“We did actually find we had a pay gap: it wasn’t large but comparing apples to apples, when you dig down, role-to-role, we did find a few instances where we made some corrections and we did that immediately.”
The toolkit begins is extremely comprehensive and it takes you through many steps,” says Collin, “all the way from the initial, ‘I think this is a good idea’ to how to do it, how to get buy-in and consider pitching this as a priority for your leadership team and all the way down to a very complex regression analysis of gender pay parity at your organization.”
The benefits to a business that has gender pay equity are great, she says, and not because it’s the morally correct thing to do.
“When companies make it a priority — based on some research we’ve done — they’re 19 per cent more likely to exceed industry average levels of productivity and 54 per cent more likely to exceed industry average turnover benchmark.”
Employee recruitment and retention will become that much stronger, says Collin.