Advancing gender equality in Canadian workplaces
FILOMENA TASSI AND JEAN-YVES DUCLOS
Much progress has been made over the last 40 years on gender equality in Canada, but the gender wage gap remains a reality. Making sure all people receive equal pay for work of equal value is not only a moral imperative, it is an economic advantage. When people feel they are competing on an even playing field, it unlocks their enthusiasm, encourages their creativity and pushes them to reach their optimal potential.
Over the years, greater participation of women in the workforce has accounted for about one-third of Canada’s economic growth. Despite this progress, the gender wage gap persists. Based on the most recent data, Canadian women earned 89 cents for every dollar Canadian men earned.
These challenges have been amplified by the COVID-19 pandemic, which has put acute pressure on women. It is crucial that we do not let the legacy of the pandemic be one of rolling back the clock on women’s workforce participation. Making sure gender equality is a key element of the recovery is one of the many reasons why the Government of Canada is making pay equity a key priority.
To ensure women receive equal pay for work of equal value, we developed the Pay Equity Act (the Act), which is expected to come into force later next year in federally regulated workplaces. However, before the Act comes into force, regulations that will complete the pay equity regime need to be finalized. To make sure we get this right, we want to hear from as many stakeholders as possible on the proposed Pay Equity Regulations, which have been pre-published in Part l of the Canada Gazette. Comments can be submitted until January 13, 2021.
Pay equity is part of a broad set of regulatory initiatives the government is moving forward with, which include new pay transparency requirements, workplace harassment and violence prevention regulations, and a new administrative monetary penalties regime. These initiatives will help create workplaces where workers feel safer, more valued, more included and secure. Creating these enhanced conditions will enable and encourage workers to do their best work, which is a net positive for employers and the economy.
Through new pay transparency measures, Canada will be the first country to make data publicly available on wage gaps experienced by women, Indigenous Peoples, persons with disabilities and visible minorities working in federally regulated workplaces with 100 or more employees. These new measures will prompt employers to examine their practices and show leadership by reducing wage gaps in their workforces, which will help to shift business culture and expectations toward the creation of greater equality in the workplace.
Workers need to feel safe from any form of harassment and violence at work. That is why our government moved forward with passing Bill C-65. We now look forward to full implementation with the new regulations, which will take effect in January 2021.
We are also moving forward with a new Administrative Monetary Penalties regime to help create safer and more just working conditions through improved compliance with the Canada Labour Code.
These initiatives for greater workplace safety, wage equality and pay transparency by our government constitute a new approach to fairness in the workplace. We have taught our children that equality is a given and not a debate. It is time to show that we practise what we preach when it comes to equality in the workforce.