It seems we still have a long way to go, baby.
A recent in-depth study, published by the Globe & Mail, provides us with the statistical reality that the wage gap between male and female Canadian workers still persists.
It is a bit disheartening to read that the issue of wage parity between genders has been ongoing for over twenty years. It seems that we can expect it to continue for the next twenty and beyond unless Canadian employers tackle this issue from a broader economic stance.
The article looks at numerous variables: provincially, nationally and globally. Unfortunately, Canada does not do well on a global level on this issue either. There are numerous explanations and graphs in this article that show not only why the wage gap exists, but also why it continues to persist. While education and access to certain positions in the workforce have increased for women, the opportunities for continuous earnings are not available for this segment of the working population.
An explanation for the continuing gap rests on the argument that women continue to take time away from full-time earnings potential in order to take on the role of primary care-giver for their children and families. Perhaps it is time to consider the monetary value of this role and provide compensation for the woman who takes on the role of primary parent. It might provide one step forward in closing this particular gap.
- What impact does the long-term wage gap, based on gender, pose for the Canadian economy?
- What are practical steps that a compensation manager can implement in the workplace to close the gender wage gap?
- Do you expect that your gender will determine your pay as you launch your career? If not, why not?