GENDER WAGE GAP GRANT PROGRAM GUIDELINES
|
|
- Meghan Horton
- 5 years ago
- Views:
Transcription
1 GENDER WAGE GAP GRANT PROGRAM GUIDELINES Background The Pay Equity Act was passed in 1987 when Ontario s gender wage gap was 36%. For every dollar a man earned working full-time for a year, a woman working the equivalent time earned 64 cents. The existence of a gender wage gap is indicative of barriers facing women which prevent them from becoming fully integrated into the economic fabric of the province. Over time, Ontario s gender wage gap has narrowed to 26% 1 due in part to the work of the Pay Equity Commission as well as other policy initiatives. While this represents some progress, the gap is unacceptable given the significant increase in female education levels and labour force participation rates over this same time period. In 2015, women earned an average of $26.11 per hour, while men earned an average of $ Women earned $ for every dollar earned by men, largely as a result of wage inequality between women and men within occupations Objective The Gender Wage Gap Grant Program (GWGGP) is intended to advance the promotion of equality between women and men that support efforts to close Ontario s gender wage gap. This call for proposals supports the Government s priority of economic growth by adding to our understanding of the gender wage gap and how the earning potential of Ontario s working women can be maximized. This in turn benefits working families, the labour force in general and overall economic productivity. 1 Statistics Canada. Table Average female and male earnings, and female-to-male earnings ratio, by work activity, 2011 constant dollars, annual, CANSIM (database). 2 Statistics Canada Report (Mar 8, 2017) - Women in Canada: Women and paid work - gender wage ratio (women's earnings over men's earnings). 1
2 Research Focus 1 - specific priority area of action recommended for : Actions/Research exploring gender wage gap and pay equity issues for members of racial and ethnic minorities, immigrants and youth. Closing Ontario s gender wage gap requires an understanding of how multiple forms of discrimination interact and contribute to wage inequalities. The Pay Equity Commission encourages interested candidates to explore ways in which the impact of these various forms of discrimination, including gender-based discrimination, can be identified and addressed. Sample activities/research: comparative analysis of trends for remedies addressing gender based discriminatory pay practices and the impact within identified groups. Research Focus 2 - specific priority area of action recommended for : Actions/Research exploring compensation issues and gender inequality in Ontario s emerging workplace conditions. As the world increases its focus on fairness in pay between genders, the concept of pay equality becomes a challenge to articulate because of changes to workplace structures. Recognizing that compensation trends continue to evolve to adapt to today s many different workplaces, the Pay Equity Commission encourages proposals that advance efforts to understand compensation trends and gender inequality in Ontario, and propose recommended solutions. Sample activities/research: exploring executive compensation, total compensation packages, and quantifying compensation practices such as flex-time, childcare, etc Gender Wage Gap Grant Program Eligibility This funding opportunity is open on a competitive basis to: Ontario s publicly funded universities, and Ontario s colleges of applied arts and technology Incorporated Ontario not-for-profit research institutions (excluding those primarily funded by business or industry) Incorporated non-governmental organizations 2
3 Incorporated sector and professional organizations All projects supported by the GWGGP must be conducted in Ontario. Organizations or institutions applying for funding must be incorporated legal entities in Canada. However, the following are not eligible and cannot apply for or receive funding: For profit organizations and agencies of for-profit entities Federal or provincial departments and ministries, departmental corporations, agencies, Crown corporations, or wholly owned subsidiaries of parent Crown corporations (except for universities, colleges, other educational institutions) Projects supported by other provincial grants Budget Guidelines Grant funds will be provided by way of a transfer payment agreement between the Pay Equity Office and the successful applicant(s). GWGGP will fund eligible direct operating costs only. Indirect/overhead costs and capital expenses are not eligible. All applicants are required to supply an estimated budget including: salaries and wages; supplies and services (e.g. seminars, workshops, data analysis); travel (no more than 10%); and equipment e.g. software (no more than 5%). Application Review/Evaluation Process Two step review at which all criteria must be met at each stage: Step 1: Administrative requirements review conducted by the Pay Equity Office. Step 2: Assessment Committee review with a focus on overall value of the proposed project. Assessment Criteria All proposals will be evaluated by the three member Assessment Committee based on the specifications outlined in this guideline and will be scored on the basis of the criteria for selection outlined herein, using the following marking scheme: 3
