A Study of Gender Inequality in the Canadian Workplace

Canada is at an important juncture as concerns arise about the future of work. According to research paper example, Canada’s workforce faces new and exciting challenges and opportunities as a result of automation and technological development. Moving from low-wage, low-skilled employment to higher-wage, higher-skilled positions is a challenge that both men and women will need to overcome in the near future.

This shift is especially important for women who have historically faced discrimination in the workplace.  How well-prepared women and men in Canada are for the employment of the future is explored, as are existing gender inequities in the workplace, in The Present and Future of Women in the Workplace, Canada. Moreover, it suggests a workable plan of action for companies to follow in order to advance toward gender parity in the workplace.

What is Gender Equality in the Workplace?

Having a workplace where men and women are treated equally in terms of pay, benefits, and other workplace factors is a key component of the concept of gender equality. In this case, “equal” means that people in similar positions are paid the same and have access to the same benefits.

• A level playing field in terms of progression opportunities.
• A focus on each individual’s requirements.

The fact that women had to juggle employment and domestic responsibilities was a major challenge as research paper example. In many homes, women continue to be responsible for the bulk of housework and child care. When a kid is ill or has to be picked up from school early, it is customary for mothers to take time off work. Because of this norm, males are given preference in the workplace, whereas women are typically relegated to working fewer hours or overlooked for advancements because of their perceived lack of commitment. Thanks to the COVID-19 epidemic, this has become a central focus of the fight for gender parity in the workplace. Throughout the epidemic, there has been a shift in the way we do business, and women have borne the brunt of this.

Some Valuable Numbers About Women’s Equality in Canada

If we’re going to discuss gender parity in the workplace, it would be helpful to look at some numbers. The following research paper example the extent of sex in the Canadian workforce:

• In the United States, women earn only 71 cents for every dollar a man makes.
• While 62.1% of males had jobs in 2020, just 53.9% of women did.
• While 87.7% of males worked full-time in 2020, just 75.6% of women did so.
• As compared to males, women’s time spent on domestic duties averages 15%, while men spend just 10%.
• Women made up 3.59 percent of the managerial ranks, while men made up 64.11 percent.
• Just 18.4% of businesses were owned by women.
• The essential point is that women are still underrepresented and underpaid in most workplaces, and there are many additional statistics that look precisely like this one. Finding solutions to the persistent problem of gender disparity in the workplace is crucial.

The Role of Organizational Culture in Fostering Gender Equality

If you want to foster an environment where women and men are treated equally at work, consider these suggestions.

Have a look at your methods of hiring.

When thinking about diversity and inclusion in the workplace, it’s crucial for businesses to examine their recruiting procedures. It’s important to hire from a diverse pool of people, both in terms of their experiences and their gender. So that prejudice doesn’t play a role, the evaluation procedure should be conducted in complete darkness. The job description in a job ad is another place you may make improvements to your hiring procedures. Avoid using gendered language when discussing the ideal applicant for the position to ensure that it is accessible to people of all identities.

Have a look at the Equal Pay Act.

Government of Canada legislation that establishes guidelines for equal compensation. In order to comply with the law, businesses must conduct a systematic examination of their pay structures to ensure that all employees are paid fairly and equally. The Pay Equity Commissioner is responsible for carrying out this procedure once every five years.

The next step is to conduct a salary review.

Think about performing a salary audit to verify if you’re paying your male and female staff fairly. This might show you if you provide your workers with fair treatment and equal opportunity. Consultation with an HR expert can assist in ensuring objectivity throughout the process. To ensure that everyone is treated fairly, the online research paper example in Canada should involve all staff members. When you learn about salary disparities between men and women, act quickly to close the gap.

Have salary information available to the public.

Disclose pay rates for all employees. Workers may rest certain that they are being treated fairly when there is more open communication. These materials might be used as references in the event of workplace conflicts, including issues of equality.

Finance future female leaders.

You may improve your company’s gender equality by deciding to promote more women to higher-up roles. Women need to see other women in leadership roles for them to consider a career in management or executive positions themselves. Having more women in positions of power is an effective way to advance gender parity in the workplace.

Improve adaptability to meet the needs of families with children.

Moms who work outside the house still bear the primary responsibility for caring for their children, and they must learn to strike a healthy balance between their professional and personal responsibilities. Women may have the same level of dedication to their jobs as men if they are given the same flexibility to work around family obligations.

Create an open-minded environment for all workers.

Creating an inclusive workplace where everyone feels valued and heard is an effective way to advance gender parity. Workplaces should be safe and welcoming places for women. Creating a welcoming environment for people of all genders is an important part of the fight for gender parity. Create no-tolerance standards for harassment in the workplace and make yourself available to employees who have grievances.

Create a system of mentorship.

A company’s bottom line may see significant improvements through mentoring initiatives. Not only does this show your staff that you value their professional development, but it also provides an opportunity for fresh employees to gain knowledge from a more seasoned personnel. As an added bonus, this might assist your company in fostering a sense of camaraderie among its employees.

Observe meticulous record-keeping.

When deciding whether or not to promote an employee, having a complete record of their previous responsibilities, accomplishments, and credentials is essential with Research Paper Writing Help. A fantastic strategy to promote gender parity in the workplace is to have detailed descriptions of each employee that focus on their qualifications rather than their personality.

Revise instruction manuals

A more welcoming workplace is possible with modernized training practices. If it’s determined that staff members’ skill sets are out of date, equal training and educational opportunities should be provided to all staff members.

The COVID-19 epidemic has made things worse for women in Canada. Several women ceased actively seeking employment when the epidemic first began. From January to April in 2022, the percentage of women actively participating in the labour force dropped from 61% to 55%, according to data compiled by online research paper example. The proportion of women in the labour force has not been this low since the 1980s, according to an RBC analysis.

According to the Canadian Human Rights Commission, “gains that have been achieved towards gender equality in Canada might be erased” if a pandemic hits in 2020. Even more than two and a half years after the pandemic’s beginning, things are really bad. It has taken women longer than males to make up for lost ground in the workforce.