Day One: Thursday, December 7, 2023

10:15 EST

45 min
Jennifer Hodgins

Impact of the Move from Reactive to Proactive Pay Equity - on Just About Everything You Do

Jennifer Hodgins, Partner, Employment & Labour, Norton Rose Fulbright Canada LLP

This session will highlight the dramatic ricochet effect of the new proactive pay equity regime on everything you do – from the way you identify job classes and value work, to the way you calculate total compensation and select your job evaluation methodology, to the way you approach collective bargaining and more.

It will include

  • Fundamental changes in the way you approach compensation issues
  • The need to see the big picture to understand how to perform every step in the pay equity process
  • Impact on employer obligation to produce and posti a pay equity plan
  • The information that must be included and the information that must be shared in the design and creation of the plan
  • The challenges ahead
  • Impact on how employers and unions will negotiate in this new space

11:00 EST

60 min

Important New Philosophy, Principles and Foundations of Proactive Federal Pay Equity

Isabelle Roy-Nunn, Partner, Goldblatt Partners

This session will provide you with a deep and fundamental understanding of the new philosophy, principles and foundations that underpin the federal Pay Equity Act which will bolster your ability to implement.

  • What the Pay Equity Act attempts to achieve, over and above Human Rights Code Compliance
  • Why the move to proactive pay equity?
  • What has changed?
  • New philosophy
  • Historical developments crucial to your basic understanding of the new regime
  • The pay equity exercise: Who and what is involved?
  • Deadlines and considerations for developing a plan to meet statutory obligations
  • The thorny question of determining who is an employee
  • When are you part of a “group of employers”?
  • Establishing committees and determining who can be on a committee
  • Key considerations in planning and analyzing compliance with the Pay Equity Act.

12:00 EST

45 min


12:45 EST

45 min
Carl Trudeau

Permission to Have More Than One Plan? Don’t Count on It!

Carl Trudeau, Associate, Fasken Martineau DuMoulin LLP

You only get one chance to make your case and the recent denial of Treasury Board Secretariat’s application Commission for authorization to have more than one pay equity plan  underscores the fact that this will be an uphill battle. Reasons why Treasury Board’s application and other submissions have been denied

  • Lessons learned
  • Arguments that failed and why
  • What might work?

13:30 EST

60 min
Meredith Parker

Identifying Job Classes & Gender Predominance

Meredith Parker, Senior Manager, KPMG

Job classes are a critically important foundation in pay equity and job evaluation and should be considered a strategic decision as the structure of job classes will drive the size and complexity of implementation as well as potential financial outcomes.

  • Choosing your method
  • How big or small should your classes be?
  • Job class design
  • Group level – the need for agreement
  • Simplifying a complex process
  • Job descriptions, job titles and generic profiles

14:30 EST

15 min


14:45 EST

45 min
Katie Scrim

The Gender Wage Gap

Katie Scrim, Statistics Canada

While pay inequity is a persistent phenomenon, gender dynamics in the labour market are evolving and changing, albeit slowly. In addition to examining trends in the wages of female and male workers, a focus on pay equity requires identifying which jobs are predominantly female and which jobs are predominantly male. This session will provide information on the following aspects:

  • Gender wage gap in Canada: methodologies, data sources, historical and recent trends based on Statistics Canada data
  • The changing labour market from a gender perspective: key changes in the occupational profile of female and male workers
  • Accessing statistical information on employment and gender from Statistics Canada.

16:30 EST

30 min

Q & A

The complexity of federal pay equity implementation evokes important questions that we will try to answer in this important session.  Questions that are not answered during the session will receive a response from the faculty.

17:00 EST

End of Day One

Day Two: Friday, December 8, 2023

10:10 EST

80 min
Sandra Haydon Jackie VanDerMeulen

How You Have to Calculate It
Comparing Compensation to Determine Whether There Are Any Differences in Compensation Between Job Classes of Equal Value

Sandra Haydon, Sandra Haydon & Associates

Jackie VanDerMeulen, Partner, Fasken Martineau DuMoulin LLP

The wage gap methodologies in the Act are very different than was the case under previous models or in provincial legislation.  This session will focus on explaining the models – how they work and considerations for selecting a model that redresses systemic wage discrimination without unduly disrupting existing compensation models and strategies.  Key areas of focus include:

  • Equal average
  • Wage lines
  • Sum of differences

11:30 EST

45 min
Sophie Arseneault

Meet the Challenges of Preparing and Communicating the Contents of the Pay Equity Plan

Sophie Arseneault, Partner, Fasken Martineau DuMoulin LLP

The final piece of implementation is the preparation and posting of a pay equity plan. This session will focus not only on what you have to prepare, but on how to effectively and efficiently communicate important content with the workforce:

  • Finalizing the pay equity plan
  • Content of the plan
  • Posting requirements related to increases in compensation
  • Meeting communication challenges

12:15 EST

60 min


13:15 EST

45 min
Stephanie M. Ramsay

Complying With Statutory Maintenance Obligations With a Sustainable Approach to Ongoing Compensation Strategy

Stephanie M. Ramsay, Partner, Mathews, Dinsdale & Clark LLP

Depending on the size and history of an organization’s past compliance with federal pay equity under the CHRA and the existing internal processes for job evaluation and classification, the implementation of pay equity, particularly under the general rule – a single plan for the full organization – has the potential to disrupt current practices.  This session will focus on considerations on how best to meet the legislative requirements and ensure that the outcomes provide for a sustainable approach to on-going compensation strategy, particularly in the context of a volatile and challenging labour market.   Statutory maintenance obligations and best practices will be highlighted.

14:00 EST

45 min
Renée Caron
All New Session

Policy Capturing: The Faster Method of Valuing Work With Deadlines Looming

Renée Caron, Principal, Renée Caron Consulting

With less than a year to meet the Pay Equity deadline to develop  and post your Pay Equity Plan,  you need to know about the Policy Capturing Method. Why?  Because with only a year to go, it is  a faster way for medium and large organizations to determine the value of work when implementing a pay equity plan – a key consideration for federally-regulated employers racing to catch up.

  • What is the “Policy Capturing” method?
  • What does it involve?
  • Is it acceptable?
  • Who does it apply to?
  • How do you apply it?

14:45 EST

15 min


16:00 EST

End of Day Two