Final answer:
Shift differentials are permitted under the Equal Pay Act of 1963, because they are based on work hours rather than gender discrimination. The Act requires equal pay for equal work but does not preclude additional compensation for less desirable shifts. The gender wage gap persists, but shift differentials that are uniformly applied do not violate the Act.
Step-by-step explanation:
Shift differentials are indeed allowed under the Equal Pay Act of 1963. The Act mandates that employers provide equal pay for equal work regardless of gender. However, this refers to the base pay for similar work; it does not restrict the use of shift differentials, which are additional pay rates offered to employees working shifts that are outside of the standard working hours such as evenings, nights, or weekends. These differentials are often used to incentivize employees to cover less desirable shifts and are applied consistently across male and female employees according to policy, rather than arbitrarily assigned.
However, it's important to recognize that the gender wage gap still persists despite the provisions of the Equal Pay Act. Studies have shown that even when accounting for factors like education, work experience, and occupation, a small but significant gap remains, which can suggest discrimination. Yet, shift differentials themselves, when applied uniformly, are not considered discriminatory under the Act.