Pay Equity

In Canada, the Canadian Humans Rights Act lists pay equity as a human right. The concept of pay equity refers to the idea of equal pay for work of equal value. Pay equity laws are in place to stop gender-based wage discrimination, and the under-valuation of work by women. There should be no differences in pay simply based on gender, and in Canada, employers are responsible for ensuring this. There are reasonable factors that can allow for variation in wages between men and women, such as differences in performance or seniority within a company. Would you like to learn more about the laws and issues related to pay equity? Are you questioning whether or not you are being paid fairly based on your gender? Are you an employer looking for educational materials to help you understand pay equity compensation and your responsibilities? Are you in a predominantly female or predominantly male field, and you would like to know what the average income is for your role? The topic of pay equity can present many questions, and we are here to help you find the answers.

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Pay Equity

Empirical Inquiries

Are women paid less than men when they hold comparable jobs? Is there gender bias in the way wages are set? Or can wage differences between men and women be explained by legitimate market forces? Pay Equity: Empirical Inquiries answers these questions in 10 original research papers. The papers explore race- and gender-based differences in wages, at the level both of individuals and of occupations. They also assess the effects of the implementation of comparable worth plans for private firms, states, and--on an international level--for Australia, Great Britain, and the United States.

Compliance and Compromise

The Jurisprudence of Gender Pay Equity

Compliance and Compromise examines the status of gender pay equity that has been largely overlooked and how domestic legal systems respond to the ILO Convention No. 100 on Equal Remuneration, with the novel application of the theory “transnational legal process”.

Pay equity

just wages for women?

Cashing in on Pay Equity?

Supermarket Restructuring and Gender Equality

Pay equity has been on the political agenda of the women's movement in Canada for at least twenty-five years. In that time, political action by women and the labour movement has culminated in pay equity laws in six of ten Canadian provinces. Despite this, a gender-wage gap continues to exist. Why hasn't pay equity law resulted in better pay for women? Why does the gender-wage gap continue to exist? Is pay equity law an effective tool for eliminating workplace practices that contribute to gender-wage inequality? Cashing In On Pay Equity? explores these questions through an in-depth study of pay equity implementation in Ontario's supermarket chains during the 1990s, a period of workforce reorganization for the retail food sector. Despite union representation and pay equity legislation that had the potential to deliver gender-wage fairness, gender-wage inequities remained following the pay equity exercise. Intense industry competition, economic restructuring and business unionism worked to prevent a more favourable pay equity outcome. Nonetheless, Cashing In On Pay Equity? argues that pay equity legislation has the flexibility to win economic justice for women.

Pay equity

an issue of race, ethnicity and sex

Just wages

history of the campaign for pay equity, 1984-1993

Minimum Wages, Pay Equity, and Comparative Industrial Relations

With growing concern about the conditions facing low wage workers and new challenges to traditional forms of labor market protection, this book offers a timely analysis of the purpose and effectiveness of minimum wages in different European countries. Building on original industry case studies, the analysis goes beyond general debates about the relative merits of labor market regulation to reveal important national differences in the functioning of minimum wage systems and their integration within national models of industrial relations. There is no universal position on minimum wage policy followed by governments and social partners. Nor is it true that trade unions consistently support minimum wages and employers oppose them. The evidence in this book shows that interests and objectives change over time and differ across industries and countries. Investigating the pay bargaining strategies of unions and employers in cleaning, security, retail, and construction, this book’s industry case studies show how minimum wage policy interacts with collective bargaining to produce different types of pay equity effects. The analysis provides new findings of ‘ripple effects’ shaped by trade union strategies and identifies key components of an ‘egalitarian pay bargaining approach’ in social dialogue. The lessons for policy are to embrace an inter-disciplinary approach to minimum wage analysis, to be mindful of the interconnections with the changing national systems of industrial relations, and to interrogate the pay equity effects.

Compensating Your Employees Fairly

A Guide to Internal Pay Equity

Compensation fairness is a universal preoccupation in today’s workplace, from whispers around the water cooler to kabuki in the C-suite. Gender discrimination takes center stage in discussions of internal pay equity, but many other protected characteristics may be invoked as grounds for alleging discrimination: age, race, disability, physical appearance, and more. This broad range of vulnerability to discrimination charges is often neglected in corporate assessments of how well compensation systems comply with the law and satisfy employee norms of fairness. Blind spots in general equity constitute a serious threat to organizational performance and risk management. In Compensating Your Employees Fairly, a respected practitioner and consultant lays out in practical terms everything you need to know to protect your company along the full spectrum of internal pay equity issues, including all the technical methods you need to optimize compliance and minimize risk. Compensating Your Employees Fairly is a timely survey and comprehensive handbook for compensation specialists, HR professionals, EEO compliance officers, and in-house counsel. It provides all the information you need to ensure that compensation systems are equitable, auditable, internally consistent, and externally compliant with equal employment opportunity laws and regulations. The author presents technical information—both legal and statistical—in common-sense terms. Her non-technical breakdown of complex statistical concepts distills just as much as practitioners need to know in order to effectively deploy and interpret the standard applications of statistical analysis to internal pay equity. The focus throughout the book is on real-world application, current examples, and up-to-the-minute information on recent and pending wrinkles in the evolving legal landscape. Readers of Compensating Your Employees Fairly will learn: Why internal equity in compensation matters How to detect intentional and non-intentional discrimination in compensation The basics of statistical inference and multiple regression analysis The essentials of data availability, measurability, and collection The criteria for assessing compensation systems for internal equity How to investigate potential problems and react to formal complaints and actions How to avoid litigation and put in place ongoing measures for proactive self-auditing

