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- Articles and reports: 11-637-X202200100010Description:
As the tenth goal outlined in the 2030 Agenda for Sustainable Development, Canada and other UN member states have committed to reduce inequalities within and among countries by 2030. This 2022 infographic provides an overview of indicators underlying the tenth Sustainable Development Goal in support of reduced inequalities, and the statistics and data sources used to monitor and report on this goal in Canada.
Release date: 2022-12-13 - Articles and reports: 11-637-X202000100010Description: As the tenth goal outlined in the 2030 Agenda for Sustainable Development, Canada and other UN member states have committed to reduce inequalities within and among countries by 2030. This 2020 infographic provides an overview of indicators underlying the tenth Sustainable Development Goal in support of reduced inequalities, and the statistics and data sources used to monitor and report on this goal in Canada.Release date: 2020-10-20
- 3. The Gender Wage Gap in 2018 ArchivedStats in brief: 11-627-M2019065Description:
Based on data from the Labour Force Survey, this infographic highlights the gender wage gap and its sources in 2018.
Release date: 2019-10-07 - Articles and reports: 75-004-M2019004Description:
This study examines the evolution of the gender wage gap in Canada from 1998 to 2018 among employees aged 25 to 54. The contributions of various characteristics to the gap, and to the changes in the gap, are examined using Blinder-Oaxaca decomposition on hourly wage data from the Labour Force Survey.
Release date: 2019-10-07 - Articles and reports: 45-20-00022019001Description:
Reducing pay inequality between women and men is a key priority, both nationally and internationally, for achieving gender equality. Documenting gender inequality in pay and tracking progress in this regard for policy purposes requires at least one indicator. The adjusted gender pay gap-the raw difference between the employment earnings of women and men, expressed either as a proportion of men's earnings (i.e., the "gender pay ratio") or one minus the gender pay ratio-typically serves this purpose. At present, there are no internationally-recognized standards for measuring the adjusted gender pay gap, leaving considerable scope for political choice.
The purpose of this paper is to inform the development of international standards for measuring the adjusted gender pay gap by explaining the assumptions underlying, and the implications following from, various methods. Additionally, the paper strives to increase literacy about the meaning and interpretation of different estimates of the gender pay gap, and to bring together various explanations for the gender pay gap.
Release date: 2019-08-30 - Articles and reports: 11-626-X2019002Description:
This Economic Insights article examines the representation of women in top earnings groups—specifically, the top 0.1%, next 0.9% and next 9% of earners—and the extent to which their under-representation in these groups contributes to the overall gender gap in annual earnings. Trends are documented over almost forty years from 1978 to 2015.
Release date: 2019-03-07 - 7. The Gender Wage Gap and Equal Pay Day, 2018 ArchivedStats in brief: 89-28-0001201800100010Description:
The purpose of this edition is to raise awareness about the gender wage gap. It does so by presenting "Equal Pay Day" on the date when women effectively start working for free in Canada, and by providing a general overview of women's experiences in the labour market.
Release date: 2018-11-23 - 8. Women and Paid Work ArchivedArticles and reports: 89-503-X201500114694Description:
This chapter of Women in Canada examines women's labour market experiences in comparison to those of men and, where relevant, explores how they have evolved over time. Specifically, historical trends in participation, employment, and unemployment rates are documented. Then, using the most recent data available, employment patterns across a variety of personal and work characteristics are considered: province; educational attainment; marital status; parental status and age of youngest child/ren in the household; lone parenthood; work hours; self-employment; sector of employment (i.e., public or private); "precarious" (i.e., part-time and/or temporary) employment; industry; and occupation. Gender wage differentials are also explored within and between educational and occupational groups. Turning to unemployment, patterns by age, province, and reasons for job leaving/losing are considered, along with Employment Insurance claims and beneficiaries.
Most analyses in this chapter focus on women (and men) in the core working ages of 25 to 54 years, as younger people's (15-24 years) labour market experiences are shaped by school attendance, and older people's (55 years and older) are shaped by retirement. However, gender differences in labour market indicators among youth and mature adults are considered separately at the end.
