Women’s History Month in Canada
Women’s History Month in Canada, celebrated each October since its designation in 1992, recognizes the achievements, contributions, and lasting impact of women throughout Canadian history. It is an opportunity for Canadians to celebrate the women who helped shape the country while reflecting on the systemic barriers that continue to affect women and girls today. From pioneers in medicine and civil rights to advocates for social justice and equality, countless Canadian women have driven meaningful change. Among them are Dr. Emily Stowe, Canada’s first female physician and a leading advocate for women’s rights; Viola Desmond, whose stand against racial segregation helped advance civil rights in Canada; and Cindy Blackstock, a renowned advocate for the rights of Indigenous children. Their contributions continue to inspire progress toward a more equitable and inclusive Canada.
In the workforce, progress towards gender equality comes from meaningful action, transparency, and accountability from employers and business leaders. One key and overarching initiative is addressing and narrowing the gender wage gap. This issue is anything but new, spanning the last hundred years alongside the cultural and legislative changes that have altered Canada’s workplace. In fact, minimum wage laws in Canada were originally designed to protect women and children from exploitation as cheap labour during World War I.
As of Statistics Canada’s 2025 study, Canadian women make an average of 88 cents for every dollar of the average man. Though this shows progress, as women earned an average of 81 cents in 1997, work is still to be done. The gap is also widened significantly when accounting for intersectional factors such as race and ethnicity, disability, and immigration status.
Pay Equity vs. Equal Pay for Equal Work
It is important for employers to understand the difference between Pay Equity and Equal Pay for Equal Work, as they address separate issues.
In Ontario, the Pay Equity Act requires employers with 10 or more employees to fairly compensate workers from different jobs of equal value. It also requires businesses to proactively analyze and correct their pay structure. This helps address pay inequity for jobs that are traditionally occupied by women. For example, we can compare receptionists, a female-dominant job, to warehouse workers, a male-dominant job. This is done by analyzing and comparing aspects of the job’s duties: skill, mental and physical effort, responsibility, and working conditions. The Pay Equity Act in Ontario came into force in 1988, one of the first laws in North America to address compensation-based gender discrimination.
Equal Pay for Equal Work, on the other hand, is a requirement under the Employment Standards Act (ESA). This requires employers to compensate employees for work that is the same or similar. For example, a female office worker and a male office worker that perform the same duties in the same working conditions must be equally compensated.
To summarize, Equal Pay for Equal Work ensures workers in the same role receive equal compensation. Pay Equity goes a step further by examining whether different jobs of similar value are compensated fairly.
Systemic Barriers
Outside of fair compensation, employers must keep in mind the systemic barriers that continue to impact women in the workforce.
Unconscious Bias. Even when a business owner does not view themselves as biased against women, unconscious assumptions can influence hiring and career advancements. Women may be overlooked for leadership or management positions because traits such as assertiveness and decisiveness are not always attributed to them. According to the Canadian Women’s Foundation, women are 30% less likely to be promoted out of an entry-level job.
Societal Expectations. Despite the increase of women in the workforce, there remains unequal expectations for women regarding caregiving responsibilities. For example, Canadian funding for childcare programs has a deeper impact on a mother’s career progression.
Workplace Harassment. Women are more likely to face workplace violence and sexual harassment in the workplace than men. Women who are racialized, indigenous, live with disabilities, or are 2SLGBTQ+ face much higher rates of discrimination and violence.
What Employers Should Know
With all of this said, business owners have the tools for creating safe and equitable work environments, regardless of gender, from compensation to workplace culture.
- Conduct regular pay equity and compensation reviews helps to eliminate wage gaps
- Develop or review hiring, performance evaluation, and promotion processes using objective, fair criteria
- Provide training on unconscious bias for leadership and management
- Promote access to mentorship and learning opportunities
- Establish or review policies and procedures for reporting and addressing workplace harassment
- Support parental leave and return to work programs to aid those in caregiving roles.
Need support?
If you have concerns about pay equity or legislative compliance for your business, HR Performance & Results can help. Our team of certified HR professionals has the expertise to advise on all areas of HR. Contact us today for inquiries.