In Washington, Governor Evans conducted one study on pay equity in 1973 and another in 1977. [33] The results clearly show that the comparison of male-female-dominated occupations has done virtually no duplication between averages for similar jobs and in all sectors. For example, a food service employee earned $472 $US per month and a pickup truck driver $792, although they both received the same number of “points” on the scale of value comparable to that of the state. [33] Unfortunately for the state and for women employees, his successor Governor Dixie Lee Ray did not implement the study`s recommendations (which made it clear that women were 20 per cent less than men). In 1981, AFSCME filed a complaint with the EEOC against the State of Washington for discrimination on the basis of sex. The District Court found that, since the state had conducted a study on gender discrimination in the state, it had found that there were large wage disparities and that nothing had been done to mitigate these inequalities, which constituted “penetrating and intentional” title VII discrimination. [35] Subsequently, the Court ordered the state to repay the wage money to its more than 15,500 women from 1979, based on a 1983 study of comparable value. [36] That was more than $800 million. However, the U.S. Court of Administration overturned that decision and said that Washington had always demanded that its employees` wages reflect the free market and that discrimination is the cause of many wage inequality. The court found that “the state did not create market differences … Neither the law nor logic considers the free market system to be a suspicious undertaking. [37] Although the complaint ultimately failed, it resulted in state laws that increased the remuneration of public servants. The cost of implementing this equal pay policy was 2.6% of the state`s staff costs.
[38] If certain circumstances represent only part of the wage gap, someone may still have a case of equal pay. The employment tribunal may also grant interest on compensation and order the employer to conduct an equal pay review. Cities that have implemented transparency laws have shown significant changes in women`s wages due to transparency. Transparency occurs not only within government and employers, but also within workers, so that male and female employees can respect each other`s wages. Women, in particular, can use this information to achieve equal pay. This can help reduce the wage inequality that women experience in the same jobs as men. Women earn the same salary for the same amount of work they produce. Article 7 of the International Covenant on Economic, Social and Cultural Rights[4] of the European Social Charter[5] and Article 15 of the African Charter of Human and Peoples` Rights are also the subject of Article 7 of the International Covenant on Economic, Social and Cultural Rights. [6] The Constitution of the International Labour Organization also proclaims “the principles of the same remuneration for the same value.” [7] In 2017, the Icelandic government decided to add an amendment to the Gender Equality Act 2008 (#10/2008). [19] The amendment is a law on the certification of equal pay and came into force on 1 January 2018. [19] Under the amendment, companies and institutions that employ 25 or more employees per year will be required to obtain equal pay certification for their equal pay system and implementation.