4 Alignment with strategic priorities: Must have strategic value and policy relevance with respect to tackling Ontario s gender wage gap. Relevance: Clear outcomes of project must be outlined. How these outcomes represent progress toward a made in Ontario solution to the gender wage gap must be identified. Originality: Must provide an original contribution to the literature on gender wage gap or be an original action. The Pay Equity Office reserves the right to seek clarification and supplementary information relating to the clarification from proponents after the proposal submission deadline. The response to the request for clarification received by the Pay Equity Office from a proponent, shall, if accepted by the Pay Equity Office, form an integral part of that proponent s proposal. Budget and Timeline The completed application must be submitted via the Grants portal no later than June 28, Applicants will be notified of the award decisions no later than August 3, An interim financial and status update report is due no later than November 30, 2018 outlining findings or activities to date. The Pay Equity Office will monitor project progress (i.e. review of the status update, discussions via telephone and correspondence by /mail). All costs and expenditures must be incurred in the 2018/19 fiscal year (ending March 31, 2019). The final financial and deliverable report (i.e. report, activity) is due no later than March 27, The total amount of funding available is $50, % of the funding allocation is transferred upon approval of application and signing of agreement. The remaining 25% will be paid upon approval of the final report. Award Decision & Agreements The award decision shall be made by the Commissioner, Pay Equity Office. Funding decisions will be communicated to the organization s/ institution s executive authority and the principal contact. 4
5 The individual with signing authority will be required to sign a transfer payment agreement on behalf of the institution or organization with the Pay Equity Office. All award decisions are final, there is no appeal process. Constructive feedback can be provided upon request to all applicants. For successful applicants, initial release of the final product is to be coordinated with the Pay Equity Office. Recipients are required to inform the Commission prior to making any public announcements. Application Process The completed application must be submitted via the GWGGP Portal on the Grants Ontario website. Submitted applications will receive an acknowledgement within the Grants Ontario portal. If you do not receive this notification, contact payequitycommission@ontario.ca. Contact Information Any questions related to the GWGGP should be directed to the Pay Equity Office: payequitycommission@ontario.ca Mail: Attn: Gender Wage Gap Grant Program Pay Equity Office 180 Dundas Street West, Suite 300 Toronto, ON M7A 2S6 Telephone: Toll Free: TTY: TTY Toll Free:
GENDER WAGE GAP GRANT PROGRAM GUIDELINES
2017-18 GENDER WAGE GAP GRANT PROGRAM GUIDELINES Background The Pay Equity Act was passed in 1987 when Ontario s gender wage gap was 36%. For every dollar a man earned working full-time for a year, a woman
More informationCLOSING THE GENDER PAY GAP: Fighting for Women s Economic Justice. Equal Pay Coalition
CLOSING THE GENDER PAY GAP: Fighting for Women s Economic Justice Equal Pay Coalition Before there was a Pay Equity Act: A Sidewalk sale of hot dogs outside the Ministry of Labour offices. Hot dogs at
More informationTo find out more about TRIEC s story, visit:
Request for Proposals Scaling Inclusive Workplaces Project Evaluation Consultant About TRIEC The Toronto Region Immigrant Employment Council (TRIEC) brings government, business and community leaders together
More informationResearch Opportunities Program Guidelines
July 2015 2015-16 Research Opportunities Program Guidelines Prevention Office Ministry of Labour Table of Contents 1. General Information...2 2. Priority Areas...2 3. Funding Parameters...6 4. Application
More informationGender Pay Gap Report 2018
Gender Pay Gap Report 2018 Purpose 1. The purpose of this report is to inform the Education and Workforce Committee of the results of the new legal requirement to produce a gender pay gap report and to
More informationMinistry of Advanced Education and Skills Development
Ministry of Advanced Education and Skills Development Skills Catalyst Fund Call for Proposals Application Guide December, 2017 1 Table of Contents OVERVIEW... 3 CONTEXT... 3 The Challenges... 4 The Opportunities...
