Final answer:
Differences in pay under equal employment opportunity laws can only be legally based on legitimate factors such as performance, qualifications, or experience, and should ensure equal pay for equal work regardless of non-relevant personal characteristics.
Step-by-step explanation:
Under equal employment opportunity laws, differences in pay may be tied to performance, qualifications, or experience.
Equal employment opportunity laws mandate that payment differentials should not be based on race, gender, religion, age, or disability status. Employers must ensure that their compensation systems adhere to the principle of equal pay for equal work, meaning that workers with similar roles and responsibilities and equivalent economic characteristics like education, experience, and skill should be compensated equally, unless justified by legitimate business factors. In practice, however, there are often disparities that arise due to factors such as negotiation skills or decision-making roles that are not directly discriminatory but can have an indirect impact on pay. It is also necessary for public policies to foster more equal educational and job opportunities to mitigate indirect discrimination and promote a more equitable labor market.