EQUAL PAY FOR WORK OF EQUAL VALUE Carole Cameron Pay Equity Specialist Canadian Union of Public...
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Transcript of EQUAL PAY FOR WORK OF EQUAL VALUE Carole Cameron Pay Equity Specialist Canadian Union of Public...
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
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
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
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