More informationPAY EQUITY FOR EMPLOYERS
PAY EQUITY FOR EMPLOYERS It s Worth It! THE PAY EQUITY COMMISSION An Electronic copy of this publication is found on the Pay Equity Commission s website at www.payequity.gov.on.ca Le present document est
More informationApplication Guidelines. Request for Proposals (RFP) for Independent Contractor Opportunity for:
Application Guidelines Request for Proposals (RFP) for Independent Contractor Opportunity for: Professional Services: Workplace Communication Workshops Facilitator Healthcare Connections Terms: Year 1
More informationApplication Guidelines. Request for Proposals (RFP) for Independent Contractor Opportunity for:
Application Guidelines Request for Proposals (RFP) for Independent Contractor Opportunity for: Professional Services: Language and Communication Coaches for the following programs: Human Resources Connections
More informationGENDER PAY REPORT 2018
GENDER PAY REPORT 2018 2.3% MEDIAN GENDER PAY GAP 47% OF OUR SENIOR LEADERSHIP TEAM & 50% OF OUR BOARD EXECUTIVE DIRECTORS ARE FEMALES 87% OF MEN & 91% OF WOMEN RECEIVED A BONUS OUR COMMITMENT Our employees
More informationHuman Resources Consultant Compensation and Pay Equity Request for Proposal
The Township of Nipissing 45 Beatty Street Nipissing, ON P0H 1W0 Lead Contact: Charles Barton, CAO-Clerk Email: admin@nipissingtownship.com Phone: 705-724-2144 Fax: 705-724-5385 Human Resources Consultant
More informationBreakfast Seminar Series PAY EQUITY. Are You Compliant? November 15, 2017
Breakfast Seminar Series PAY EQUITY Are You Compliant? November 15, 2017 The content of that presentation is for general information purposes only. It is not intended to provide legal advice or opinions
More informationREQUEST FOR PROPOSALS TORONTO REGION IMMIGRANT EMPLOYMENT COUNCIL Canadian Work Experience Initiative Evaluation: Mentoring
REQUEST FOR PROPOSALS TORONTO REGION IMMIGRANT EMPLOYMENT COUNCIL Canadian Work Experience Initiative Evaluation: Mentoring The Toronto Region Immigrant Employment Council (TRIEC) TRIEC champions the talent
More informationOntario Black Youth Action Plan
Ontario Black Youth Action Plan Together We Can Youth Mentorship Program Application Questions and Answers The following document responds to all questions received by the Ministry of Children and Youth
More informationLegislative Review of the Income and Employment Support Act and Regulations SNL A TIME FOR REFLECTION CONSULTATION BOOKLET
Legislative Review of the Income and Employment Support Act and Regulations SNL2002 1-0.1 A TIME FOR REFLECTION CONSULTATION BOOKLET TABLE OF CONTENTS BACKGROUND...2 CONSULTATION PROCESS...3 DISCUSSION
More informationProvincial Out-of-Scope Job Evaluation Implementation Plan. Equal Pay for Work of Equal Value and Pay Equity
Provincial Out-of-Scope Job Evaluation Implementation Plan Equal Pay for Work of Equal Value and Pay Equity Terms of Reference for the Provincial Out-of-Scope Job Evaluation Committee July, 2014 1 SECTION
More informationPay Equity Office A Guide to Interpreting Ontario s Pay Equity Act
Pay Equity Office A Guide to Interpreting Ontario s Pay Equity Act February 2015 ISBN 978-1-4606-4466-9 [PRINT] ISBN 978-1-4606-4467-6 [HTML] ISBN 978-1-4606-4468-3 [PDF] Contact: Pay Equity Commission
More informationGender Pay Gap Results 2017
Gender Pay Gap Results 2017 1 2 ECB champions diversity in cricket at all levels. We want all sections of the community to play a part in making our sport successful regardless of gender, ethnicity, social
More informationGender Pay Gap Report 2017
Gender Pay Gap Report 2017 Introduction The College is required by law to carry out Gender Pay Reporting under the specific duties of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
More informationPay Equity Office. Emanuela Heyninck, Commissioner, Pay Equity Commission September 8, Dundas Street W, Suite 300 Toronto, ON M7A 2S6
The Pay Equity Office Submission to the United Nations Working Group on Discrimination against Women in Law and in Practice Questionnaire on Good Practices Prepared by: Contact: Emanuela Heyninck, Commissioner,
More informationSubmission on the Draft Employment (Pay Equity and Equal Pay) Exposure Bill
11 th May 2017 To the Ministry of Business Innovation and Employment Employment Relations Policy Ministry of Business, Innovation & Employment PO Box 1473 Wellington 6140 New Zealand Wellington E-mail:
More informationWorkplace Health, Safety and Compensation Review Division. Activity Plan
Workplace Health, Safety and Compensation Review Division Activity Plan 2017-2020 For additional copies of this document, please contact: Workplace Health, Safety and Compensation Review Division 2 nd
More informationThe Scottish Parliament. Gender Pay Gap and Equal Pay Report 2016
The Scottish Parliament Gender Pay Gap and Equal Pay Report 2016 Contents Context... 1 Gender Pay Gap... 1 What is the Gender Pay Gap?... 1 Why report on the Gender Pay Gap?... 1 Method of Calculation...
