Workplace sex discrimination had seemingly been declining in the media over the last few decades. However, three months ago CPP nurses lit up the media as they learned that they would share over $160 million in a pay equity settlement dating back over three decades and indicating that this business ethics issue still exists.
Eight years ago, a group of dominantly female nurses working for Canadian Pension Plan filed a complaint with the CHRT indicating that their salaries of $50,000-$60,000 per year halved those of CPP doctors, a primarily male group, that performed essentially the same job.
In the lawsuit, the pay scales of the female job classification required employees to work up to three years before reaching the top pay rate, one that was attainable in one year, in parallel male classifications. The Ontario Superior Court said “as long as female employees can eventually achieve the same level ofpay as men in comparable jobs, the fact that it takes them three times longer to get there does not create gender inequality.” Equality, it seems, is a prize for those who are patient rather than an immediate working right.
Incidents like this beg the question, why don’t officials promote gender equality rather than argue against the ethical treatment of women in the workplace? From this particular case we see that the promotion of equality among genders should be increased. This case should lend an optimistic view for women, showing the possibility to change the system. It should also encourage us to continue striving for workers rights until true equality is reached, and laws are not required in order to sustain fairness.
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