Samantha Rogers, Crystal Monroe, and Dana Ferrante are meeting with their manager to discuss concerns they have about their pay being lower than that of their male coworkers who perform the same jobs. This is an example of concern for

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BlackTom AI · Accepted Answer

In this scenario, three employees believe they are paid less than male coworkers who perform the same jobs, which is a classic discussion of pay equity across comparable jobs. 
Option 1: 'equal opportunity.' This term generally refers to non-discriminatory access to opportunities and protections against unequal treatment in hiring and advancement; while related to fair treatment, it doesn’t specifically address pay differences for jobs of equal value. 
Option 2: 'the glass ceiling.' The glass ceiling describes invisible barriers that prevent women from advancing to top leadership roles, not wage parity for similar work. 
Option 3: 'efficiency wages.' This concept suggests employers pay above-market wages to boost productivity and reduce turnover; it’s about employer strategies rather than addressing wage comparisons between genders for comparable work. 
Option 4: 'comparable worth.' This phrase captures the idea that jobs of similar value should be compensated similarly, addressing pay equity across genders for work of comparable worth. This directly matches the scenario described. 
Option 5: 'minimum wage.' Minimum wage refers to the lowest legal hourly pay, which is a floor for pay, not a comparison of pay across genders or roles of comparable value.

Thus, the option that best fits the described concern is the one about comparable worth, since it centers on fair compensation for work of equal value across different employees and groups.

Samantha Rogers, Crystal Monroe, and Dana Ferrante are meeting with their manager to discuss concerns they have about their pay being lower than that of their male coworkers who perform the same jobs. This is an example of concern for

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