Every International Women’s Day, I take a well-deserved break. Why even try and jostle for space in a room flooded with corporations and politicians wielding their bullhorns for a day, turning what began as a profound call for social justice in 1975 into a shallow, Hallmark-esque spectacle? It’s an audacious display of gaslighting. “Adore women? Of course, we do. Let’s round up some speakers (sans compensation, naturally), sprinkle around some presents (pink, of course), mouth a few platitudes about value, and call it a day.” This annual, superficial nod towards gender equality appears to do little more now than gloss over the deep-seated need for systemic change.
So, when the opportunity arose to collaborate with the Pay Equity Office of Ontario, my emotions were mixed. Make no mistake, I am delighted to be partnering with them and I have a deep sense of pride in contributing to a cause so fundamental. Still, I’d be lying if I said I don’t harbour a growing resentment that the need for such advocacy persists. Some days, like on International Women’s Day for example, I just feel tired. But what pulls me back into the ring every time is my daughters. I am determined to stick with the rallying call of my ancestors and work tirelessly, and sometimes, just tired, to make the world better for them.
Why Do We Need Pay Equity?
What’s most striking to me is that it’s not uncommon to hear someone ask, “Why do we need pay equity?” To those ensconced in a bubble of complacency, it might seem as if the battle was won long ago. But the reality on the ground tells a different story. The persistence of the gender wage gap is not just a statistic; it’s a reflection of persistent inequality that affects our lives daily. Women’s work is undervalued, underpaid, and often invisible in the grand ledger of economic contributions.
In 2024, the narrative remains disappointingly consistent: women continue to earn less than men across all spectrums – age, education, occupation, you name it. Wage disparity is a legacy of an era that disproportionately valued men’s contributions in the workforce, leaving us entangled in societal norms that are stubborn to evolve. The pursuit of pay equity though is like any other battle, ground is made and lost repeatedly until victory is finally achieved.
Two Steps Forward – Where We’ve Gained Ground
We all need hope to cling to when we’re in a battle, and thankfully we have a lot to be hopeful about. Ontario was the first government globally to create a Pay Equity Act that covers workers in both the public and private sectors. Since the changes we seek can sometimes take generations, it’s good to know that we have a head start in our province. The Pay Equity Act in Ontario, recognizes systemic inequalities and is committed to address them. These legal frameworks are instrumental in providing a baseline for fair compensation, ensuring that pay equity moves from a discretionary ideal to a mandated norm.
Grassroots movements and advocacy have also seen a resurgence, galvanized by a collective realization of the fragility of our hard-won rights. Women across generations are mobilizing, leveraging digital platforms to amplify their voices, share their stories, and hold both employers and policymakers accountable. This renewed activism is not only raising awareness but also driving tangible changes, from more equitable company policies to increased representation of women in leadership roles across sectors.
One Step Back – Where We’ve Lost Ground
Okay, so we’ve had some setbacks lately. Pandemic anyone? Aside from being locked down in our homes, we were locked out of progress. The pandemic was more than a global health crisis, it was a magnifying glass that exposed and exacerbated the fissures in gender equality. The pandemic put women in a particularly precarious position, splitting them into two distinct yet challenged groups.
On one hand, essential workers, like nurses, were thrust into the spotlight, becoming the backbone of the crisis response. On the other, women in unstable sectors such as travel and hospitality, where they make up a significant portion of the workforce, faced widespread job losses. This dichotomy exposed the deep-seated vulnerabilities in gender equality within the workforce. The subsequent “she-cession” reversed years of hard-fought gains in workforce participation and wage equality, disproportionately affecting women of colour and those in low-wage jobs.
Moreover, the rapid shift to remote work, while a boon for some, laid bare the double burden many women carry, juggling professional responsibilities with a disproportionate share of domestic duties and caregiving. This reality, coupled with the lack of supportive infrastructure for working parents, particularly mothers, has widened the gap, pushing many to scale back their careers or exit the workforce altogether, with long-term implications for their economic independence and professional advancement.
Outside of the pandemic, it’s estimated that it could take 132 years to bridge the global gender pay gap. Across Canada, the statistics are equally disheartening. According to Statistics Canada’s findings, the gender pay disparity in full-time roles see women earning just $0.89 for every dollar that men earn.
The Path to Victory Starts With You
Victory lies in collective action—in the decisions of policymakers, the practices of employers, and the advocacy of individuals (hint, that’s you). My initial conversation with Commissioner Kadie Philp was eye-opening; the journey toward pay equity is more intricate and multifaceted than I had realized. Achieving true parity demands the dismantling of structural barriers that perpetuate inequality, from redefining the value of “women’s work” to ensuring transparent and fair compensation practices across industries.
Education and empowerment are pivotal. By arming women with the knowledge and tools to negotiate fair wages and champion their rights, we can alter the power dynamics and challenge the status quo. This is where Ontario’s Pay Equity Office becomes an indispensable ally in our quest for true parity.
I invite you to join us over the next six months as we delve into the Gender Wage Gap in Ontario, Pay Equity vs. Equal Pay for Equal Work, the Gender Pension Gap, and Navigating Employment Law. These aren’t just topics for discussion—they’re vital knowledge we need to internalize, empowering us to forge ahead. So, who’s ready to roll up their sleeves and get to work?
Disclosure: This article marks the beginning of a thought-provoking 6-part series brought to you in partnership with the Pay Equity Office of Ontario. As part of this collaboration, I am being compensated for my efforts to shed light on the crucial issues surrounding pay equity and to contribute to the broader conversation on achieving gender equality in the workplace.
