The work force is treated as a merchandise, subjects to the market laws. In a situation of it offers abundant of man power, the awarding criteria are loosened, therefore the risk of loss of workers is reduced. However, in the situations of great demand for workers, the administrators tend to reestablish awarding systems to prevent the loss of professionals for the competition. The trained force of work has basic value in the productive process, therefore the worker trained, capable to operate machines and equipment with dexterity and efficiency, cannot be caught quickly by the work market, therefore in each company peculiarities in the productive processes exist. The question of the wage differentiation is the result of the diversity of the markets, of the productive processes, the qualification of the man power, of the distortions between it offers and it looks for.
(Marx, 1974). However, the question of the functional differentiation nor always is conducted by the criterion of the administrative rationality, therefore in the companies, in countries exactly developed, the paid wages to the professionals of the feminine sex, they are, in general, minors of what the paid ones to the men in the same conditions. This situation also if applies to the discriminated population groups, as it is the case of the afro-descendants. In Brazil, the consolidation of the working laws, in its article 461 that it determines: ' ' Being identical the function, all the work of equal value, given the same the employer, in the same locality, will correspond equal wage, without distinction of sex, nationality or idade' ' (Campanhole & Campanhole, 1998, p.62), frequently are burlada. Normally mechanisms are created to justify wage differences between men and women and whites and blacks. The differentiations are not, evidently explicit, therefore the ideological mechanisms in such a way continue proclaiming the equality of chance for men as for women, whites and blacks. .