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Chapter

PAY EQUITY NOTES - Future of Work

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Department
Social Science
Course
SOSC 1510
Professor
David Langille
Semester
Fall

Description
Compare and contrast pay equity and employment equity.  Employment Equity: 1. What is it? • Employment equity is defined as a strategy to eliminate the effects of discrimination and to fully open the competition for  job opportunities to those who have been excluded historically 2. Who does it affect? • Women, visible minorities, aboriginal people, and persons with disabilities are the four groups that are identified as  disadvantaged • If you are a woman and also fit into one of the other groups, you are facing a double disadvantage • You need to take women seriously as workers and you shouldn’t assume that their primary interests lie away from their  work place • It means you should provide the education and training to permit women the chance to compete for the widest possible  range of job options • Employment equity focuses on four groups not just male and female • They both remove barriers, however employment equity focuses on the hiring process or have  mobility within the company, pay equity really focusses only on wages  3. How are we trying to eliminate the problem? • Establishes targets and timetable to achieve a workforce that better represents labour pool (come up with a schedule of  when you’re going to do what) • Human resources practices are improved, more women are hired and promoted, and narrows the wage gaps • Highers the cost of the employers • Complaints about lower productivity (of the visible minorities) • Male backlash (they are mad because people are hiring the visible minorities) we don’t have employment equity in  Ontario because of this backlash • Should not be confused with quotas Pay Equity: 1. What is it? • It is a proactive policy that requires the employers to assess the extent of pay dis
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