Understanding the Gender Gap — What Employers Can Do to Help

March 8th marks International Women’s Day, a time to not only celebrate women's social, economic, cultural, and political achievements but to also reflect on gender equality and advocate for advancements. 

It’s undeniable that a gender gap persists in the workforce, spanning across industries and countries, and Canada is no exception. While we’ve made significant progress over the past few decades, there are still hurdles to overcome. Today, Canadian women earn just 90 cents for every dollar a man earns.  

To better understand the inequalities that exist in the workplace, Indeed recently, surveyed more than 14,500 individuals who identify as women across 11 countries. In this article, we’ll dive deeper into the Canadian findings from the global report, and highlight resources to help employers continue breaking down barriers in the workplace for women. 

Salary and Compensation

Pay Gap

Like most women globally, the majority of Canadian women agree pay is an important aspect of a job (86%). However, the degree of its importance varies based on age, location, and seniority. 

As women age, the importance placed on pay increases – 91% of women between the ages of 55 and 64 believe it is an important aspect of a job, compared to 80% of women between the ages of 18 and 24. 

Those located in Atlantic Canada also emphasize pay more, with 93% agreeing it is an important aspect of a job, compared to 84% in Quebec and 87% in Ontario and Western Canada. 

Finally, the more senior a woman is in her role, the less importance is placed on pay, with 88% of managers and supervisors and 89% of senior managers finding pay important in a job, compared to 76% of C-Suite-level employees. 

Despite the significance of pay for Canadian women, nearly two-thirds (65%) believe they are not paid enough for their jobs – especially those in Atlantic Canada (78%). This is almost 10% higher than the global average. While we’ve made progress in closing the pay gap, these findings indicate there’s still work to be done, and our respondents agree. Only 15 percent of Canadian women are satisfied with the country’s steps to close the gender pay gap. 

Pay transparency is paramount in closing the gender pay gap not just in Canada but globally and encourages employers to be open about pay structure at their organization and on job postings. 

Pay Raises 

Asking for a raise isn’t easy – nearly half of Canadian women are uncomfortable doing so (40%). This percentage is slightly higher for those in Atlantic Canada (45%) and lowest for those in Quebec (34%). Millennial, Gen X, and Boomer women (41%) are all similarly uncomfortable but Gen Z respondents feel slightly more comfortable (38%). Unsurprisingly, those at the C-Suite or Director level feel the least uncomfortable asking for a raise (30%), while those at the manager or supervisor level feel the most uncomfortable (45%). When asked why, 30% of women cite a lack of confidence, while 27% indicate fear of negative consequences.

However, the results of our study indicate that women should ask for raises where they are due, as 75% who have asked for one received a pay increase of some form. This is especially true for those from Quebec and Gen Z women – 81% who have asked for a raise have received a pay increase of some form. 

One of the key ways to combat dissatisfaction with pay and pay gaps is to implement pay transparency within an organization and on job postings. Indeed has helpful articles, that can provide insights into the benefits of pay transparency in helping women receive the compensation they deserve. 

Career Progression 

For more than half of Canadian women (57%), opportunities for promotion are an important aspect of a job. And, similar to many other job aspects there is a perceived gender inequality regarding career progression. Just under two-thirds (64%) of Canadian women believe they need to work harder than men to gain recognition for their achievements. This is especially true for women between the ages of 18 and 24 (49%). Those who feel this way are most likely to attribute this imbalance to sexism or unconscious bias in society and their organizations (65%).

Just over one-third of women feel comfortable asking for a promotion in their current role (38%). This percentage is fairly equal across regions and ages, however, as women progress in their careers to the director level, their comfort level seems to increase – 55% of women between the director level and C-suite positions are comfortable asking for a promotion.

When it comes to promotions, there is a glimmer of hope – more than half of women believe their organization performs well in promoting women into senior roles compared to men. This percentage is highest among Gen Z respondents (64%) and those in more senior positions (65% C-suite, 66% director). 

Consider formalizing the promotion process and guidelines to help ensure a fair and equitable process. Indeed also has resources on things like promotion policy best practices, and employee development plans to help women and other employees reach their goals. 

Wellbeing, Support, and Sense of Belonging

Wellbeing

One area in the report that stood out for Canada is the degree of harassment women face in the workplace. Nearly half (41%) of respondents report experiencing harassment in the workplace, higher than the global average by over 10% (30%). This percentage is even higher for women in Western Canada, with nearly half (47%) reporting experiencing harassment in the workplace. 

Support 

The percentage of women in Canada who experience mental health challenges is higher than the global average; only 30 percent of respondents from Canada report they have never had mental health challenges, versus the global average of 45 percent. In fact, 1 in 4 women in Canada are currently facing mental health challenges, more in Atlantic Canada (30%). This number halves for those based in Quebec (16%). Thankfully, women from Canada are fairly comfortable talking to their managers about their mental health struggles (52% versus the global average of 45%).

Sense of Belonging 

Diversity, equity, inclusion, and belonging (DEIB+) is a key part of any workplace. Eighty-seven percent of Canadian women say it is important they can be themselves at work, yet only 64% are satisfied in this area – women from Atlantic Canada are most likely to be satisfied (72%), while women from Ontario are the least (60%). Similar to their global peers, more than two-thirds (39%) of Canadian women believe training on unconscious biases is the most effective way to create a welcoming working environment for women (36% globally). This is closely followed by mentorship programs (35% vs 26% globally). 

A healthy workplace is one in which employees and their leaders actively work together to create an environment that is welcoming while promoting and protecting the health, safety, and wellbeing of all employees. Indeed’s Work Wellbeing Report, shares insights on what is important for Canadian job seekers, to help employers improve their organizational practices. Additionally, job seekers can use Indeed’s Work Wellbeing Score to evaluate company culture. 

Looking Forward

Our report shows there is still work to be done to address the inequalities Canadian women face in the workplace. Employers have a unique opportunity to support and promote women in the world of work by improving policies and support systems. As another International Women’s Day comes and goes, let’s commit to creating equitable workplaces – when pathways are created for employees to win, we all win.