After a slow start and obstacles related to the scale of the task, the second half of 2024 saw an acceleration in the implementation of the pay equity committee for the Treasury Board. The stakeholders decided to set up several sub-committees to prepare and simplify the work of the plenary sessions. The first meeting of the coordination and planning sub-committee is scheduled for early 2025, at which time a realistic work plan will be presented to ensure implementation of the equity plan by the Commissioner’s deadline of 2027.
The members of the pay equity committee focused on revising the various job classifications within the Core Public Administration, transforming them into job classes in accordance with the Pay Equity Act. Next, the committee examined the demographics of each class to categorize them according to predominance (male, female or neutral). Employee representatives on the committee are optimistic about their ability to propose a final predominance list to the employer before the holiday adjournment.
This Core Public Administration equity exercise is the largest of its kind in Canada, and possibly the largest ever in jurisdictions with proactive pay equity legislation. This complex work involves many imponderables, but PIPSC remains relatively satisfied and optimistic that the creation of the sub-committees will speed up the process by 2025.
Finally, it is important to note that any adjustments required for female-dominated jobs will be retroactive to September 3, 2024, with interest payable. If you have any questions, please contact payequity@pipsc.ca.