In Canada, an estimated 3 million workers are employed in paid care occupations, amounting to nearly 1 in 5 workers. Most of these workers are women, and are often racialized and newcomer women.

“Our jobs, our families and our economy depend on having our care needs met. We know how crucial these services and caregivers are; from supporting our seniors and our children, to ensuring people living with disabilities can live dignified lives, and more,” said Bea Bruske, President of the Canadian Labour Congress (CLC). “For too long, political leaders and Canadian society have taken both paid and unpaid care work for granted. As a result, much of this work—largely performed by women—remains precarious and undervalued, while those who perform it are at constant risk of violence and harassment.”

“Care workers have shared countless stories of overwork and burnout, low wages, and inadequate working conditions. It’s pushing people out of these sectors, and as more workers leave these problems will only deepen. We must confront this crisis now by boosting wages as a first step, and by developing an integrated care workforce strategy for the long term,” said Siobhán Vipond, CLC Executive Vice-President.

“Care workers deserve better, and so do the people they care for,” said Bruske. “Care work should be rewarded appropriately—with better pay that reflects the value of their work; with good, stable jobs; and with safe and healthy working conditions. Building a better care workforce will ensure that everyone has access to care if or when they need it.”

The post International Equal Pay Day: Canada’s Unions Call for an Integrated, Long-term Care Workforce strategy appeared first on Canadian Labour Congress.

“So much of what we have accomplished when it comes to women’s rights and gender justice at work in Canada is a direct result of union women working together to push for change; sector by sector, workplace by workplace, in our communities and on the national stage. It’s time we celebrate what we can achieve when we work together,” said Bea Bruske, President of the Canadian Labour Congress.

Union women are not strangers to being on the frontlines of advocating for and achieving victories in the name of working women, victories that ultimately benefit all workers and their families. These wins include the introduction of paid maternity and parental leave in Canada back in 1971,  legislated paid domestic violence leave, and progress in organising new bargaining units  in women-dominated sectors like retail. Union women have been leading the charge delivering results for gender justice at work. 

Since the launch of #DoneWaiting, thousands of activists have taken action and committed themselves to championing women’s rights and gender equity in workplaces across Canada. We demanded – and won – progress at all levels of government to end wage discrimination, end sexual harassment and violence, fix the child care crisis and make work fair for women. In the last five years, we won some incredible victories, including: 

• The adoption of federal pay equity legislation in 2018;
• 30 billion dollars pledged in the 2021 federal budget to spend over five years on a new national child care system;
• The introduction, in 2022, of federal child care legislation; and
• Canada finally ratifying ILO C-190 in 2023, committing to a world of work free of harassment and violence, in particular gender-based violence.

“From coast to coast to coast, union women have blazed the trail in the fight for a more feminist and equitable Canada. We are emboldened by our victories to keep pushing the envelope as gender justice champions in every workplace and community,” added Siobhán Vipond, Executive Vice-President at the CLC.

As we look ahead, Canada’s unions are committed to continuing to push decision makers to take further actions to #EmbraceEquity from coast to coast. Our vision includes:

• A commitment to value women’s work by creating a national care strategy to train, recruit and retain workers in care sectors so we can end wage discrimination in a sector that disproportionately employs women, especially racialized and newcomer women;
• Action to end gender-based violence and harassment at work and collaborate with unions, employers and all levels of government to implement ILO C-190 and make work safer for women, trans and gender non-conforming workers;
• Support for the calls of child care advocates and sector workers to advance Bill C-35 on respecting early learning and child care in Canada until the right of every child to accessible, affordable, inclusive and high quality child care becomes enshrined in Canadian law; and
• Investments from our federal government into a Care Economy Commission that will: examine paid and unpaid care work and develop a roadmap to meet the increasing demands for care; reduce and redistribute women’s unpaid care work, including by improving access to public care services for children, the elderly and people living with disabilities; and build a broader and more inclusive labour market strategy to achieve high-quality, equitable care jobs across all care sectors. 

Join us by taking the pledge to be a gender justice champion at work.

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“The global care economy is in crisis. Here in Canada, underfunding, privatization and a lack of resources and supports for care workers has led to critical understaffing,” said Bea Bruske, President of the Canadian Labour Congress. “Each of us will need care at some point in our lives, but the shameful undervaluing of care workers – who are mostly women – has brought our care systems to the brink of collapse. Care workers are there for us during some of our most vulnerable moments, so we must support them in demanding better. Governments can’t claim to want to achieve pay equity while simultaneously ignoring the care crisis.”

In Canada, care jobs employ roughly one fifth of all workers, with women occupying 75% of those positions. Canada benefits greatly from both paid and unpaid care, with these services contributing tens of billions of dollars to the country’s economy. But successive rounds of cuts and concerted efforts at privatizing services have created a patchwork system, which is struggling under the weight of chronic underfunding and now, a global pandemic.

Meanwhile unpaid care, which is most often done by women, can impact women’s participation in the job market. Care responsibilities can significantly hinder a woman’s ability to access and maintain a good, stable job with decent pay.

Canada’s unions recently launched Show We Care, a national campaign aimed at raising the profile of care workers in Canada and addressing the mounting care crisis.

In Canada, it is estimated that the increased demands for care driven by the ageing population will add $93 billion to health care costs by 2028. And yet, according to the OECD, Canada falls near the bottom among wealthy countries in public expenditure on social services. The tragic losses of life in for-profit long-term care homes point to the failures of the private, for-profit model. These institutions have less staff, fewer hours of care per resident, more complaints from residents and family, more acute care hospital admissions, and higher mortality rates than public long-term care homes.

“Chronic underfunding has led to an erosion of available care, which has drastically increased the cost of care services. In addition to insufficient wages, poor working conditions, lack of support for workers, and harassment and violence in the workplace are driving workers out of the care sector,” said Siobhán Vipond, Executive Vice President of the CLC “To mark International Equal Pay Day, Canada’s unions are calling on our federal government to make immediate investments across all care sectors, to lift wages for underpaid care workers and ensure good jobs that result in high quality care for people in Canada and their families.”

