Why pay transparency matters
Last updated on May 31, 2024B.C has one of the highest gender pay gaps in Canada. According to Statistics Canada, in 2023 women in B.C. earned 17 percent less than men. For Indigenous and Black people, people of colour and newcomer women, the gap is higher.
What is the gender pay gap?
The gender pay gap refers to the difference in earnings between people of different genders. While it affects people all along the gender continuum, it is most often expressed as a difference between men and women. Research has shown that the negative impacts of the gap disproportionately affect women, which is a significant barrier to gender equality.
Work underway
In addition to a mandate commitment to introduce pay transparency legislation, B.C. has also been working toward closing the pay gap on many different fronts, recent initiatives include:
- Investments in childcare so no parent is forced to choose between their career and family – this is the single most impactful way we can close the gap
- Investing in housing for women and children creating a life after violence
- Raising B.C.’s minimum wage, 60 percent of these earners are women
- Raising liquor server wages to meet the minimum wage for workers in that industry, 80 percent of whom are women
- Giving extra support to women in skilled trades through enhanced employment and skills training so women stand to benefit from good paying jobs
- The provision of upskilling and micro credentialing, improved transit and transportation infrastructure, as well as closing the digital divide are also critical to allow people to participate in the labour force
With more than one million job openings anticipated for B.C. over the next decade, women will continue to play an increasingly important role in keeping B.C.’s economy diverse, strong and growing.
For more information please see pay transparency laws in B.C.
Here's what people are saying
"British Columbia’s Pay Transparency Act represents a positive step towards reducing the gender pay gap, which is a considerable barrier for women in STEM. Representation of women and girls in STEM remains low, and with the anticipated rise of STEM-related jobs in the near future, it is crucial for governments, employers, and civil society organizations to work together to prevent the pay gap from widening further. Together, we must continue to address barriers that prevent us from closing the pay gap which also disproportionately affects equity-deserving groups across the province."
Society for Canadian Women in Science & Technology (SCWIST), Policy & Advocacy Team
“Inspiring Women Among Us was established in 2015 to extend conversations about gender and gender-based violence beyond December 6th, our National Day of Remembrance and Action on Violence Against Women. Ongoing pay inequity is a form of structural violence against women—it holds women back, restricts their freedom, and literally values them less. This new legislative step in BC is critical for moving towards inclusive compensation practices, and valuing women’s work appropriately. Greater transparency and required reporting will also help to level the playing field by increasing access to information about salary ranges and expectations. It’s about time!”
Dr. Zoë A. Meletis, Co-Founder, Inspiring Women Among Us
“B.C.’s new pay transparency legislation is an important first step in reducing the persistent gender pay gap in our society by requiring employers to publicly disclose average pay for male and female employees. The legislation will address systemic discrimination in the workplace that holds women back from achieving their true potential and will help ensure fairer compensation across our province, so we remain a competitive and attractive place for citizens and newcomers to settle.”
Queenie Choo, CEO, S.U.C.C.E.S.S
“Pay transparency legislation is a very important step in addressing the systemic inequities women still face today. Pay transparency removes bias and enables current and prospective employees to pursue opportunities that will enable economic growth for them, their families, and the business and communities they work in. Gender equity will not be achieved overnight and women and gender-diverse people deserve policies that recognize the disadvantages that still exist today, and that will proactively support businesses to make the fair, equitable and mutually beneficial decisions. There is a quote that says when you don’t disclose salary range on a job posting, a unicorn loses its wings. I think we can all agree that our businesses, our communities and our economy need all unicorns at the table so that we can all thrive, together.”
Paulina Cameron, CEO, The Forum
"Pay transparency is important because it is crucial to ultimately achieve pay equity. As an employment lawyer, I have worked with many employers on issues relating to pay transparency and pay equity, and while some employers expressed some hesitation with being fully transparent, most employers have embraced pay transparency as an opportunity to create workplaces that are built on trust and accountability. Not surprisingly, employers who have embraced pay transparency have found that things like employee turnover and recruitment have improved. As a lawyer, my job is to advise employers about legal compliance, but pay transparency is so much more than just ticking the boxes. Pay transparency is ultimately about achieving pay equity and fostering workplaces that are fair, equitable and free from gender based discrimination."
Michelle McKinnon, Partner, Cassels Brock & Blackwell LLP
"Representing women of recreation, tourism and hospitality, WORTH Association believes the Pay Transparency Act is a positive first step towards a more equitable industry. As our sector faces a labour crisis, we believe this measure will attract and retain more women ensuring they are paid fairly for their work. Pay transparency in B.C. will also help rectify historical wage disparities and empower women to negotiate for fair pay, fostering a more equitable work environment."
Sloan Vereecken, Director at Large, Women of Recreation, Tourism & Hospitality
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