Differences in salary, bonuses and parental
leave all contribute to compensation gap
TORONTO, March 5, 2020 /CNW/ - A substantial compensation
gap persists between men and women in Canada, according to a new study by Leger
Research commissioned by ADP Canada. The results revealed that
women continue to earn less than men in salary. Based on
self-reported numbers, the study found that women earned an average
pre-tax salary of $51,352 in 2019,
while men reported an average pre-tax salary of $67,704 – a gap of 24 per cent.
When examining additional compensation (bonuses, profit
sharing), men reported receiving over double the amount that women
received. In 2019, men received an average of $7,646 in additional compensation, while women
received $3,250. This marked a 25%
increase for men and an 17% decrease for women, when compared to
2018.
"A substantial compensation gap persists between men and women
in Canada – a gap that doesn't
entail salary alone," says Natalka
Haras, Legal Counsel at ADP Canada. "The workforce of
tomorrow is aware today, to look for gender biases in companies'
practices and policies. For organizations to succeed in attracting
and retaining the very best of workers, they will need to be
transparent and take the proactive steps required to achieve pay
equity and equality,"
Worker Perception on the Wage Gap
Despite the gap, many respondents felt their organization is
acknowledging the bias and prioritizing pay equality. According to
the findings, 68 per cent of working Canadians believe pay equality
is a priority for the management of their workplace. However, men
are more likely to believe their organization walks the talk, with
79 per cent of men believing their workplace compensates women and
men equally, while only 67 per cent of women believe the same.
This sentiment was echoed when asked if Canada will achieve pay equality during their
careers: men were more optimistic (53% vs 40% of women).
Parental Leave
Despite the new parental sharing benefit that launched in
March 2019, women are still much more
likely to take parental leave than their male counterparts (42% vs
16%).
Overall, Quebecers took parental leave most: 41.6 % compared to
24% average across the rest of Canada.
ADP's study found that of respondents who had taken maternity or
paternity leave – which was mostly women – nearly one in three
(31%) felt it restricted their career growth. Respondents from
Alberta were most likely to feel
this way (52%), while Manitoba and
Saskatchewan were least likely
(22%).
Pay Equity Moving Forward
While there is still significant room for improvement, federal
and provincial governments continue to work on advancements in pay
equality and equity, including the expected entry into force of the
Pay Equity Act this year. The Act affects federally
regulated companies and takes measures to secure equal pay for work
of equal value. Meanwhile, pay equality, which is equal pay for
equal work at the same organization, offers protection to every
Canadian employee under each jurisdiction's legislation.
Key Findings
Some of the most notable findings from the survey include:
- Women are significantly more likely to have a pre-tax salary
below $50,000, while men are
significantly more likely to be earning $50,000 or more.
- Millennials are most likely to switch employers if they were to
find out pay equity is not being achieved (49%). This is a strong
sign that the workforce of tomorrow strongly supports equal
compensation in their workplace
- Men are more likely to be a manager or executive in their
workplace (28% of men were managers or executives, compared to 19%
of women)
- Women outnumber men in the Healthcare sector (19% vs. 5% men),
while men are significantly more likely than women to be working in
the Technology/IT industry (11% men vs. 4% women) and Manufacturing
(10% men vs. 3% women)
Regional Findings:
Atlantic Canada
- Most likely to believe Canadian companies will achieve gender
pay equality while they are still in the workforce (54% compared to
national average of 47%)
- Most likely to believe that women and men are compensated
equally in their organization when it comes to additional
compensation (88% compared to 68% average)
Quebec
- Quebecers are the most likely to have taken parental leave:
41.6 % compared to 24% average across the rest of Canada
- Most likely to believe that women and men are compensated
equally in their organization when it comes to salary (80% compared
to 74% national average)
Ontario
- Least likely to believe that women and men are compensated
equally in their organization when it comes to salary (67% compared
to 74% national average)
- Least likely to believe that women and men are compensated
equally in their organization when it comes to additional
compensation, such as bonuses or profit sharing (60% compared to
68% average)
Manitoba and Saskatchewan
- Least likely to believe gender pay equality is a priority for
management at their organization (62.5% compared to 68% national
average)
- Least likely to believe parental leave has restricted their
career growth and financial compensation (22% compared to 31%
average)
Alberta
- Most likely to have left an organization due to a colleague of
equal standing but different gender receiving greater compensation
(12% compared to national average of 8%)
- Most likely to believe parental leave has restricted their
career growth and financial compensation (52% compared to 31%
average)
British Columbia
- Respondents were least likely to believe Canadian companies
overall will achieve gender pay equality while they are still in
the workforce (39% compared to an average of 47%)
- Second most-likely to believe parental leave has restricted
their career growth and financial compensation (46% compared to 31%
average)
Survey Methodology
An online survey of 755 working Canadians (including those
working full and part time) was completed between January 31 and February 3, 2020, using
Leger's online panel. The margin of error for this study was
+/-3.6%, 19 times out of 20.
About ADP Canada
Designing better ways to work through cutting-edge products,
premium services and exceptional experiences that enable people to
reach their full potential. HR, Talent, Time Management,
Benefits and Payroll. Informed by data and designed for
people. For more information about ADP Canada visit www.adp.ca
or follow us on Twitter @ADP_CDA.
SOURCE ADP Canada Co.