The Government of Canada has made gender equality a cornerstone of its platform. Yet, within the federal public sector, gender-based pay disparities continue to contribute to the gender wage gap, leaving workers in jobs commonly done by women underpaid and undervalued.
The Pay Equity Act, which came into force in August 2021, requires employers to proactively establish a pay equity plan within three years. The purpose of the act is to ensure equal pay for work of equal value. If two different jobs contribute equal value to an employer’s operations, then the employees in those jobs should receive equal pay.
CAPE is a strong voice for meaningful and effective pay equity plans that establish equal pay for work of equal value across the public sector. When the Treasury Board made a request to establish three separate plans for the core public administration, CAPE, alongside other bargaining agents, successfully pushed for this request to be rejected, as it would undermine the intent of the Act.
All public sector employees deserve to be valued, respected and compensated fairly. CAPE is committed to fighting against the gender wage gap and contributing towards fairer and more equitable pay practices and systems.
Updates
- April 8, 2024 - Parliament Hill pay equity committees make progress in early 2024
- March 22, 2024 - Joint statement: An update from the Core Public Administration pay equity committee
- January 26, 2024 - Empowering pay equity: progress and pursuits
- August 2, 2023 - CAPE hosts ACFO and PIPSC training to build understanding of pay equity process and requirements
- July 4, 2023 - Joint statement: A great victory for pay equity!
- June 21, 2023 - CAPE advocates for a single pay equity plan
Publications, tools and references
- Pay Equity Act
- What is Pay Equity?, Canadian Human Rights Commission
- Interpretations, policies and guidelines on Multiple Plans, Canadian Human Rights Commission
