请教：PREP 1-46

williams

Comparable worth, as a standard applied to eliminate inequities in pay, insists that the values of certain tasks performed in dissimilar jobs can be compared.
In the last decade, this approach has become a critical social policy issue, as large numbers of private-sector firms and industries as well as federal, state, and local governmental entities have adopted comparable worth policies or begun to consider doing so.



This widespread institutional awareness of comparable worth indicates increased public awareness that pay inequities--that is, situations in which pay is not "fair" because it does not reflect the true value of a job--exist in the labor market.
However, the question still remains:
have the gains already made in pay equity under comparable worth principles been of a precedent-setting nature or are they mostly transitory, a function of concessions made by employers to mislead female employees into believing that they have made long-term pay equity gains?




Comparable worth pay adjustments are indeed precedent-setting.
Because of the principles driving them, other mandates that can be applied to reduce or eliminate unjustified pay gaps between male and female workers have not remedied perceived pay inequities satisfactorily for the litigants in cases in which men and women hold different jobs.
But whenever comparable worth principles are applied to pay schedules, perceived unjustified pay differences are eliminated.
In this sense, then, comparable worth is more comprehensive than other mandates, such as the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964.
Neither compares tasks in dissimilar jobs (that is, jobs across occupational categories) in an effort to determine whether or not what is necessary to perform these tasks--know-how, problem-solving, and accountability--can be quantified in terms of its dollar value to the employer.
Comparable worth, on the other hand, takes as its premise that certain tasks in dissimilar jobs may require a similar amount of training, effort, and skill; may carry similar responsibility; may be carried on in an environment having a similar impact upon the worker; and may have a similar dollar value to the employer.

Question #46.

281-09

Which of the following best describes an application of the principles of comparable worth as they are described in the passage?

(A) The current pay, rates of increase, and rates of promotion for female mechanics are compared with those of male mechanics.

(B) The training, skills, and job experience of computer programmers in one division of a corporation are compared to those of programmers making more money in another division.

(C) The number of women holding top executive positions in a corporation is compared to the number of women available for promotion to those positions, and both tallies are matched to the tallies for men in the same corporation.

(D) The skills, training, and job responsibilities of the clerks in the township tax assessor's office are compared to those of the much better-paid township engineers.

(E) The working conditions of female workers in a hazardous-materials environment are reviewed and their pay schedules compared to those of all workers in similar environments across the nation.


答案：D
为什么选D呢？请大家指教。谢谢

sunniers

我错选了B，可觉得BD很想，求解！

liaoyoumin

Comparable worth, as a standard applied to eliminate inequities in pay, insists that the values of certain tasks performed in dissimilar jobs can be compared.
In the last decade, this approach has become a critical social policy issue, as large numbers of private-sector firms and industries as well as federal, state, and local governmental entities have adopted comparable worth policies or begun to consider doing so.



This widespread institutional awareness of comparable worth indicates increased public awareness that pay inequities--that is, situations in which pay is not "fair" because it does not reflect the true value of a job--exist in the labor market.
However, the question still remains:
have the gains already made in pay equity under comparable worth principles been of a precedent-setting nature or are they mostly transitory, a function of concessions made by employers to mislead female employees into believing that they have made long-term pay equity gains?




Comparable worth pay adjustments are indeed precedent-setting.
Because of the principles driving them, other mandates that can be applied to reduce or eliminate unjustified pay gaps between male and female workers have not remedied perceived pay inequities satisfactorily for the litigants in cases in which men and women hold different jobs.
But whenever comparable worth principles are applied to pay schedules, perceived unjustified pay differences are eliminated.
In this sense, then, comparable worth is more comprehensive than other mandates, such as the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964.
Neither compares tasks in dissimilar jobs (that is, jobs across occupational categories) in an effort to determine whether or not what is necessary to perform these tasks--know-how, problem-solving, and accountability--can be quantified in terms of its dollar value to the employer. Comparable worth, on the other hand, takes as its premise that certain tasks in dissimilar jobs may require a similar amount of training, effort, and skill; may carry similar responsibility; may be carried on in an environment having a similar impact upon the worker; and may have a similar dollar value to the employer.

我是从这句判断的 楼主参考下吧

jjapollo

第一段的观点句说清楚了