Case Study: Equal Pay - Bombardier Aerospace

Since 1993 Bombardier Aerospace has run a job evaluation process to ensure that any position in the company is evaluated according to set criteria The evaluation concentrates on what the job entails rather than the individual post holder.

The main elements of the job evaluation are:

1. Know how
2. Problem Solving
3. Accountability
   

A numerical scale is used to record judgements made on each of the main elements. The result is that different types of jobs in the company may be placed on a similar level, for example, administrative/clerical jobs may be on a similar grading to skilled manual positions.

The job evaluation system was designed to ensure that the company met the requirements of the Equal Pay Act and with the intention of rewarding employees for the contribution their roles made to the company.

Few equal pay claims have been made against the company since the job evaluation was implemented. Of those claims which have been lodged, none has been successful and, to date, most have been withdrawn.