Gender and the Economy

Search results for: “pay equity”

  • Minister Patty Hajdu on pay equity and tackling the gender wage gap

    Minister Patty Hajdu on pay equity and tackling the gender wage gap

    [fusion_builder_container hundred_percent=”no” equal_height_columns=”no” menu_anchor=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” background_color=”” background_image=”” background_position=”center center” background_repeat=”no-repeat” fade=”no” background_parallax=”none” parallax_speed=”0.3″ video_mp4=”” video_webm=”” video_ogv=”” video_url=”” video_aspect_ratio=”16:9″ video_loop=”yes” video_mute=”yes” overlay_color=”” video_preview_image=”” border_color=”” border_style=”solid” padding_top=”” padding_bottom=”” padding_left=”” padding_right=”” type=”legacy”][fusion_builder_row][fusion_builder_column type=”1_1″ layout=”1_1″ background_position=”left top” background_color=”” border_color=”” border_style=”solid” border_position=”all” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding_top=”” padding_right=”” padding_bottom=”” padding_left=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” center_content=”no” last=”true” min_height=”” hover_type=”none” link=”” border_sizes_top=”” border_sizes_bottom=”” border_sizes_left=”” border_sizes_right=”” first=”true”][fusion_text columns=”” column_min_width=”” column_spacing=”” rule_style=”” rule_size=”” rule_color=”” hue=”” saturation=”” lightness=”” alpha=”” content_alignment_medium=”” content_alignment_small=”” content_alignment=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” margin_top=”” margin_right=”” margin_bottom=”” margin_left=”” fusion_font_family_text_font=”” fusion_font_variant_text_font=”” font_size=”” line_height=”” letter_spacing=”” text_transform=”” text_color=”” animation_type=”” animation_direction=”left” animation_color=”” animation_speed=”0.3″ animation_delay=”0″ animation_offset=”” logics=””]On October 31, the Hon. Patty Hajdu (Minister of Employment, Workforce Development and Labour) joined Director Sarah Kaplan for a fireside chat with Rotman students. During this talk, Minister Hajdu explained the latest pay equity legislation put forward by the Canadian government, as well as other initiatives needed to close the gender wage gap.

    Check out the clip below to hear some of Minister Hajdu’s thoughts, and read more about this event here.

    [/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”50″ bottom_margin=”50″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_button link=”https://www.gendereconomy.org/events/” text_transform=”” title=”” target=”_blank” link_attributes=”” alignment=”” modal=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#00c2e2″ button_gradient_bottom_color_hover=”#00c2e2″ accent_color=”” accent_hover_color=”” type=”” bevel_color=”” size=”” stretch=”yes” icon=”” icon_position=”left” icon_divider=”no” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]See more past events[/fusion_button][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”20″ bottom_margin=”20″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_title margin_top=”” margin_bottom=”” hide_on_mobile=”medium-visibility,large-visibility” class=”” id=”” size=”5″ content_align=”center” style_type=”default” sep_color=””]

    Or register below for these upcoming events

    [/fusion_title][fusion_recent_posts layout=”default” hover_type=”none” columns=”3″ number_posts=”3″ offset=”0″ pull_by=”category” cat_slug=”events” exclude_cats=”past” tag_slug=”” exclude_tags=”” thumbnail=”yes” title=”yes” meta=”no” meta_author=”no” meta_categories=”no” meta_date=”yes” meta_comments=”yes” meta_tags=”no” content_alignment=”” excerpt=”no” excerpt_length=”35″ strip_html=”yes” scrolling=”no” hide_on_mobile=”medium-visibility,large-visibility” class=”” id=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=”” /][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

  • Pay Equity, Minor Sports, and Peanut Bans

    Pay Equity, Minor Sports, and Peanut Bans

     

     

     

     