International Equal Pay Day – marked annually on September 18 – was created by the United Nations General Assembly in 2019 and first marked in 2020.

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“Even in 2021, women still make on average 32 percent less in wages than men,” said Marie Clarke Walker, CLC Secretary-Treasurer. “The gender pay gap is even steeper for some. Over the past year, the disproportionately gendered and racialized economic and health impacts of COVID-19 have made the financial insecurities faced by women in our economy even worse. The federal government has promised to enforce pay equity and there is no time to lose.”

Racialized women make 40 percent less than white men born in Canada. For Indigenous women, the gap is 45 percent and for immigrant women and women with a disability, that difference is 55 percent and 56 percent less respectively.

“This pandemic has shown us just how important work traditionally performed by women is to the health and safety of our communities,” said Clarke Walker. “Cleaners, cashiers and caregivers are among the workers now recognized as essential. Yet, the low pay and unfair working conditions they endure does not respect their value to our communities.”

The work in these undervalued sectors is often invisible and unrecognized, and exposes workers to possible violence and harassment and other health and safety risks, limited job security and access to benefits, including paid sick leave. Many of these women workers are Black, Indigenous, racialized and recent immigrants. This contributes to wider wage gaps for marginalized workers.

Add your voice this Equal Pay Day by writing to your Member of Parliament to demand that the federal government make pay equity the law here.

For more information on Equal Pay Day 2021, and to join the online campaign and events, click here.

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“Recover Better – Stand Up for Human Rights” is the United Nations theme for this year’s International Human Rights Day, which is observed December 10.

“It is critical that Canada’s COVID-19 recovery efforts tackle the human rights failures that have been exposed by the pandemic. Significant government investments in the care sector will help level the playing field for those most affected by this virus,” said CLC Executive Vice-President Larry Rousseau.

“We welcome the federal government’s recent commitments to invest in public care systems. Canada must focus on creating better jobs, improving working conditions, and addressing the deep disparities within our economy,” he added.

The pandemic has demonstrated how our communities rely on precarious, low-wage work and unpaid labour in critical care sectors. This includes child care, early childhood education, elderly care, mental health, and other social care services that serve the health and safety of our communities.

Many of the workers in these sectors are Black, Indigenous, women of colour and recent immigrants. While this work is deemed “essential”, it is undervalued and workers face poor working conditions, violence, harassment and numerous other risks to their health and safety. They also face a higher risk of exposure to COVID-19 and a lack of job security and access to benefits.

“This global crisis has laid bare what we’ve been saying for years: systemic discrimination and marginalization have put certain groups at a disadvantage. Entire communities are having a much harder time recovering due to unequal access to opportunities and services such as employment, health care and housing,” said Rousseau. “Long-term investment in care is crucial to disaster-proofing our economy, safeguarding our social safety net against future crises, and ensuring our collective well-being.”

Sign our petition urging the government to increase investments in our public care systems so we can move forward together and build a more sustainable and inclusive economy.

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“There are 4.9 million workers across the country who have been deemed essential, and many of them have been struggling to make a decent living for years,” said CLC President Hassan Yussuff. “The current pandemic has shown that these workers are the backbone of our society. Yet, society has failed to value them adequately, which is reflected through inadequate wages, the lack of supports and the precarious nature of temporary, part-time employment. That must end now.”

Since the start of the public health crisis, Canada’s unions have brought attention to the issues workers have been facing, including a lack of paid sick leave, the low wages of many frontline workers, and the lack of proper protective equipment and inadequate safety measures across the country.

The campaign is titled; “Heroes Deserve Better” and it will put a spotlight on the struggles frontline workers are facing, while at the same time giving Canadians a way to show gratitude for the critical services these workers provide.

“Heroes deserve paid sick leave and heroes deserve a living wage. They deserve jobs with benefits and proper health and safety measures,” said Yussuff. “Canada’s unions will ensure that they are not forgotten in the recovery.”

The online campaign launches today, May Day. Frontline workers are invited to share their experiences and to express what they hope happens as the crisis goes on, and once it is over.

Canadians across the country are also invited to share stories of a frontline worker they know and would want to see profiled in this special series. Share a story here.

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“The expansion of the CERB to include those continuing to work in low-income, precarious jobs is an important step,” said Hassan Yussuff, President of the Canadian Labour Congress (CLC). “This move will be a relief to many workers who have been struggling and were left out of previous supports. The NDP should be credited with helping to influence this expansion of the emergency benefit.”

The Prime Minister’s announcement of top-up payments for essential workers, including those working in long-term care, is also a necessary move, said Yussuff.

Workers in long-term care often hold multiple part-time positions in different facilities in order to make a decent living. These workers are often without sick leave or benefits of any kind.

“This crisis has made it clear that our society’s essential workers have been grossly undervalued for too long,” said Yussuff. “When we start to re-open the economy, we must work to rectify these structural inequities around compensation and support. We must go to bat for the very workers who are ensuring our society continues to function throughout this pandemic.”

The CERB expansion also includes supports for hundreds of thousands of seasonal workers, Canadians who became unemployed before the COVID crisis and workers who have exhausted their EI claims.

“We will continue to work closely with government and opposition parties to bring attention to the experiences and needs of workers throughout various sectors in order to identity any new or emerging gaps,” said Yussuff.

For more information:
CLC Media Relations
media@clcctc.ca
613-526-7426

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“It takes 16 months for women’s median earnings to catch up to what men make in twelve. We mark Equal Pay Day to draw attention to the continued realities of wage discrimination and gender inequality in our country,” said Marie Clarke Walker, Secretary Treasurer of the Canadian Labour Congress. “This year we must also recognize the gendered impact the COVID-19 crisis will have. The pandemic has exposed the lack of concrete protections for workers, especially for workers in sectors where women are often employed, and for women who work in low-wage and precarious jobs.”

