Effective Redress of Pay Inequities
Canadian experience with pay equity began in 1976 to redress the pay inequities due to gender-based occupational segregation and the underpayment of women's work. Over time, a greater understanding of systemic discrimination has resulted in changes in thinking and approaches to best redress the kind of gender-based wage discrimination built into compensation systems. The legislative history of pay equity in Canada is reviewed. Then the various components of pay equity are discussed in terms of the lessons learned to provide the most effective remedy. The components discussed are: proactive compared to complaint- based, role of unions, identification of the employer, definition of female and male jobs, gender-neutral job-evaluation system, exceptions allowing pay differences, methodology to determine fair wages, and compliance.
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Volume (Year): 28 (2002)
Issue (Month): s1 (May)
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References listed on IDEAS
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- Nicole M. Fortin & Michael Baker, 1999.
"Women's Wages in Women's Work: A U.S./Canada Comparison of the Roles of Unions and "Public Goods" Sector Jobs,"
American Economic Review,
American Economic Association, vol. 89(2), pages 198-203, May.
- Michael Baker & Nicole M. Fortin, 1999. "Women's Wages in Women's Work: A US/Canada Comparison of the Roles of Unions and Public Goods Sector Jobs," CIRANO Working Papers 99s-02, CIRANO.
- Lynda J. Ames, 1995. "Fixing women's wages: The effectiveness of comparable worth policies," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 48(4), pages 709-725, July.
- Judith A. McDonald & Robert J. Thornton, 1998. "Private-Sector Experience with Pay Equity in Ontario," Canadian Public Policy, University of Toronto Press, vol. 24(2), pages 185-208, June.
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