An article written by Matt Lundy entitled ‘Gender earnings gap starts upon graduation and widens quickly, says report,’ discusses the gender earnings gap that exists after graduation. This issue involves Canadians, where the article discusses men, women, and postsecondary graduates. The issue of a gender earnings gap has been prominent in Canada and across the globe for a very long time. This issue is also discussed by David Doorey (2016) in ‘Regulating Wages and Pay Equity,’ where he sheds light on the 53% earning gap that existed between men and women dating as far back as 1911 (Pg. 276). There have been many studies and research done surrounding this issue, and there is a strong demand for change. There are current solutions that exist to this issue that Canada has introduced – for example; equal pay laws, however there is still a long way to go as demonstrated by the large earnings gap. By learning about the past and current earnings gap, it becomes evident that this is a current, common, and prevalent issue within Canada and that this issue must be solved, and new policy and legislations must be integrated.
The article written by Matt Lundy discusses multiple types of earnings gaps that exist, however emphasis is placed on the earnings gap between men and women. This issue both causes and reinforces inequalities, as it promotes unfairness in earnings and income. This is something that must be solved both by introduction of new policy and by government intervention. Canada must combat this inequality and unfairness by regulating wages and introducing policies and legislations that do so. This article discusses when gender earnings gaps are most prevalent, stating that earning gaps start immediately after postsecondary graduation and, “widens notably in the first five years in the work force” (Lundy, 2020). The article discusses that a gap can be found within every field of study or type of degree, which reinforces that this is not an issue that affects only one of us, but all of us, as employees, employers, and Canadians. This article specifically focuses on the earnings of everyone who graduated from a publicly funded postsecondary institution in 2010. This makes this article and research relevant as it highlights the existence of an earnings gap in Canada that exists currently and is not only an issue of the past.
To alleviate this issue, the government needs to intervene to regulate the wage gap, and combat inequality and unfairness. This becomes evident when examining not only the gender earning gap, but also other inequalities that exist within wage regulation. The article also discusses the gap that exists within this study and within others in this field, where nearly two-thirds of the earnings gap was unexplained – which authors accredit to unobservable factors that would not be included in the data being analyzed. As discussed in the course, it is the role of the government to regulate wage and to ensure that inequalities are not further reinforced. Currently, only seven Canadian jurisdictions have introduced Equal Pay for Work of Equal Value Laws, or pay equity legislation, something that must be done by all Canadian jurisdictions. This is not something that is only achieved by the government, but also by employers and employees. There are many steps to this process, outlined in past research. I believe this solution is best because it promotes the regulation of wage in Canada that is fair, and addresses inequalities that exists within the earnings of men and women.
Alaina Lewis' Blog 
Hi Alaina,
Thank you for your insightful words on the gender wage gap – a labour issue that, as a woman and a current university student, remains close to my heart. As expressed in your post, a mandated closure of this gap across all industries and fields comprises the premier method of mitigating workplace sexism in Canada. Higher earnings strengthen the financial independence of female workers, especially those who are mothers, allowing a greater number to afford child care services and subsequently return to work after maternity leave (Coghlan and Hinkley). Moreover, wage-equalizing legislation exposes the, likely, concealed disparities in women’s original salaries, highlighting the institutionalized discrimination prevalent in certain workplaces (Coghlan and Hinkley). While I agree that legislation, such as the Equal Pay for Work of Equal Value Laws, should be implemented to guarantee wage equality, do you believe that adopting these policies may spark resentment between male and female co-workers, as certain men may view the new wages as a gender, as opposed to merit-based? Please share your thoughts!
Coghlan, Erin, and Sara Hinkley. “State Policy Strategies for Narrowing the Gender Wage Gap.” Institute for Research on Labor and Employment, University of California Berkley, 10 Apr. 2018, irle.berkeley.edu/state-policy-strategies-for-narrowing-the-gender-wage-gap/.
Thanks,
Sam Lee
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Hello Sam,
Thank you for your comment and engaging questions – as well as for taking the time to read my post! I also appreciate discussion on this issue as a student and women who is currently an employee, and will be entering the work force following completion of my undergraduate degree. The problems faced by mothers is especially close to my heart because I see how families are affected by issues of affordable childcare services and maternity leave everyday, surrounded by my siblings who have children. As your comment states, Equal Pay for Work if Equal Value Laws must be implemented to guarantee wage equality. In answering your questions about whether or not these policies would spark resentment between male and female co-workers, I believe that above all, equality in the workplace should come before anything else. And by implementing policies such as Equal Pay for Work of Equal Value Laws this will remove gender as a consideration in wage, which is, I believe, a role and responsibility that the government and employers hold when ensuring wage equality. I believe implementing Equal Pay for Work of Equal Value Laws would be the most beneficial to avoiding resentment between male and female co-workers because of the level of people this policy is passed through to decide what work is considered ‘of Equal Value.’ This responsibility is not placed on the employees, or those who are co-workers to decide if they should be making the same amount, but this is decide by a level of individuals who are considering all levels of the work being done by employees. For this reason, I do not believe that adopting these policies would cause resentment, where any issues that employees have with these new policies should be taken to employers, as wage is not decided by the male and female co-workers in a workplace. The way that this policy would be introduced is also important, as it should be implemented in a way that would promote equality and address any resentment that it may cause. I hope my thoughts answered the question that you posed!
Thank you,
Alaina Lewis
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