Bridging the Gap: How compensation practices can reduce the gender wage gap in Ontario nonprofits
The gender wage gap exists in Ontario nonprofits
A key way to reduce the gender wage gap in nonprofits 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 equal pay for equal work, equal pay for work of equal value, and pay transparency
Fair wages are a significant element of decent work: work that is fair, productive, and stable. For women, fair wages particularly means earning the same as others for the same work, earning the same as others for work that is of similar value, and having a better understanding of pay and compensation structures in the workforce to advocate for themselves.
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