In fact, it depends on what you refer to. The terms as such or the definitions are less important than what is contained in those definitions. The terms pay equity or equal pay are used. In Europe they use the term equal pay. They mean “equal pay for work of equal value, without discrimination”. The problem we see today, and the statistics I mentioned show this, is that there is discrimination against women. By eliminating discrimination against women, we would get closer to pay equity for all employees, since that discrimination would be eliminated.
However, the term “equitable compensation“ also refers to collective bargaining through which that equality can be attained. As stated in International Labour Organization convention no. 100, pay equity is a basic right. A basic right is not subject to negotiation. You cannot say that you are going to reduce salary discrimination by 2% and say that in change people will have a little more flexibility in their work hours. When we talk about a basic right, it has to be respected in its entirety. Pay discrimination has to be eliminated without having it negotiated for other benefits that are not related to basic rights. So, you need to see what is behind the terms being used in order to see what is going on...