More informationHOW TO MAINTAIN YOUR PAY EQUITY PROCESS. The Pay Equity Commission
HOW TO MAINTAIN YOUR PAY EQUITY PROCESS LEARNING OBJECTIVES Act Eliminating Gender Bias 2014 Monitoring Program Maintenance Main Issues Under Maintenance Popular Inquiries Responsibility of the Employer
More informationONTARIO EQUAL PAY COALITION
ONTARIO EQUAL PAY COALITION CLOSE THE GENDER PAY GAP June 22, 2017 Bill 148 and the Equal Pay provisions Amendments proposed by the Equal Pay Coalition Prepared by Fay Faraday and Jan Borowy OVERVIEW 1.
More informationGender Pay Gap Report 2017 PHILIPS Lighting UK
Gender Pay Gap Report 2017 PHILIPS Lighting UK Introduction Message from Bren Lumsden HR Director, Philips Lighting UK & Ireland Equality and diversity sit at the heart of our success. Fostering the right
More informationGender pay gap report 2017
Gender pay gap report 2017 INTRODUCTION & REPORTING REQUIREMENTS Gender pay reporting legislation requires employers with 250 or more employees on the snapshot date (5 April 2017) to publish statutory
More informationProblem statement: Jordanian Women: Well Educated, Healthy, But Economically Excluded
Improving gender statistics for advancement of gender equality and women s empowerment: an inter-regional workshop, 6 8 June 2016, UNESCAP, Bangkok, Thailand MEASURING THE ECONOMIC IMPLICATIONS ON GENDER
More informationYouth Job Connection. A Presentation for Employers. Employment and Training Division Ministry of Training, Colleges and Universities
Youth Job Connection A Presentation for Employers Ministry of Training, Colleges and Universities 1 Purpose To provide an overview of the Youth Job Connection (YJC) program to encourage employer participation.
More informationAnnual Report Pay Equity Office. Annual Report ISSN Ce document est disponible en français
Pay Equity Office Annual Report 2012-2013 ISSN 1929-3712 Ce document est disponible en français Contact: Pay Equity Commission Pay Equity Office 180 Dundas Street West Suite 300 Toronto, ON M7A 2S6 Telephone:
More informationGENDER PAY GAP REPORT Paragon Banking Group PLC
GENDER PAY GAP REPORT 2017 Paragon Banking Group PLC GENDER PAY GAP REPORT 2017 Diversity amongst employees and management has been identified as a major issue facing the UK corporate sector, with various
More informationCall for Proposals Water and Wastewater Sector Workforce Strategy Development and Implementation Plan
Call for Proposals Water and Wastewater Sector Workforce Strategy Development and Implementation Plan 1 Purpose In 2015, the BC Water & Waste Association (BCWWA) and Environmental Operators Certification
More informationEQUAL PAY AUDIT AND ACTION PLAN
EQUAL PAY AUDIT AND ACTION PLAN 1 Introduction 1.1 In late 2016, an Equal Pay Audit (EPA) was prepared by the management consultants Beamans as part of a regular two-yearly cycle to determine any gender
More informationTHE COLOMBO PLAN. (Colombo Plan Gender Affairs Programme) Terms of Reference
THE COLOMBO PLAN For Cooperative Economic and Social Development in Asia and the Pacific (Colombo Plan Gender Affairs Programme) Terms of Reference Institutional Capacity Assessments and Improvement Plans
More informationGender Pay Gap Report
Gender Pay Gap Report The Peterborough Regional College Gender Pay Gap (at the snapshot date of 31 March 2017) is set out below. Details on the reasons for reporting the Gender Pay Gap, how it is calculated
More informationAPPLICATION INFORMATION: 1. All five sections of the application must be completed.
