Gender Discrimination In Canada

Pay equity is an ongoing problem in Canada, as women are currently earning less than their male counterparts while performing the same job. This form of systemic gender discrimination is beginning even in high school as 27% of females that are graduating are earning less than males. (Gary Dessler, 2015). So even before females finish high school, begin college or choose their career they start making lower wages. Since 1987 a pay equity act has been present in Canada, the act requires that employers pay female dominated positions the same as male dominated positions if they can be compared as equal in value. As there are jobs that are considered traditional ``women`s work and traditional ``men`s work``. The positions held by women are usually

This has not necessarily provided equity for women as women are currently only earning an average of 71% of what males make on each dollar. Even with these (ACTS?PRINCIPLEHUMAN RIGHTS?)Canada`s position in the World Economic Forum gender-gap is falling as it`s positon had dropped 11 spots in 10 years to 19th, (Grant, 2015) and has since taken a plummet to 35th place. (Grant, 2017) The pay gap that exists does not just affect women, it affects employees, employers, and society as a whole. RBC predicts that if the pay gap between males and females would close it could introduce 28-trillion dollars from gross domestic product into the economy. So if the economy could be boosted by women receiving equal pay, what can be done to help Canada move

As employee’s job satisfaction, and production are affected, this precedes to have a direct effect on the organizational climate of the workplace. Not having pay equity can actually have an effect on profitability of a company as an article from the Ministry of Labour suggests companies that do have gender equity in the workplace will bring higher skilled employee prospects, reduce costs associated with loss of employees, and have higher organizational and monetary performances. (Labour, 2016) These are all areas of concern for human resources. As one of the main reasons for voluntary turnover can be attributed to employers having unfair pay practises or unequal pay, which can cost a company ranging from 150 to 250 percent of the employee’s salary. (Gary Dessler, 2015) Canadian women in business are currently being unrepresented, as women make up almost half of the labour force yet around only 37% of management positions are being held by women, and only 5.7% of CEOs are female. (Gary Dessler, 2015)This is shown to be a disadvantage for companies as a survey from catalyst shows that companies that have more female board members, return a higher investment on capital than those companies that have less. (Bloch, 2009) This could be because if a board is missing females, they are missing an opportunity for different perspectives that could possibly be gained from diversity in