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 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 $29.86. Women earned $0.87 2 for every dollar earned by men, largely as a result of wage inequality between women and men within occupations. 2017-18 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. Research Focus 1 - specific priority area of action recommended for 2017-18: Actions/Research exploring gender wage gap and pay equity issues for members of racial and ethnic minorities, immigrants and youth. Sample activities and research: compensation trends and their effect on Ontario s gender wage gap and pay equity in identified groups. 1 Statistics Canada. Table 202-0102 - 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
Research Focus 2 - specific priority area of action recommended for 2017-18: Actions/Research exploring compensation issues and gender inequality in Ontario s emerging workplace conditions. Sample activities and research: Examining emerging compensation trends and their effect on Ontario s gender wage gap/pay equity. intersectional factors compounding the wage gap, with evidence-based proposal of solutions. sectoral approaches to addressing gender pay equity. union role in addressing the gender wage gap. 2017-18 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 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%). 2
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: 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 email or regular mail no later than May 26, 2017. Applicants will be notified of the award decisions no later than May 29, 2017. An interim financial and status update report is due no later than November 17, 2017 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 email/mail). All costs and expenditures must be incurred in the 2017/18 fiscal year (ending March 31, 2018). The final financial and deliverable report (i.e. report, activity) is due no later than March 28, 2018. The total amount of funding available is $50,000. 75% 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. 3
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. 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 Please see the Application Requirements document for application information and requirements. There is no application form. Applications may be submitted in Word, PDF or Excel formats. Contact Information Applications and any supporting documents as applicable may be submitted via email or mail: Email: payequitycommission@ontario.ca Mail: Attn: Gender Wage Gap Grant Program Pay Equity Office 180 Dundas Street West, Suite 300 Toronto, ON M7A 2S6 The Pay Equity Office will acknowledge receipt of all applications by e-mail. If you do not receive an e-mail acknowledgement by May 29, 2017 please contact us at: Email: payequitycommission@ontario.ca Telephone: 416-314-1896 Toll Free: 1-800-387-8813 TTY: 416-212-3991 TTY Toll Free: 1-855-253-8333 4
Any questions related to the GWGGP should also be directed to the contact information listed above. 5