Since the January update the committee has continued its work with diligence and regularity,
holding six focused sessions in March followed by further technical discussions with the
employer in May. These meetings allowed the parties to refine the job evaluation tool
developed with KPMG and to test an expanded range of roles across the National Research
Council, ensuring it captures the full scope of duties performed by members.
In June the employee representatives met in caucus to scrutinise the proposed compensation
elements. During that review they identified several detailed questions and noted a small
number of components missing from the employer’s submission (these points have now been
formally shared so that they can be addressed at the next joint meeting). The exchange remains
constructive and the employee side continues to press for clarity on every aspect that could
affect pay outcomes.
The committee has now completed the core assessment stages of the pay equity process:
gathering data, confirming job classifications, verifying gender predominance and finalising the
job evaluation results. With these foundations in place the work will move into the
compensation calculation phase, where wage gaps for female dominated positions will be
quantified and solutions costed. Members can be assured that the union will monitor progress
closely and will provide another update as soon as concrete figures are available.