{"id":452277,"date":"2021-03-08T06:03:23","date_gmt":"2021-03-08T11:03:23","guid":{"rendered":"http:\/\/www.marketnewsdesk.com\/?p=452277"},"modified":"2021-03-08T06:03:23","modified_gmt":"2021-03-08T11:03:23","slug":"workplace-gender-gap-hits-home-adp-canada-survey","status":"publish","type":"post","link":"https:\/\/www.marketnewsdesk.com\/index.php\/workplace-gender-gap-hits-home-adp-canada-survey\/","title":{"rendered":"Workplace Gender Gap Hits Home: ADP Canada Survey"},"content":{"rendered":"
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Canada NewsWire<\/p>\n<\/p><\/div>\n

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\n The pandemic is negatively affecting working Canadian women’s careers, stress levels, and mental health at greater levels than men; while women still earn nearly a quarter less than men in total income<\/i>
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\n TORONTO<\/span>, March 8, 2021<\/span> \/CNW\/ –\u00a0A new survey from ADP Canada and Leger shows that pay equality remains a persistent challenge for Canadian organizations. The survey also reveals that the ongoing pandemic dissimilarly impacts men and women, particularly working mothers, in terms of career growth, stress levels, and potential to seek new employment. <\/p>\n

Limited options for school and childcare placed a strain on all working parents; however, data from the survey shows working mothers were more heavily impacted. Half of working mothers (50%) reported experiencing disproportionately high stress levels due to balancing childcare obligations and work throughout the pandemic, compared to 40 per cent of their male counterparts. Working women also reported a more significant impact when it comes to mental health, with 45 per cent indicating that working during the pandemic has had a negative impact on their mental health, compared to 37 per cent of men. <\/p>\n

“During these challenging times, it is critical that Canadian organizations keep sight of gender issues and how the demands of work and home can impact groups differently,” said Natalka Haras<\/span>, Legal Counsel at ADP Canada. “Leaders should exercise empathy and compassion in the workplace to ensure that their employees \u2013 particularly working mothers \u2013 are provided with the necessary support mechanisms to allow them to thrive.” <\/p>\n

\n Equal pay and pay equality are still major issues for Canadian working women, who are open to finding new jobs <\/b>\n <\/p>\n

Self-reported results from the survey show that women continue to earn 23 per cent less in total income (pre-tax salary and other compensation) than men. Women’s pre-tax salaries remain 21 per cent lower than men’s, while additional variable compensation, such as bonuses, profit-sharing or equity agreements, are where disparity surges, with Canadian working women earning 43 per cent less in additional compensation compared to men in 2020. While these results demonstrate a small improvement over survey results collected in 2020, when women reported earning 24 per cent less in salary and 57 per cent less in additional compensation in 2019, employers still have work to do to ensure fair compensation for all employees.<\/p>\n

\n Impact on the future of work: The younger workforce is engaged today, for a more equal workplace tomorrow<\/b>\n <\/p>\n

With persistent gaps in pay for men and women, it is no surprise that working women were less likely to report that they believe that gender parity is a priority for their organization (69% vs 78% of men). The survey results also revealed that younger workers (18-34) are more engaged than other age groups when it comes to issues of pay equity and equality in Canada<\/span>, and most willing to leave an organization that doesn’t support fair pay practices. Half (50%) of respondents aged 18-34 said they would leave their organization if they found out that a colleague of equal standing but different gender received higher compensation, compared to only 37 per cent for both the other age cohorts.<\/p>\n

“The fact that women are more likely to seek out new employment amidst the pandemic, and that younger workers are more willing to leave organizations that do not practice fair pay, indicates expectations are rising when it comes to Canadian employers’ ability to address gender issues \u2013 including ongoing pay gap issues and the greater weight of pandemic-related factors,” said Haras. “Through ongoing and transparent communication, reassurance of employees, and flexible options, employers can better support, attract, and retain workers and decrease this flight risk.”<\/p>\n

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\n Compensation findings<\/b>\n <\/p>\n