Release date: 2017-03-08 - Articles and reports: 11F0019M2008311Geography: CanadaDescription:
This paper examines the variability of workers' earnings in Canada over the 1982-to-2000 period by a graphical descriptive approach using the Longitudinal Administrative Data base file. Following Gottschalk and Moffitt (1994), we decompose the total variance of workers' earnings into a 'permanent' or long-run component between workers and a 'transitory' or year-to-year earnings instability component over time for given workers. The decomposition is applied to a five-year moving window. Several results are found. First, the general rise in total earnings variance over the period reflects quite different patterns of change for its separate components. Long-run earnings inequality has generally increased over the period, while year-to-year earnings instability has pretty steadily decreased. Changes in the total earnings variability have been driven primarily by changes in long-run earnings inequality. Second, the patterns of change in the two variance components showed substantial differences between men and women. Since the early 1990s, long-run earnings inequality continued to rise for men, but it markedly decreased for women. Since the late 1980s, earnings instability fell quite steadily for women, but it showed a more cyclical pattern for men. Third, the patterns across ages of the two variance components are almost opposite. Long-run earnings inequality generally rises with age, so it is markedly highest among older-age workers. Earnings instability, in contrast, generally declines with age, so it is markedly highest among entry-age workers.
Release date: 2008-12-18 - Articles and reports: 11F0019M2007296Geography: CanadaDescription:
Female workers are traditionally viewed as more likely to quit, to be absent and to take more days of absence than male workers, and this gender difference is widely used as an important explanation for the gender wage gap and other labour market differences between men and women. This study documents the gender differences in quits and absenteeism in Canada and attempts to assess whether the traditional view is still valid today.
The study found that Canadian women's quitting behaviour changed dramatically over the past two decades. While women's permanent quit rate was greater than that of men in the 1980s, it converged with men's permanent quit rate since the early 1990s, and today there does not seem to be any significant difference in quitting behaviour between Canadian men and women. In terms of absenteeism, it was found that, other things being equal, Canadian men and women were somewhat different in paid sick leave, not in other paid and unpaid leaves, and their difference in paid sick leave was not large: women took only one day more than men.
Taken together, these results imply that, in Canada, the current gender differences in quits and absenteeism are not significant factors to explain certain gender differences in labour market outcomes, such as the wage gap between men and women.
Release date: 2007-02-23
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Analysis (19) (0 to 10 of 19 results)
- Articles and reports: 11-637-X202200100010Description:
As the tenth goal outlined in the 2030 Agenda for Sustainable Development, Canada and other UN member states have committed to reduce inequalities within and among countries by 2030. This 2022 infographic provides an overview of indicators underlying the tenth Sustainable Development Goal in support of reduced inequalities, and the statistics and data sources used to monitor and report on this goal in Canada.
Release date: 2022-12-13 - Articles and reports: 11-637-X202000100010Description: As the tenth goal outlined in the 2030 Agenda for Sustainable Development, Canada and other UN member states have committed to reduce inequalities within and among countries by 2030. This 2020 infographic provides an overview of indicators underlying the tenth Sustainable Development Goal in support of reduced inequalities, and the statistics and data sources used to monitor and report on this goal in Canada.Release date: 2020-10-20
- 3. The Gender Wage Gap in 2018 ArchivedStats in brief: 11-627-M2019065Description:
Based on data from the Labour Force Survey, this infographic highlights the gender wage gap and its sources in 2018.
Release date: 2019-10-07 - Articles and reports: 75-004-M2019004Description:
This study examines the evolution of the gender wage gap in Canada from 1998 to 2018 among employees aged 25 to 54. The contributions of various characteristics to the gap, and to the changes in the gap, are examined using Blinder-Oaxaca decomposition on hourly wage data from the Labour Force Survey.
Release date: 2019-10-07 - Articles and reports: 45-20-00022019001Description:
Reducing pay inequality between women and men is a key priority, both nationally and internationally, for achieving gender equality. Documenting gender inequality in pay and tracking progress in this regard for policy purposes requires at least one indicator. The adjusted gender pay gap-the raw difference between the employment earnings of women and men, expressed either as a proportion of men's earnings (i.e., the "gender pay ratio") or one minus the gender pay ratio-typically serves this purpose. At present, there are no internationally-recognized standards for measuring the adjusted gender pay gap, leaving considerable scope for political choice.
The purpose of this paper is to inform the development of international standards for measuring the adjusted gender pay gap by explaining the assumptions underlying, and the implications following from, various methods. Additionally, the paper strives to increase literacy about the meaning and interpretation of different estimates of the gender pay gap, and to bring together various explanations for the gender pay gap.
