The clock is ticking for federally regulated employers across Canada.
In 2021, the Pay Equity Act came into force requiring federally regulated employers to reassess their compensation practices to ensure equal pay for both men and women engaging in work of equal value.
To ensure compliance with the Act, federally regulated employers are required to develop and regularly update a pay equity plan… but the deadline is fast approaching.
With the passing of the Pay Transparency Act in May 2023, BC employers are required to adhere to new guidelines when communicating pay information to current and potential employees.
Staying on top of new regulatory changes can be overwhelming. This blog post serves as a guide to support BC employers as they navigate their paths towards pay equity and to help ensure compliance with the obligations under the Pay Transparency Act.
On May 11th, 2023, BC passed a new legislation: the Pay Transparency Act. The Act helps dismantle systemic discrimination within the workplace by introducing new obligations for employers.
Does your workplace have (truly) inclusive benefits and policies in place?
Prioritizing LGBTQIA2S+ inclusivity in your workplace is crucial. Research shows that “1 in 10 LGBTQ workers have left a job because the environment was not very accepting of LGBTQ people” (Human Rights Campaign, 2018). This loss of talent and equitable opportunity sheds light on the importance of a supportive, inclusive workplace and company culture. Without these things, employees – especially employees from historically marginalized groups – suffer the consequences.
That’s why implementing LGBTQIA2S+-inclusive benefits and policies is so critical – it can help foster an environment where all employees feel respected, valued, and supported while boosting retention and attracting a diverse pool of talent to your company.
Happy Pride!
Pride is about visibility, acceptance, and advocacy for equality. It provides an opportunity for education, awareness, and fostering solidarity – not only during the month of June, but year-round.
And yes – we still need (and want) Pride Month. It serves as a powerful reminder that while progress has been made, there is still work to be done.
Yes, Pride is a time for self-expression, visibility, and unapologetic authenticity. It’s an opportunity to commemorate the history of the LGBTQIA2S+ community and honour both the progress that’s been made collectively and the resilience of individuals.
But for some, it’s quite different.
It’s essential to recognize that not everyone experiences Pride through a happy lens. While it’s a time for celebration, it’s equally important to acknowledge and support those who may not find it a “happy” occasion.
Some individuals within the LGBTQIA2S+ community face unique, personal challenges that can make this time difficult. Pride can evoke feelings of vulnerability, sadness, or reflection for those who have experienced discrimination, rejection, or struggle with their identities. It’s crucial to create space for these individuals to express their emotions and be heard.
Performance reviews are an essential component of many organizations’ human resource management processes. They provide employees with feedback on their performance, help identify opportunities for improvement, and inform decision-making around promotions, bonuses, and, in some cases, terminations.
But performance reviews are not immune to bias; when left unchecked, bias can lead to unfair and inaccurate evaluations that can negatively impact both employee and employer.
In this blog post, we will share how to identify different types of bias that might be present and explore some strategies for mitigating bias in performance reviews. (more…)
If you’re an employer, you know that attracting top talent is key to helping your organization thrive and flourish! But what you may not know is that the job market has changed; today’s candidates are looking for more than just a paycheque.
Gone are the days when candidates would accept just any job with a decent salary and benefits! Today’s job seekers are looking for a workplace that aligns with their values, provides a supportive and inclusive environment, and offers opportunities for growth and development. In other words, they want a career, not a job.
So, what can you do to attract top talent and make your organization stand out?
This is the final installation of Envol’s Diversity, Equity, and Inclusion (DEI) Series!
Our goal is to support organization leaders in taking real action to advance DEI within their teams, throughout their business, and in their communities.
We’re finishing off this series with a note on wellness days and their benefits to employees when implemented in the workplace.
This is the ninth of 10 installations of Envol’s Diversity, Equity, and Inclusion (DEI) Series!
Our goal is to support organization leaders in taking real action to advance DEI within their teams, throughout their business, and in their communities.
Today, let’s dive into the importance of offering flexible work hours, what this can look like in practice, and how it benefits your entire team. (more…)