The move is not ambitious enough, according to advocates who are calling for a pay equity law to require employers to close the gap
At that time, the government concluded that “pay equity for women will not be achieved without legislation.”
“Certainly there is some value in pay transparency legislation, but it places the onus on the worker to advocate for themselves if you can see you are not being paid equally for similar work,” she said in an interview. “We know there is a wage gap. We really need mechanisms for accountability, to pro-actively move employers toward addressing those gaps.”
By collecting sunshine lists from hundreds of employers across the country, the project produced an unprecedented look at where women stand within vital public institutions. Sunshine laws around the country have revealed inequities in hiring practices, promotion and compensation. But weak enforcement is slowing progress: Fighting a human-rights case is costly, risky and time-consuming. Employers face minor consequences for ignoring equity challenges.
The B.C. government is developing legislation that “seeks to close the gender pay gap by empowering employers and their employees with factual information about their organization’s pay gap. The issues underpinning it pertaining to the workplace’s dynamics can then be addressed through the adoption or improvement of gender equity policies and practices.”
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