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中国最大下载资料网 Volume 20 Number 5/6/7 2001 PAY DISCRIMINATION IN THE RETAIL INDUSTRY by Veronica Lui and Brian H. Kleiner Introduction The United States is well known as the “land of opportunity”. People are granted opportunities to pursue their goals. Whoever possesses competitive knowledge, skills or abilities will have an “equal” chance to achieve what he/she should deserve. That explains why the U.S. has attracted millions of people from all over the world to chase their dreams. Since the First World War, immigrants have become the largest share of the increase in the population and the work force. Nowadays, ethnic groups are a largest share of new entrants into the labour mar- ket and represent 29% (Howell, 1991). Additionally, women have begun the revolution in order to fight for a more equal and fairer status in society. The main focus is placed on an equal and unbiased treatment and compensation in employment. The primary success of the revolution can be reflected by an increasing number of women joining the workforce. Instead of a traditional image of housekeepers, women struggle for an image of independent career women who are as equally competitive as men in many aspects. Almost two-thirds of the new entrants into the work force are women, and 61% of all women of working age are expected to have jobs (Howell, 1991). In combination, these demographic changes mean that the new workers entering the work force between now and the year 2000 will be much different from those people in it today. Women and ethnic groups will make up more than five-sixths of the net addition to the work force up to the year 2000, though they make up only about half of it today. However, the trend does not imply that minorities and women enjoy fair and equal compensa- tions in the job market. On the contrary, there is much evidence indicating that pay discrimination does exist among minorities and women. The retailing industry