The pandemic has demonstrated how important the work traditionally performed by women is to the maintenance of healthy and safe communities. Many undervalued workers have now been deemed essential, but these workers are still underpaid. Their work is often invisible and unrecognized, marked with poor working conditions, exposure to violence and harassment and other health and safety risks, limited job security and access to benefits, including paid sick leave.

“These workers are putting themselves and their families at risk so the rest of us can stay home to slow the spread of COVID-19,” said Clarke Walker. “Not only do these workers deserve higher wages, they should have predictable hours and job security, paid sick days and emergency leave, access to the equipment to do their job safely, support to meet their child care needs, and access to Employment Insurance and health benefits.”
“It’s time to usher in a new normal for our most vulnerable—and valuable—workers.”

According to the Canadian Centre for Policy Alternatives, 13 percent of all working women in Canada are at risk of layoff, compared to nine percent of working men. Low-wage workers, who are disproportionately women, are most at risk.

Canada’s unions say that this is a time for bold, feminist action to recognize the value of women’s work and to end wage discrimination. Canada must make women’s economic justice a priority in the COVID-19 response and in the plan for recovery.

“This crisis has exposed who falls through the gaps in our system. The government has taken an important step with the Canada Emergency Response Benefit, but much more needs to be done to ensure that we leave no one behind as we respond to COVID-19. Every level of government must apply a gender-based analysis plus (GBA+) to how it’s responding to this crisis,” said Clarke Walker.

Join the cross-country Equal Pay Day Virtual Rally on April 4 at 1:00 p.m. by registering here: https://register.gotowebinar.com/register/9119266283687928587

To learn more about Equal Pay Day, go to the Ontario Equal Pay Coalition website.

Click to access the CLC COVID-19 Resource Centre.

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“We know some steps the federal government can take right now to be a global leader in gender equality—if they are bold enough,” said Marie Clarke Walker, Secretary-Treasurer of the Canadian Labour Congress.

In 1995, 189 governments, including Canada’s, signed on to the Beijing Declaration and Platform for Action, which set out a clear roadmap to achieve gender equality and the human rights of women. 

“Despite recent progress, there is still so much work to do. At the current rate, women will have to wait 164 more years before Canada closes the economic gender gap,” added Clarke Walker.

This year, the Generation Equality Forum will mark the 25^th Anniversary of the Beijing Declaration and Platform for Action. With gatherings in Mexico and France, this forum will engage women’s rights activists, governments and other stakeholders in a global public conversation. Together, these groups will take stock of progress and set an agenda of concrete action to realize gender equality before 2030. 

The Platform for Action committed governments to taking strategic, bold action in 12 critical areas: poverty, education and training, health, violence, armed conflict, economy, power and decision-making, institutional mechanisms, human rights, media, environment and the girl child.  

“The number one thing our federal government can do immediately is to restore core funding to women’s rights organizations and feminist movements,” said Clarke Walker. “For far too long, these organizations have struggled for necessary resources to fund their important, and often life-saving, work. Funding that covers core operational costs can build strong, independent women’s movements that drive change.”

Canada’s unions are committed to building strong, vibrant feminist movements. Working together, we can be a powerful force for women’s economic justice.

The Canadian Labour Congress is inviting Canadians to mark International Women’s Day by taking the following actions:

• Write to the Minister of Status of Women and the Prime Minister and ask them to demonstrate real commitment to women’s equality and economic justice.
• Read “Unfinished Business”, a civil society report on Canada’s progress in implementing the Beijing Platform for Action.
• Share the top 20 actions the government can take in 2020 to show leadership on women’s rights and gender equality.

The post #DoneWaiting: Make Canada a Leader in Global in Gender Equality appeared first on Canadian Labour Congress.

“Gender Equality Week was created to celebrate recent gains while reflecting on the work that needs to be done to improve gender equality and women’s rights across Canada,” said Marie Clarke Walker, Secretary-Treasurer of the Canadian Labour Congress (CLC). “With a federal election underway, we are asking political leaders to take this opportunity to prove their commitment to women’s rights and gender equality.”

Gender Equality Week runs from September 22 to 28, 2019 and was first introduced by the federal government in 2018 through Bill C-309, the Gender Equality Act. This year’s theme is #EveryoneBenefits and is inspired by the vision of a gender equal society and the benefits of advancing gender equality to women, men and people of all gender identities.

“On election day, voters will have the chance to reject the politics of division by voting for a party that stands firmly for gender equality and women’s rights,” said Clarke Walker. “We hope to make that choice much easier by asking candidates to distinguish themselves through concrete platform commitments.” 

The CLC’s plan for “A Fair Canada for Everyone” asks political parties to commit to taking action on five key priorities for working people and their families – actions that can make a real difference for women and help promote gender equality.

Women deserve good jobs, liveable wages and fair working conditions.

Unions are calling for action on pay and employment equity, access to universal, affordable child care and a federal task force on care work and care jobs.

Women deserve opportunities to learn and advance their careers. They deserve adequate support to balance work, family and personal time.

Women should not face barriers in accessing medication.

Many women do not have workplace benefits and face difficult choices when they or a loved one requires medication they cannot afford. Everyone in Canada deserves a universal, single-payer, public prescription drug plan that would guarantee pharmacare for all.

Women deserve retirement security.

Thanks to the persistent gender pay gap, senior women are among Canada’s poorest populations. After a lifetime of hard work (whether paid or unpaid), no one should have to struggle to make ends meet. Action on retirement security means improved Old Age Security benefits and a reformed Guaranteed Income Supplement.

Women must be at the centre of climate action.

The climate crisis will have a disproportionate impact on women and marginalized populations. Smart investments in a clean future will put people at the centre of climate action. Investments in renewable energy, clean technology and green manufacturing can provide a source of good, green jobs for women. Climate action can also include investments in social infrastructure to help create and support good jobs and resilient communities.

Women deserve a government focused on equity and inclusion.

