We wanted to share an update on the pay equity work that is underway as we begin the new year. 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. As many of you know, more than 60 per cent of CAPE’s membership is made up of women.
With the recent undertaking of the Pay Equity Act, which requires employers to proactively establish a pay equity plan and to adjust salaries as required, CAPE has been hard at work advocating for its members.
Along with other bargaining agents, you may recall that last summer we successfully got the federal pay equity commissioner to rule in favour of our proposal to have a single pay equity plan for the core public administration, and not multiple plans as proposed by the Treasury Board. In July, CAPE hosted training with other bargaining agents to build a better understanding of the processes and requirements.
As the act states that employers are required to publish their pay equity plan and the notice of pay increases by September 2024, pay equity committees have now been established to carry out the work. Representatives from CAPE serve on four separate pay equity committees to represent the interests of its membership, and the association is actively taking comprehensive steps to ensure equal pay for work of equal value, a fundamental human right CAPE continues to advocate for.
The main role of the pay equity committees is to create a pay equity plan which identifies differences in compensation between jobs that are commonly held by women and those commonly held by men and then identify where changes in compensation are necessary to ensure equal pay for work of equal value. This work is separate from the collective bargaining process, but once a pay equity plan is fully established any pay equity increase must be incorporated into, and form part of, the collective agreements.
Core Public Administration Pay Equity Committee
In CAPE’s ongoing efforts to uphold the principles of pay equity, significant strides have been made within the Core Public Administration pay equity committee. We have diligently worked towards building the committee and establishing the pay equity plan, while adhering to mandated timelines.
The membership requirements for the committee have been carefully outlined, ensuring representation for both unionized and non-unionized employees.
The committee composition adheres to prescribed conditions, guaranteeing a balanced representation that aligns with the goals of equitable compensation. This includes ensuring two-thirds representation by employees, 50 per cent representation of women, and inclusive participation from the employer and each bargaining agent, including non-unionized employees.
Deliberations surrounding the terms of reference have started. Finalization of these terms are mandatory before engaging the work on categorizing the approximately 850 job classes under this plan.
The committee has planned to meet three days in a row each month, which requires prep time to review all the information and caucus with the other bargaining agents.
Library of Parliament Pay Equity Committee
The Library of Parliament pay equity committee has made commendable progress towards realizing pay equity objectives. The committee's establishment, a significant milestone achieved on October 25, 2023, has paved the way for consistent weekly meetings. These discussions primarily focus on charting the necessary steps to actualize pay equity within the institution.
A recent meeting held on December 12, 2023, centered on preliminary discussions concerning job categories and gender predominance. Regular sessions continue to convene, aiming to strategically organize job categories, ensuring an accurate reflection of predominance within each class.
In early 2024, the committee will finalize job categories and undertake an insightful historical predominance analysis within these categories.
Office of the Parliamentary Budget Officer Pay Equity Committee
The establishment of the Office of the Parliamentary Budget Officer pay equity committee in May 2023 marked an essential milestone in CAPE’s pursuit of pay equity. Convening twice monthly, the committee has been unwavering in its dedication to progress toward the publication of the pay equity plan.
With defined job categories in place, this committee has chosen to employ the Canadian Human Rights Commission job evaluation tool for precise pay equity assessment. In a rigorous three-day session held in December 2023, the committee meticulously scrutinized and deliberated on the value assigned to each job, utilizing the tool.
An extensive review is scheduled for early 2024 to ensure comprehensive and accurate evaluations across all jobs.
Royal Canadian Mounted Police Civilian Members Pay Equity Committee
The Royal Canadian Mounted Police civilian member pay equity committee covers approximately 100 job classes. It has completed its terms of reference and is currently deciding the gender predominance of each job class (male, female or no predominance). This undertaking demands thorough deliberation and consensus-building among stakeholders to ensure a fair assessment, especially for job categories where there is no female or male majority.
The RCMP committee has planned to meet three days in a row each month, which requires prep time to review all the information and caucus with the other bargaining agents.
The strategic execution of these steps contributes to shaping CAPE’s approach but also fortifies our commitment to fostering an environment within the RCMP that upholds principles of fairness and equality. As we navigate these crucial tasks, our dedication to advocating for equitable practices remains unwavering.
Moving forward
The four pay equity committees will be busy throughout the year. More updates will be provided as available.
Each committee signifies a dedicated stride toward fair compensation practices. CAPE’s focused efforts on establishing committees, defining job categories, deliberating on gender predominance, and engaging in critical discussions showcase our determination. CAPE stands united with other federal unions in championing pay equity and fostering environments where fairness and equality prevail.
For more on pay equity visit the Issues page.
