Indirect wage discrimination and job valuation systems

Abstract

Reality shows that the unequal valuation of jobs is one of the causes that explain the gender pay gap. Until now, a considerable effort has been made by regulations and jurisprudence, to identify situations of wage discrimination, however, it is necessary to go one step further and bet on the incorporation of neutral job evaluation systems. This article analyzes the different job evaluation systems and their potential to guarantee a gender-neutral evaluation. Its analysis considers the contributions that jurisprudence has made to identify the factors that are at the origin of an assessment can discriminate in terms of gender.