Canadians need a government committed to challenging hate and intolerance in all its forms. They need a government ready to improve our immigration and refugee policies, track and report on hate groups, and commit to strengthening Canada’s action plan against racism.

They also need an action plan to implement the recommendations of the National Inquiry into Missing and Murdered Indigenous Women and Girls and the Truth and Reconciliation Commission.

“The CLC’s election campaign outlines a plan that would promote gender equality and make a real difference in the lives of women and their families,” said Clarke Walker. “Everyone benefits if we unite together to challenge racism, welcome refugees and support real reconciliation with Indigenous peoples. This election we are demanding fairness.”

This Gender Equality Week, unions are calling on voters to attend local election town halls and debates to ask candidates what their party is prepared to do to promote gender equality and a fairer Canada for everyone.

CLC Secretary-Treasurer Marie Clarke Walker will be hosting a Facebook Live event on Wednesday, September 25 at noon EST featuring a conversation about what is at stake for gender equality in the federal election.

Voters can sign up for real-time election updates from the CLC as the campaign progresses.

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You can be forgiven if you’ve avoided thinking about the upcoming federal election all summer, but Labour Day is here. That means it’s time to return to the fall routine and start thinking about how you are going to cast your ballot.

You may have seen politicians working the barbecue circuit, vying for the support of workers and their families. They often claim to know what voters need. Let’s tell them what voters want.

After all, voting for the country we want is both a cherished right, and a significant responsibility.  And it’s under threat.

Lies, misinformation, and propaganda proliferating online are dividing and distracting people like never before.

We know that domestic and foreign actors will likely continue to foment division through contentious topics like immigration and the environment. We must remain united and focused on what truly matters: a present and future that leaves no one behind.

Not only are we facing an uncertain future, but the strides working people have made in the last four years are also in jeopardy. 

Canada’s unions are cutting through the noise with a simple message to voters: Canadians must elect a government that is committed to a fair Canada for everyone.

This is much more than a slogan but a clear call to action on five key areas that will shape the future of this country. Each of them centre on the health and well-being of Canadians.

Canada’s unions have successfully worked with governments and health experts to make universal pharmacare a ballot box issue this fall.

That’s because over 3.5 million Canadians struggle to pay for the medications they need. Private insurers and pharmaceutical companies have a vested interest in preserving a status quo that sees Canadians paying some of the highest drug prices in the world. Canada remains the only developed country with universal health care, without a universal pharmacare plan. A single-payer system would rein in drug prices and save Canadians over four billion dollars per year, according to the Parliamentary Budget Officer.

Also key to the well-being of Canadians is the assurance that they will be able to live in dignity in retirement. Following the Conservative party’s defeat in the last federal election, Canada’s unions lobbied for an expansion of public pensions and won a 50% increase to Canada Pension Plan benefits, along with top-up payments for 900,000 low-income single seniors and the restoration of Old Age Security and Guaranteed Income Supplement for those over the age of 65, down from 67.

We need a government that is committed to improving public pensions and protecting hard-earned private pensions when employers go bankrupt. 

We also need to talk about the economic health of our nation’s working people. With a rise in precarious, temporary, and low-wage work, more and more people are struggling to get by. We need to vote for a government that clearly defines what it will invest towards creating good jobs for all Canadians.

It’s also time for bold action that tackles our climate emergency while creating economic opportunities in green industries. We deserve a government that is committed to clean air and water, invests in public transportation, and supports workers and communities transitioning to a greener economy.

With hardline Conservative governments now running the majority of the provinces, we cannot forget what a decade of Stephen Harper’s Conservatives did to working people and their families and risk the rollback of hard-won social gains and the rewriting of the Canadian constitution.

Can Canadians afford a government that cares more about private corporations and tax cuts for the super-rich than it does about everyday working people? Can we risk electing a government that refuses to address the climate catastrophe? Can we accept a government that is prepared to exploit people’s fear and insecurity to fuel racism and intolerance?

This Labour Day, let’s recommit to standing together for an inclusive Canada where everyone prospers.

Hassan Yussuff is the President of the Canadian Labour Congress. Follow him on Twitter @Hassan_Yussuff.

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That means unions will be calling on Canadian workers to vote for candidates who support universal pharmacare, retirement security, climate action, equity and inclusion, and good jobs for everyone.

“Over the last four years, our work has resulted in impressive gains: expanding public pensions, protecting victims of domestic violence, investing billions in infrastructure projects, banning asbestos, and making pay equity the law,” said Hassan Yussuff, President of the Canadian Labour Congress (CLC).

“While these have been substantial victories, we are only getting started. Low wages, precarious work and underemployment continue to hurt too many Canadians; fear and insecurity are fueling racism and intolerance, and climate change threatens the survival of our planet.”

“We will do our part to mobilize Canadians to choose candidates who will make Canada more fair for workers and their families,” said Yussuff.

“We will be urging every candidate to commit to creating good jobs. We will be pushing the political parties for climate action for a sustainable planet. We will be challenging hate and divisiveness with equity and inclusion.”

By launching a national campaign, “A Fair Canada for Everyone”, the CLC will be working with labour councils, federations of labour and unions across the country to advance the issues at stake for workers and their families.

“Labour Day is a national reminder that workers can come together to improve workplaces and communities, so it is a fitting time to launch our election campaign for a fair Canada for everyone,” adds Yussuff.

To read details about what unions are calling for in this election, visit faircanadaforeveryone.ca

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“Today, in 2019, the numbers are appalling,” says Marie Clarke Walker, Secretary-Treasurer of the Canadian Labour Congress, “Women overall are making 32 percent less than men, with Indigenous women and women with disabilities facing the steepest gender pay gaps making between 45 and 56 percent less.”

This Equal Pay Day, under the banner of the #DoneWaiting campaign, Canada’s unions are calling for the timely and effective implementation of Canada’s new pay equity legislation.

This year is especially important, as this is the first Equal Pay Day since the introduction of federal pay equity legislation in December 2018.

