Today, on International Women’s Day, we celebrate the powerful contributions of women change-makers in our society and recommit to centering the diverse contributions of all women in the fight for gender justice and equality.
Submission in advance of the Committee's development of the List of Issues Prior to Reporting for Canada's 8th Periodic Review - June 2021
A summary version of the submission is provided in HTML. See PDF for complete version.
In advance of the Committee's development of the List of Issues Prior to Reporting for Canada's 7th Periodic Review
May 2021
A summary version of the submission is provided in HTML. See PDF for complete version.
This Interpretation, Policy and Guideline (IPG) provides guidance on what to do when the initial regression lines cross when using the equal line method to compare the total compensation of predominantly male and predominantly female job classes
This Interpretation, Policy and Guideline (IPG) provides guidance on what to do when the initial regression lines cross when using the equal line method to compare total compensation of predominantly male and predominantly female job classes
This Interpretation, Policy and Guideline (IPG) provides guidance on the application of the equal line method prescribed in section 50 of the Pay Equity Act and section 12 of the Pay Equity Regulations
This Interpretation, Policy and Guideline (IPG) covers the following: Section 2.1: What to do if a pay equity committee determines that neither compensation comparison method prescribed in the Pay Equity Act can be used...
This Interpretation, Policy and Guideline (IPG) provides guidance on the application of the equal average method prescribed in section 49 of the Pay Equity Act (the Act) through the following steps: Step 1: Create bands of comparable values of work and identify all of the predominantly female and
An employer or pay equity committee that chooses to use the equal average method for the purpose of comparing compensation is required to create value-of-work bands.
The Canadian Human Rights Commission (Commission) and the Canadian Security Intelligence Service (CSIS) are pleased to announce a settlement in which CSIS affirms its ongoing commitment to address systemic discrimination and racism, and increase diversity and inclusion in its workplace.