PAY EQUITY UPDATE
PAY EQUITY UPDATE
Lee Easton, President
Milena
Radzikowska, EDI Officer
Kirk Niergarth, VP
Negotiations
August 31, 2022
OUTLINE OF SESSION
1.
Where we are
2.
How we did we get here
3.
Principles to address salary anomalies
4.
Next Steps
In 2019, MRU hired Canadian Equity Consultants to conduct
the study, who reported:
●
pay inequality exists at MRU predominantly on the basis
of binary gender
●
survey showed strong perception of pay inequality on the
basis of gender, race, ethnicity and number of children
●
market supplements are few and evenly split
●
more men promoted than women
Recommendations from the Consultant:
1.
Improve data collection
2.
Schedule regular pay equity studies and corrections of
salary anomalies
3.
Formalize professional development and career
advancement practices
4.
Address anamolies
How has equity been addressed at other universities:
•
One time payouts from $1,000 per female faculty (U of C)
to $7,000 per faculty member (Waterloo)
•
Individual salary reviews (TMU-formerly Ryerson, York)
•
Salary Review Processes for those going forward
Where we are:
1.
The University has examined 134 files and determined
they were placed correctly according the Policy
2.
The University has proposed a salary review process that
we believe has some challenges
3.
The University does want to settle the issue and do so for
before December 2022
Proposed principles to guide Bargaining Team
1.
Individuals who can be determined to have been inequitably
paid at MRU should be progressed on the grid on a
permanent basis along with any back pay owing.
2.
A one-time pensionable cash payout should be made to those
at the top of their grids reflective of their time at MRU.
3.
Include all affected faculty currently employed full-time at
MRU.
4.
Accepting a settlement does not bar any individual from
asking for a salary review.
Salary Review Process Principles
1.
A salary review should not reintroduce biases and inequities.
1.
Burden of proof of inequity should not lay with the faculty
member but with the Employer.
1.
A transparent, EDI-focussed salary review process at the
institutional level should occur annually. The process should
be clear about how any anomalies that are found to exist will
be addressed.
Steps to address issues with promotion processes
The consultant’s report on pay equity identified challenges that
women face with promotion processes.
Solution:
A thorough review of all parts of the hiring and
promotion (Chair, Associate Dean, Director) processes to identify
entrance points for inequity, bias, and discrimination and
recommendations to address these points.
Timelines
•
Deadline to arrive at a settlement:
November 1, 2022
•
Policy Grievance will be filed and progressed to arbitration as
quickly as possible:
December 2022
MRU's journey to address pay inequality based on gender, race, and ethnicity, including recommendations from consultants and proposed principles for salary reviews. Learn about the progress, challenges, and proposed solutions to achieve fair pay for all faculty members at MRU.
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Presentation Transcript
PAY EQUITY UPDATE Lee Easton, President Milena Radzikowska, EDI Officer Kirk Niergarth, VP Negotiations August 31, 2022
OUTLINE OF SESSION 1. Where we are 2. How we did we get here 3. Principles to address salary anomalies 4. Next Steps
In 2019, MRU hired Canadian Equity Consultants to conduct the study, who reported: pay inequality exists at MRU predominantly on the basis of binary gender survey showed strong perception of pay inequality on the basis of gender, race, ethnicity and number of children market supplements are few and evenly split more men promoted than women Recommendations from the Consultant: 1. Improve data collection 2. Schedule regular pay equity studies and corrections of salary anomalies 3. Formalize professional development and career advancement practices 4. Address anamolies
How has equity been addressed at other universities: One time payouts from $1,000 per female faculty (U of C) to $7,000 per faculty member (Waterloo) Individual salary reviews (TMU-formerly Ryerson, York) Salary Review Processes for those going forward Where we are: 1. The University has examined 134 files and determined they were placed correctly according the Policy 2. The University has proposed a salary review process that we believe has some challenges 3. The University does want to settle the issue and do so for before December 2022
Proposed principles to guide Bargaining Team 1. Individuals who can be determined to have been inequitably paid at MRU should be progressed on the grid on a permanent basis along with any back pay owing. 2. A one-time pensionable cash payout should be made to those at the top of their grids reflective of their time at MRU. 3. Include all affected faculty currently employed full-time at MRU. 4. Accepting a settlement does not bar any individual from asking for a salary review.
Salary Review Process Principles 1. A salary review should not reintroduce biases and inequities. 1. Burden of proof of inequity should not lay with the faculty member but with the Employer. 1. A transparent, EDI-focussed salary review process at the institutional level should occur annually. The process should be clear about how any anomalies that are found to exist will be addressed.
Steps to address issues with promotion processes The consultant s report on pay equity identified challenges that women face with promotion processes. Solution: A thorough review of all parts of the hiring and promotion (Chair, Associate Dean, Director) processes to identify entrance points for inequity, bias, and discrimination and recommendations to address these points. Timelines Deadline to arrive at a settlement: November 1, 2022 Policy Grievance will be filed and progressed to arbitration as quickly as possible: December 2022