HELP ME GROW SUSTAINABILITY PLANNING CONSULTANT REQUEST FOR QUALIFICATIONS Application Deadline: 5:00 pm on MONDAY, SEPTEMBER 25, 2017 APPLICATION INFORMATION: 1. All five sections of the application must
More informationHuman Rights Legal Support Centre. Executive Compensation Program
Human Rights Legal Support Centre Executive Compensation Program Introduction The Province of Ontario has implemented a new legislation about executive compensation in the Broader Public Sector. The legislation
More informationONTARIO NURSES ASSOCIATION
ONTARIO NURSES ASSOCIATION Submission to Gender Wage Gap Strategy Steering Committee January 22, 2016 ONTARIO NURSES ASSOCIATION 85 Grenville Street, Suite 400 Toronto, ON M5S 3A2 Phone: (416) 964-8833
More informationMcDonald s restaurants Limited Gender Pay Gap Report 2017
McDonald s restaurants Limited Gender Pay Gap Report 2017 Foreword 01 ForeworD from Paul Pomroy, UK Chief Executive Officer and Harriet Hounsell, UK Chief People Officer At McDonald s, a commitment to
More informationREQUEST FOR PROPOSALS. RFP Strategic Planning Consultant. ISSUE DATE: July 31, 2015
REQUEST FOR PROPOSALS RFP 2015-16 02 Strategic Planning Consultant ISSUE DATE: July 31, 2015 CLOSING DATE AND TIME: 4:00 PM local time, Wednesday, August 26, 2015 CHILDRENS AID SOCIETY OF THE UNITED COUNTIES
More information10.7% 0.8% Revolution Bars Group plc. Gender Pay Information. Pay Quartiles. (mean) (median) Upper Quartile
GENDER PAY GAP REPORT 2017 Under the Equality Act 2010 (Gender Pay Gap Information) which came in to force in April 2017, each UK employer with 250 or more employees is required to publish statutory calculations
More informationGender Pay Report 2017
Gender Pay Report 2017 Gender Pay Report 2017 Introduction: As of 2017, all UK companies with more than 250 employees are required to publish a report detailing their gender pay gap. This provides us with
More informationProvincial Out of Scope Job Evaluation Implementation Plan. Equal Pay for Work of Equal Value and Pay Equity
Provincial Out of Scope Job Evaluation Implementation Plan Equal Pay for Work of Equal Value and Pay Equity Terms of Reference For the Provincial Out Of Scope Job Evaluation Committee June 2015 1 SECTION
More informationELEMENTARY SCHOOL LESSON PLANS GRADES 7-8
Lesson 1: Who Makes More? Women are underpaid in many professions compared to their male counterparts not just in Ontario but around the world. This lesson explores the notion of unfairness in paying men
More informationGender Pay Gap Report 2017
Gender Pay Gap Report 2017 Foreword At Christie s, we are committed to fostering an environment where diversity of thought and background is embraced. We welcome the UK government s legislation on gender
More information2018 UK Gender Pay Gap Report
2018 UK Gender Pay Gap Report Introduction Our commitment Understanding gender pay reporting vs. equal pay Awards and recognition Our UK gender pay results as of April 2018 Conclusion Key findings from
More informationRequest for Proposals
Request for Proposals Phase II Align AFOA Canada's Certified Aboriginal Financial Management (CAFM) Program with CPA Canada's Advanced Certificate in Accounting and Finance (ACAF) AFOA CANADA ISSUED ON:
More informationADP Canada Podcast #165. Ontario HR Compliance 101 October Show Notes and Resources. Copyright 2016 ADP, LLC..
ADP Canada Podcast #165 Ontario HR Compliance 101 October 2016 Show Notes and Resources The information contained in this podcast and related materials is summary in nature and is intended to provide general
More informationPLEASE NOTE Legislative Counsel Office not Table of Public Acts
c t PAY EQUITY ACT PLEASE NOTE This document, prepared by the Legislative Counsel Office, is an office consolidation of this Act, current to August 20, 2016. It is intended for information and reference
More informationPay Equity Office Results of the Wage Gap Pilot Program
Pay Equity Office Results of the Wage Gap Pilot Program Results of the Wage Gap Pilot Program February 2015 978-1-4606-5195-7 [Print] 978-1-4606-5196-4 [HTML] 978-1-4606-5197-1 [PDF] Contact Pay Equity
More informationPay Equity Office. Elementary School Lesson Plans Grades 7-8 Lesson 1: Who Makes More?
