Bridging the Gap: How compensation practices can reduce the gender wage gap in Ontario nonprofits
A gender wage gap exists in Ontario nonprofits. A key way to reduce it is to use equitable compensation practices that address systemic barriers that women, especially marginalized women, face.
The aim of this guide is to assist senior leaders and boards of directors to assess what compensation practices they have in their organizations, and what they can do to ensure women earn fair wages especially immigrant, racialized, and Indigenous women, women with disabilities, and women who are part of the LGBTQ2S community.
It also aims to support women workers in the sector to advocate for better compensation.
Decent work for women means equitable compensation practices
Fair wages are a significant element of decent work: work that is fair, productive, and stable. The nonprofit sector’s greatest resources are its employees, and when they are offered decent work, they excel. In turn, organizations are better able to meet their missions and contribute to thriving communities.
While it is important to focus on broader labour market levers that impact both the gender wage gap and women’s participation in the labour force (including childcare, harassment, and violence against women), another critical intervention point is paying particular attention to compensation practices of organizations.
Sound practices can close the gender wage gap.
Call to action
- Employers use this guide to review your compensation practices
- Employees use this guide to advocate for better compensation
- Share this guide in your networks: put a link to it in your newsletters, send the webpage to your networks, and post it on social media
- Advocate for others in your sector and community to use equitable compensation practice