Today is International Women’s Day (IWD), a day to celebrate women and summon global action to achieve gender parity. A common conversation around the world is gender pay gap, which considers the difference in the earnings between men and women.
Statistics show that throughout their lives, men are on average paid more than women. The differences in pay between men and women are not always clear or intentional. Often, the pay gap exists without it being immediately known, and it usually isn’t the result of conscious gender discrimination or bias. The gender pay gap is complex and arises from a variety of factors.
Paying workers fairly is not only a legally sound practice, it’s the right thing to do. Employers should be aware of the potential wage inequity in their organization, and implement policies that demonstrate a commitment to ensuring equal pay for work of equal value. HRdownloads’ Senior HR Advisors can shed light on any legislative requirements for pay equity in your jurisdiction. They can help you find ways to determine whether a pay gap exists in your organization, and the steps you can take to close the gap.
Check out our infographic below to learn more about the gender pay gap and gain insight into how it affects Canadians.
When did you last review your organization’s pay equality? Our Senior HR Advisors can help you navigate best practices and create an action plan unique to your work environment. Join the IWD movement to #BeBoldForChange and request a trial with HRdownloads to discover ways to promote equality at your workplace.
While HRdownloads uses reasonable efforts to maintain this site/blog and its Services in an up-to-date fashion, it does not warrant the completeness, timeliness or accuracy of any information contained on this site/blog or any of its Services, whether in English or French, and may make changes thereto at any time in its sole discretion without notice. All information and Services provided by HRdownloads are provided to members and/or users “as is”, “with all faults,” “as available” and at the sole risk of members and/or users. Our human resources information and recommendations are based on seasoned, best practice field experience and should not be construed as legal advice.