Hay Guide Chart
{{Short description|Job role evaluation system}}
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Hay Job Evaluation is a method used by corporations and organizations to map out their job roles in the context of the organizational structure.{{cite book |url=https://books.google.com/books?id=y5FeP6nME8wC&pg=PA319 |pages=29-36 |title=The Job Evaluation Handbook |first1=Michael |last1=Armstrong |first2=Angela |last2=Baron |publisher=CIPD |year=1995 |isbn=9780852925812}}
Criticisms
A criticism levelled against the Hay Guide Chart is that the choice of factors is skewed towards traditional management values:
"The Hay system consistently values male-dominated management functions over non-management functions more likely to be performed by women.”{{cite journal |last=Steinburg |first=R. J. |title=Gendered Instructions – Cultural Lag and Gender Bias in the Hay System of Job Evaluation |journal=Work and Occupations |issue=4 | volume=19 |year=1992 |pages=387–423 |doi=10.1177/0730888492019004004 |s2cid=144550982 }}
The Hay system does not account for the availability of alternative resources in the market. A carpenter may be classified as a low scale occupation, but if there are none available the method will not account for that.
In the EU, using a job evaluation scheme can provide a material factor defence for equal pay claims, but care must be taken to ensure that the scheme itself cannot be said to have a gender bias.{{cite journal |last=Gilbert|first=K. |title=The role of job evaluation in determining equal value in tribunals – tool, weapon or cloaking device? |journal=Employee Relations |issue=1 | volume=27 |year=2005 |pages=7–19 |doi=10.1108/01425450510569283 }}