Pay Transparency Report
The Pay Transparency Act came into force in 2023, with requirements for public bodies related to job postings, reporting on gender-based pay transparency, and other HR areas. The Act requires large- and medium-size employers to post annual pay transparency reports by November 1. These reports help identify differences in pay between genders for further action and promote employer accountability by publicly showing the status of gender pay gaps within sectors. Establishing gender pay equity begins with getting meaningful information/base line.
Our workforce is comprised of over 60 employees located across the province and includes a variety of roles such as intake officers, investigators, tech and legal experts, policy and audit analysts, communications officers, and administrative professionals. We remain committed to fostering a fair, safe, and inclusive workforce that ensures pay equity is achieved over time. This report will inform decisions and actions aimed toward closing the gender pay gap.
This report is based on gender identity data voluntarily provided by employees using a new gender field in the personal details section of Employee Self Service, the BC Public Service’s self-serve payroll system. A low response rate introduces limitations such a (1) relatively small sample size which limits statistical reliability, and (2) self-selection bias, where employees who chose to provide gender data limits representation of the full workforce.
