Well, we’ve made it. We’ve reached the conclusion of What She Said’s six-part series in collaboration with Ontario’s Pay Equity Office, and if there’s one thing that is crystal clear, it’s that the fight for pay equity is far from over. Over the course of this series we’ve discussed significant pay equity challenges and solutions. From understanding the gender wage gap to navigating Ontario’s pay equity system, we’ve covered a lot of ground. In this final post, we’ll tie everything together by reflecting on the challenges that remain and the progress we’ve made.
Pay Equity Challenges and Solutions
Despite advancements in legislation, pay equity remains an ongoing challenge. Over the last 27 years, every province in Canada has made progress in closing the gender wage gap, with decreases ranging from 6% to 13%. While this may seem frustratingly slow, it’s still movement in the right direction. The introduction of legislation like the Pay Equity Act and policies around pay transparency has contributed to this progress, but the work isn’t done yet.
When we hear daunting predictions, like the World Economic Forum’s claim that it will take 131 years to close the gender wage gap, it can feel overwhelming. However, it’s essential to focus on the progress we’ve already made. In fact, certain places like Prince Edward Island have seen the gender wage gap shrink to statistically insignificant levels. By examining the success of smaller economies, we can learn valuable lessons that can be applied on a larger scale.
Understanding the Gender Wage Gap
The gender wage gap is often discussed in terms of the 30% that can be explained by factors like tenure, part-time work, and education. However, 70% of the gap remains unexplained, pointing directly to discrimination. This highlights the ongoing need to challenge and dismantle structural biases in the workplace. Women are still clustered in undervalued sectors like care, cleaning, and retail, where pay is often lower compared to male-dominated industries.
Encouragingly, more women are entering traditionally male-dominated fields, and we’re seeing greater access to skilled trades for women. These changes are crucial in closing the wage gap, but the journey is far from complete.
Trends Offering Hope
One of the most promising trends in the fight for pay equity is the growing emphasis on pay transparency. By requiring employers to disclose salary ranges, job applicants gain more bargaining power, which can help level the playing field. Additionally, more companies and governments are recognizing the need for a holistic approach to address the root causes of the gender wage gap. This includes better access to childcare, expanded parental leave policies, and support for parents re-entering the workforce.
These structural changes are critical in creating an environment where all workers, especially women, can thrive.
Moving Beyond Legislation
While legislation is vital, the fight for pay equity goes beyond laws. Employers must take a hard look at their hiring and compensation practices. Honest conversations about how employees are valued are necessary to create meaningful change. On an individual level, it’s crucial for employees to educate themselves about their rights and the tools available to address discrimination.
As Commissioner Philp mentioned in our final interview, knowing your worth is essential. Women, in particular, should feel empowered to ask for more, do their research, and seek support from mentors or colleagues. Building confidence and community are key to pushing for the equity we all deserve.
The Road Ahead
The journey toward pay equity is not without its challenges, but it’s also filled with opportunities for progress. By staying informed, advocating for change, and supporting each other, we can continue to make strides toward a fairer future for everyone.
If you haven’t already, I encourage you to explore the previous posts in this series and visit the Ontario Pay Equity Office for more resources and information. Together, we can make a difference.