Bargaining Guide for Closing the Gender Wage Gap

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Regardless of where you live in Canada, there is a clear gender wage gap. We’ve made progress at eliminating some of the most glaring pay inequalities between men and women performing exactly the same job. But the work that women are more likely to perform (care work, for example) is still undervalued. And women are more likely to be employed part time and to take time off (often unpaid) for family responsibilities. These are some of the factors that contribute to Canadian women earning, on average, 75-80 cents for every $1 a man earns.

The law in some provinces requires a formal pay equity process to close the pay gap. But even if there is pay equity legislation and a pay equity plan in your workplace, that alone doesn’t eliminate things such as occupational segregation, women’s over-representation in part-time work, the loss of income arising from women’s disproportionate family and care obligations, or disparities in pension and benefits entitlement.

These are some of the problems we can address in bargaining.

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