Each year, new companies become subject to the Pay Equity Act (PEA). As soon as they reach an average of 10 employees, they have four years to complete the initial exercise. The employer must then evaluate the maintenance of pay equity every five years.

"The concept of pay equity remains poorly understood by employers and workers," admits Anouk Gagné, Vice-President of Pay Equity at the Commission des normes, de l'équité, de la santé et de la sécurité du travail (CNESST). "In a context of labour shortage, employers still benefit from being proactive , because its application becomes an important factor in attracting and retaining employees."

Understanding Pay Equity

The confusion between equal pay and pay equity largely explains the lack of awareness among the population. “Equal pay means ensuring that a man and a woman receive the same salary in the same job category, like actors who play a role in a television series,” states Anouk Gagné. “Equal pay means ensuring that a historically or predominantly female job receives equal compensation to a similar historically or predominantly male job of equivalent value within the same company. The example often used is the room attendant and the hotel doorman. The attendant may have been historically underpaid compared to the doorman. In some companies, these two jobs could be assessed as having equivalent value.”

In each organization, the initial pay equity exercise therefore makes it possible to give each job a score based on the qualifications required, the responsibilities assumed, the efforts made and the conditions in which the work is carried out.

Historically, the LES was put in place because of systemic discrimination against women, Ms. Gagné explained: “When women entered the workforce, they mostly held jobs that were part of the continuity of household tasks. Characteristics such as listening, courtesy, attention to detail, and empathy were therefore less recognized. Typically, these jobs were less well paid than those of men. That said, other factors come into play to explain the wage gap that still persists today between women and men.”

10.2%

This percentage corresponds to the current wage gap between men and women in Quebec. When the Pay Equity Act came into force in 1997, it was 15.8%.

Source: CNESST

Achieving balance

It was in 2002 that the team at the Le Bonne Entente hotel in Quebec City carried out its first work on pay equity. “Human resources in our industry are the lifeblood of our industry,” says co-owner Alain April. “Implementing pay equity was relatively easy. We didn’t have to turn a situation around from start to finish.”

At the end of the year, the salaries of two positions were increased: pastry chef and daycare attendant. An increase of $0.25 per hour. “We found that we already had an excellent balance for typically female positions,” explains Gilles Defoy, the establishment’s administrative director. “This reflection work showed us that our desire to be fair for all was corroborated by a structured process, which also matched our corporate philosophy.”

“The exercise allowed us to think about each type of position, the requirements and skills specific to each job, whether unionized or administrative,” continues Marylène Labrie, Deputy General Manager. “Determining the salary scale allowed us to think very well internally. We learned a lot. Now, pay equity is part of our corporate culture. That’s the beauty of it: we continue to evolve and it’s now part of who we are.”

Positive effects increased tenfold

"When the employer completes the exercise and sees that the salary structure is fair, it is in their best interest to promote it," Anouk Gagné also points out. "The positive effect will also be felt within organizations that have to make salary adjustments. Since the employer who does the work has to display the results, this generally leads to increased staff mobilization."

In any case, the work helps establish consistency in a company's salary structure, thereby simplifying compensation management, emphasizes Gilles Defoy of the Le Bonne Entente hotel. "We now have a well-established salary scale. We no longer have to negotiate salaries by the piece," he observes.

“Pay equity is simply about recognizing the true value of women’s work,” concludes Anouk Gagné.

Toolbox

Parlerequitesalariale.com

The CNESST provides companies with numerous tools to support them in implementing and maintaining pay equity, including:

• a free calculation tool for achieving pay equity and assessing its maintenance: the Software package ;

• of the pay equity webinars;

• online training .

To learn more about LES, click here .