Debates of Feb. 2nd, 2016

The House resumed consideration of the motion.

Opposition Motion--Pay Equity

[The Speaker, Liberal, Geoff Regan]

Questions and comments.

There are five minutes remaining for questions and comments regarding the speech by the hon. member for Salaberry—Suroît.

The hon. Parliamentary Secretary to the Leader of the Government in the House of Commons.

[Kevin Lamoureux, Liberal, Parliamentary Secretary to the Leader of the Government in the House of Commons]

Mr. Speaker, the Government of Canada has demonstrated, virtually since October 19, and even prior to that, a strong commitment to the issue of pay equity and gender imbalances.

In fact, one of the first actions of the Prime Minister was to announce a cabinet that had a 50%-50% gender split. We have the highest ratio of females in the federal government at the cabinet level.

The desire to do more is there. We are supporting the motion, which I think is a positive motion and a positive contribution.

I want some feedback from the member in regard to the makeup of the cabinet this year as a sign of things to come on issues such as equity and so forth.

[Anne Minh-Thu Quach, NDP, Salaberry—Suroît, QC]

Mr. Speaker, I thank my colleague opposite.

The equitable appointment of women and men to cabinet is certainly positive, but it does not change the laws in order to give women pay equity in everyday workplaces.

Women today still make only 77% of what men make, simply because they are women. We must therefore do more than simply take an interest in the issue. We have to change the laws so that there is no more wage discrimination and so that women enjoy the same respect as men. Equal pay for equal work.

The current situation is serious. Women in distress are turning to women’s advocacy organizations, such as Centre D'Main de Femmes, which I mentioned earlier. These women say that they are feeling completely burnt out and that they are unable to make ends meet. Their children are dropping out of school because they are disheartened. This is Canada, in 2016, and it is time to buckle down and walk the talk.

[Cathay Wagantall, Conservative, Yorkton—Melville, SK]

Mr. Speaker, I appreciate all that my colleague has shared today. She mentioned women on maternity leave and facing some issues when they come back. This made me think that there are actually other women who are being sidelined in this discussion today: women who choose to work full-time as stay-at-home parents when their children are young. These women, at least in my riding, saw income-splitting as an action that showed their value as significant contributors to the fabric of our economy and our society. I wonder what her perspective is on that and whether she would see value in the income-splitting opportunity for women who are stay-at-home mothers.

[Anne Minh-Thu Quach, NDP, Salaberry—Suroît, QC]

Mr. Speaker, I am somewhat disconcerted by what the hon. member just said.

We in the NDP have been clear that income splitting as proposed by the Conservatives in the last Parliament benefited only 14% of the wealthiest couples and was of no help to women facing daily financial difficulties. We also pointed out that this measure was not going to encourage women to realize their potential and access the labour market.

What we are talking about today is defending the right to pay equity, a fundamental need entrenched in the Canadian Charter of Rights and Freedoms. It is a matter of encouraging women in their work and recognizing the fair value of that work.

Unlike the Conservatives, we want to move forward, not backward. In 2009, the Conservatives set back women’s right to pay equity instead of moving it forward. That is totally shameful.

[Patty Hajdu, Liberal, Minister of Status of Women]

Mr. Speaker, I welcome the opportunity to participate in this debate today on the motion put forward by the member for Nanaimo—Ladysmith addressing pay equity.

This side of the House supports the principle of pay equity. I am proud to be part of a government that previously recognized the importance of pay equity and introduced amendments in 1977 to the Canadian Human Rights Act to enshrine this important principle.

As the Minister of Status of Women, I want to first say how proud I am to be part of a government that is making gender diversity and gender equality priorities in our government. Advancing gender diversity is not just the right thing to do for women; it is the smart thing to do for our economy. Women's contribution to the economy was $130 billion in 2012, approximately 7% of our GDP. If we make gender diversity a priority in all sectors of the economy, this contribution to Canada's growth and prosperity will be even greater.

Our government is strongly committed to ensuring the full participation of women in the economic, social, and democratic life of Canada, and we are committed to the principle of pay equity. We have clearly stated that we want to make meaningful progress on reducing the wage gap between men and women across this country.

Making progress on this issue is vital for a number of reasons. First, our international ranking is falling. Canada now ranks 28th out of 34 OECD countries for the wage gap between male and female full-time, full-year workers. Canada ties with the U.S. for the 11th spot out of 17 comparable western economies and earns a C grade from the Conference Board of Canada for the gender wage gap. Canada's level of overall income inequality is now higher than the OECD average. The increasing share of female lone-parent families in the workforce, those women who make lower incomes, has contributed to this trend.

