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The subject of the thesis is systematic job evaluation for purposes of local wage determination for blue-collar jobs within the Swedish industry. The method is examined from a general wage-determination as well as from a gender equality perspective. The thesis is based on e.g. documents from the parties, on interviews with representatives of employers and unions at the central and local level, and on interviews with persons participating in job evaluation work in some companies. An analysis is made of one of the most common job evaluation systems, including the changes it has undergone since the 1950s.

The use of a job evaluation system implies that a linkage is made between /certain/job demands and wages. It also means that this linkage is made in a systematic way. Systematics might, in its turn, imply consistency, rigidity and explicity. The thesis examines the significance of a linkage demands-wages and of consistency, rigidity and explicity for the parties' attitudes towards the method; as a purpose or as a means to achieve other goals. It demonstrates that the employers' problems to recruit labour and a desire for an increased wage differentiation has constituted a major reason for using the systems.

The job evaluation system examined does not consider, or gives low weight to, certain demands which are common in female-dominated jobs.

Various circumstances in the evaluation work process which provide it with scope for consideration are identified. This scope for consideration may disfavour female-dominated jobs. The thesis claims that the scope for consideration yet is less than in an unsystematic overall assessment of différencies in job demands between various jobs.

A completed systematic job evaluation offers a basis for speaking of "work of equal value" in the sense of the Swedish Equal Opportunities Act, and forces the employer to explain possible différencies in the terms of employment when the points allotted are equal. It is unclear whether the court has to accept the application of the system made by the parties, or whether it could make its own evaluation with the same system. So far, no case concerning work of equal value has been settled in court.