Policy statement: Women should receive equal pay for work of equal value. It is recommended that the Canadian government should design and pass a compulsory and proactive pay equity law, which would ensure that all Canadians receive equal pay for equal work.
Summary: Canada should commit to developing and passing a compulsory and proactive pay equity law similar to Iceland to address pay inequality and outline corrective actions to close the gender wage gaps in workforces. It is recommended that a pay equity law should be passed to ensure that there is a fair pay system in place that is transparent and free from gender biases. The pay equity law will require employers to identify and correct gender discriminations that are present in the workplace
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To resolve the gender wage gap, the government should consult with employers in federally-regulated sectors to apply a gender-based analysis to the design, development, implementation and evaluation of the policy. The law should clearly outline the systematic discrimination that women face in the workforce. This policy would entail employers to determine whether gender-based disparities exists and reevaluate the current pay system from an equity perspective to ensure and promote pay transparency. The law of ensuring pay equity should first be applied to the public sector, including federal public servants, employees of Crown cooperation and federally regulated companies. After this law has been found to be effective, it is also recommended that private corporations follow the same suit and comply with the pay equity …show more content…
15 of the Charter. Companies should develop job strategies that promote women’s participation in the workforce to ensure that both women and men have the same resources and opportunities. Salary data should be made publicly available by gender to increase transparency. The government should consult and outline corrective actions to close the gender wage gaps in workforces with appropriate penalties for non-compliance, such as a fine. Employers who discriminate should be held accountable. The law should also prevent companies from retaliating against employees who raise concerns about gender wage discrimination.
Background: In Canada, there is still a pay disparity that exists. Research from the World Economic Forum shows that women’s pay is disproportionate to men. It has been estimated that it would take another 118 years to entirely close the gender wage gap. Canada ranked 35 out of 144 countries in terms of provision of equal pay to women on the Global Gender Gap Index in 2016. Iceland ranked 1st and with the United States at 45. Currently, Iceland uses a compulsory and proactive pay equity law to challenge wage discrimination and it has been found to be
Throughout the world, discrimination in all forms has continued to be a constant struggle; whether it’s racial, gender based, religion, beliefs, appearance or anything that makes one person different from another, it’s an everyday occurrence. A major place that discrimination is occurring at is in the workplace. One of the largest problems discrimination issues is believed to be gender. Women, who have the same amount of experience as men are not getting paid at the same rate as men, these women also are equally trained and educated. According to the article Gender Pay, it was discovered in 2007 that a woman makes 81 cents for every dollar a man earns.(“Gender Pay”) . This shouldn’t be happening in today’s society for the fact the society lived in today is suppose to be more accepting. Men are viewed as being more popular, valuable and having higher powers than women. The Reason Discrimination is involved in the equal pay equal work is because of the significance it has to how some businesses pay their employees.
Another reason for the pay discrepancy is that women are usually employed in low-wage occupations and industries, such as teaching. Even women working in the same industry, and having equal qualifications, earn less than their male counterparts — in fact, even top women executives earn considerably less, on average, compared to their male peers (Patel, 2016). The other reason for the gender pay gap is that more women than men work part-time jobs. According to the Canadian Women's Foundation (n. d), for the last 30 years until 2013, about 70% of part-time/temporary workers were women, which translated to 60% of minimum wage earners being women. Finally, the Canadian Women's Foundation (n. d) claims that approximately 10-15% of the wage gap is
Also once every five years the government should get a business report from the top ten companies in Canada to make sure that wages are fair and equally balanced between men and women employees.
The first legislation I am going to be talking about is the Pay Equity Act. The act was passed in order to restore sex-based wage discrimination in Ontario workplaces. The Equity Act applies to all public sector employees and private. In general the act identifies the rate of pay by comparing payment to female job classes with those paid to male job classes of similar value. In non-unionized workplaces, employers are having the freedom to review the Pay Equity Plan and make recommendations in order to change it. An example of the Pay Equity Act would be if you have a female and male both working as a swampier for an oil field company. They both have the same job responsibilities and work the same hours. If the boss of the company where to pay the male more because he was stronger and in general male and pay the women less that would be a violation. The women would have the right to contact Human Resources and file a complaint against her boss, and get the same rate of pay prior to the male. The Pay equity act in my opinion is important in the workplace because it creates equality and minimizes stereotypes against women in the workplace. You never want to be in a business or visit one that has an awkward atmosphere related to se...
Women have faced gender wage discrimination for decades. The gender pay gap is the difference between what a male and a female earns. It happens when a man and a woman standing next to each other doing the same job for the same number of hours get paid different salaries. On average, full-time working- women earn just “77 cents for every dollar a man earn.” When you compare a woman and a man doing the same job, “the pay gap narrows to 81 percent (81%)” (Rosin). Fifty-one years ago, in order to stop the gender gap discrimination, Congress enacted the Equal Pay Act of 1963. The act states that all women should receive “equal pay for equal work”. Unfortunately, even in 2014 the gender pay gap persists and even at the highest echelons of the corporate; therefore, the equal pay act is a failure.