The makeup of the workforce is changing. Our economy is changing. Women are often the primary earners for their families, but whether they are or not, women's earnings have ripple effects through the local economy. Their earnings can drive the essential economic decisions of their families, decisions that begin with housing, education, child care, clothing, food, and so much more. The opposite is also true. When women are shortchanged in the workforce, not only does their situation and that of their families suffer, so does the local economy in which they live.

What kind of gender wage gap are we discussing today? While definitions can vary, most Canadians would know that there is a gap and would recognize it as the difference between the total of what men earn in our country compared to women. However, while that may sound like a rather simple calculation in a large diverse economy like Canada's, many factors contribute to the gender wage gap as it exists today. As a result, it requires a multi-faceted response.

Enshrining pay equity as a right is part of the solution, as it allows us to acknowledge the undervaluing of work traditionally performed by women and to consider ways to address it, but it is only a small part. The gender wage gap is a complex issue with multiple causes, and as a consequence, no single action by an individual or an organization or a government will close this gap. It is going to take all Canadians working together.

Even as we consider ways of closing the gender wage gap, we cannot ignore the reality that in Canada today women are advancing into more positions of economic opportunity, even as the gender gap persists. Today women represent nearly half of the workforce in Canada. In the public and not-for-profit sectors, women hold many top leadership positions. Women are entrepreneurs, senior executives, CEOs, and board members across the country.

Over time, attitudes toward women in the workplace have begun to change. Across our country, the sectors of the economy that are considered non-traditional careers for women are growing fewer every day. Women now make up the majority of enrolments in college programs, and the proportion of women is even greater among graduates.

Since the early 1990s, women have made up the majority of full-time students enrolled in undergraduate university programs. Yet as I stand in the House listing the accomplishments of women in the public sector, the private sector, trades, and professional careers, a wage gap persists.

Last week we celebrated the 100th anniversary of a woman's right to vote in Manitoba, yet women are still not equal when it comes to recognition in wages.

It is 2016, and with all of these advancements, we know even more progress is necessary. We can do better.

I recognize and acknowledge that there are a range of factors contributing to the persistent wage gap in Canada. In the past, Canada's gender wage gap closed naturally as more women entered the labour market. However, progress has slowed since the early 1990s. Factors affecting the wage gap today include the fact that women's labour market participation is often limited by their roles as mothers and caregivers. Women's employment generally remains concentrated in lower paying sectors, such as retail and social services.

As we know from the statistics, women are less likely to reach more senior level positions within many industries and occupations. Some further issues persist, such as overrepresentation of women in part-time work, bias and discrimination in the workplace, the lengthy litigation that has characterized pay equity, and of course women's greater share of unpaid work.

Although women have traditionally done much of the unpaid work in a household, men are taking on an increasing role. This said, women still provide the majority of high-intensity care of 15 hours a week or more. Their overrepresentation in unpaid work leaves women at a disadvantage in Canada's increasingly competitive labour market.

How do we turn the situation around and ensure that we make more progress as we look to the future? One way we can make progress is leading by example. That is why our government started at the top. The Prime Minister made a historic appointment by appointing the first ever federal cabinet with an equal number of women and men last November.

We need to change attitudes and we need a change in the conversation. I was extremely proud to represent a party that encouraged Canadians to ask women to run for politics. Women were empowered to enter the political discourse, and this made a difference. More women were elected to the House than ever in history. However, it is not enough. Continued purposeful actions with intent will lead to comprehensive change.

Next month, we will celebrate International Women's Day. We know that the empowerment of women is an essential ingredient toward achieving gender equality. As part of International Women's Day, we will promote the vision that women and girls who are empowered are better equipped to fulfill their potential for themselves, their family, their community, and their country. However, we must move beyond vision and into action together. Therefore, as a government, we are also committed to advancing more women into leadership and decision-making roles.

In the coming months, we will engage with the public, private and not-for-profit sectors to promote increased representation of women in the kinds of leadership and decision-making positions that will increase their opportunities to succeed and to prosper. We believe in ensuring that the needs of women and girls are fully understood and supported as we design new policies, programs and legislation that serve all Canadians.

For this reason, we will be applying a gender lens to the work we do. We intend to ensure that the decisions we make and the initiatives we put into place take into account the different impacts they will have on women compared to men. This will help ensure that the actions we take are effective in supporting women and girls.

Today, we received the report from the Auditor General. We accept that some progress has been made in implementing gender based analysis, or GBA, as it is referred to across the federal government. We also agree that much more work is needed. We are looking at the Auditor General's report as a renewed call to action.