“Fourteen years after the Pay Equity Task Force report, pay equity finally became the law,” said Marie Clarke Walker. “However, our wait is not yet over. Since the new law does not take effect until regulations are developed, it could be another few years before working women see any real difference in our paycheques.”

In addition, trade unions and pay equity experts have identified a number of concerns with the bill that did not get fixed before it passed. Therefore, the Canadian Labour Congress is calling on the federal government to:

• Work with unions and employers to develop pay equity regulations in a timely fashion;
• Ensure the regulations close any loopholes that would allow an employer to avoid meeting their obligations;
• Introduce pay transparency measures, including an obligation to file pay equity plans as well as details about compensation for workers in all equity-seeking groups; and
• Ensure the office of the Pay Equity Commissioner has enough funding to implement the legislation and hold employers accountable.

The CLC encourages all workers to write to their Member of Parliament today and join the call for the full implementation of pay equity legislation from coast to coast.

The CLC also supports calls from the Equal Pay Coalition of Ontario and the Ontario Federation of Labour to mount a provincial campaign calling on Members of Provincial Parliament to implement the 2018 Pay Transparency Act. You can learn more about this campaign here.

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#DoneWaiting is a campaign for women’s economic justice. Launched one year ago, the campaign began with a call for federal government action to end sexual harassment and violence, fix the child care crisis, and end wage discrimination.

After months of digital actions and lobbying, we had a major victory in December of 2018: pay equity became the law in Canada. The new Pay Equity Act requires all federally-regulated employers to create proactive pay equity plans and will introduce a new federal Pay Equity Commissioner.

“This is an historic moment for women in Canada”, said Marie Clarke Walker, Secretary-Treasurer of the CLC, “There’s still work to do on the regulations before the Act comes into force, but the Act’s adoption is a testament to what can be achieved when we are united in our fight for women’s economic justice.”

We’ve made progress toward an end to sexual harassment and violence. Seven provinces, as well as the federal government, have introduced paid domestic violence leave, and new federal occupational health and safety legislation offers better protections for workers who experience violence and harassment at work.

“We’ve seen that our messages are being heard and we are making progress. Let’s celebrate how far we’ve come. Also remember: we’re not done yet.” said Clarke Walker.

With a federal election on the horizon, Canada’s unions are expanding the conversation about women’s economic justice by looking more closely at the issue of working life and workplace culture. We want women’s voices at the centre as we consider our next calls to action. So we are asking women to share their stories about #BeingAWomanAtWork. Even though study after study shows that more women in the workforce will help grow the economy and improve everyone’s lives, we know that the working world isn’t working for women.

Too many women still face significant barriers to success at work. Many have trouble finding a good job or advancing at their workplace, and many more struggle with low-wage, precarious work.

“It’s time for leadership to reduce barriers for women’s labour force participation” said Clarke Walker, “There is a role for our federal government, employers, and unions to play. We must work together and ensure that the future of women and work means good jobs and fair treatment for all, especially for the most marginalized.”

Everyone has a story. Speak up now and help us keep up the pressure for change in 2019.

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Introducing a new Pay Equity Act will bring in long-awaited legislation requiring federally-regulated employers to create proactive pay equity plans that will begin to address Canada’s gender wage gap. The government also announced the establishment of a Pay Equity Commissioner to independently oversee implementation and hold employers accountable.

“Canada’s unions have been fighting for proactive pay equity legislation for over a decade and we’re glad to see the government take meaningful action to close Canada’s shameful gender pay gap,” said CLC President, Hassan Yussuff.

For all federally-regulated employers with ten or more workers, the new legislation will adapt existing compliance frameworks to include pay equity, and set out specific timelines for implementation and compulsory maintenance reviews.

Changes to Part III of the Canada Labour Code were also included in the omnibus bill, and are being heralded by Canada’s unions as an important modernization of federal labour standards in Canada. These changes will restrict exploitation by prohibiting employers from misclassifying workers and paying them less, simply because they work for a temp agency or on a part-time, casual or term basis.

Canada’s unions were also pleased with new measures that will prevent employers from using contract flipping as a means of undermining the wages, benefits, and job security of workers.

“The Canada Labour Code used to be upheld as the gold standard across the Country but federal labour standards were significantly eroded over a decade by the Harper government,” said Yussuff. “Providing additional vacation time and leave provisions, as well as new scheduling notice protections, are important steps that will lift employment standards for Canadian workers,” said Yussuff.

After an intensive campaign by Canada’s unions, survivors of domestic violence working in the federal sector will now receive five days of paid leave. This will help to set a national standard as many provinces move to allow people experiencing violence at home to seek the support and services they need to help keep themselves and their children safe.

“Canada’s unions will continue to push to elevate labour standards for everyone working in Canada,” said Yussuff. “Along with this week’s announcements, immediate action to establish a $15 federal minimum wage would raise the bar across the country.”

The post Canada’s unions call federal budget bill a boon for workers appeared first on Canadian Labour Congress.

Fair pay means that the work women and men do is equally respected and valued. Unfortunately, this is not the reality for many workers in Canada, where there is still a big gap between what women and men earn. Thanks to the labour movement, this pay gap is already much less for women with unions, but income equality for all working women is the ultimate goal.

For decades, the labour movement and women’s organizations have pushed for improvements to the federal pay equity system, calling for a shift from a complaints-based approach toward proactive legislation.  This was a key demand of the Canadian Women’s March 2000, when thousands of women, trade unions and national women’s organizations mobilized for a comprehensive strategy to end poverty and violence against women.

In 2001, a federal Pay Equity Task Force was appointed, and after an extensive and exhaustive process, made over a hundred important recommendations to address the gender wage gap in Canada. Their 2004 report also recognized that wage discrimination exists for people with disabilities, Indigenous workers and racialized workers.

Canada’s unions have been hard at work to ensure the Task Force recommendations are put in place. They condemned the current Liberal government’s decision to delay any action on pay equity until 2018, despite the lofty campaign promises and publicly stating that having a gender wage gap in Canada today is unacceptable. After two years in power, they have also failed to eliminate the Conservative’s Public Sector Equitable Compensation Act, legislation takes away the right of women federal public servants to equal pay for work of equal value.

