pay equity and the gender pay gap october 2013
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Pay equity and the gender pay gap
by Toronto Training and HR
October 2013
Page 2
CONTENTS5-6 Definitions7-8 Explanations for the gender pay gap9-11 How bad is it here?12-13 And elsewhere?14-18 International comparisons19-20 Occupational differences21-22 Industry differences23-26 Barriers to a female rise into leadership27-28 Contribution to the wage differential29-30 Differences in observed characteristics31-32 Comparing and valuing jobs33-34 Maintenance obligations35-36 Criteria to consider37-38 Addressing the leaky pipeline39-40 Collective bargaining and pay equity41-44 Initiatives in Europe45-46 Recent cases in Ontario47-48 Recent Federal cases49-50 Conclusion and questions
Page 3
Introduction
Page 4
Introduction to Toronto Training and HR
Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking10 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:
Training event designTraining event deliveryReducing costs, saving time plus improving employee engagement and moraleServices for job seekers
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Definitions
Page 6
Definitions
• Pay Equity Act• Wage structure• Gender equality• Gender mainstreaming
Page 7
Explanations for the gender pay gap
Page 8
Explanations for the gender pay gap
• Human capital• Sex segregation
Page 9
How bad is it here?
Page 10
How bad is it here? 1 of 2
• In Ontario women earn 71 cents for every dollar earned by men
• Canada is ranked 17th out of 22 OECD nations
• Seven of every ten part-time workers are women
• Women outnumber men in nine of the 10 lowest paying occupations
Page 11
How bad is it here? 2 of 2
G20• Strong policies against
violence and exploitation• Good access to education
and healthcare
Page 12
And elsewhere?
And elsewhere?
Page 13
Page 14
International comparisons
International comparisons 1 of 4
• Gender gaps in labour force participation
• Percentage of men and women in part-time employment
• Employment/population ratio• Full-time equivalent
employment rates• Women part-time
employment and childcare cost
• Gender pay gap for full-time employeesPage 15
International comparisons 2 of 4
• Gender gap by age• Gender pay gap and
childcare• Gender pay gap and parental
leave• Gender pay gap and trade
union coverage• Gender pay gap and wage
inequality• Female share of the labour
force and senior management
• Share of women on boardsPage 16
International comparisons 3 of 4
• Percentage of women in total employment and in public sector employment
• Percentage of parliamentary seats occupied by women
• Female less male total (paid and unpaid) working time in minutes
• Unpaid work and women employment rate
• Female employment and total fertility ratesPage 17
International comparisons 4 of 4
• Difference between male and female employment rates
• Difference between male and female unemployment rates
• Total hours worked by men and women
Page 18
Page 19
Occupational differences
Occupational differences
Page 20
Page 21
Industry differences
Industry differences
Page 22
Page 23
Barriers to a female rise into leadership
Barriers to a female rise into leadership 1 of 3
• General norms and cultural practices
• Masculine/patriarchal culture• Lack of role models• Lack of flexible work
solutions• Lack of opportunities for
critical work experience and responsibility
• Lack of adequate work-life balance policies
Page 24
Barriers to a female rise into leadership 2 of 3
• Lack of networks and mentoring
• Lack of organizational leadership commitment to diversity
• Lack of target-setting for the participation of women
• Lack of acceptance of the use of diversity policies
• Lack of adequate re-entry opportunities
Page 25
Barriers to a female rise into leadership 3 of 3
• Lack of childcare facilities• Lack of monitoring of
participation of women• Lack of adequate information
about existing diversity policies and practices
• Lack of adequate parental leave and benefits
• Inadequate labour laws and regulations
Page 26
Page 27
Contribution to the wage differential
Contribution to the wage differential
• Educational attainment• Industry category • Labour force experience• Occupational category• Race• Union status• Wage differential
Page 28
Page 29
Differences in observed characteristics
Differences in observed characteristics
• Contextual variables• Institutional variables• Job, company and workplace
characteristics• Job history• Personal characteristics• Type of contract and working
hours
Page 30
Page 31
Comparing and valuing jobs
Comparing and valuing jobs
• Assess the gender of each job class
• Assess the job description of each job
• Establish the measurement criteria
• Weight the criteria in terms of their value to their organization
• Rank each job
Page 32
Page 33
Maintenance obligations
Maintenance obligations
• Changes to the workplace• Changes to job classes• Changes to compensation• Changes to employees
• What maintenance is not…• Why does it matter?
Page 34
Page 35
Criteria to consider
Criteria to consider
• Skill• Effort• Responsibility• Working conditions
Page 36
Page 37
Addressing the leaky pipeline
Addressing the leaky pipeline
• Changes in HR practices• Encouraging work-life
balance practices• Fostering coaching and
mentoring of women• Increasing the amount of
networking for women• Setting targets and
measuring performance
Page 38
Page 39
Collective bargaining and pay equity
Collective bargaining and pay equity• Creation of pay equity gaps• The pre-bargaining checklist• Bargaining
Page 40
Page 41
Initiatives in Europe
Initiatives in Europe 1 of 3
GOVERNMENT INITIATIVES• Measures directly related to
pay• Initiatives addressing
women’s labour market segregation
• Public sector initiatives
Page 42
Initiatives in Europe 2 of 3
SOCIAL PARTNER INITIATIVES• Trade union initiatives• Employer organizations and
the gender pay gap• Female entrepreneurship
initiatives• Joint initiatives and collective
bargaining on gender equality
Page 43
Initiatives in Europe 3 of 3
GOOD PRACTICE INITIATIVES• Awards and dissemination
initiatives• Best practice organizations
Page 44
Page 45
Recent cases in Ontario
Recent cases in Ontario
• Brant Haldimand Norfolk Catholic DSB and OSSTF
• Windsor Star and CEP• Lakeridge Health Corporation
and CUPE• A.G. Simpson Automotive
Page 46
Page 47
Recent Federal cases
Recent Federal cases
• Air Canada• Bell Canada• Canada Post
Page 48
Page 50
Conclusion and questions
Page 51
Conclusion and questionsPay Equity Commission; Compliance self-assessmentSummaryVideosQuestions
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