Although men and women work in jobs requiring approximately equal levels of education and in occupations with approximately equal prestige, working women earn only about 60% as much on the average as do working men. This disparity in income has important social consequences and is widely perceived as inequitable. One form of this type of discrimination exists when a firm's jobs are segregated by sex or ethnicity and workers in one group are paid less than workers in another for performing work that is not the same, but is of comparable worth. Achieving equity in wages for persons performing different work is fraught with complications. At present no job evaluation scheme useful in enforcement of an equal worth requirement is available. Job evaluation practitioners claim to have a sex-fair job evaluation method that has been in use for years, but their claims are unconvincing. A job evaluation procedure must be developed that includes more structured job analysis inventories to assess the characteristics of jobs. Research needs to be done on the characteristics of work viewed as valuable and on the organizational consequences of alternative approaches to job evaluation. Firms must be assisted in developing more equitable compensation schemes. The practice of job evaluation in the future should generate technical manuals of the kind expected in the practice of psychological testing to allow the users to assess the theory, reliability, validity, and limitations of alternative approaches to job evaluation. (PAS)