Release date: 2019-08-30 - Articles and reports: 11-626-X2019002Description:
This Economic Insights article examines the representation of women in top earnings groups—specifically, the top 0.1%, next 0.9% and next 9% of earners—and the extent to which their under-representation in these groups contributes to the overall gender gap in annual earnings. Trends are documented over almost forty years from 1978 to 2015.
Release date: 2019-03-07 - 7. The Gender Wage Gap and Equal Pay Day, 2018 ArchivedStats in brief: 89-28-0001201800100010Description:
The purpose of this edition is to raise awareness about the gender wage gap. It does so by presenting "Equal Pay Day" on the date when women effectively start working for free in Canada, and by providing a general overview of women's experiences in the labour market.
Release date: 2018-11-23 - 8. Women and Paid Work ArchivedArticles and reports: 89-503-X201500114694Description:
This chapter of Women in Canada examines women's labour market experiences in comparison to those of men and, where relevant, explores how they have evolved over time. Specifically, historical trends in participation, employment, and unemployment rates are documented. Then, using the most recent data available, employment patterns across a variety of personal and work characteristics are considered: province; educational attainment; marital status; parental status and age of youngest child/ren in the household; lone parenthood; work hours; self-employment; sector of employment (i.e., public or private); "precarious" (i.e., part-time and/or temporary) employment; industry; and occupation. Gender wage differentials are also explored within and between educational and occupational groups. Turning to unemployment, patterns by age, province, and reasons for job leaving/losing are considered, along with Employment Insurance claims and beneficiaries.
Most analyses in this chapter focus on women (and men) in the core working ages of 25 to 54 years, as younger people's (15-24 years) labour market experiences are shaped by school attendance, and older people's (55 years and older) are shaped by retirement. However, gender differences in labour market indicators among youth and mature adults are considered separately at the end.
Release date: 2017-03-08 - Articles and reports: 11F0019M2008311Geography: CanadaDescription:
This paper examines the variability of workers' earnings in Canada over the 1982-to-2000 period by a graphical descriptive approach using the Longitudinal Administrative Data base file. Following Gottschalk and Moffitt (1994), we decompose the total variance of workers' earnings into a 'permanent' or long-run component between workers and a 'transitory' or year-to-year earnings instability component over time for given workers. The decomposition is applied to a five-year moving window. Several results are found. First, the general rise in total earnings variance over the period reflects quite different patterns of change for its separate components. Long-run earnings inequality has generally increased over the period, while year-to-year earnings instability has pretty steadily decreased. Changes in the total earnings variability have been driven primarily by changes in long-run earnings inequality. Second, the patterns of change in the two variance components showed substantial differences between men and women. Since the early 1990s, long-run earnings inequality continued to rise for men, but it markedly decreased for women. Since the late 1980s, earnings instability fell quite steadily for women, but it showed a more cyclical pattern for men. Third, the patterns across ages of the two variance components are almost opposite. Long-run earnings inequality generally rises with age, so it is markedly highest among older-age workers. Earnings instability, in contrast, generally declines with age, so it is markedly highest among entry-age workers.
Release date: 2008-12-18 - Articles and reports: 11F0019M2007296Geography: CanadaDescription:
Female workers are traditionally viewed as more likely to quit, to be absent and to take more days of absence than male workers, and this gender difference is widely used as an important explanation for the gender wage gap and other labour market differences between men and women. This study documents the gender differences in quits and absenteeism in Canada and attempts to assess whether the traditional view is still valid today.
The study found that Canadian women's quitting behaviour changed dramatically over the past two decades. While women's permanent quit rate was greater than that of men in the 1980s, it converged with men's permanent quit rate since the early 1990s, and today there does not seem to be any significant difference in quitting behaviour between Canadian men and women. In terms of absenteeism, it was found that, other things being equal, Canadian men and women were somewhat different in paid sick leave, not in other paid and unpaid leaves, and their difference in paid sick leave was not large: women took only one day more than men.
Taken together, these results imply that, in Canada, the current gender differences in quits and absenteeism are not significant factors to explain certain gender differences in labour market outcomes, such as the wage gap between men and women.
Release date: 2007-02-23
Reference (1)
Reference (1) ((1 result))
- 1. Societal Indicators ArchivedSurveys and statistical programs – Documentation: 89F0123XDescription:
This web page contains examples of societal indicators identified in Managing for results, 1999 tabled in Parliament by the President of the Treasury Board of Canada. Information on societal trends is provided on three clusters of societal indicators: health, environment and physical security; economic opportunity and participation; and social participation and inclusion.
Release date: 2001-01-23
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