Economy

The Gender Gap Persists

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Wage gap concept with blue figure symbolizing men and red pawn women
ibreakstock/Shutterstock

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.

Click here to read the study.

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.

Discussion Questions:

  1. What impact does the long-term wage gap, based on gender, pose for the Canadian economy?
  2. What are practical steps that a compensation manager can implement in the workplace to close the gender wage gap?
  3. Do you expect that your gender will determine your pay as you launch your career? If not, why not?

Education, Skills and Experience – Willing to Relocate?

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Maybe Not!

Source: Slavoljub Pantelic/Shutterstock
Source: Slavoljub Pantelic/Shutterstock

It seems to be a ridiculous notion, that, by having to move from one location to another, one might become less valuable in the economic marketplace.  This concept becomes even more ridiculous when considering the level of highly competent individuals who have worked diligently to earn formal professional credentials and carry with them years of professional training, expertise, and experience.  Yet, when these highly competent and trained individuals move from their home location to a new part of Canada, this is exactly what happens.

A recent report, Brain Gain 2015: The State of Canada’s Learning Recognition System issued by the Conference Board of Canada focuses on this issue.

Click Here to Read the Full Report

Click Here to Read a Summary Article

As noted in this article, Canadian workers stand to gain billions of dollars in economic gains should provinces recognize formal accreditation, training, and standards acquired from different places around the world.  When Canadian workers gain economically, there is a direct connection to the Canadian economy gaining as a whole.  However, this seems to be an untapped area of possibilities and opportunities.

This lack of recognition of credentials and learned expertise is not a new concept.  We see, hear, and read numerous accounts about the loss of employment credentials particularly focused on internationally trained immigrants coming to Canada.  There are numerous stories of dedicated and trained professionals landing in Canada who end up taking employment opportunities well below their career capacities.

What is not often highlighted, however, is the notion of province to province employment migration resulting in a similarly significant potential loss of credential recognition.

As Human Resources professionals, we too must face this challenge.  For those of us practicing in Ontario, we are able to earn credentials through the Human Resources Professionals Association resulting in one of three Canadian designations; CHRP, CHRL or CHRE.  Other provinces have their own credentialing bodies or professional association requirements.

It would certainly be a shame to lose the credibility of these earned credentials if one moved from Ontario to another province or vice versa.  Should fully trained, competent Human Resources professionals with years of experience, knowledge, expertise, and credentials expect to lose economically when transferring from one province to another?

There does not seem to be any benefit from this potential loss to anyone. The gains, on the other hand, from recognizing what has been legitimately earned seem to be significant.

Discussion Questions:

  1. Would you move to another location/country for work purposes if you knew your earned credentials or learned experience would not be recognized?
  2. How would provincial economies benefit from recognizing external credentials?
  3. Why do you think out of province and/or out of country credentials are not recognized?
  4. What is the value of learned experience from your perspective?
  5. Would you rather get advice from an HR professional who has ‘education’ credentials and ‘minimal’ experience or from an HR Professional who has years of experience and ‘minimal’ credentials?