Navigating the Future: Implications of Pay Equity Legislation for HR Professionals in Alberta, Northwest Territories, and Nunavut

Authors : The Calgary Chapter Committee
 
March 8, 2024, is International Women’s Day (IWD).  "The Government of Canada's theme for 2024 is Invest in women: Accelerate progress. It’s a call to action and a reminder that gender equality is one of the most effective ways to build healthier, more prosperous, and more inclusive communities." 
 
As organizations respond to the changing demands of Diversity, Equity, and Inclusion (DEI) requirements, a crucial component is the examination and adjustment of pay equity. This holds particular significance for HR professionals in Alberta, Northwest Territories, and Nunavut. In anticipation of potential implications associated with adopting British Columbia's progressive approach, this blog delves into essential concepts, recent legislative changes, and offers insights to guide through this potential shift.
 
Before delving into the specifics, it’s essential to clarify the scope of this discussion. To comprehend these implications fully, we’ll first distinguish between pay equity and equal pay for equal work.
 
Pay Equity vs. Equal Pay for Equal Work
 
 
Pay equity goes beyond the principle of equal pay for equal work. While the latter ensures that employees receive the same pay for the same job, pay equity aims to address wage gaps that may arise from historically undervalued roles regardless of gender. It involves comparing the value of different jobs and adjusting compensation to ensure fair remuneration.

Recent Legislation Across Canada

To contextualize the potential changes in Alberta, it’s imperative to highlight recent pay equity legislation in other provinces. We’ll specifically explore developments in Ontario and British Columbia, as they provide valuable insights into the evolving landscape.

Ontario Pay Equity Act 

The Pay Equity Act in Ontario, effective since 1990, applies to provincially regulated private sector organizations with 10 or more employees. It requires employers to establish and maintain compensation practices aligned with pay equity principles, ensuring fair compensation regardless of gender job classes. Additionally, the Ontario Pay Transparency Act, 2018, is poised to introduce new pay transparency obligations for provincially regulated employers.

British Columbia: Pay Transparency Act, Bill 13 

Passed on May 11, 2023, the Pay Transparency Act in British Columbia applies to various government entities and reporting employers based on the number of employees. Notably, it mandates employers to specify expected salary or wage information in job advertisements, prohibits seeking pay history information from applicants, and safeguards employees against reprisals for inquiries about pay transparency.

Federally Regulated Employers 

Federally regulated employers in Canada, as per the Budget Implementation Act, 2018 No. 2, are required to evaluate their compensation practices to ensure equal pay for work of equal value. This legislation, proclaimed in force on August 31, 2021, necessitates the establishment of pay equity plans within three years of becoming subject to the act.

Other Provinces 

Newfoundland and Labrador, as of November 2022, prohibits employers from asking about salary histories, mandates inclusion of salary ranges on job postings, and protects salary discussions. In Manitoba, proposed legislation in March 2022 aimed at achieving similar objectives but was not passed.

Why It Matters

With the growing momentum for pay equity across Canada, HR professionals in Alberta, Northwest Territories, and Nunavut must acknowledge the potential for similar regulations in their regions. Recognizing the implications and understanding the significance of pay equity is vital for ensuring compliance and cultivating a fair and inclusive work environment. Taking proactive measures to address pay equity is crucial to steer clear of legal, financial, and reputational consequences and to create a positive workplace atmosphere conducive to attracting and retaining top talent. Additionally, it is imperative for companies operating in multiple provinces to stay abreast of pay equity legislative changes specific to each province.

Tips for HR Professionals to Ensure Compliance and Drive Progress

Preparing for potential pay equity regulations involves proactive measures by HR professionals. Here are key strategies to ensure compliance and drive progress:

1. Audit Compensation Practices.

  • Regularly review and assess policies and procedures concerning recruitment, salary structures, and advancement.
  • Identify and rectify any gender-based disparities.
  • Be prepared to implement any required changes.
2. Promote Transparency 
 
  • Foster a culture of transparency by providing clear information on pay structures and salary ranges in job advertisements.
  • Assess workplace policies to eliminate any restrictions on employees sharing information about their compensation.
 
3. Educate Leadership and Employees: Conduct training sessions to educate leadership and employees on the importance of pay equity and its alignment with organizational values.
 
4. Establish Pay Equity Committees: Consider establishing pay equity committees, especially if your organization has 100 or more employees, to develop and update pay equity plans.
 
