This document discusses the gender pay gap and pay equity. It begins with definitions of key terms and then provides explanations for why the gender pay gap exists. It examines data on the size of the gap in Canada and internationally, comparing statistics across countries. Industries and occupations with larger gaps are explored, as well as barriers that prevent women from rising into leadership. The document then covers initiatives to address the gap through legislation, collective bargaining, and workplace policies and culture changes. Examples of recent pay equity cases from Ontario and Canada are also summarized.

1. Pay equity and the gender pay gap
by Toronto Training and HR
October 2013

2. CONTENTS
5-6 Definitions
7-8 Explanations for the gender pay gap
9-11 How bad is it here?
12-13 And elsewhere?
14-18 International comparisons
19-20 Occupational differences
21-22 Industry differences
23-26 Barriers to a female rise into leadership
27-28 Contribution to the wage differential
29-30 Differences in observed characteristics
31-32 Comparing and valuing jobs
33-34 Maintenance obligations
35-36 Criteria to consider
37-38 Addressing the leaky pipeline
39-40 Collective bargaining and pay equity
41-44 Initiatives in Europe
45-46 Recent cases in Ontario
47-48 Recent Federal cases
49-50 Conclusion and questions
Page 2

3. Page 3
Introduction

4. Page 4
Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
10 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
Reducing costs, saving time plus improving
employee engagement and morale
Services for job seekers

5. Page 5
Definitions

6. Definitions
• Pay Equity Act
• Wage structure
• Gender equality
• Gender mainstreaming
Page 6

7. Page 7
Explanations for the
gender pay gap

8. Explanations for the gender pay
gap
• Human capital
• Sex segregation
Page 8

9. Page 9
How bad is it here?

10. How bad is it here? 1 of 2
• In Ontario women earn 71 cents
for every dollar earned by men
• Canada is ranked 17th out of 22
OECD nations
• Seven of every ten part-time
workers are women
• Women outnumber men in nine
of the 10 lowest paying
occupations
Page 10

11. How bad is it here? 2 of 2
G20
• Strong policies against violence
and exploitation
• Good access to education and
healthcare
Page 11

12. Page 12
And elsewhere?

13. And elsewhere?
Page 13

14. Page 14
International comparisons

15. International comparisons 1 of 4
• Gender gaps in labour force
participation
• Percentage of men and women
in part-time employment
• Employment/population ratio
• Full-time equivalent employment
rates
• Women part-time employment
and childcare cost
• Gender pay gap for full-time
employees
Page 15

16. International comparisons 2 of 4
• Gender gap by age
• Gender pay gap and childcare
• Gender pay gap and parental
leave
• Gender pay gap and trade union
coverage
• Gender pay gap and wage
inequality
• Female share of the labour force
and senior management
• Share of women on boards
Page 16

17. International comparisons 3 of 4
• Percentage of women in total
employment and in public sector
employment
• Percentage of parliamentary
seats occupied by women
• Female less male total (paid and
unpaid) working time in minutes
• Unpaid work and women
employment rate
• Female employment and total
fertility rates
Page 17

18. International comparisons 4 of 4
• Difference between male and
female employment rates
• Difference between male and
female unemployment rates
• Total hours worked by men and
women
Page 18

19. Page 19
Occupational differences

20. Occupational differences
Page 20

21. Page 21
Industry differences

22. Industry differences
Page 22

23. Page 23
Barriers to a female rise
into leadership

24. Barriers to a female rise into
leadership 1 of 3
• General norms and cultural
practices
• Masculine/patriarchal culture
• Lack of role models
• Lack of flexible work solutions
• Lack of opportunities for critical
work experience and
responsibility
• Lack of adequate work-life
balance policies
Page 24

25. Barriers to a female rise into
leadership 2 of 3
• Lack of networks and mentoring
• Lack of organizational leadership
commitment to diversity
• Lack of target-setting for the
participation of women
• Lack of acceptance of the use of
diversity policies
• Lack of adequate re-entry
opportunities
Page 25

26. Barriers to a female rise into
leadership 3 of 3
• Lack of childcare facilities
• Lack of monitoring of
participation of women
• Lack of adequate information
about existing diversity policies
and practices
• Lack of adequate parental leave
and benefits
• Inadequate labour laws and
regulations
Page 26

27. Page 27
Contribution to the wage
differential

28. Contribution to the wage
differential
• Educational attainment
• Industry category
• Labour force experience
• Occupational category
• Race
• Union status
• Wage differential
Page 28

29. Page 29
Differences in observed
characteristics

30. Differences in observed
characteristics
• Contextual variables
• Institutional variables
• Job, company and workplace
characteristics
• Job history
• Personal characteristics
• Type of contract and working
hours
Page 30

31. Page 31
Comparing and valuing
jobs

32. Comparing and valuing jobs
• Assess the gender of each job
class
• Assess the job description of
each job
• Establish the measurement
criteria
• Weight the criteria in terms of
their value to their organization
• Rank each job
Page 32

33. Page 33
Maintenance obligations

34. Maintenance obligations
• Changes to the workplace
• Changes to job classes
• Changes to compensation
• Changes to employees
• What maintenance is not…
• Why does it matter?
Page 34

35. Page 35
Criteria to consider

36. Criteria to consider
• Skill
• Effort
• Responsibility
• Working conditions
Page 36

37. Page 37
Addressing the leaky
pipeline

38. Addressing the leaky pipeline
• Changes in HR practices
• Encouraging work-life balance
practices
• Fostering coaching and
mentoring of women
• Increasing the amount of
networking for women
• Setting targets and measuring
performance
Page 38

39. Page 39
Collective bargaining and
pay equity

40. Collective bargaining and pay
equity
• Creation of pay equity gaps
• The pre-bargaining checklist
• Bargaining
Page 40

41. Page 41
Initiatives in Europe

42. Initiatives in Europe 1 of 3
GOVERNMENT INITIATIVES
• Measures directly related to pay
• Initiatives addressing women’s
labour market segregation
• Public sector initiatives
Page 42

43. Initiatives in Europe 2 of 3
SOCIAL PARTNER INITIATIVES
• Trade union initiatives
• Employer organizations and the
gender pay gap
• Female entrepreneurship
initiatives
• Joint initiatives and collective
bargaining on gender equality
Page 43

44. Initiatives in Europe 3 of 3
GOOD PRACTICE INITIATIVES
• Awards and dissemination
initiatives
• Best practice organizations
Page 44

45. Page 45
Recent cases in Ontario

46. Recent cases in Ontario
• Brant Haldimand Norfolk Catholic
DSB and OSSTF
• Windsor Star and CEP
• Lakeridge Health Corporation and
CUPE
• A.G. Simpson Automotive
Page 46

47. Page 47
Recent Federal cases

48. Recent Federal cases
• Air Canada
• Bell Canada
• Canada Post
Page 48

49. Page 50
Conclusion and questions

50. Page 51
Conclusion and questions
Pay Equity Commission; Compliance self-assessment
Summary
Videos
Questions