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: who and what is 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
• Processes, steps, tools and techniques involved in planning and analyzing your compliance with the Pay Equity Act
• Key elements to consider and include in developing your own Project Plan

• Requirements for larger and unionized employers
• When is establishing a committee optional?
• Who must be represented on the committee?
• What does the legislation say about committee decision-making?
• When may the Pay Equity Commissioner step in?
• Challenges and best practices for effective operation of the committee

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 -specific examples of job classes
• 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