Pay equity must be separated from collective bargaining. An examination of the history of fair pay in unionized workplaces—and the current legal remedies available for pay discrimination—prove that the current strategies to remedy the significant gender pay gap are unsuccessful. Two significant issues hinder pay equity. Pay equity is still subject to collective bargaining in unionized workplaces. The Public Sector Equitable Compensation Act (PSECA) has undermined pay equity. The PSECA embodies the dangers of subjecting pay equity issues to collective bargaining. Canada is taking a regressive approach that disregards the importance of pay equity, despite the known benefits to female workers when pay equity and collective bargaining are separated.
This article is helpful for readers seeking to learn more about:
- gender pay gap, pay equity, sexism, discrimination, collective bargaining, gender equality
Topics in this article include:
- labour law, unions, public sector, negotiations, bargaining
Authorities cited in this article include:
- Public Sector Equitable Compensation Act, SC 2009, c 2
- Pay Equity Act, RSO 1990, c P7
- Canadian Human Rights Act, RSC 1985, c H-6
Sydney Kruth , "A Case for Canadian Pay Equity Reform", (2015) 5:2 online: UWO J Leg Stud 2 <https://ir.lib.uwo.ca/uwojls/vol5/iss2/2>.
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