A method for evaluating jobs that are used to ascertain the relative worth of various positions within an organization is the point factor method (Bauer 2020). Employers may try to justify wage differences between men and women using this technique, even though it is not customarily done so. In this context, the point factor method rates different job factors like ability, accountability, effort, and workspace. Employers may contend that the reason for the wage gap is that jobs that are typically held by men score higher on these metrics, which justifies higher pay. They might argue that women are more likely to work in positions with lower point scores, which translates into lower pay. The point factor method, while helpful for assessing job roles within an organization, should not be used to support wage differences based on gender because it ignores the root causes of discrimination and gender bias in the workplace. Attaining pay equity necessitates resolving these structural problems and encouraging just and equitable compensation procedures