A female worked for a city government as an “HR Analyst – classification and compensation.” She earned a salary equivalent to $31.01 on an hourly basis. A male HR Analyst working for the same city at the same time earned a salary equivalent to $32.93 per hour. The job descriptions for their two positions were not identical, although the city’s HR Director said that she considered the jobs to be equal. The woman’s position required a bachelor’s degree and five years of experience. The male’s position required either a bachelor’s with two years of experience or an associate’s degree and five years of experience. The city offered several reasons for the differential in pay between the two employees. The male employee had worked at least 15 more years for the city, although he had fewer years as an HR Analyst and a lengthy break-in-service had caused him to lose seniority credit for his earlier city work. The city also cited the male’s “citywide” experience as a basis for his higher pay, as he had moved between several different departments over the years. However, citywide experience is not listed on his job description or anywhere else as a requirement or preference. Lastly, the city attributed the male’s higher pay to his compensation history. His pay level during his previous stint with the city was taken into account in setting his pay when he was re-hired. The female sued for pay discrimination under the Equal Pay Act. What should the court decide? Why?