Since the early 1960s, major progress has been made in the area of equal pay between men and women. However, this does not mean that pay discrimination has been eradicated. Not only does direct discrimination still exist, but indirect discrimination — which is much more difficult to prove — persisits, due to the fact that the composition of wages is often very complex, taking account of performance, seniority and attitude as well as the work actually performed.

It therefore seems appropriate to reconsider the question of equal pay. This book makes a systematic analysis of the legislation and practice of nine industrialized countries. Each country study covers existing equal pay legislation, definitions of equal pay for work of equal value, procedures for determining equality, enforcement measures and the role of labour-management relations. Summaries of significant equal pay cases highlight the practical problems involved.

A comparative chapter examines the evolution of equal pay protection and the questions raised. It concludes that, while significant progress has been made using the lever of legislation, major new breakthroughs can only be made by greater involvement of the social partners. In particular, the increased influence of women in trade unions could have a far-reaching effect.