Equal employment opportunity asserts that everyone is awarded equal chance of working to advance their careers absent discrimination of any form, but based on merit, ability and potential. In 1963, the Equal Pay Act was passed to prohibit any discrimination in pay based on sex or otherwise. The Act also required that employers must be compliant with the Act and shall not reduce the wage of any employee with an unjustified reason. In light of these legal mandates, organizations should take various preventive steps to ensure that they protect their employees from being victims to pay inequities.
First, organizations should emphasize of transparency to promotions and the remunerations strategies. Being transparent means that expressing openness in policies and decision making, as such, pay and rewards processes can be open to employees so that they understand the processes and the justifications for the remunerations ( Byars and Rue, 2011 ).
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Secondly, organizations should make pay negotiations a mandatory process during the hiring process. It is noted that women are less likely to negotiate their pay. Organizations should thence make it a policy that both men and women must negotiate their salaries within a certain range ( Byars and Rue, 2011 ). This way, men and women will not end up with different pays for similar contractual duties.
Thirdly, promotions and hiring should be blind to gender. In this manner, employers will approach the hiring process with a neutral view, meaning that the perks that come with promotions and other duties are distributed to men as equally as they are given to women ( Byars and Rue, 2011 ).
Lastly, all organizations must adhere to the provisions of the Equal Pay Act and ensure that assessment and recruitment are based on skills and competence. Similarly, the shortlisting for men and women should be equal. In that way, men and women will be considered equally in pay and pay rises too, thus ending the inequity pay issue ( Byars and Rue, 2011 ).
Reference
Byars, L., & Rue, L. (2011). Human resource management (10th ed.). McGraw-Hill/Irwin.