  • Canada’s gender pay equity strategy likely to stop short of Iceland’s: experts

    Canada’s gender pay equity strategy likely to stop short of Iceland’s: experts

  • How companies can close the pay equity gap in nine simple steps

    How companies can close the pay equity gap in nine simple steps

  • On pay equity, this is how men can step up in the workplace

    On pay equity, this is how men can step up in the workplace

  • For transgender women, the pay equity gap is even wider

    For transgender women, the pay equity gap is even wider

  • Gender, Equity and Prosperity: A panel discussion on Equal Pay Day

    Gender, Equity and Prosperity: A panel discussion on Equal Pay Day

    [fusion_builder_container hundred_percent=”no” equal_height_columns=”no” menu_anchor=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” background_color=”” background_image=”” background_position=”center center” background_repeat=”no-repeat” fade=”no” background_parallax=”none” parallax_speed=”0.3″ video_mp4=”” video_webm=”” video_ogv=”” video_url=”” video_aspect_ratio=”16:9″ video_loop=”yes” video_mute=”yes” overlay_color=”” video_preview_image=”” border_color=”” border_style=”solid” padding_top=”” padding_bottom=”” padding_left=”” padding_right=”” type=”legacy”][fusion_builder_row][fusion_builder_column type=”1_1″ layout=”1_1″ background_position=”left top” background_color=”” border_color=”” border_style=”solid” border_position=”all” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding_top=”” padding_right=”” padding_bottom=”” padding_left=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” center_content=”no” last=”true” min_height=”” hover_type=”none” link=”” border_sizes_top=”” border_sizes_bottom=”” border_sizes_left=”” border_sizes_right=”” first=”true”][fusion_text columns=”” column_min_width=”” column_spacing=”” rule_style=”” rule_size=”” rule_color=”” hue=”” saturation=”” lightness=”” alpha=”” content_alignment_medium=”” content_alignment_small=”” content_alignment=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” margin_top=”” margin_right=”” margin_bottom=”” margin_left=”” fusion_font_family_text_font=”” fusion_font_variant_text_font=”” font_size=”” line_height=”” letter_spacing=”” text_transform=”” text_color=”” animation_type=”” animation_direction=”left” animation_color=”” animation_speed=”0.3″ animation_delay=”0″ animation_offset=”” logics=””]An April 18, 2017, a panel discussion commemorating Equal Pay Day with Emanuela Heyninck, Ontario Pay Equity Commissioner, Jamison Steeve, Director, Institute for Competitiveness and Prosperity, Victoria Budson, Executive Director, Women and Public Policy Program (WAPPP) at Harvard’s Kennedy School, moderated by Sarah Kaplan, Director of the Institute for Gender + the Economy discussed five themes cutting across policy insights from the pay equity commission and research on prosperity.

    Themes:

    Gender wage gap
    Childcare
    Parental leave (maternity and paternity)
    Education/skills development
    Business norms and practices.

    About the speakers:

    Emanuela Heyninck, Ontario Pay Equity Commissioner.

    In April of 2015, Ms. Heyninck was one of four individuals appointed by the government to the Gender Wage Gap Strategy Steering Committee, which is conducting research and seeking public input into solutions to close the gender wage gap in Ontario. The Committee’s recommendations will be submitted to the Minister of Labour in the spring of 2016. Ms. Heyninck is immediate Past President of the Society of Adjudicators and Regulators and has served on several of SOAR’s committees and on the Board of Director and Executive. She is a member of several Advisory Councils, including Conestoga College and the University of Western Ontario Student Law Clinic and is a mentor at Brescia College. She holds an Hon. B.A. in Italian and French from McMaster University and a Bachelor of Laws from the University of Windsor. Before her appointment to the Pay Equity Commission, she practiced civil, family and administrative law in London, Ontario for 25 years.

    Jamison Steeve, Executive Director, Institute for Competitiveness and Prosperity

    Jamison is the Executive Director at the Martin Prosperity Institute and the Institute for Competitiveness and Prosperity, two of Canada’s leading think tanks. Jamison is responsible for the day to day operation of both institutes, as well as the development of the strategic plan, communication vehicles and policy agenda. Since joining the ICP, Jamison has increased the pace and impact of the Institute’s work. The ICP has covered a wide range of topics including health care, infrastructure, scaling up businesses, and the utility of government grants in attracting businesses to Ontario.

    Victoria Budson, Executive Director, Women and Public Policy Program (WAPPP) at Harvard’s Kennedy School

    WAPPP is the leading institution for advancing interdisciplinary research on approaches to closing gender gaps, educating students and leaders on gender policy, and implementing policy changes at local, state, and national levels. Budson speaks regularly on topics related to closing gender gaps such as gender and public policy, electoral politics and political action. She also addresses how diversity and gender equality improve the profitability of corporations and the prosperity of families and society. In her work, she focuses on evidence-based methods that are proven to improve diversity and gender equality in the workplace.[/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”50″ bottom_margin=”50″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_button link=”https://www.gendereconomy.org/events/” text_transform=”” title=”” target=”_blank” link_attributes=”” alignment=”” modal=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#00c2e2″ button_gradient_bottom_color_hover=”#00c2e2″ accent_color=”” accent_hover_color=”” type=”” bevel_color=”” size=”” stretch=”yes” icon=”” icon_position=”left” icon_divider=”no” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]See more past events[/fusion_button][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”20″ bottom_margin=”20″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_title margin_top=”” margin_bottom=”” hide_on_mobile=”medium-visibility,large-visibility” class=”” id=”” size=”5″ content_align=”center” style_type=”default” sep_color=””]