Another area focuses on direct actions that can be taken to address the specific barriers that affect labour market participation by women. This is why we are committed to addressing issues that affect women in the workforce and contribute to the gender wage gap, including child care, better access to flexible work arrangements, and more accessible home care. These efforts will have a significant impact on Canadian workers, in particular women who are disproportionately impacted by care responsibilities.

In order to close the gender wage gap, we will need the support of our provincial and territorial partners. To that end, we are collaborating with our partners on innovative ways to address the gender wage gap. Our government is closely following the current work of our colleagues seeking to address the gender wage gap. This includes the province of Ontario, which is currently conducting consultations to inform a provincial gender wage gap strategy, and other provinces that are making progress on this issue as well.

Finally, I would like to spend a few moments describing some of the important support that Status of Women Canada provides to create new economic opportunities for women in Canada.

Through Status of Women Canada, the federal government supports projects that enhance the capacity of women and girls to identify and respond to the challenges they face in achieving their economic potential.

Programs such as the women's empowerment network demonstrate the potential of women who are well-supported. Recently, I met two women who, as part of the network, had broken the cycle of intergenerational poverty.

One of the women overcame her substance use problems and, in her words, left the system, a system that she believed gave her signs that she did not deserve more.

The second woman told me that she had never realized that raising her daughter in any way except through social assistance could be an option for her. She told me that, now, after attending the program, she had started her own business and was modelling her entrepreneurial spirit for her daughter.

From skilled trades and technical professions to new leadership and mentorship opportunities, we are supporting projects across the country that make a real difference for Canadian women.

We are also supporting projects in sectors of the economy, such as construction and mining, where women have been traditionally under-represented. Nowhere is this issue more evident than in the science, technology, engineering, and mathematics industries.

Status of Women Canada funds programs like the society for Canadian women in science and technology, an innovative program that matches women and girls pursuing science and technology careers with women professionals in their sector. Programs like these provide valuable guidance and encouragement for women to succeed in fields that have been traditionally male dominated.

By recognizing that our economy is stronger when our workplaces and industries are more diverse from construction sites to corporate boardrooms, we are creating a more inclusive definition of Canadian prosperity that will ensure the tremendous talents and skills of women and girls are fully represented in every sector of society.

I would like to describe just one more initiative, among many, that the Status of Women Canada is supporting.

The New Brunswick Coalition for Pay Equity has worked with the women's program at Status of Women Canada since its beginning in 1998. As a result, the organization has now become a group of 800 individuals and 91 organizations advancing pay equity issues in the public and private sectors in New Brunswick.

In closing, I want to go back to something I said earlier. Ensuring equal pay for equal work is only one small piece of the puzzle. No single individual, or organization, or level of government will be able to single-handedly solve the gender wage gap in our country. It is too important and it is too complex for that. However, I am confident that if we work together, we can and we will increase economic opportunities for women in our country, help close the gender wage gap, and inspire a new generation of women and women and girls at the same time.

This is the smart thing to do, to promote the growth of our economy while supporting the economic advance of women. If we do this right, we will build a country in which women and girls have every opportunity to succeed and reach their full potential. It will also lead to the kind of gender diversity and gender equality that improves the lives of women and girls, their families, and their communities from coast to coast to coast.

[Sheila Malcolmson, NDP, Nanaimo—Ladysmith, BC]

Mr. Speaker, I am hopeful we will have more opportunities to talk some of these issues through on one committee or another. I look forward to the conversation.

Last night, I heard a presentation from the Canadian Centre for Policy Alternatives. It described what happened at times of economic downturn or uncertainty in relation to the strength of a woman's wage, that when women were well-paid for equal work of equal value, it could create a buffer when we had resource downturns. Families do better when both partners are doing well.

I also heard that there was some concern with infrastructure investments, that they may more go toward the male side of employment if they were in the traditional pipes, infrastructure and road construction.

I am curious if the minister has anything to share in relation to social infrastructure investments that will ensure that government spending over the next few years will benefit women and do what we can to improve the wage gap.

[Patty Hajdu, Liberal, Thunder Bay—Superior North, ON]

Mr. Speaker, there are two parts in the answer to that excellent question.

I am working closely with all my cabinet colleagues to ensure that we use a gender based analysis lens to the decisions we make. That would include the decisions we make around spending on infrastructure.

However, I would like to point out that there will be direct benefits of that spending, as in wages and stimulation of sectors such as construction, plumbing and all kinds of trade sectors, as well as an indirect benefit.

