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a lot of work remains to be done:

In the world of work, not everything is so happy, rosy or even. There are still major inequalities and a lack of pay equity that have no logic and no justification.

Discriminating against women, members of indigenous peoples, persons with disabilities or members of visible minorities is unjustifiable and unacceptable in 2021. Yet, it seems that companies still find it “ok” to do so. to do.

Yet the laws exist to protect Canadians from these human resource scourges. For example, on August 31, the federal Pay Equity Act came into force. This concerns the federal public service, but also federally regulated private companies with at least 10 employees.

What is pay equity?

Pay equity is about offering the same pay to men and women who do the same work. In theory, one should determine the predominantly female and predominantly male job classes, then establish the value of each job class and finally compare the pay. This would correct the wage differentials. Details are explained on the Government of Canada site.

why are we talking about it? Because there are figures on this inequality. In Canada, for every dollar a man earns, a woman earns 89 cents for the same job and having the same education and skills.

What is planned for pay equity?

The new Pay Equity Act, which came into force on August 31, 2021, will ensure that government promises are implemented.

In practice, employers with 10 or more employees will have three years to implement a proactive internal pay equity plan. The government has appointed a pay equity commissioner who will be responsible for the execution and application of the Act and its regulations.

The Commissioner will support businesses in and work in collaboration with workplaces for the implementation of the pay equity plan.

So, see you in three years to see the results of this law and its degree of application in the various companies.

The application of this law is significant in more than one way: it will therefore allow each company to conduct its own salary policy audit instead of waiting for employee complaints.

The pandemic has worsened inequalities

This is the observation made by many economists during the COVID-19 pandemic. Why? Because the hospitality, restaurant and tourism sectors have been the most affected by the closures and restrictions.

Results? Positions cut and employees shut down. These sectors employ mostly women. This explains the worsening of this trend of inequality in Canada.

The same observation is made in the field of retail trade.

If you want to take the lead and start a pay equity audit in your company, here are some tips.

To finish…

Unfortunately, pay inequalities persist in Canada. As we see, the pandemic has worsened inequalities. The hope is that the economic recovery and the implementation of the new law will become synonymous with readjustment and pay justice. There is no argument or logic that justifies a difference in salary.

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