Pay transparency has become a hot topic lately. With increased focus on diversity in the workplace, the question of fair compensation for women is an important discussion.
It’s a topic we’ve written about in the past (Women in the Workplace Study: There Is STILL Work to Be Done!) and it is an important discussion to have. Ensuring all job candidates have access to fair compensation is important.
Ontario Is the First Province to Pass Pay Transparency Legislation
The province of Ontario recently passed legislation to increase pay transparency in the hiring process. One of the goals of the bill is to provide women with more information when negotiating salary that makes it equal to male counterparts.
Ontario is the first province to pass this type of legislation.
According to a news release by the government of Ontario, “The legislation is the central piece of Then Now Next: Ontario’s Strategy for Women’s Economic Empowerment, which will help remove long-standing barriers that have kept women from benefiting equally in Ontario’s rapidly changing economy.”
What Do Employers Need to Know About the Pay Transparency Legislation?
The pay transparency legislation will become law starting January 1st, 2019. There are four key components to the new pay transparency rules:
- All publicly advertised jobs are required to include a salary rate or range.
- Employers are no longer permitted to ask job candidates about compensation with previous employers.
- Employers are no longer permitted to retaliate against workers who disclose compensation to others.
- The establishment of a larger overall framework to track and report compensation gaps based on diversity and gender. The objective is to eventually have pay data publically posted and available within workplaces.
Learn More About Salary Expectations
Read more about the impact of salary on the recruiting process by checking out these blog posts by our experienced recruiters:
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