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参考原文：
Comparable worth, as a standard applied toeliminate inequities in pay, insists that the values of certain tasks performedin dissimilar jobs can becompared. In the last decade, this approach has become a critical socialpolicy issue, as large numbers of private-sector firms and industries as wellas federal, state, and local governmental entities have adopted comparableworth policies or begun to consider doing so.
This widespread institutional awareness of comparable worth indicates increased publicawareness that pay inequities--that is,situations in which pay is not "fair" because it does not reflect thetrue value of a job--exist in the labor market. However, the question still remains: have thegains 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 byemployers to mislead female employees into believing that they have madelong-term pay equity gains?
Comparable worthpay adjustments are indeed precedent-setting. Becauseof the principles driving them, other mandates that can be applied toreduce or eliminate unjustified pay gaps between male and female workers havenot 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 payschedules, perceived unjustified pay differences are eliminated. In this sense, then, comparable worth is more comprehensivethan other mandates, such as the Equal PayAct of 1963 and Title VII of the Civil Rights Act of 1964. Neither compares tasks indissimilar jobs (that is, jobs across occupational categories) in an effort todetermine whether or not what is necessary to perform these tasks--know-how,problem-solving, and accountability--canbe quantified in terms of its dollar value to the employer. Comparable worth, on the other hand, takesas its premise that certain tasks in dissimilar jobs may require asimilar amount of training, effort, and skill; may carry similarresponsibility; may be carried on in an environment having a similar impactupon the worker; and may have a similar dollar value to the employer.
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.
实在分不清楚B和D的区别啊，这一篇错的一塌糊涂，现在仍无法入眠....
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发表于 2013-7-3 01:53:21
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