Diversity, inclusion and equal pay may have taken a back seat in the past, but with Covid newly highlighting the plight of women, pay equity is more important than ever. This session will cover

• Stats and fact on the wage gap
• Current circumstances and the impact of Covid on male/female inequalities
• Weaknesses of complaint driven pay equity
• Pay equity as a tool in creating a diverse and inclusive workplace
• Understanding the big picture so that every step in the process makes sense

• The pay equity exercise: what’s involved?
• Considerations in conducting a privileged and confidential pay equity review
• Allocating time and resources to manage costs and keep the project on track
• Effective communications
• Project scheduling
• Processes, steps, tools and techniques involved in planning and analyzing Pay Equity
• Why projects are late and/or over budget

• Requirements for larger and unionized employers
• When is establishing a committee optional?
• Who must be represented on the committee?
• How many women must be on the committee?
• What about non-unionized employees?
• Challenges

Find out what you can do now for a head start, prior to the Act coming into force.
Then work through a fact situation based on the strict requirements for how employers MUST measure a job’s worth to the organization for purposes of compensation including:

• Identification of Job Classes Within the Workplace
• Determining Gender Predominance in Each Class
• Determining the Value of Work Performed By Each Class: Equal Average Method
• Determining the Value of Work Performed By Each Class: Equal Line Method