Elementary School Lesson Plans Grades 7-8 Lesson 1: Who Makes More? Women are underpaid in many professions compared to their male counterparts not just in Ontario but around the world. This lesson explores
More informationPay Equity Office. An Overview of Pay Equity in Various Canadian Jurisdictions
An Overview of Pay Equity in Various Canadian Jurisdictions 2018 An Overview of Pay Equity in Various Canadian Jurisdictions 2018 October 2018 Contact: Pay Equity Commission 180 Dundas Street West Suite
More informationEqual Pay. Our Five Year Journey 2012 to 2017
Equal Pay Our Five Year Journey 2012 to 2017 The Canadian Federation of Business and Professional Women (BPW Canada) Non-sectarian, non-profit, and non-partisan organization that works to improve the economic,
More informationEQUAL PAY AUDIT REPORT 2018
EQUAL PAY AUDIT REPORT 01 FOREWORD Sport England wants to create a supportive and inclusive environment where our employees can reach their full potential without prejudice and discrimination. We re committed
More informationGender Pay Gap Report (31 st March snapshot)
Gender Pay Gap Report (31 st March 2017 - snapshot) SASH is covered by the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which require certain activities to be undertaken
More informationForest Innovation Program Canadian Wood Fibre Centre
Forest Innovation Program Canadian Wood Fibre Centre Guide to the Application for a contribution to the Forest Innovation Program Canadian Wood Fibre Centre 2017 2018 Her Majesty the Queen in Right of
More informationQuestions and Answers
Taskforce on Pay and Employment Equity in the Public Service and Public Health and Education Sectors Questions and Answers 1. What is Pay and Employment Equity? The Taskforce report says: Employment equity
More informationGender Equity: Compliance Assessment, Planning, and Complaints
Table of Contents Gender Equity: Compliance Assessment, Planning, and Complaints A. Introduction... 1 B. Exposure Analysis & Liability... 1 C. Risk Assessment Self Evaluation... 2 D. SAMPLE: Policy and
More informationPublic Service Secretariat Business Plan
Public Service Secretariat 2008-11 Business Plan Message from the Minister The Public Service Secretariat is a Category 2 entity that provides leadership in the area of strategic human resource management.
More informationPosting Date: July 5th, Request for Proposals: Project Evaluation. Background, Purpose and Desired Outcome 1. BACKGROUND TO SKILLS FOR CHANGE
Posting Date: July 5th, 2018 Request for Proposals: Project Evaluation Background, Purpose and Desired Outcome 1. BACKGROUND TO SKILLS FOR CHANGE Skills for Change provides learning and training opportunities
More informationThis policy applies to the procurement of all Goods and Services required by the City.
Policy Title: Sustainable Procurement Policy Number: 03-06-09 Section: Corporate Administration Subsection: Acquisition/Disposal of Good and Services Effective Date: January 1, 2018 Last Review Date: [Last
More informationUK GENDER PAY REPORT 2017
REPORT 2017 WHY DOES INDUSTRIAL LIGHT & MAGIC (ILM) HAVE TO REPORT GAP? The UK government has brought in mandatory gender pay gap reporting requirements for all legal entities with over 250 employees,
More informationGENDER PAY GAP REPORT
GENDER PAY GAP REPORT 2017 Reporting BITC s pay gap Business in the Community is an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations
More informationPay equity. a matter of fairness for working women in Québec
Pay equity a matter of fairness for working women in Québec 1 PAY EQUITY : A RIGHT OF WORKING WOMEN IN QUÉBEC In Québec, women are generally paid less than men. This is the case, for example, in certain
More informationIn Ethiopia, Gender Analysis Findings for the Pharmaceuticals Fund and Supply Agency on Women s Supply Chain Participation and Leadership
USAID GLOBAL HEALTH SUPPLY CHAIN PROGRAM Procurement and Supply Management JULY 2018 Technical Brief In Ethiopia, Gender Analysis Findings for the Pharmaceuticals Fund and Supply Agency on Women s Supply
More informationThe Next Brain Gain: Unpacking the Global Skills Strategy Evan J. Green, Senior Partner Green and Spiegel LLP
The Next Brain Gain: Unpacking the Global Skills Strategy Evan J. Green, Senior Partner Green and Spiegel LLP evang@gands.com 1 Agenda 1. Business Visitor Permit or Work Permit? 2. What Type of Work Permit?
More informationEQUITY ACTIVITIES. Courtesy of Tulsa Technology Center, Tulsa,OK
Copyright 2001 by Skills USA VICA EQUITY ACTIVITIES Courtesy of Tulsa Technology Center, Tulsa,OK Developed by: Gender Equity Advisory Committee (GEAC) of the Illinois State Board of Education and Statewide
More informationThe Pay Equity Hearings Tribunal
The Pay Equity Hearings Tribunal Annual Report 2013-2014 THE PAY EQUITY HEARINGS TRIBUNAL PEHT Annual Report 2013-2014 Table of Contents Message from the Chair... 3 Mandate... 5 Mission Statement... 5
More informationRequest for Proposals. Compensation Study 2016
Request for Proposals Compensation Study 2016 Request for Proposals Issued: June 24, 2016 Proposals Due Date: July 18, 2016 St. Cloud HRA Page 1 I. Introduction and Background The Housing and Redevelopment
More informationGender Pay Gap Report 2018
Gender Pay Gap Report 2018 Gender Pay Gap Report 2018 02 About RSA We are committed to having a diverse and inclusive culture at every level of RSA. Our Gender Pay Gap will reduce as our initiatives to
More informationLIVE HERE WORK HERE BELONG HERE
LIVE HERE WORK HERE BELONG HERE A Workforce Development Action Plan for Newfoundland and Labrador, 2015 2020 LIVE HERE WORK HERE BELONG HERE A Workforce Development Action Plan for Newfoundland and Labrador,
More informationFirst Nations and Inuit Skills Link Program. Program Guidelines
First Nations and Inuit Skills Link Program Program Guidelines First Nations and Inuit Skills Link Program 1. Background The First Nations and Inuit Skills Link Program is one of two programs that Indian
More informationWe are pleased to submit our comments in response to the Discussion Paper on the Canada Business Corporations Act (the "Act" or "CBCA").
