Federally regulated employers have an obligation to develop a pay equity plan for their organization. The first steps of the process include gathering the data and establishing the foundation for the Pay Equity Plan.
Gather the data required to develop a pay equity plan
Federally regulated workplaces should update or collect the data that will be necessary to develop a pay equity plan, including:
- list of job positions and dates of when these positions were first created or used in the organization
- list of employees holding each position both currently and, if available, in the past (e.g. 5 years)
- self-identified gender of employees, including those identifying as non-binary
- job descriptions
- standard hours of work for each position (if not available, track actual hours of work to ensure that hourly rates of pay can be easily determined)
- list of compensation elements provided to each position, which can include hourly pay, salary, commission, pay per kilometer, pay per piece, benefits plans, vacation pay and allowances granted when on call
- salary range for each position (if available)
Collect compensation information
The pay equity process requires that employers and pay equity committees use information about their workplace’s compensation practices for the purposes of, for example:
- the creation of job classes
- the calculation and the comparison of compensation
For some employers, there may be some work to do in compensation systems, for example to combine all elements of pay within a single database.
The types of compensation information that may be required includes:
- direct compensation, such as base pay, variable pay or incentive pay amounts.
- indirect compensation, such as benefit types and amounts, paid time off and indirect payments such as parking and car allowances.