Only two provinces – Ontario and Quebec – have proactive pay equity laws covering both public and private sector workers. Under these laws, employers must take active steps to identify and eliminate wage discrimination. Several provinces have no pay equity legislation at all. Unions push for proactive pay equity laws in all jurisdictions to make sure that workers in both the public and private sectors have their rights respected.

Collective bargaining and pay equity measures significantly reduce the wage gap for women. That’s because together, women and their unions negotiate pay that reflects their skills, education and responsibilities. And that fair pay puts more into women’s pockets to spend on their families and in their communities.

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The Canadian Labour Congress is conducting campaigns calling on the federal government to address key issues affecting working people; calling for a change of the rules to create decent work and dignity for all Canadians.

“Improving the lives of all workers is always a top priority for Canada’s unions. The current climate of precarity and cut backs in Canada makes it more important than ever to advocate for good jobs to ensure stability and dignity for every Canadian worker,” said CLC President Hassan Yussuff. “We believe that decent work must include access to affordable child care, bankruptcy protection for workers’ pensions and proactive pay equity legislation, just to name a few.”

On this Day for Decent Work, Canada’s unions are calling on the federal government to prioritize access to decent work in Canada by taking the following steps:

• Restore the federal minimum wage to $15 per hour, indexing it to wage growth, and bring back full employment as a primary policy target;
• End wage discrimination and adopt strong, proactive pay equity legislation incorporating the recommendations of the 2004 Pay Equity Task Force. Women’s wages shouldn’t come at a discount, but the gender pay gap in Canada hasn’t improved in decades. In fact, for many women it’s getting worse. Making pay equity the law would ensure different jobs are compared for their value in the workplace and evaluated based on skill, effort, responsibility, and working conditions, leaving no room for gender discrimination;
• Reform bankruptcy laws to include protection for workers’ pensions and benefits.  Workers trade higher wages today in exchange for a pension in retirement – it’s wrong to force them to the back of the line when an employer goes bankrupt;
• Make workplaces safe by strengthening federal legislation on sexual harassment and violence. Sexual harassment and violence remains a very serious barrier to women’s equality, especially in the workplace. Sexual harassment and violence can have serious consequences on women’s physical, emotional and mental health, and on their work performance. It can compromise their ability to advance in the workplace and even lead to job loss;
• Fix the child care crisis and commit to long-term funding for high-quality, public, universal, affordable child care. Access to quality, affordable child care is about economic justice for women. Child care makes it possible for women to get a decent job, support their families, build a career, and further their education or skills training; and
• Phase-out coal power through progressive policy that keeps people and communities at the center. The Just Transition Task Force for Canadian Coal-Power Workers and Communities will develop recommendations aimed at influencing Canada’s plans to phase-out coal power. These will include helping workers find comparable employment through retraining programs and resources to help affected communities transition their local economy.

Decent work means equal opportunities for everyone to get work that is productive and delivers a fair income, security in the workplace and social protection for families, better prospects for personal development, and social integration.

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In 1994, Françoise David took the helm of the Québec Women’s Federation (FFQ) with a mission to advance the fight against poverty and social exclusion.

To put pressure on the newly elected government of Jacques Parizeau, David organized a mass march, branded “Bread and Roses”. Bread symbolizing work and better economic conditions and roses symbolizing a better quality of life – the theme was a deliberate tribute to the 1912 textile workers’ strike in Lawrence, Massachusetts that was lead by women and inspired generations of union and social justice organizers.

David’s plan was to use the march to build public support for a list of demands that included increasing the minimum wage, pay equity laws, freezing tuition fees, greater social supports and improved collection of support payments.

Starting May 26, 1995, women from across Québec spent ten days marching to the provincial capital. They marched through 57 villages and followed three routes from Montréal, Longueil and Rivière-du-Loup. More than 800 women joined the march for more than one day, including 525 women who marched the 250 km from Montréal to Québec City. They converged at a rally on June 4 outside the province’s National Assembly.

The government agreed to most of the marchers’ demands, in one form or another, and put Québec well ahead of other provinces on many issues from pay equity, to child care.

The theme song of the march, Du pain et des roses, composed by Hélène Pedneault and Marie-Claire Séguin remains an anthem of the labour movements of Quebec and Canada.

The solidarity of the march inspired the 2000 “World March of Women” that continues to this day as an international project aimed at improving the lives of women around the world. Its focus on ending poverty and violence against women built solidarity and laid the foundation for work that many of Canada’s unions continue today.

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Unions exist to help working people get organized and stand together to win a better deal for their families and their communities. Workers know that fairness is won through unity – with one another in their union local and with other locals in their union. They also need to support workers in other unions through solidarity. Often this means respecting and joining picket lines, boycotts and other actions aimed at pressuring employers. But sometimes it means joining the strike.

The origins of the Common Front can be traced back to the 1971 La Presse strike. In response to draconian anti-worker measures on the part of the Quebec government and Paul Desmarais, the new owner of La Presse, workers from several different unions joined in solidarity with the striking La Presse workers. A march of 12,000 demonstrators in support of the strikers was brutally suppressed by police, leading to riots that wounded many and resulted in the killing of Michele Gauthier, a student activist. The shared experience of the police riot created common ground for the coming together of normally competitive and divided unions.

The Common Front of 1972 was an alliance between the Confederation of National Trade Unions, the Quebec Federation of Labour, and the Quebec Teachers Corporation, as well as several smaller unions to present a united set of demands during negotiations with the provincial government. It represented 210,000 out of 250,000 public employees (84%) and demanded: an 8% increase in wages, job security, increased control over working conditions to better service provision, and a $100 per week minimum wage regardless of race, sex, religion, or job sector. When the government was unwilling to cede to these demands, the Common Front struck, and on April 11, 1972, 210 000 workers walked off the job.