5. Advocate for Inclusivity: Actively advocate for inclusivity and diversity within the workplace, addressing not only pay disparities but also other aspects of equity.
 
In conclusion, the potential adoption of pay equity regulations in Alberta, mirroring the practices in British Columbia, requires HR professionals to be proactive, informed, and strategic. By staying ahead of the legislative curve, organizations can not only ensure compliance but also contribute to the larger goal of fostering a fair and inclusive work environment. As the landscape of employment regulations continues to evolve, HR professionals in Alberta, Northwest Territories, and Nunavut must be prepared to navigate these changes and lead the way toward a more equitable future.

The Calgary Chapter Committee:  Joelle Mason, Sina Gunzenhauser, Jody Sekias, Maria Raimondi, Janet Jacques, Mark Readman, Vivi Spooner, Cristy Viberg & Ameera Bhatti 


The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

 


The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



By Jessica Jaithoo August 26, 2025
Author : Veronica Flores, CPHR, Wood Buffalo Chapter In the fast-paced world of HR, we often talk about unconscious bias, diversity, and inclusion. But one subtle form of bias that continues to shape workplace dynamics, often without us realizing it, is the halo effect . The halo effect, as outlined in Canadian Organizational Behaviour by McShane, Steen, and Tasa, is a perceptual bias where our overall impression of someone, often shaped by a single trait, influences how we judge their other qualities. I experienced the halo effect in a way that has stayed with me ever since. As someone who immigrated to Canada from a vibrant Latino community, I brought with me not only my culture and language but also a strong set of personal values: dedication to excellence, deep respect for others, and a belief in the power of organization and continuous improvement. Over the years, I've built a life in Canada and grown professionally. One thing my colleagues quickly noticed? I’m extremely organized—my files are color-coded, I like to automate tasks and improve processes, and I genuinely believe that a tidy environment leads to a clear mind. But one day, that very strength—my love for order—became the only lens through which someone saw me, and not in the way I expected. Our team was switching workstations, and I noticed a new coworker, someone from a different cultural background, standing near their new desk, not quite settling in. I casually asked if they had moved in yet, and they replied, “I’m just waiting for you to clean it first.”  At first, I laughed, thinking it was a joke. But their expression stayed serious. That’s when it hit me: they had assumed I was there to clean their desk. Why? Because I’m Latina? Because I’m tidy? Because I was organizing my own space? I simply showed them where the cleaning supplies were and walked away. But the moment stayed with me, not just because it was uncomfortable, but because it revealed something deeper about how we perceive each other at work. Later, I opened up to another coworker about what had happened. She shared a story of her own: because she is from China, a colleague once asked her to perform acupuncture or massage their neck, assuming she must know traditional Chinese medicine. She was just as stunned as I had been. These assumptions weren’t rooted in malice, but they were rooted in stereotypes. And they show how the halo effect, when combined with cultural bias, can lead to reductive and even offensive conclusions. The Hidden Cost of Snap Judgments The halo effect doesn’t always manifest in such overt ways. Sometimes, it’s as subtle as assuming a soft-spoken employee lacks leadership potential or that someone who struggles with English isn’t as intelligent. These assumptions can influence hiring decisions, performance evaluations, and even day-to-day interactions. For HR professionals, the implications are significant. When we allow the halo effect to guide our perceptions, we risk reinforcing stereotypes and limiting opportunities for others. Worse, we may unknowingly create environments where people feel unseen or misjudged. Strategies to Counter the Halo Effect Here are a few practical ways HR professionals can help reduce the impact of the halo effect in their organizations: Get to know people beyond the surface. Take time to learn about your coworkers’ skills, experiences, and goals. Be mindful of cultural assumptions. Just because someone is from a particular background doesn’t mean they fit a cultural stereotype. Create space for conversations. Sharing stories, like the ones my coworker and I exchanged, can build empathy and awareness. Focus on inclusion, not just diversity. It’s not enough to have different people in the room. We need to ensure everyone is seen and valued for who they truly are. The halo effect reminds us that perception is powerful, but not always accurate. That day in the office reminded me that even positive traits can be misinterpreted when viewed through the wrong lens. And that inclusion means more than just being present; it means being seen clearly. So, as an HR professional, ask yourself: Are you seeing your coworkers for who they really are, or just through the halo of a single trait?
By Jessica Jaithoo August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.
By Jessica Jaithoo August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.
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