With comparable worth systems, it seeks to compensate jobs held primarily by women or men more fairly by comparing the educational and skill requirements, task activities, and responsibility in different jobs, and attempting to compensate each job in relation to such factors rather than the traditional pay history of the jobs. Most of comparable worth agreements have been the result of labor union negotiations or other agreements, and are more likely to be in the public sector than the private sector. This approach offers itself better to large organizations, whether public or private, and has little effect on such jobs as domestic workers, where few people work in each workplace. Some employers thus have no problem maintaining the status