We know that providing affordable housing is one of the most essential components to a woman's safety and ability to improve her economic standing. In fact, in my work in my previous life, affordable housing was the foundation from which families could start to grow and change, in an intergenerational way, the trajectory of their family's economic future.

[Michelle Rempel, Conservative, Calgary Nose Hill, AB]

Mr. Speaker, I support the first couple of components of the motion, parts (a) and (b).

I have two questions for the minister, and I hope they come across as non-partisan.

First, I know committees are the masters of their destinies, but the scope in part (d) of the motion seems to me to be an excellent component for the Status of Women committee to study. Does the minister feel the House should spend additional resources on a separate committee for this issue?

Second, the minister mentioned the promotion of women in leadership roles. We will have the opportunity to have a lot of leadership in the House with the election of committees. What does she think about the role of women in the leadership of committees as the House goes forward?

[Patty Hajdu, Liberal, Thunder Bay—Superior North, ON]

Mr. Speaker, the intent of the government is to support the motion in its entirety. The issue of pay equity is so significant and so far reaching that it deserves a committee of its own.

On women's leadership opportunities, we can certainly look at the composition of committees and ensure that women have opportunities to lead throughout government.

[Arnold Chan, Liberal, Scarborough—Agincourt, ON]

Mr. Speaker, I want to get the comments of the Minister of Status of Women on the decision by the previous government in 2009 to introduce the Public Sector Equitable Compensation Act, which essentially removed oversight of pay equity from the Canadian Human Rights Commission to the Public Sector Labour Relations Board. Does the minister have a particular view on where that ought to be appropriately dealt with?

[Patty Hajdu, Liberal, Thunder Bay—Superior North, ON]

Mr. Speaker, our government believes that pay equity is a fundamental human right and cannot be bargained away. We believe every working Canadian woman should be compensated in an equitable manner.

Our Prime Minister has put gender equality at the forefront of his leadership, and our federal government has an obligation to lead by example. We are committed to restoring pay equity for the federal public service, and we will begin by consulting with unions and stakeholders.

[Kennedy Stewart, NDP, Burnaby South, BC]

Mr. Speaker, I listened to the minister's speech with great interest, and I think the spirit of what she is saying is embraced by everyone in the House.

I have a question about the part of her speech on representation on various boards and committees, but also in the House of Commons. I applaud the gender balanced cabinet that the Prime Minister has appointed, but is the minister also in favour of perhaps political parties having targets for women candidates? For example, parties would run slates that would be balanced with 50% women and 50% men.

[The Deputy Speaker, Conservative, Bruce Stanton]

We are on the topic here, but questions around political parties may or may not fit into that. I saw the hon. minister was rising. If she wishes to address the question, certainly that is in order.

The hon. Minister for Status of Women.

[Patty Hajdu, Liberal, Thunder Bay—Superior North, ON]

Mr. Speaker, we need to be looking at the barriers women face in entering politics before we set targets. When we set targets and do not consider the barriers that women face, then we are destined to fail in reaching those targets.

Therefore, the first step I would consider is really doing a fulsome analysis of what prevents women from fully taking their place in the House of Commons and other political arenas.

[Erin O'Toole, Conservative, Durham, ON]

Mr. Speaker, I would like to thank the minister for her work for vulnerable people, prior to coming to this place, which is admirable.

A number of the important programs to promote diversity and equal opportunity women outlined in her remarks today were in fact started by the previous Conservative government, and made much headway, which was not mentioned in the speech. In fact, one of the programs in the networking and promotion of higher membership on corporate boards was an initiative by the former minister, who is now leader of the official opposition of Canada.

On this important issue, and since the minister has not been long in this portfolio to chart a course that the government will set to build upon the previous work, could she highlight this for the House? Of all of the programs the Conservative government brought in to increase women in the trades and membership on boards, which one in particular does she feel has made the best progress and which one does she feel she will build upon under her mandate?

[Patty Hajdu, Liberal, Thunder Bay—Superior North, ON]

Aside from doing a complete program review, Mr. Speaker, which of course I have not conducted, I would say that when we have a good idea that is working, it is not the intent of this government to end that good idea, but rather to build on good ideas and fill the gaps that we see. Although the hon. member speaks about the work on board diversity, last year we noticed an uptick of 2%, from 15% to 17%, of women on private boards.

We have some work to do and this government is committed to doing it.

[Kevin Lamoureux, Liberal, Parliamentary Secretary to the Leader of the Government in the House of Commons]

Mr. Speaker, I commend the minister for her very eloquent speech on a wide variety of important issues concerning pay equity.

My question for her is with regard to her personal experience she is bringing to Ottawa. She seems to have a very comprehensive understanding of the issue. If she could do one thing, what would it be with regard to this particular issue?