If Ontario is able to get an equal pay law that essentially benefits women than America should consider looking into their law. With the amount of schooling both men and women are required to go through in order to obtain a certain job, there should be some type of equal wage involved. In England, there is a similar situation going on involving the wage gap. Where several women believe that they are not getting the fair amount of income when it comes to the amount of time and effort they put into the job. Amanda Stratton, an entrepreneur and co-founder of Hacker Studios, believes that individuals should find solutions from an evidence-based perspective in order end wage discrimination (“Women’s”). By doing this, it will help with the common usage of basis towards males and females on whether they deserve to get paid more than one another.
The gender wage gap not only harms a woman’s ability to provide for herself, it also harms many children and families. Women are now the primary caregivers Nowadays, most women remain unaware that their employers underpay them. Women cannot argue for higher wages if they do not know they earn less than their male equivalents. Each employee sharing their salary will allow women to detect if they are earning less than their male colleagues with little difficulty.
The United States has one of the highest gender pay gaps among the developed countries. In the country, the gender pay gap is measured as the ratio of female to males yearly earning among workers in full-time, year round (FTYR) earnings. In 2009, female FTYR earned 77% (0.77) as much as the FTYR male workers (US Census Bureau, 2013). The history of Gender Gap earning reveals USA has made big strides towards reducing the gender pay gap from 1980. For instance, in 1980 the gender pay gap ratio was 0.62 while in 1990, the gap stood at 0.72. Further from 1990 to 2000, the gap reduced to 0.73 and then to 0.77 in 2009. Currently, the gender pay gap stands at 0.76 and continues to persist (US Census Bureau, 2013).
United States. National Equal Pay Taskforce. Assessing the Past, Taking Stock of the Future. Washington: GPO, 2013. PDF file.
Women are more than half the work force and are graduating at higher rates then men and continue to earn considerably less then men. There are several contributing factors to the gender wage gap. Women experience gender discrimination in the work force even though it’s been illegal since the Equal Pay Act in 1963. One of the challenges for women is uncovering discrimination. There is a lack of transparency in earnings because employees are either contractually prohibited or it’s strongly discouraged from being discussed. Discrimination also occurs in the restricting of women’s access to jobs with the highest commission payments, or access to lucrative clients.
Pay equity programs attempt to address the undervaluation for work traditionally or historically done by women. Pay equity (also referred to as “comparable worth”) programs require a gender-neutral analysis of comparative work. A variety of very different jobs are compared based on a composite of the skill, effort and responsibility of a job and the conditions under which the job is generally done. The comparison determines the relative worth of those jobs to the achievement of a firm’s objectives, under the proposition that equal contribution merits equal compensation. Where female-dominated jobs in the workplace are found to be of equal or comparable value to male-dominated jobs but paid below the level of the male jobs or payline, then all employees in those female-dominated jobs are entitled to receive pay equity adjustments.
One cannot begin the discussion of gender pay gap without defining it. Simply put, gender pay gap is the inequality between men and women wages. Gender pay gap is a constant international problem, in which women are paid, on average, less than that of their male counterpart. As to if gender pay gap still exist, its exactness fluctuates depending on numerous factors such as professional status, country and regional location, gender, and age. In regards to gender, in some cases, both men and women have stated that the gap does not exist. Due to various countries initiatives to shrink the wage inequality between men and women wages in the work force, the gap has narrowed, respectively, which may have helped form such opinion. However, stating that the gender pay gap does not exist in today’s society, anywhere, is completely unlikely. Seeing that the gap has loosened its grasp in the working world, in other countries, the gap between pay has widen or remained stagnant. One cannot help but wonder why the gap remains consistent even with such substantial progress made in countries where the gap has decreased.
This initiative can be done for the benefit of the entire labor force in this country. By setting a law requirement for fair wages, the pay will be distributed equally to subordinates based on their respective management levels, despite their gender. For example, a male employee should be receiving the same amount of monthly salary as his female colleague from the same department. Establishing this law would aid in diminishing the gender inequality problem in Malaysia.
Sam Smethers, chief executive of The Fawcett Society, an organization that works towards gender equality, believes that in addition to shaming companies, there needs to be penalties put in place that will help force companies to change. Others, like Carolyn Fairbairn, director general of a business lobbying organization, say that pay brackets for companies does not paint the whole picture of the company, which may include both part and full-time workers. Both of these topics contribute to the cause of the gender wage gap that Britain is trying to close with their new law, although it does not address these particular causes specifically. A gendered division of labor refers to “a division of duties between men and women under which women have the main responsibility for home and nurturing and men are mainly active in the public sphere” (Kirk and Okazawa-Rey G3). This idea was initially supposed to keep women out of the work force all together, but failing that to at least shame women into both domestic and civic duties.
Women’s right to equal pay or gender pay gap has been a subject of discussion over the years in the united states, women perform similar jobs to men, but are paid