Pay Transparency Act and the Gender Gap: An Interview with Lisa Talbot

Bill 203, also known as the Pay Transparency Act, contains rules which take aim at the gender compensation gap in Ontario. 30 years after Ontario first passed pay equity legislation, there is still a pervasive pay gap within the province. Perhaps most worrisomely, the past decade has seen little to no headway in closing the wage gap, meaning many are looking to Bill 203 as a hopeful step forward.

In its recent article, the Canadian HR Reporter spoke to partner Lisa Talbot about the Pay Transparency Act and the various changes it will bring about. Below is an excerpt from the article.

“Really, what the (pay) transparency is all about, ultimately, is for an employer to be accountable.”

[…]

There certainly remains a stubborn wage gap between the sexes, ranging from 12 to 30 percent, depending on the workplace, said Talbot.

“The purpose of pay equity is to redress gender discrimination and compensation for work that’s usually done by women compared to work that’s usually done by men. The Pay Equity Act does not address the concept of equal pay for equal work…so it has limited impact and, honestly, limited application to the concept of equal pay for equal work.”

For a summary of the Pay Transparency Act, read our bulletin “Ontario the First Province to Pass 'Pay Transparency' Legislation.”