The government of Robert Bourassa had ridden the swelling wave of change that was sweeping Quebec society to win power in the 1970 election. Faced with economic turmoil and the new political threat of the nationalist Parti Québecois, Bourassa’s Liberals (and the political establishment they represented) feared being scuttled. The wave needed breaking.

The province targeted its hospital workers, obtaining 61 injunctions, which the workers ignored. The response was harsh: 13 low-paid workers were jailed for 6 months and fined $5000 each (about a year’s pay) and their union was fined $70,600. Overall, 103 workers were sentenced to a total of 24 years and fined half a million dollars during a few days.

On April 21, the provincial government passed Bill 19. The new law forced unionized workers back to work and banned all fundamental trade union rights for two years. When the leaders of the Common Front – Louis Laberge, Marcel Pépin and Yvon Charbonneau – urged workers to defy the law, they were arrested, and each was sentenced to a year in jail.

“That’s the justice system,” said Brother Laberge, “while big corporations are fined $75 or $500 for polluting our rivers, killing people or breaking the law, we – the criminals – must got to jail for exercising a right – the right to strike.”

The profound unfairness of sending the three men to jail triggered popular outrage across Quebec’s working class. Over the month of May, work stoppages broke out across the province in public and private workplaces – construction and metal workers, miners, machinists, auto and textile workers, salespeople, print-shop employees, the staff of major news media, teachers and some hospital workers.

In towns like Sept-Îles, Thedford, Sorel and Joliette, the strike was profound, with people talking about the strikers “occupying” and “being in control of” workplaces. Radio and television stations were occupied by the union members, who broadcast their messages.

The massive scale of the public revolt forced the government to back down. The labour leaders were released from jail after serving four months and many of the Common Front’s demands were agreed to during negotiations. Employers across Quebec had also heard the message from their workers loud and clear and were reserved in their demands for years to come. This solidarity among Quebec’s working class would last for a generation and is one reason why union density in that province remains among the highest in the country.

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Celebrated on March 8 every year, International Women’s Day (IWD) is fundamentally a political protest about conditions in the workplace and society. The day has moved around over the past century finally settling on March 8^th in 1975. Its roots go back to a 1909 protest organized by the Socialist Party of America in New York in honour of the women garment workers’ strike held the year before. Protest continues in the coming years on the last Sunday in February calling for improved working conditions and equal rights.

The idea for a formal day of action belongs to Luise Zietz, who initially championed the cause at the 1910 International Women’s Conference in Copenhagen, organized to precede a general meeting of the Second International. Delegates from 17 countries agreed to promote equal rights and voting rights for women on an annual basis. On March 19^th, 1911, protests in Germany, Austria, Denmark and Switzerland marked the first truly international day. Over 1 million women and men rallied to demand the right to vote, the right to work, to vocational training and to end workplace discrimination.

During World War I, women in Europe protested on March 8^th, 1914, calling for an end to war and to express worker solidarity.  In 1917, Russian women called for a “Bread and Peace” strike on the last Sunday in February, which fell on March 8^th in the Gregorian calendar – an event that marks the start of the Russian Revolution.

The day was finally entrenched on March 8^th in 1975, when the United Nations declared International Women’s Year (IWY). In Canada, IWD and IWY have been platforms to demand equal citizenship, voting rights, pay equity, reproductive rights, Indigenous rights, childcare, equality and justice.

Today, unions work with community groups, national organizations and international partners to win a better deal for women and their families including: comprehensive pay equity, a national public child care program, workplace support for victims of domestic violence, and ending the culture of discrimination and harassment.

Women and their unions are #donewaiting and working together for fairness from employers and governments.

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Today’s federal budget commits to setting up an Advisory Council on the Implementation of National Pharmacare headed up by former Ontario health minister Dr. Eric Hoskins.

“We are very pleased to see the government committing to a pathway that will finally establish a universal prescription drug plan for all Canadians, regardless of their age, income or where they live. We hope to see the promise of universal pharmacare fulfilled before the next federal election,” said CLC president Hassan Yussuff.

The federal budget also promises to deliver long overdue proactive pay equity legislation in the Budget Implementation Act.

“Women in Canada have waited far too long for fairness, and Canada’s unions look forward to working with the government to get this legislation right,” said Yussuff. “That means ensuring, for example, that it establishes both a distinct Pay Equity Commission and a Hearings Tribunal – two essential components of a proactive pay equity regime.”

Yussuff was also encouraged to see implementation of a long-standing call for dedicated leave for second parents, but had hoped that child care would be more of a priority in a federal budget focused on boosting participation of women in the workforce.

“The evidence is very clear that the most effective way to remove barriers to women’s participation in the workforce is with a universal child care system,” said Yussuff. “That’s why we had hoped to see this budget commit to increasing child care spending – over time – to reach the internationally recognized benchmark of one percent of GDP.”

Yussuff said he was happy to see the budget commit to expanding protections to workers under the Wage Earner Protection Program Act.

The budget increased the maximum limit so that workers’ final paychecks, severance and vacation pay are better protected when companies go bankrupt.

“It’s unfortunate, however, that the government didn’t go further, ensuring that pensioners have the same protections and are prioritized in bankruptcy situations,” said Yussuff.

Yussuff highlighted other positive announcements in today’s federal budget, including:

• New apprenticeship and training initiatives including incentive grants for women entering the Red Seal trades, pre-apprenticeship programs targeting under-represented groups, additional supports for women in trades and investments in skills building for women new to Canada.
• Extending Working While on Claim provisions to those on maternity and sick leave.
• Making Status of Women Canada an official government department and providing it with $100 million over five years to enhance the Women’s Program.
• A commitment of an additional $86 million over five years to the Gender Based Violence Strategy and additional commitments to combat workplace harassment and violence.
• A commitment to five days of paid leave for victims of domestic violence.
• Funding to combat anti-black racism.
• Moves to close tax loopholes and crack down on tax evasion, including the imposition of a $50,000 threshold on passive income.
• A pledge to replace the beleaguered Phoenix pay system.

