This thesis is a case study of the implementation of Ontario's
1987 pay equity legislation. Ontario's pay equity legislation was
very progressive and was aimed at eliminating the portion of the
wage gap between men and women caused by discrimination. The
legislation mandated both public and private sector employers with
more than 10 employees to create pay equity plans to eliminate the
discriminatory portion of the wage gap. The legislation has met
with some success. However, measuring the progress of eliminating
wage discrimination is difficult because the Ontario government was
unwilling to impose a coercive implementation regime.
Consequently, the government has little information to measure
either employer compliance or the results of employer pay equity
plans. Employers have few incentives to comply with the
legislation and the implementing agency has insufficient financial
resources to monitor compliance. Clearly this implementation
regime was a delicate political balancing of the interests of
business and labour and women. / Arts, Faculty of / Political Science, Department of / Graduate
| Identifer | oai:union.ndltd.org:UBC/oai:circle.library.ubc.ca:2429/5544 |
| Date | 11 1900 |
| Creators | Strom, Arlene J. |
| Source Sets | University of British Columbia |
| Language | English |
| Detected Language | English |
| Type | Text, Thesis/Dissertation |
| Format | 3706477 bytes, application/pdf |
| Rights | For non-commercial purposes only, such as research, private study and education. Additional conditions apply, see Terms of Use https://open.library.ubc.ca/terms_of_use. |
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