EQUAL PAY FOR WORK OF EQUAL VALUE

Carole Cameron

Pay Equity Specialist

Canadian Union of Public Employees

Points for Discussion

Pay equity defined History of pay equity in Canada Steps taken to reduce the wage gap Lessons learned Defeating pay equity myths Where we are today & the road ahead

Pay Equity Defined

A goal that is achieved or a program that is undertaken to end wage discrimination against female dominated jobs by creating a system of compensation that is free of sexual discrimination

The Canadian Human Rights Code states:

“It is a discriminatory practice for an employer to establish or maintain differences in wages between male and female employees, employed in the same establishments, who are performing work of equal value.”

Federal Government Goal

To close the gender wage gap by complying with the Canadian Human Rights Code

Provincial Government Goal

To comply with all provincial pay equity regulations and legislation

History of Pay Equity in Canada

Canadian Human Rights Act (1978)

Manitoba (1985) Ontario (1987) Yukon (1987) Newfoundland (1988)

Nova Scotia (1988) Prince Edward Is. (1988) New Brunswick (1989) British Columbia (1995) Quebec (1997) Saskatchewan (1998)

Steps Taken to Reduce the Wage Gap

Equalizing base rates of pay Elimination of increments Employment equity hiring Job reviews to identify wage inequities

How can you compareApples and Oranges?

150 grams Weight 150 grams

87 calories Calories 73 calories

21.7 grams Carbohydrates 18.3 grams

0.3 grams Proteins 1.5 grams

1.5 grams Fiber .08 grams

140 IU Vitamin A 300 IU

Criteria for Job Review

1) Skill

2) Effort

3) Responsibility

4) Working Conditions

Skill

Knowledge Experience Problem Solving Decision Making

Effort

Physical Effort Concentration Dexterity

Responsibility

Accountability Leadership/Supervision of Others Communication Service to Others

Working Conditions

Environmental/Working Conditions

Factor #10: Communication

• Measures the level of skill necessary to communicate with others to perform the duties of the job

•May be oral or in writing, including sign language and carrying varying degrees of skill for the handling of contacts tactfully and harmoniously

Degree Level Definition 1. Explain or exchange factual information in a two-way

communication involving no conflicts

2. Clarify factual information to handle complaints, deal with or settle requests

3. Resolve problems requiring explanation & interpretation of information or ideas

4. Facilitate participation & joint effort involving communicating ideas of a specialized nature to people who normally cooperate in the setting

Degree Level Definition (continued) 5. Secure the cooperation of others who may not cooperate

in areas of a specialized nature involving influencing or persuasion techniques

6. Counsel or consult with others who do not normally cooperate in areas of a professional nature

7. Negotiate with others who are at the same or higher level of authority & facilitate consensus in areas of a sensitive nature

Notes to Raters -Communication Level 1 No conflicts Level 2 Factual information, conflict involved but no

requirement to act together Level 3 Interpretation of ideas, conflicts involved, but no

requirement to act together Level 4 Line of authority in place to enhance cooperation,

conflicts involved Level 5 Line of authority fades out & cooperation may be

difficult, conflicts involved Level 6 Cooperation is difficult because of the therapeutic

nature in interaction, conflict involved Level 7 Negotiation with authority required, conflict

involved

Weighting of Factors

SKILL = 35% EFFORT = 20% RESPONSIBILITY = 35% WORKING CONDITIONS = 10%

Problems Encountered and Lessons Learned

Communication!

Communication!

Communication! Managing Expectations Dealing with Backlash

Defeating Pay Equity Myths

1. Woman do not work for a secondary income

2. Women are committed to the workforce3. Women do not necessarily have better and

safer working conditions than men4. Women do not choose to work in low-

paying jobs5. Pay equity does not threaten the free

market system

Defeating Pay Equity Myths

6. Pay equity does not mean the end of a free and democratic society

7. Pay equity will not mean economic disaster

8. Pay equity does not mean creating another huge bureaucracy

9. Pay equity will not hurt women

10. Pay equity will not hurt men

Where We Are Today and The Road Ahead

Federal Human Rights Code under review Much remains to be done