This document summarizes factors that contribute to the gender wage gap, including women occupying lower-paying jobs, lack of seniority due to time spent caring for families, and underrepresentation in unions. It also discusses how women have surpassed men in post-secondary education but remain underrepresented in high-paying STEM fields. Two common theories for the wage gap are presented: that women's work is devalued, and that differences in human capital like experience and training explain disparities. The document advocates for policies and awareness to promote equal opportunities and pay for equal work regardless of gender.

2.  Possible factors contributing to the gap include:
 Loss of position seniority; leaving positions to take care of families.
 Occupational segregation in traditionally unappreciated and meagre
paying jobs (Clerical and Childcare).
 Lack of females in unions.
Ontario
2011
GIG:
26%
 But how does a Woman’s education level play into
Gender Wage Gap?
 Structural
Sexism- The
way society
(specifically its
institutions),
subordinate
people based
on their
gender.

3.  2013- For the first time ever in Canada,
women surpassed men in having post high
school education (64.8% vs. 63.4% of men).
 Canada, only 44% of Doctorate Degrees
were given to females in 2008.
 From the Statistics Canada table below,
participation in math, engineering and
sciences are still low.
Watch
CBC
News
Video
HERE!
In a study of Undergraduates
(821 women and 535 men)
53 % desired this lifestyle
compared to men at only 6%:
This may suggest that because men
generally get paid more in our society,
it is expected working females will step
down and become the primary
caregiver. Also leaving the impression
young females may leave before male
coworkers due to starting a family,
resulting in lower pay.
Graduate Fulltime work
Marry Have kids
Stay home until
school begins 
Back to fulltime

4.  In a study of 556 men & 450 women in biochemistry, three things were discovered:
1) it is harder for women to get promoted
2) women are held to higher standards compared to men and
3) are incredibly disadvantaged at high importance departments.
 Structural limitation: women find it
more difficult to find promotion in
jobs of higher education, thus they
have lower pay scales.
 The Globe and Mail conducted a
study of women in corporate roles
throughout Canada, and found
that 92% of women felt unbalanced
promotion opportunities, and almost
three quarters find the income gap
too large.
 Almost 30 % of these women have
only seen change through other
women standing up and
“demanding” equal job
opportunities.

5.  1997- University graduated women earn 74%
as much as their male coworkers with the
same level of education at the same
occupation.
 Thomaskovic-Devey discovered that the
percent of females in the workplaces was
the best indicator of income gap.
› Higher the % of females present, the lower the
average pay.
› Surprisingly, jobs are also lower paying if they require
”nurturing skills”, which falls under the female
expressive roles emphasized by society.
Two theories can explain why GIG exists;
Devaluation Hypothesis &
Human Capital Hypothesis

6. Devaluation Theory
 The most common of the two theories accepted by researchers.
 The work that women accomplish are of less value than that of a man’s.
› Some argue less valuable due to emotional labour (caring,
empathising etc).
› Emotional labour is rarely found in a job description.

7. Human Capital Theory
 The differences in education levels, skills,
training and experience in the field
dictate the pay differences between men
and women.
 Marini and Fran, in 1997, found that
organizational variables explain the
Gender Income Gap.
› When males and females enter an
organization, they are “channelled” to
a sex-specific position that have
different pays.

8.  The Ontario Pay Equity Act of 1988 failed to encompass paying people
equally for work of equal value, and has still has not addressed it to date.
 Many argue that a woman’s comparable value in the hiring process is
less due to lower amounts of work experience.
› Catch 22; how are they supposed to grow experience without being hired?
 Almost one fifth of the wage gap in Canada, 18%, is blamed on the lack
of experience in the field that women have.

9.  Rights and autonomy for all citizens, reason
over prejudice and the value found in a human
person- Feminist Marry Wallstonecraft, 1792
 Shows that the woman’s subordinate
homemaker role in society, previously viewed
as vital, only benefited the male populous.
 Roles are learned from, the expectations
placed on us from birth into a certain society.
 These roles are social ideas not biological
truths.
 Gender is constantly recreated by socialization
and interaction of humans, it is not in our
“genes” per say.

10.  A problem may lie in the instrumental roles; task oriented roles men are
usually adopted into.
 Women are leaned into expressive roles that are more nurturing and
supportive.
 Traditionally, society places importance on a mother raising her child.
› What about single mothers?
› Young mothers?
› Uneducated mothers?
 Taking time away from career/education opportunities or full time
availability results in a lower pay.

