EQUAL PAY FOR WORK OF EQUAL VALUE

Introduction
Imagine being paid 76% of what the person working right next to you makes. You know that your jobs are nearly, if not completely identical, and yet he is still paid more, simply because of his gender. Sexual biased payment is against the law, but is still being regularly implemented by businesses in America today.

Background
Title Equal Pay Act of 1964 requires that men and women be paid the same amount of money for the same amount of work, when in the same establishment. According to this act, the jobs do not need to be identical, but substantially equivalent to each other. This Act also prevents employers from compensating differently on the

Background: Continued
Men are four times likely to negotiate a higher salary than women. Eventually this amounts to approximately $500,000 USD in lost revenue by age 60 for the average women. Due to this wage gap, women receive $300 Billion less than men every year in total across America ( in the year 2008).

The Central Problem

The fact that women are being paid much less that a man of the same job and same ability has not only become a problem in America, but it is a problem worldwide as well.

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 discrimination Employment equity hiring Job reviews to identify wage inequities

Criteria for Job Review

1) 2) 3) 4) Skill Effort Responsibility 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

 Measures the level of skill necessary to communicate with others to perform the duties of the job May be oral or in sign language and degrees of skill for contacts tactfully and writing, including carrying varying the handling of harmoniously

Factor #1: Communication

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

Weighting of Factors
SKILL = 35% EFFORT = 20% RESPONSIBILITY = 35% WORKING CONDITIONS = 10%

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

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