Employers should be aware of any effects of wage increases on the pattern of pay between female and male job classes. Generally, if the job-to-job method was used to achieve pay equity, female job classes should be given wage increases that the male comparator receives. Under proportional value, wage increases should be given in a way that maintains the same job value to job rate relationship for female and representative male job classes. If percentage-based wage increases are given, this practice can effectively open gaps that must subsequently be closed again.