Getting a Handle on Pay Equity

Flannery, Thomas P.; McMullen, Thomas

doi:10.1177/0886368719851371

Cited by 2 publications

(2 citation statements)

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“…This presents its own risks and challenges to corporate leaders who, along with their organizations, are affected by public image and government oversight. 54 The recently implemented Securities and Exchange Commission filing requirement that mandates public organizations to disclose their chief executive officer (CEO) to median worker pay ratio adds greater transparency of the disparity at the individual corporate level. This is expected to further increase public awareness and scrutiny by employees, consumers and investors.…”

Section: Education and Trainingmentioning

confidence: 99%

The Wage Gap: No One’s Responsibility, But Everyone’s Problem

Ford

Deptula

2019

Compensation & Benefits Review

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Wage inequality in America is ballooning. The issue is receiving significant attention in the public discourse but to what avail? It is an issue that affects the entire economy although the suffering thus far has focused primarily on the lower 90% of wage earners. The long-term impacts, however, may be even more encompassing. Regardless of the potential costs, under the currently understood societal roles of corporate leaders and politicians, the issue of wage inequality is currently no one’s specific responsibility to address, but everyone’s problem. We examine the current wage status of the economic classes, the compensation practices that contribute and potential societal and economic costs if no action is taken. Finally, we consider the roles that potential players currently perform and should consider in the future to strategically address this issue.

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Section: Education and Trainingmentioning

confidence: 99%

The Wage Gap: No One’s Responsibility, But Everyone’s Problem

Ford

Deptula

2019

Compensation & Benefits Review

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“…The weekly base salary for Costume Designers is $2623. Such a discrepancy leads to concerns about pay equity between these two positions in Hollywood (Beyer et al, 2019;Flannery & McMullen, 2018;Valdivia, 1996).…”

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confidence: 99%

An Examination of Similarity between a Costume Designer and a Production Designer: Job Analysis Goes to Hollywood

Williams

Werner

2022

Compensation & Benefits Review

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This study examines the similarity of two unique positions in Hollywood—a costume designer and a production designer. It applies traditional job analysis and job evaluation methods in an industry with little history of doing so. Job data from interviews, questionnaires, and secondary sources were content analyzed for themes and categories. Quantitative data were collected and analyzed for supplemental evidence in comparing the similarity of the two positions. The study incorporated criteria from the California Fair Pay Act of 2016 in the assessment. Eight subject matter experts (SMEs) provided both narrative and quantitative data in response to the comprehensive job analysis. The results of the study show that these positions are sufficiently similar according to the criteria set forth in the California Fair Pay Act, raising issues concerning observed pay disparities between these positions. The findings also support the use of traditional methods of human resource management and industrial and organizational psychology in novel industries with unique positions. Finally, conclusions, limitations and implications are considered.

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Getting a Handle on Pay Equity

Cited by 2 publications

References 0 publications

The Wage Gap: No One’s Responsibility, But Everyone’s Problem

The Wage Gap: No One’s Responsibility, But Everyone’s Problem

An Examination of Similarity between a Costume Designer and a Production Designer: Job Analysis Goes to Hollywood

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