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Wage Gap Changes among Organizations Subject to the Employment Equity Act

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  • Joanne D. Leck
  • Sylvie St. Onge
  • Isabelle Lalancette

Abstract

Canada's "Employment Equity Act" is designed to promote the presence of designated group members (women, visible minorities, aboriginal peoples and disabled persons) in the workplace. By increasing access to better paying jobs, the wage gap between designated group members and white men should be closing. This study examines wage gap reductions among organizations subject to the Act as well as the role Employment Equity Programs (EEPs) play in closing the wage gap. Using five years of data, we find that: (1) organizations subject to the Act are slowly closing the wage gap; and, (2) organizations with more formalized, comprehensive and supported EEPs are closing the wage gap more rapidly. Implications to policy-makers, practitioners and researchers are discussed.

Suggested Citation

  • Joanne D. Leck & Sylvie St. Onge & Isabelle Lalancette, 1995. "Wage Gap Changes among Organizations Subject to the Employment Equity Act," Canadian Public Policy, University of Toronto Press, vol. 21(4), pages 387-400, December.
    • Handle: RePEc:cpp:issued:v:21:y:1995:i:4:p:387-400
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    Cited by:

    1. Arnold de Silva, 1999. "Wage Discrimination Against Natives," Canadian Public Policy, University of Toronto Press, vol. 25(1), pages 65-85, March.
    2. Ali, Muhammad & Konrad, Alison M., 2017. "Antecedents and consequences of diversity and equality management systems: The importance of gender diversity in the TMT and lower to middle management," European Management Journal, Elsevier, vol. 35(4), pages 440-453.
    3. Joanne D. Leck, 2002. "Making Employment Equity Programs Work for Women," Canadian Public Policy, University of Toronto Press, vol. 28(s1), pages 85-100, May.

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