180 BLOOR STREET WEST, SUITE 502 TORONTO, ONTARIO M5S 2V6, CANADA 1 416.361.1475 WXNETWORK.COM May 14, 2014 Director General Marketplace Framework Policy Branch Industry Canada 235 Queen Street, 10th Floor
More informationNew Brunswick s Five year Wage Gap Action Plan
New Brunswick s Five year Wage Gap Action Plan 2005-2010 New Brunswick s Five Year Wage Gap Action Plan 2005-2010 New Brunswick s Five Year Wage Gap Action Plan 2005-2010 Published by: Province of New
More information5/8/2018. Pay Equity: Legal and Organizational Reasons Why It s So Important. Equal Pay, Pay Equity & the Wage Gap. Concepts
Pay Equity: Legal and Organizational Reasons Why It s So Important Public Employment Law Update May 11, 2018 Diane M. Juffras School of Government Leisha DeHart-Davis School of Government Local Government
More informationCanada-Manitoba Labour Market Agreement (LMA) 2012/13 Performance Indicators Report
Canada-Manitoba Labour Market Agreement (LMA) 2012/13 Performance Indicators Report 1.0 INTRODUCTION AND BACKGROUND The LMA, signed on April 11th, 2008, is a six year agreement between the governments
More information1. Summary. 2. Background. 3. Gender. 2.1 Pay gaps
Equal Pay Report 2015 1 1. Summary The 2015 Equal Pay Review assessed the remuneration of our 6,319 regular employees as at 31 st July 2015 by the protected characteristics of gender (with age group),
More informationMind the gap Women s and men s quality of work and employment
Mind the gap Women s and men s quality of work and employment Background paper Click for contents EESC / Labour Market Observatory meeting on Women s access to the labour market 29 April 2008 Wyattville
More informationSocial Procurement Policy
Purpose and Policy Statement Social Procurement Policy To embed supply chain diversity and workforce development initiatives within the City's Procurement Processes to drive inclusive economic growth.
More informationGENDER PAY GAP REPORT 2018
HOME DEFINITION GROUP RESULTS DC THOMSON RESULTS ABERDEEN JOURNALS RESULTS WHY ACTION PLAN NEXT STEPS > GENDER PAY GAP REPORT 2018 This report contains our April 2017 to April 2018 results and
More informationCANADA-PRINCE EDWARD ISLAND LABOUR MARKET AGREEMENT ANNUAL PLAN FISCAL YEAR 2008/2009
CANADA-PRINCE EDWARD ISLAND LABOUR MARKET AGREEMENT ANNUAL PLAN FISCAL YEAR 2008/2009 On September 5, 2008, the Government of Canada and the Province of Prince Edward Island signed the Labour Market Agreement
More informationProvince of Nova Scotia Sustainable Procurement Policy
Province of Nova Scotia Sustainable Procurement Policy the path towards Sustainable Procurement Procurement Services www.gov.ns.ca/tenders August 20, 2009 TABLE OF CONTENTS 1.0 Policy Statement... 3 2.0
More informationGender Pay Gap Report 2018
Gender Pay Gap Report 2018 I am very proud to be the founder of a business that employs over 500 women worldwide. 99% of our staff are female and we therefore invest heavily in female talent. We understand
More informationGender Pay Gap Report 2017
Gender Pay Gap Report 2017 2017 Gender Pay Report Introduction Our history starts in 1954 in Paris where our founder Jacques Courtin-Clarins developed a massage oil that he started to sell at the request
More informationFirst Nations and Inuit Summer Work Experience Program. Program Guidelines
First Nations and Inuit Summer Work Experience Program Program Guidelines First Nations and Inuit Summer Work Experience Program 1. Background The First Nations and Inuit Summer Work Experience Program
More informationTRIO Talent Search Director - Rock Creek Campus. Portland Community College. Requisition Number: Location: Rock Creek Campus
TRIO Talent Search Director - Rock Creek Campus Portland Community College Requisition Number: 09400 Location: Rock Creek Campus Address: 17705 NW Springville Road, Portland, OR Hours of Work: 8 a.m. to
More informationThe Pay Equity Office. Annual Report
