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题库 / Prep2007E1-RC-46
Comparable worth, as a standard applied to eliminate inequities in pay, insists that the values of certain tasks performed in dissimilar jobs can be compared. In the last decade, this approach has become a critical social policy issue, as large numbers of private-sector firms and industries as well as federal, state, and local governmental entities have adopted comparable worth policies or begun to consider doing so.
This widespread institutional awareness of comparable worth indicates increased public awareness that pay inequities—that is, situations in which pay is not "fair" because it does not reflect the true value of a job—exist in the labor market. However, the question still remains: have the gains already made in pay equity under comparable worth principles been of a precedent-setting nature or are they mostly transitory, a function of concessions made by employers to mislead female employees into believing that they have made long-term pay equity gains?
Comparable worth pay adjustments are indeed precedent-setting. Because of the principles driving them, other mandates that can be applied to reduce or eliminate unjustified pay gaps between male and female workers have not remedied perceived pay inequities satisfactorily for the litigants in cases in which men and women hold different jobs. But whenever comparable worth principles are applied to pay schedules, perceived unjustified pay differences are eliminated. In this sense, then, comparable worth is more comprehensive than other mandates, such as the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964. Neither compares tasks in dissimilar jobs (that is, jobs across occupational categories) in an effort to determine whether or not what is necessary to perform these tasks—know-how, problem-solving, and accountability—can be quantified in terms of its dollar value to the employer. Comparable worth, on the other hand, takes as its premise that certain tasks in dissimilar jobs may require a similar amount of training, effort, and skill; may carry similar responsibility; may be carried on in an environment having a similar impact upon the worker; and may have a similar dollar value to the employer.
Which of the following best describes an application of the principles of comparable worth as they are described in the passage?
The current pay, rates of increase, and rates of promotion for female mechanics are compared with those of male mechanics.
The training, skills, and job experience of computer programmers in one division of a corporation are compared to those of programmers making more money in another division.
The number of women holding top executive positions in a corporation is compared to the number of women available for promotion to those positions, and both tallies are matched to the tallies for men in the same corporation.
The skills, training, and job responsibilities of the clerks in the township tax assessor's office are compared to those of the much better-paid township engineers.
The working conditions of female workers in a hazardous-materials environment are reviewed and their pay schedules compared to those of all workers in similar environments across the nation.
题目分析：
题目释义：
细节题目
考点：
应用文中的信息于文章之外（Applying information to a context outside the passage itself）
旨在考察我们对文章整体或某处细节的把握，选项中出现的东西都不属于文章，但要“貌离神合”。思想和文章并无二致，但是载体千变万化。
选项分析：
D是正确选项。
这个题目这里就不做选项分析了，只要了解到可比价值的应用特点就可以顺利解题。在这篇文章中，可比价值的优势就是可以用到不同领域的工作来权衡贡献。这道题目中，做法就是找出选项中不同的领域的工作即可找到答案。
可比价值，作为一个用于减少报酬不平等的标准，坚持在不同职业中特定工作的价值是可比的。在过去的十年中，这个方法成为了重要的社会政策事件，因为大量私企和产业以及联邦、州、本地政府实体都采用了可比价值或者正在考虑采用可比价值。
针对可比价值广泛传播的机构意识暗示了在劳动力市场上关于报酬不平等（报酬不能够反映工作的真实价值）的公众意识的日益增长。然而，问题仍然存在：在可比价值下的报酬平等是precedent-setting还是transitory的呢？后者是一种由雇主制造的连续性功能，误导女性相信她们已经得到了长期的平等报酬。
可比价值的报酬调整实际上是precedent-setting的。因为驱动他们的原则，很多能够被用来减少或者消除男女报酬不公平的mandates（法律）在工作不同的情况下没有消除被感知到的报酬不公。但在使用了可比价值后，被感知到的报酬不公就被消除了。在这种情况下，可比价值正在变得比其他法律（比如1963/1964的xx）更加复杂/系统化。这两条法律都不能够比较不相似工作（跨行业），也不能够指出执行这些工作具体需要什么技能（know-how、解决问题或者可依靠性）。可比价值，另一方面，基于不同工作的固定任务需要相似的训练、经历与技巧，具有相同的职责，提供了类似的工作环境，或者能够给雇主带来类似的收益。
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