    Or register below for these upcoming events

    [/fusion_title][fusion_recent_posts layout=”default” hover_type=”none” columns=”3″ number_posts=”3″ offset=”0″ pull_by=”category” cat_slug=”events” exclude_cats=”past” tag_slug=”” exclude_tags=”” thumbnail=”yes” title=”yes” meta=”no” meta_author=”no” meta_categories=”no” meta_date=”yes” meta_comments=”yes” meta_tags=”no” content_alignment=”” excerpt=”no” excerpt_length=”35″ strip_html=”yes” scrolling=”no” hide_on_mobile=”medium-visibility,large-visibility” class=”” id=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=”” /][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

  • Not a single large, public Canadian firm has closed the gender pay gap, study finds

    Not a single large, public Canadian firm has closed the gender pay gap, study finds

  • Claudia Goldin on Career and Family: Women’s Century-Long Journey toward Equity

    Claudia Goldin on Career and Family: Women’s Century-Long Journey toward Equity

    [fusion_builder_container hundred_percent=”no” equal_height_columns=”no” menu_anchor=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” background_color=”” background_image=”” background_position=”center center” background_repeat=”no-repeat” fade=”no” background_parallax=”none” parallax_speed=”0.3″ video_mp4=”” video_webm=”” video_ogv=”” video_url=”” video_aspect_ratio=”16:9″ video_loop=”yes” video_mute=”yes” overlay_color=”” video_preview_image=”” border_color=”” border_style=”solid” padding_top=”” padding_bottom=”” padding_left=”” padding_right=”” type=”legacy”][fusion_builder_row][fusion_builder_column type=”1_1″ layout=”1_1″ background_position=”left top” background_color=”” border_color=”” border_style=”solid” border_position=”all” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding_top=”” padding_right=”” padding_bottom=”” padding_left=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” center_content=”no” last=”true” min_height=”” hover_type=”none” link=”” first=”true” border_sizes_top=”” border_sizes_bottom=”” border_sizes_left=”” border_sizes_right=””][fusion_text columns=”” column_min_width=”” column_spacing=”” rule_style=”” rule_size=”” rule_color=”” hue=”” saturation=”” lightness=”” alpha=”” content_alignment_medium=”” content_alignment_small=”” content_alignment=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” margin_top=”” margin_right=”” margin_bottom=”” margin_left=”” fusion_font_family_text_font=”” fusion_font_variant_text_font=”” font_size=”” line_height=”” letter_spacing=”” text_transform=”none” text_color=”#0a0100″ animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]

    Topic: Career and Family: Women’s Century-Long Journey toward Equity (Princeton University Press, Oct. 12 2021)

    GATE Faculty Research Fellow Professor Sonia Kang recently hosted a conversation with Dr. Claudia Goldin, Henry Lee Professor of Economics at Harvard University on Professor Goldin’s new book Career and Family: Women’s Century-Long Journey toward Equity. They had a lively discussion with the audience on the barriers women face and how we can move forward on the path to achieving gender equity. 

    Professor Goldin highlighted that gender inequity at home can produce gender inequality in society. A century ago, it was a given that a woman with a college degree had to choose between having a career and a family. Today, there are more female college graduates than ever before, and more women want to have a career and family, yet challenges persist at work and home.  

    One of the key barriers women face in eliminating the gender wage gap is ‘greedy work’, paying employees disproportionately more for long hours and weekend work. Greedy work is particularly prevalent in jobs where one gets tenure, partnerships, salary promotions, and more. Further, caregiving responsibilities still disproportionately fall on women.  Because of care responsibilities many working mothers opt for jobs with higher flexibility even though these jobs are less remunerative, thus widening the gender wage gap. This also propagates couple inequality as the male partner does ‘greedy work’ and has more financial reward. Not only does this give rise to a gender gap in earnings, but it also reinforces a couple’s inequity in terms of career and family. Professor Goldin highlighted that a potential solution and silver lining of COVID-19 has been the growth of remote and flexible work, which can greatly benefit working mothers.  

    “One edge of a silver lining to these dark times is that at least in the US, we have begun a national dialogue about caregiving […] Women in the US and Canada are almost half of the labor force. Our economies now run on women. Caregiving isn’t simply something we can brush aside.” 

