With some federal employers beginning the work to establish their respective pay equity plans, the Canadian Association of Professional Employees (CAPE) hosted a two-day joint training session on July 18-19, 2023, designed and delivered by the Professional Institute of the Public Service of Canada (PIPSC) and the Association of Canadian Financial Officers (AFCO).
The training was delivered for the benefit of representatives from unions, employers, and underrepresented employees so all groups could build a common understanding of the pay equity process and its legal requirements in view of the changes ahead following amendments to the Pay Equity Act in August 2021.
Why now?
Within the federal public sector, gender-based pay disparities continue to contribute to the gender wage gap, leaving workers in jobs commonly done by women underpaid and undervalued. The Pay Equity Act, which came into force in August 2021, requires employers to proactively establish a pay equity plan by September 4, 2024. The purpose of the act is to ensure equal pay for work of equal value. This means if two different jobs contribute equal value to their employer’s operations then the employees in those positions should receive equal pay.
Federal public sector unions were recently successful in getting the Treasury Board’s proposal for three separate plans changed to one single plan for all core public administration employees, after arguing that more than one plan would undermine the intent of the Act. Following this decision, the Treasury Board’s Pay Equity Committee was formed to begin the process of building the plan.
CAPE’s membership is predominantly female and advancing pay equity will have a positive impact for most of our members. CAPE is – and will continue to be – a strong voice for meaningful and effective pay equity plans that establish equal pay for work of equal value across the public sector.
More information on pay equity can be found on the Issues page.