Pay equity and older working women

Pay equity

equal pay for work of comparable value : joint hearings before the Subcommittees on Human Resources, Civil Service, Compensation and Employee Benefits of the Committee on Post Office and Civil Service, House of Representatives, Ninety-seventh Congress, second session

Pay equity, a new approach to a fundamental right

Pay Equity Task Force final report

Pay Equity

An Issue of Race, Ethnicity and Sex

Equity crowd funding

Equity Day Trading

Equity Research

Fitness in Pays Basque

Paying Off Debt

Pay it foward

Pay the Gas Bill Club

Create Equity

Gender Equity

Home Equity Financing

Halton Equity & Diversity Roundtable

Provides resources, education, training, and advocacy to organizations, groups, businesses, and community members to be more inclusive and equitable in their practices, policies and services.

Activities and services:
* resource development and exchange
* directory of training resources
* workshops and training
* community engagement and advocacy

* strives to create an inclusive environment for all members and to provide accessible and inclusive resources, trainings, and events

Hamilton. Corporate Services - Information for Residents - City Hall

Provides information to residents relating to the City Clerk's office, access and equity, tax rates and city budgets, procurement, and risk management.

Advancement of Women Halton

Develops and promotes social, political, cultural and economic strategies that support gender equality locally, nationally and internationally.

Concerns include:
* poverty
* child care
* violence perpetrated against women
* affordable housing
* pay equity
* diverse and marginalized women
* distribution of income
* reproductive rights

Member groups include: Amnesty International Oakville * Canadian Federation of University Women - Burlington, Milton and Oakville * Community Development Halton * Council of Canadians, Halton Chapter * Fair Vote Canada, Halton Branch * Golden Horseshoe GRAN * Halton Women's Place * HMC Connections * Oomama * Women of Halton Action Movement (WHAM) * Zonta Club of Oakville

Hamilton Centre for Civic Inclusion

A community-based organization, committed to working as a catalyst for creating a welcoming and inclusive community, by initiating and supporting processes that promote equity and create inclusive environments in all areas of civic life.

Canadian Hearing Society - Hamilton Central - Regional Office

Provider of services, products, and information that remove barriers to communication, advance hearing health, and promote equity for people who are culturally Deaf, oral deaf, deafened and hard of hearing.

Programs offered:
* Ontario Interpreter Services
* Emergency Interpreter Services
* CONNECT Counselling Services
* ASL Education Program

Burlington Caribbean Connection (The) - Mailing Address

Promotes Caribbean culture through charitable events that fund scholarships toward post-secondary education and donations to charities in need as identified by the members of the BCC.
* participate on committees in the City and Region promoting Equity and Diversity

Events:
* Annual Spring Luncheon (May)
* Caribbean Nite Fundraiser with a "Taste of the Caribbean" (September)

Canadian Hearing Society - Hamilton Central - Regional Office

Provider of services, products, and information that remove barriers to communication, advance hearing health, and promote equity for people who are culturally Deaf, oral deaf, deafened and hard of hearing.

Programs offered:
* Ontario Interpreter Services
* Emergency Interpreter Services
* CONNECT Counselling Services
* ASL Education Program

Canadian Hearing Society - Hamilton Central - Regional Office

Provider of services, products, and information that remove barriers to communication, advance hearing health, and promote equity for people who are culturally Deaf, oral deaf, deafened and hard of hearing.

Programs offered:
* Ontario Interpreter Services
* Emergency Interpreter Services
* CONNECT Counselling Services
* ASL Education Program

Baha'i Community of Milton - Mailing Address

Fostering and facilitating the elimination of prejudice and the establishment of unity in diversity at local and regional events through the promotion of gender equality and equity, human rights, the independent investigation of truth, social harmony and social justice.

Ontario. Pay Equity Commission

Pay Equity Office
Responsible for implementing and enforcing Pay Equity Act (PEA) * investigates and resolves complaints * public education programs * monitors employers for compliance * may refer disputes to Pay Equity Hearings Tribunal, see separate listing

Reports to Ministry of Labour

Oakville Hornets Girls Hockey Association - Mailing Address

The association fosters and improves recreation for all female players regardless of their ability.
* develops and encourages equity and excellence, good citizenship, integrity, honesty, fun and fair play
* offers House League and Rep program
* House League has one game and one practice a week in local arenas

St. Joseph's Home Care - Quality Home Cleaning Program - 1550 Upper James St

The Quality Home Cleaning Program provides light housekeeping and laundry services. It is a client paid and client directed service provided at a low cost to seniors over 60 and adults with permanent physical disabilities.