages around the world are almost always lower than conventional "living wage." A growing number of jurisdictions in the U.S. and elsewhere require government contractors to pay "living wages." There are a number of commonly accepted concepts that an organization should take into consideration when establishing living wage provisions which have been incorporated into the indicators for this Principle. The wage gap is defined as the difference in men's and women's average earnings, usually reported as either the earnings ratio between men and women or as an actual gap in wages. It is the result of a variety of forms of sex discrimination in the workplace, intentional and unintentional. These include discrimination in hiring, promotion and pay, occupational segregation, bias against mothers, and other ways in which women workers are undervalued. The wage gap exists, in part, because many women are still segregated into lower paying jobs. More than half of all women workers hold sales, clerical, and service jobs. Pay equity evaluating and compensating jobs based on the an individual's skill, effort, responsibility, and working conditions, and not on the people who hold the jobs is a solution to eliminating wage discrimination and closing the wage gap. Comparable worth is often defined as "equal pay for work of equal value." Pay equity rests on the premise that the work being compared be "equal." The basis of comparable worth and pay equity recognizes that jobs traditionally done by women are undervalued in the marketplace."
Top resources for this Principle
Unitive - Bias Blocking Hiring Software
Unitive is a software that removes unconscious bias at every step of the hiring process from job descriptions to interview questions to empower companies of any (More...)
size to create better, more creative, and more diverse teams. This comprehensive system helps hiring managers focus on the capabilities and capacities that matter and removes the unconscious biases that have held women and people of color back for too long. Access a free version of the software at http://www.unitive.works/. (Hide)
Gender Equality Checklist for Fund Managers
This annex to the report 'Implementing Gender Equality Policies and Practices in Private Sector Companies' is a checklist that identifies gender-related and women specific issues to (More...)
be addressed by fund managers at each step in the investment cycle. (Hide)
The Glass Hammer
Glass Hammer is an award-winning blog and online community created for women executives in finance, law, technology and big business. Web.
National Committee on Pay Equity (NCPE)
Founded in 1979, NCPE is a coalition of women's and civil rights organizations; labor unions; religious, professional, legal, and educational associations, commissions on women, state and (More...)
local pay equity coalitions and individuals working to eliminate sex- and race-based wage discrimination and to achieve pay equity between women, as well as people of color, and men. NCPE's website offers many resources including research studies, articles, and charts related to the wage gap. (Hide)
Diversity Best Practices
This website provides key information and insights on diversity and inclusion advantages, and proven tools for increasing an organization's competitive diversity in the workforce and marketplace (More...)
by offering a platform to connect with global diversity thought leaders and tap their intellectual capital, provide a link to business sessions, conference calls, and webinars, and access powerful, relevant U.S. and global data. This site is home to dozens of detailed and easy-to-use reports, publications, and diversity tools. (Hide)
National Institute for Women in Trades, Technology & Science (IWITTS)
IWITTS is a national organization that provides tools to educational institutions, police departments, employers, and women and girls themselves to help successfully integrate women into non-traditional (More...)
and male-dominated careers -- such as technology and law enforcement -- via trainings, publications, products, e-strategies, and research projects. Careers can range from automotive technician to pilot, computer networking technician, telecommunications engineer, electrician and police officer. (Hide)
The Wage Project
The WAGE Project is a nonprofit established to end discrimination against women particular to decrease in the gender pay gap. The website contains a wealth (More...)
of information to that end, including steps individual woman can take. The site contains various databases that can be used to teach and write about sex discrimination in the workplace. Databases include information the latest news on sex discrimination, sex discrimination cases and consent decrees, federal and state anti-discrimination laws, women's personal stories of sex discrimination, efforts by women faculty at MIT to eliminate sex discrimination, women's advocacy, research, and legal organization dedicated to ending sex discrimination, and the status of women at Fortune 100 companies. (Hide)
State Anti-Discrimination Laws
This database provides information on state by state anti-discrimination laws. Web.
Best Practice: Symantec Corporation
Symantech's 2015 Corporate Responsibility Report addresses information security for its employees, clientele, and the world, along with the diversity and inclusion policies of the company. Article.
The Business of Empowering Women
This report presents a case for why and how the private sector can intensify its engagement in the economic empowerment of women in developing countries and (More...)
emerging markets. The report draws on insights from interviews with more than 50 leaders and experts in the private and social sectors who focus on women's empowerment, as well as findings from a global survey of nearly 2,300 senior private sector executives, among others. (Hide)