Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Pay equity 1


Published on

Published in: Career
  • Be the first to comment

  • Be the first to like this

Pay equity 1

  1. 1. What does Pay Equity mean? •Degree to which the actual pay of an employee matches what he or she thinks to deserve. High pay equity means high employee satisfaction with his or her job, low pay equity increases the potential for absenteeism, grievances, strikes, and turnover. Also called pay satisfaction. •Pay Equity is, not equal access to jobs offered by an employer. This is called employment equity, which means that women and men and the visible minorities have equal opportunity when applying for jobs. •At first, it meant equal pay for equal work. However, as organizations tried to achieve Pay Equity, they quickly realized that is was very difficult to compare the SAME IDENTICAL two jobs and their compensation since each one comprised a different set of tasks. The difficulties experienced by organizations with this approach prompted the government to adopt the following definition: "Equal pay for different but equivalent or similar work". •This change ensures that comparisons are now easier to make between FP jobs and MP jobs of equivalent value. Job value is discussed in The Pay Equity Process section. •The change also enables comparisons between jobs of different types but similar in terms of level of responsibilities. An example of this would be to compare trades and services jobs with clerical jobs of equivalent value. •Pay equity is equal pay for work of equal value. Pay equity is the fundamental human right of women workers to be paid wages that are free of the systemic gender-based discrimination that values and pays women's work less than men's work of comparable value. Pay equity is the legal remedy to sex-based wage discrimination. Pay equity requires that women's and men's jobs be evaluated in a non-discriminatory way by accurately identifying and valuing the skill, effort, responsibility and working conditions of the job. Pay equity requires that female jobs be paid the same as male jobs of similar value. If a female job is paid less than a male job of similar value, pay equity requires that pay to the female job be raised to the match the male job. In summary, pay equity means: 1.paying jobs usually done by women at least the same as jobs usually done by men. 2.even though they are different jobs
  2. 2. long as the jobs are of equal or comparable value. Why Do We Need Pay Equity? In general, work traditionally or predominantly done by women is paid less than work traditionally or predominantly done by men regardless of the value of the work to the employer or the consumer. The more heavily women are concentrated in a job, the less it pays. This has created a significant wage gap between men and women. Pay equity legislation works to eliminate that discrimination and close the wage gap. In 1987, the year before Ontario's Pay Equity Act came into force, comparing average yearly full time salaries, women earned only 64% of what men earned. After almost twenty years of pay equity laws, women now earn 71% of what men earn. Pay equity works. But the Pay Equity Commission has expressed concern that one broader public sector and private sectors are substantially not complying with the law. The Act must continue to to be enforced and wage discrimination must be eliminated.