Our vision is a society that values the work done by women. The mandate of the Office of the Pay Equity Commissioner is to promote women’s equality by ensuring that federal public and private sector organizations value work done by women in the same way they value work done by men.
The Pay Equity Commissioner administers and enforces the Pay Equity Act by: providing tools and guidance to employers, employees and their representatives; resolving disputes; and ensuring compliance with the Act.
The Pay Equity Act encourages federally regulated employers to take a proactive approach to pay equity. This means taking a closer look at their practices and correcting gender wage gaps within their organizations. The Office of the Pay Equity Commissioner works to promote pay equity and provide support and tools to these organizations so they can fully realize pay equity in their workplaces.
Resources: The Office of the Pay Equity Commissioner will provide tools and guidance to employers, employees, and their representatives about their new obligations under the Act and how to achieve pay equity within their organizations. The Office will also be responsible for developing educational tools and guidelines, in collaboration with stakeholders and experts, to provide information broadly about pay equity.
Enforcement: The Pay Equity Commissioner is responsible for ensuring that federally regulated organizations comply with the Act. The Commissioner is responsible for resolving disputes, ensuring compliance, and supporting employers to achieve compliance.
Support and Engagement: Pay Equity Commissioner’s Office will reach out to stakeholders to facilitate collaborative relationships, as well as support employers on their path to achieving pay equity in their organizations.
Our People – Commissioner’s Message
As Canada’s Federal Pay Equity Commissioner, I recognize that these extraordinary times require extraordinary efforts. Many Canadian businesses, especially small and medium size companies, are struggling to survive. Unemployment is at a record high and lots of people are having a hard time making ends meet.
There is also wide recognition that the COVID-19 pandemic is having a disproportionate impact on women, and especially racialized women, Indigenous women, migrant women, women with low-income, single mothers, LGBTQ2I+ women and women with disabilities or mental health issues.
Together with the Commission’s Pay Equity team, I am working very hard to develop tools and resources that will provide federally regulated employers with extra support to implement the Pay Equity Act, once it comes into effect. The Pay Equity Act ensures that the gender wage gap in federally regulated workplaces resulting from the undervaluation of work traditionally performed by women is closed.
Having come from the private sector myself, I understand the challenges that many Canadian businesses are facing. I am also convinced that pay equity principles can be a tool, rather than an impediment to economic recovery. Pay equity can provide a sound basis for reviewing a company’s compensation practices to ensure that the company attracts and retains good talent, and that the compensation practices reflect the company’s commitment to fairness and gender equality. Experience has taught me that pay equity makes good business sense. It is also the right thing to do. I know that Canadian businesses are committed to doing the right thing, as witnessed by their heroic efforts to retain as many employees as possible during the Covid-19 crisis.
So, as we look ahead to economic recovery, let’s use pay equity as one of the many tools at our disposal to build stronger businesses, governments and economies. The Canadian Human Rights Commission is here to assist in these efforts. We will soon share educational material and resources to support you in achieving pay equity in your workplaces. We look forward to working with you and sharing our expertise so that all of you, employers and employees, succeed.
Wishing you strength in these challenging times,
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