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For decades, the labour movement and women’s organizations have pushed for improvements to the federal pay equity system, calling for a shift from a complaints-based approach toward proactive legislation.  This was a key demand of the Canadian Women’s March 2000, when thousands of women, trade unions and national women’s organizations mobilized for a comprehensive strategy to end poverty and violence against women.

In 2001, a federal Pay Equity Task Force was appointed, and after an extensive and exhaustive process, made over a hundred important recommendations to address the gender wage gap in Canada. Their 2004 report also recognized that wage discrimination exists for people with disabilities, Indigenous workers and racialized workers.

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Canada’s unions have been hard at work to ensure the Task Force recommendations are put in place. They condemned the current Liberal government’s decision to delay any action on pay equity until 2018, despite the lofty campaign promises and publicly stating that having a gender wage gap in Canada today is unacceptable. After two years in power, they have also failed to eliminate the Conservative’s Public Sector Equitable Compensation Act, legislation takes away the right of women federal public servants to equal pay for work of equal value.

Only two provinces – Ontario and Quebec – have proactive pay equity laws covering both public and private sector workers. Under these laws, employers must take active steps to identify and eliminate wage discrimination. Several provinces have no pay equity legislation at all. Unions push for proactive pay equity laws in all jurisdictions to make sure that workers in both the public and private sectors have their rights respected.

Collective bargaining and pay equity measures significantly reduce the wage gap for women. That’s because together, women and their unions negotiate pay that reflects their skills, education and responsibilities. And that fair pay puts more into women’s pockets to spend on their families and in their communities.

The post TWLH-Oct-4 appeared first on Canadian Labour Congress.

“Despite the report of the House of Commons Special Committee on Pay Equity being titled It’s Time to Act, action on this issue doesn’t seem to be high on their agenda,” said CLC Secretary-Treasurer Barbara Byers.

“The government says that having a gender wage gap in Canada in 2016 is unacceptable. So why are they delaying action by at least another two years? Pay equity is a human right. Continued consultations only serve to further disadvantage Canadian women,” added Byers.

Byers pointed out that the Pay Equity Task Force submitted its report 12 years ago, which laid out a framework to eliminate the current complaints-based pay equity system, and to implement a proactive approach. 

“After all the expert testimony, and with the Task Force and Committee’s recommendations in hand, it’s unacceptable that the government would decide to make women wait another two years for pay equity legislation. This is an issue of fairness, plain and simple.”

Earlier this year, Byers reminded the Committee that working women have been waiting far too long for a solution to the gender wage gap. She urged the Committee to table proactive pay equity legislation without further delay. 

“There is no reason to continue to delay pay equity legislation. So much time, effort, and resources went into the task force consultation and report. We can't let it collect dust in the archives any longer,” said Byers.

The CLC is also calling on the government to immediately eliminate the Conservative government’s Public Sector Equitable Compensation Act.

The post It’s long past time to act on pay equity appeared first on Canadian Labour Congress.

Alberta’s current government was elected on a plan to raise the minimum wage to $15 by 2018, and the Nova Scotia NDP recently  tabled a bill that would have the minimum wage increase each January, eventually reaching $15 in 2019.

How many people even earn minimum wage? There were 1,253,000 workers earning the primary minimum wage or less in 2015 (many provinces have exceptions or lower wages for students or alcohol servers).

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Source: Labour Force Survey microdata 2015, Government of Canada Minimum wage database.

But if we’re talking about increasing the minimum wage, workers who earn just above that get a raise too. So how many workers benefit directly from a $15 minimum wage? Well, in 2015, about 25 percent of all workers in Canada made $15/hour or less. That’s more than four million workers. This varies significantly by province, from 18 percent of all employees in Alberta, to 38 percent of all employees in PEI.

[[{“fid”:”1075″,”view_mode”:”default”,”fields”:{“format”:”default”,”field_file_image_alt_text[und][0][value]”:”low wage workers (less than $15/hour) by province”,”field_file_image_title_text[und][0][value]”:””},”type”:”media”,”link_text”:null,”attributes”:{“alt”:”low wage workers (less than $15/hour) by province”,”height”:”304″,”width”:”463″,”class”:”media-element file-default”}}]]

Source: Labour Force Survey microdata, 2015

We also often hear that low-wage workers are young workers, living with their parents, and raising the minimum wage will only hurt them – making it harder for young workers to break into the labour market. David Green, a professor at UBC, reviewed the existing literature on minimum wages and found that “Estimated [employment] effects for young adult and adult workers range from insignificant to non-existent.” He also found Canadian evidence that shows increasing the minimum wage reduces turnover – so raising the minimum wage actually creates more stable jobs for workers too.

And while lots of young workers are employed in low-wage jobs, many adults are as well. Besides, young workers deserve a fair wage for their labour too.

Finally, women are disproportionately represented in these low-wage jobs – fully one-third of women earn less than $15/hour, compared to only 22 percent of men.

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Source: Labour Force Survey microdata, 2015

It’s also important to note that many in the Fight for $15 movement have made associated improvements in employment standards part of their campaign. In Ontario, the $15 and Fairness campaign addresses issues such as sick days, predictable scheduling, and contract flipping.

The fight for $15 is a concrete way to push back against growing inequality and precarious work – join the fight for decent work in your province!

Angella MacEwen is a Canadian Labour Congress Senior Economist.

Note: All numbers exclude self-employed workers. The Labour Force Survey does not provide wage data for self-employed workers, and self-employed workers are not subject to minimum wage laws. “Proportion of workers” is more accurately “Proportion of employees”. The number of employees per province can be found in CANSIM Table 282-0012.

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Thanks to the labour movement, this pay gap is already much less for women with unions, but income equality for all working women is the ultimate goal.

Equal Pay Day helps us raise awareness about the gender pay gap and how to close the gender pay gap for all working women.

• Watch the Equal Pay Day video
• Sign the declaration and learn more about Ontario’s Equal Pay Day.

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