The doctrine of ‘comparable worth’ argues that women should be paid:

Question

BlackTom AI · Accepted Answer

Let’s begin by restating the question to frame what we’re evaluating: The doctrine of ‘comparable worth’ argues that women should be paid in a way that reflects the relative value of jobs, not simply based on gender.
Option 1 argues that pay should be determined Only according to years of service in seniority systems, drawing on period records. This reflects seniority-based pay scales, not comparable worth, which centers on job value rather than tenure. Therefore this option misstates the concept by prioritizing time served over job value.
Option 2 claims pay is Based solely on immediate employer demand in the marketplace, again tying compensation to short-run market conditions rather than intrinsic job value or societal norms. Comparable worth critiques often target misalignment between social value and market wages, so this option misses that core idea.
Option 3 asserts pay is Less than men when market wages differ across reports and materials. This describes a gender-based wage gap where women are paid less due to market differentials, which is more about observed outcomes than the normative prescription of comparable worth. It would imply a bias in pay rather than a policy aim to equalize value, making this option inconsistent with the doctrine’s stated aim.
Option 4 states Equally for jobs requiring similar skill, effort, and responsibility according to prevailing social norms and legal doctrine at the time, with explanatory detail drawn from the period record. This aligns with the core concept of comparable worth: compensating jobs of similar value (skill, effort, responsibility) in light of contemporaneous norms and legal standards, rather than paying based on gender or tenure alone. It reflects the idea that value judgments and legal doctrines around job worth should guide pay parity.
In evaluating these, we can see that Options 1–3 each misplace the central principle—whether by emphasizing tenure, market demand, or observed gender gaps—whereas Option 4 correctly encapsulates the comparable worth principle as a matter of equalizing pay for jobs of similar value within the social and legal context of the period. The phrasing about prevailing norms and the period record reinforces that this is a value-based and historical standard rather than a purely market or tenure-driven one.

2(A) - US Government and Politics GOV C5.3 Review

The doctrine of ‘comparable worth’ argues that women should be paid:

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