11.  Both of these support the Feminist
Theory because both cause a
decrease in pay based off of women
being undersold, underappreciated
and therefore underpaid in the
workplace .
Pink Collar Jobs:
Low valued jobs
that offer few
benefits and are
predominantly
held by women.
Glass Ceiling Effect:
An unspoken of
transparent barrier
that stops women,
and minorities, from
receiving promotions
within their job.

12.  Education grants to struggling mothers or poverty line youth or adults trying to
further their education.
 Increasing awareness- eg. International Women’s Day.
 Develop and help promote a balanced hiring process.
 Stand up for equal opportunities as an individual; do not be afraid of
confrontation.
 Career areas with low female percentage should offer special benefits that
appeal to women; competitive pay, childcare benefits, family health
insurance and etc.
 Continue to develop and update Laws, such as the Pay Equity Act, to
incorporate modernization of women in the workplaces.
 Empower female employees in more decisions, giving autonomy.

13.  Celebrated on March 8th every year;
began technically in New York, 1908,
as a march for higher pay and voting
rights . Now aims to inspire and
recognize the contributions of
women to society.
 Now 1000’s of events are held on this
date internationally, it is a holiday in
almost 30 countries.
 Canada recognizes this day and
celebrates events, but has yet to
recognize it as an official holiday.
 Click on the International Women’s
day video below.

14. 2 March 2015 9.00, 03 March 2015 5.00
A WOMAN'S KIT FOR PROFESSIONAL SUCCESS
Canadian Management Centre 150 York Street, 5th Floor, Toronto, M5H 3S5
10 March 2015 8.00 to 6.30
PREPARE TO PROFIT : FIRST ANNUAL WBE CANADA PROCUREMENT SUMMIT AND CELEBRATION
Located on the second floor of the Allstream Centre, Exhibition Place, 105 Princes' Blvd, Toronto, ON., Toronto, M6K 3C3
08 March 2015 9.00 to 4.00
INTERNATIONAL WOMEN'S DAY EMPOWERMENT SHOOT
Lethbridge Fish and Game Association AB. T1K6H7
06 April 2015 9.50
08 April 2015 9.50
ASSERTIVENESS SKILLS FOR WOMEN IN BUSINESS
Canadian Management Centre Toronto office, Toronto, M5H 3S5

15. CBC News. (June 26, 2013). More Women than Men have Postsecondary education.
Retrieved from http://www.cbc.ca/news/canada/more-women-than-men-have-post-
secondary-education-1.1358656
International Women’s Day Organization. (2015). About International Women’s Day.
Retrieved from http://www.internationalwomensday.com/about.asp#.VSGrlU05CU9
Maroite, Barrimand. (October 15, 2013). Women in corporate Canada still feel overworked,
underpaid: survey. Retrieved from http://www.theglobeandmail.com/report-on-
business/careers/career-advice/life-at-work/women-still-feel-overworked-underpaid-
compared-to-men-survey/article14844097/
Mooney, L.A., Holmes, M., Knox D., and Schacht C. (2013). Understanding Social Problems.
Toronto, CA: Nelson Education.
Pay Equity Commission; Government of Canada. (April, 2014). Gender Wage Gap.
Retrieved from
http://www.payequity.gov.on.ca/en/about/pubs/genderwage/wagegap.php

16.  http://www.parl.gc.ca/content/lop/researchpublications/2010-
30-e.htm#a2
 http://www.salon.com/2013/09/15/the_real_reason_women_
arent_reaching_the_top/
 http://www.salon.com/2013/09/15/the_real_reason_women_
arent_reaching_the_top/
 http://www.statcan.gc.ca/pub/89-503-
x/2010001/article/11387/c-g/c-g001-eng.htm
 http://www.gazettes.com/news/education/preschool-
teacher-wins-county-award/article_0bce9812-7f46-11e1-
aeb3-0019bb2963f4.html?mode=image&photo=0
 http://www.thedovesuperior.com/healthcare-services/nursing/
 http://scrubsmag.mindovermediallc.netdna-cdn.com/wp-
content/uploads/crying-nurse.jpg

17.  http://scrubsmag.mindovermediallc.netdna-
cdn.com/wp-content/uploads/crying-nurse.jpg
 Http://www.postcardpost.com/cw37.jpg
 : http://www.statcan.gc.ca/pub/89-503-
x/2010001/article/11387/c-g/c-g001-eng.htm
 http://www.statcan.gc.ca/pub/89-503-
x/2010001/article/11387/c-g/c-g001-eng.htm
 http://opinionessoftheworld.com/2012/05/08/stop-
asking-where-are-the-young-feminists-because-
they-are-right-here/
 http://www.internationalwomensday.com/linkto.as
p#.VSHXBM3pieY
 http://blog.bryonycrane.me.uk/2010/11/glass-ceiling.html