    – Claudia Goldin 

    Watch Claudia Goldin discuss how we can move forward on the path to achieving gender equality

    [/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”20″ bottom_margin=”20″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_button link=”https://www.gendereconomy.org/events/” text_transform=”” title=”” target=”_blank” link_attributes=”” alignment=”” modal=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#00c2e2″ button_gradient_bottom_color_hover=”#00c2e2″ accent_color=”” accent_hover_color=”” type=”” bevel_color=”” size=”” stretch=”yes” icon=”” icon_position=”left” icon_divider=”no” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]See more events[/fusion_button][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

  • Livestream: Experts Discuss “The Equity Equation in Capital Markets”

    Livestream: Experts Discuss “The Equity Equation in Capital Markets”

    [fusion_builder_container hundred_percent=”no” equal_height_columns=”no” menu_anchor=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” background_color=”” background_image=”” background_position=”center center” background_repeat=”no-repeat” fade=”no” background_parallax=”none” parallax_speed=”0.3″ video_mp4=”” video_webm=”” video_ogv=”” video_url=”” video_aspect_ratio=”16:9″ video_loop=”yes” video_mute=”yes” overlay_color=”” video_preview_image=”” border_color=”” border_style=”solid” padding_top=”” padding_bottom=”” padding_left=”” padding_right=”” type=”legacy”][fusion_builder_row][fusion_builder_column type=”1_1″ layout=”1_1″ background_position=”left top” background_color=”” border_color=”” border_style=”solid” border_position=”all” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding_top=”” padding_right=”” padding_bottom=”” padding_left=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” center_content=”no” last=”true” min_height=”” hover_type=”none” link=”” first=”true” border_sizes_top=”” border_sizes_bottom=”” border_sizes_left=”” border_sizes_right=””][fusion_text columns=”” column_min_width=”” column_spacing=”” rule_style=”” rule_size=”” rule_color=”” hue=”” saturation=”” lightness=”” alpha=”” content_alignment_medium=”” content_alignment_small=”” content_alignment=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” margin_top=”” margin_right=”” margin_bottom=”” margin_left=”” fusion_font_family_text_font=”” fusion_font_variant_text_font=”” font_size=”” line_height=”” letter_spacing=”” text_transform=”” text_color=”” animation_type=”” animation_direction=”left” animation_color=”” animation_speed=”0.3″ animation_delay=”0″ animation_offset=”” logics=””]While firms in Canada’s financial industry have shown leadership and a commitment to advancing diversity and inclusion, we have yet to succeed in achieving the goals many of us aspire to.

    Prompted by Women in Capital Markets’ (WCM) recent report, THE EQUITY EQUATION: A Roadmap To Equity, Diversity and Inclusion in Finance, the Institute for Gender and the Economy and WCM co-hosted a discussion on the future of inclusion in the financial industry. The event featured a frank discussion with an outstanding panel of experts including: Dennis Mitchell, CEO & CIO, Starlight Capital, Jane Rowe, Vice Chair, Investments, Ontario Teachers’ Pension Plan, Karen Sihra, Director, Inclusion and Diversity, CPP Investments, Camilla Sutton, President and CEO, Women in Capital Markets and Ray Williams, Managing Director & Vice Chairman, Financial Markets, National Bank Financial.

    A key take away: what the industry is doing today is not working. In order to achieve an equitable and inclusive workplace, we need a structural approach, and we must stop concentrating on the individual.

    We really have to start focusing on structural barriers in our firms and within the industry. That is the secret to success.

    Why do members of the LGBTQ+ community feel excluded? According to the report, 62% LGBTQ+ finance professionals do not talk about their personal life at work. They fear that coming out will impede career progress or make their workplace uncomfortable.  As the job market becomes more competitive, top employers are fighting to attract the best talent. Employers must be able to show that they are offering an environment of opportunity, fair pay and inclusion.

    Why are there so few Black women in the financial industry? A clear insight is that the experience of Black women is remarkably worse than for other women or for men. While Bay Street prides itself on hiring the best people from the top schools, a “like-hiring-like” mentality results in a homogenous group, dominated by white cisgender men and, to a lesser extent, white cisgender women. Black women will continue to be underrepresented in the industry until deliberate investments are taken to level the playing field.

    Women, especially women of colour, and members of the LGBTQ community feel that they are not equally paid. And, evidence suggests that this is indeed true. But, managers insist that everyone is paid “fairly.” The disconnect comes in our unbalanced notion of meritocracy in which people in the non-dominant groups are seen as somehow less meritorious.

    Can we rethink leadership? We can do the work to unpack what leadership looks like. Is leadership a tall, white, straight, able-bodied, cisgendered man or is leadership someone who can inspire us, lead a team and get the best out people.

    Watch our panelists discuss how to be a genuine ally.

    [/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”20″ bottom_margin=”20″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_button link=”https://www.gendereconomy.org/events/” text_transform=”” title=”” target=”_blank” link_attributes=”” alignment=”” modal=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#00c2e2″ button_gradient_bottom_color_hover=”#00c2e2″ accent_color=”” accent_hover_color=”” type=”” bevel_color=”” size=”” stretch=”yes” icon=”” icon_position=”left” icon_divider=”no” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]See more events[/fusion_button][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

More posts