New Pay Equity advisory service will guide clients through the Federal Pay Equity Act

Online PR News – 05-January-2021 – Toronto, ON – The Federal Pay Equity Act (Act) received Royal assent in December, 2018. In 2019, the Government of Canada appointed Canada’s first pay equity Commissioner to oversee enforcement. Employers and other stakeholders have until January 13, 2021 to present their feedback on the proposed legislation. The government has indicated that the Act is expected to come into force in early 2021.

In anticipation of the Act coming into force, Employment Matters Consulting (EMC) has expanded their advisory capacity to provide integrated compliance advisory services – across both Employment Equity and Pay Equity platforms. The EMC team now includes Pay Equity consultants with expertise acquired across private, public, union and non-union workplaces.

• Does your organization have more than 10 employees?
• Does your organization use a job evaluation system, anchored to the four requisite dimensions noted above, to underpin its salary structure?
• Do female dominated job classes have access to the same compensation opportunity as male dominated job classes in the same salary range?

We would be happy to connect and shape your Pay Equity planning needs in anticipation of the Federal Pay Equity Act coming into force.

This Act, similar to existing provincial legislation, focuses on redressing systemic gender-based pay discrepancies. Through a series of mandated processes and activities, all jobs within an employee group are compared across four requisite dimensions (skill, effort, responsibility, conditions of work) using a gender-neutral job evaluation system. Once the Act comes into force, it will impact both private and public sector employers in federally regulated workplaces with 10 or more employees.

The nature of work required under the Act is similar to employment systems reviews which are enforced through the Employment Equity Act. Both use quantitative approaches including prescribed methodologies to analyze employee demographic segments. The analysis is then used to inform management’s workforce compliance and talent management decisions.

Whereas Employment Equity legislation focuses on the intersection of four demographic segments (Women, Aboriginal People, Persons with Disabilities, Visible Minorities) and corporate talent management practices (e.g. recruitment, training and development, promotions), the Act is solely focused on gender differences in compensation practices. Both legislative frameworks have a connective focus on addressing the lived experiences of women in the workplace as well as their compensation opportunities relative to male employees. In anticipation of the Act coming into force, employers should audit the gender predominance of jobs across the organization as well as review their job evaluation and compensation practices to ensure compliance.

Employment Matters Consulting has a proven history of supporting its federally regulated clients with their workplace compliance needs. Our Canadian Human Resources Reader’s Choice Awards in 2016 and again in 2020 are testaments to our service delivery approach and quality of work over the last many years.

We would be happy to connect and shape your Pay Equity planning needs in anticipation of the Federal Pay Equity Act coming into force.

To learn more about Employment Matters Consulting, click here: https://employmentmatters.ca/

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