EQUAL PAY FOR WORK OF EQUAL VALUE

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EQUAL PAY FOR WORK OF EQUAL VALUE

• Carole Cameron
• Pay Equity Specialist
• Canadian Union of Public Employees

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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

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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

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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.

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Federal Government Goal

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

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Provincial Government Goal

• To comply with all provincial pay equity
  regulations and legislation

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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)

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Steps Taken to Reduce the Wage Gap

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

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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

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Criteria for Job Review

1. Skill
2. Effort
3. Responsibility
4. Working Conditions

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Skill

• Knowledge
• Experience
• Problem Solving
• Decision Making

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Effort

• Physical Effort
• Concentration
• Dexterity

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Responsibility

• Accountability
• Leadership/Supervision of Others
• Communication
• Service to Others

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Working Conditions

• Environmental/Working Conditions

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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

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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

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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

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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

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Weighting of Factors

• SKILL 35
• EFFORT 20
• RESPONSIBILITY 35
• WORKING CONDITIONS 10

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Problems Encountered and Lessons Learned

• Communication!
• Communication!
• Communication!
• Managing Expectations
• Dealing with Backlash

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Defeating Pay Equity Myths

1. Woman do not work for a secondary income
2. Women are committed to the workforce
3. Women do not necessarily have better and safer
   working conditions than men
4. Women do not choose to work in low-paying jobs
5. Pay equity does not threaten the free market
   system

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Defeating Pay Equity Myths

1. Pay equity does not mean the end of a free and
   democratic society
2. Pay equity will not mean economic disaster
3. Pay equity does not mean creating another huge
   bureaucracy
4. Pay equity will not hurt women
5. Pay equity will not hurt men

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Where We Are Today and The Road Ahead

• Federal Human Rights Code under review
• Much remains to be done