for your note. Unfortunately,
I don't believe that you have
any recourse for making up for
the pay inequity that you experienced.
However, what you do have as
an "outsider/consultant" is
leverage. For instance, often
times people fear pursuing job
discrimination claims, because
of the repucussions at work--i.e.
they might be hired, hated by
everyone at work, etc. What
you have is the advantage of
being free from all that. And
you also probably have more
liberty to talk to people at
all levels of the company--and
thus more room to discover where
inequities still exist.
Perhaps you could call on the
company to do an internal evaluation
of sorts. Each level of employee,
gender and salary. The goal
being comparable worth--jobs
should be based on what they
are worth regardless of the
person filling them. This prevents
the company from making excuses
such as "well, he has more education..."
current problem with pay equity
laws is that they leave too
much room for people to fall
through the cracks. For instance,
the laws only apply to companies
with a certain number of employees--I
think over 50. Also, employers
get around the laws, because
they make excuses that education
is more valuable and other times,
experience. This is why the
job needs a value.
I hope that's clear and I hope
that though you won't see justice
in your experience, justice
might come from your experience.