The Pay Equity Office Annual Report 2013-2014 This page has been intentionally left blank. 2 Annual Report 2013/14 Table of Contents COMMISSIONER S MESSAGE...5 ONTARIO S PAY EQUITY ACT...6 ABOUT THE PAY
More informationAdvanced Education, Skills and Labour STRATEGIC PLAN
Advanced Education, Skills and Labour STRATEGIC PLAN 2017-20 Copyright Department of Advanced Education, Skills and Labour ISBN: 978-1-55146-634-7 For additional copies of this document please contact:
More informationPUBLIC HEALTH AGENCY OF CANADA MANITOBA/SASKATCHEWAN REGIONAL OFFICE REQUEST FOR PROPOSAL (RFP)
PUBLIC HEALTH AGENCY OF CANADA MANITOBA/SASKATCHEWAN REGIONAL OFFICE REQUEST FOR PROPOSAL (RFP) CLOSING DATE: November 13, 2007 CLOSING TIME: 4pm Time Zone: Central Standard Time RFP Reference Number:
More informationFROM HIRING TO FIRING A BASIC GUIDE TO THE THAI EMPLOYMENT LAW LIFE CYCLE
FROM HIRING TO FIRING A BASIC GUIDE TO THE THAI EMPLOYMENT LAW LIFE CYCLE HIRING Recruitment Recruiting in Thailand is often done through database recruitment, licensed headhunting firms, or by placing
More informationGender Pay Report. Integro Insurance Brokers
Gender Pay Report 2017 Integro Insurance Brokers INTRODUCTION At Integro, we are committed to fostering an inclusive work environment where everyone is able to reach their true potential. We want to ensure
More informationUK Gender Pay Gap Report 2017
UK Gender Pay Gap Report 2017 Building a diverse and inclusive workplace in which everyone is compensated fairly is incredibly important to us. Our UK Gender Pay Gap report shows that we need to get more
More informationGender Pay Gap Report. This report highlights our April 2017 results and focus areas for diversity in the workplace.
Gender Pay Gap Report 2017 This report highlights our April 2017 results and focus areas for diversity in the workplace. Welcome to Our First Gender Pay Gap Report Our people work everyday to delight the
More informationA Good Jobs for All Coalition Submission: The Gender Wage Gap & Changing Workplaces in Ontario
A COMMUNITY LABOUR COALITION A Good Jobs for All Coalition Submission: The Gender Wage Gap & Changing Workplaces in Ontario Submitted jointly to: The Wage Gap Strategy Steering Committee 400 University
More informationSTRATEGIC PLAN WORKPLACE SAFETY AND INSURANCE BOARD
STRATEGIC PLAN 2016 2018 WORKPLACE SAFETY AND INSURANCE BOARD OUR VISION, OUR VALUES WSIB Mandate In a financially responsible and accountable manner: Promote health and safety in the workplace. Facilitate
More informationFAIR PAY. We got this SENSE ON A DOLLAR: PAY EQUITY TRENDS AND STRATEGIES FOR COMPLIANCE AUGUST 27, 2018
We got this FAIR PAY SENSE ON A DOLLAR: PAY EQUITY TRENDS AND STRATEGIES FOR COMPLIANCE AUGUST 27, 2018 Today s Presenter Holly Lake, Partner, Miller Law Group Holly is a skilled employment litigator who
More informationBristol Water Gender Pay Gap Report
Bristol Water Gender Pay Gap Report The UK Government introduced legislation for employers with 250 or more employees, to publish annually, information relating to the gender pay gap in their organisation.
More informationSTART Version 1.0. START Guidelines. Department of Labour and Advanced Education / Employment Nova Scotia LAE/ENS
START Guidelines Department of Labour and Advanced Education / Employment Nova Scotia LAE/ENS Version 1.1 Effective: January 2013 Table of Contents 1.0 START Program Introduction... 4 1.1 Guiding Principles...
More informationGender Pay Gap Report
Gender Pay Gap Report (31 March 2017 snapshot) 1) What is the gender pay gap report? Gender pay reporting legislation requires employers with 250 or more employees from April 2017 to publish statutory
More informationGender Pay Gap Report 2017/18
Gender Pay Gap Report 2017/18 1. Introduction This paper provides a summary of the findings from the trust s first Gender Pay Gap audit which fulfils the legal requirement to report by 30 March 2018. The
More information