Learn what progressive organizations do to meet the requirements of proactive pay equity legislation.

gender wage gap


About This Seminar
Our collective commitment to gender equity is changing. To attract, retain and motivate high quality staff, the modern workplace needs a positive culture and HR systems that value and pay women fairly. The Federal Government has translated their commitment into the Bill C-86 Pay Equity Act that will require federal sector employers to implement a proactive pay equity plan.

This comprehensive, hands-on seminar has helped hundreds of organizations integrate pay equity legislative requirements, HR theory and best practices into a seven step process for implementing workplace pay equity. You’ll gain the knowledge and skills to assess and evolve your HR systems in keeping with pay equity’s mandate of gender-neutral job evaluation and compensation practices.

Seminar Overview. Two day, in-class seminar with instruction, exercises and discussion.  This is a hands-on workshop in which participants use a pay equity scorecard to assess their needs and then design their pay equity intervention using a seven step process.  These tools have been developed based on the instructors’ 25 years experience with pay equity projects in a wide variety of organizations.  Components of the seminar can be delivered on-line as part of pay equity implementation.

Take Aways
pay equity seminar

  • Develop a comprehensive understanding of pay equity from legislative, organization and societal perspectives.
  • Determine your organization’s pay equity legislative requirements, strategy and objectives.
  • Assess your organization’s pay equity scorecard: strengths, weaknesses and challenges.
  • Use a seven step process to design your workplace pay equity project.
  • Develop a customized action plan for meeting your workplace’s pay equity challenge.
  • Understand the use of regression analysis, wage lines, and adjusted pay scales in closing the wage gap.
  • Learn best practices to ensure a gender-neutral, defensible job evaluation process and results.
  • Build your pay equity toolkit: job analysis and job evaluation tools, systems, procedures and database.
  • Build your implementation tool kit: communication strategy, appeals process and maintenance procedures.
  • Enhance your awareness of gender issues in compensation practices.
  • Explore the roles and perspectives of key stakeholders to facilitate participation and commitment to your pay equity project.

 

Who Should Attend

  • Human resource professionals responsible for job evaluation and pay equity
  • Executives and managers responsible for HR strategy
  • Compensation specialists responsible for compliance with Bill C-86 Pay Equity Act
  • Executives of companies transacting business with the federal government
  • Managers concerned with gender issues in organizations
  • Managers whose responsibility includes forming and directing a pay equity committee
  • Supervisors who need to be able to communicate effectively about a pay equity plan

 

Seminar Leaders
HR Matrix Consultants
Larry Shetzer has a PhD in Industrial /Organizational Psychology and has worked as an HR consultant for more than 20 years, specializing in psychometrics, performance management, and compensation and pay equity.  His expertise includes job analysis and job evaluation,  wage line analysis and compensation schedule design.  Together with Karen Clark, he has been involved in pay equity projects in a range of public and private organizations including: City of Kamloops, City of Whitehorse and WorkSafe BC.

 

HR Matrix Consultants
Karen Clark
MBA has served as a consultant to both public and private sector organizations in the area of pay equity.  She has extensive knowledge of job analysis, job evaluation systems and procedures, and the sensitivities inherent in implementing pay equity.   Her projects have included all aspects of pay and internal equity including: strategic planning; audit and development of job evaluation systems and processes; project management; executive and in-house training; development of training manuals and project databases; facilitation of job evaluation committees; development of gender neutral wage scales; mediation; and expert support for arbitration.

For more details on seminar content and delivery, please get in touch.

More details about our pay equity projects here.