Corporate "Job Equity" Determination

How some businesses determine "job value" in their workplace.

Job Equity

• Definition: Job equity refers to the fair and equal treatment of employees in terms of pay, benefits, and opportunities for advancement.

• Importance: Promoting job equity fosters a diverse and inclusive workplace, improves employee satisfaction, and enhances overall productivity.

• Strategies: Implementing transparent hiring practices, conducting pay equity audits, providing equal training and development opportunities, and promoting diversity and inclusion initiatives.

This approach does apply a "standard"

Values are given by the "evaluator"

It allows the employer to evaluate someone on THEIR predetermined standards, so that the employees are being evaluated "apples-to-apples".

Problem? The person determining value may not agree with another. Also, you must factor in the biases of the observers of the workers.

How is this still NOT a SCIENTIFIC APPROACH to determining value of jobs in Capitalism?

How do you determine the "value" of the attributes of a job?

Covering the process with "analytics" or "numbers" might give the appearance of a scientific approach, BUT the determination is still a high degree of SUBJECTIVITY.

​Do you agree with this method?