[Patty Hajdu, Liberal, Thunder Bay—Superior North, ON]

Mr. Speaker, one of the strengths of this government's platform is that there is not one thing that will cure the problems facing Canadians today, but a whole-of-government approach that will help alleviate some of the struggles that Canadians face. Things like affordable housing are incredibly important. Things like closing the gender wage gap are incredibly important. Things like making sure that there are employment opportunities for young people and marginalized people, things like making sure that indigenous people have an opportunity to succeed are all important and all work together.

It is an excellent question, but it is very difficult to pull the one thing, the magic bullet, out of the question.

[Tracey Ramsey, NDP, Essex, ON]

Mr. Speaker, I will be sharing my time today with the member for London—Fanshawe.

I would like to thank the hon. member for Nanaimo—Ladysmith for introducing the motion before us in the House of Commons today, which is so worthy of our collective attention and action. The motion tabled by my colleague is quite lengthy, but in summary it calls on the government to recognize pay equity as a fundamental human right, to implement the recommendations of the 2004 pay equity task force report, to restore the right to pay equity in the public service, and to strike a special committee of MPs to conduct hearings on pay equity and to propose proactive pay equity legislation.

Since the federal election, there has been a lot of talk about how the current government will fix some of the damage done by a decade of Conservative government. The sad truth of the matter is that the previous Conservative government turned back the clock on pay equity with support from the Liberals. Today is an opportunity to move forward in the right direction by finally working to ensure equal pay for work of equal value.

I would like to begin my remarks by discussing the challenge before us today. The gap in wages between women and men is real, persistent, and widespread. There are several ways of measuring the problem.

One way is to compare the annual earnings of women and men. Statistics Canada tells us that in 2008, the annual earnings of women were 64.4% of their male counterparts'. One explanation for this is that women are more likely to work part-time hours than men.

Another way to compare earnings is by looking at the annual earnings of full-time workers only, which tells us that in 2008 Canadian women working the full year, full-time earned on average 71% as much as their male counterparts. In median terms, women earned just 76¢ on the dollar. This figure can be skewed by a small number of people who have extremely high salaries. For example, we know that approximately 80% of corporate-board seats are held by men, according to a study done last year by Catalyst.

A third way of measuring the gender wage gap is by looking at hourly wages, which shows that women aged 25 to 54 earned about 85% as much per hour as their male counterparts. In non-unionized workplaces, the gap drops to 79%, while in unionized jobs the gap is 94%. Women in Canada are joining unions at a high rate, and it is no surprise that they are seeking jobs where pay equity is ensconced in collective agreements.

Whichever way one chooses to measure the gender pay gap, it is there, it is real, and in many ways it is getting worse.

I have already touched on some of the factors that contribute to this stubborn wage gap: more women than men work part-time; more women work in lower wage occupations and industries; and women account for 60% of minimum-wage workers, despite making up half of the Canadian workforce.

Raising the minimum wage, as the NDP proposed to do federally, would help raise the bar for women, as would implementing a national affordable child care program. Statistics also tell us that about two-thirds of the female workforce is concentrated in teaching, nursing and health care, office and administrative work, and sales and service industries. It is not enough to say that the wage gap exists because women make career choices related to work–family balance. Many occupations that are considered to be women's work have underpaid women compared to so-called men's jobs because of a historic under-valuing of women's skills and work.

A Toronto Star editorial published in 2014 made a comparison between licensed practical nurses, where 90% of the workforce is female, and cable-TV service-and-maintenance technicians, where the workforce is 97% male. LPNs are better educated and more skilled, but have median earnings of about $38,000 per year compared to $51,000 for the technicians. Let us look at early childhood educators and assistants. In 2010, their average wage was about $22,000. We also know that the wage gap exists for well-educated women in top positions. In 2008, female university graduates earned $62,800 annually while men earned $91,800. Top women executives at S&P 500 companies continue to be paid less on average than their male counterparts. From the lowest-wage jobs to the highest, the gender wage gap persists.

Internationally, Canada is one of the worst developed countries for pay equity. The World Economic Forum ranks us 80th out of 145 countries. Among the OECD countries, we rank 30th out of 34. Even more embarrassing is that Canada's previous prime minister did not believe in pay equity at all, calling it a “rip-off” and “ridiculous”. When his Conservative government brought forward a 2009 budget bill that weakened pay equity rules, gutted Status of Women Canada in terms of both funding and mandate, the Liberal Party voted in support of the government's agenda. The day before the vote, the leader of the Liberal Party shrugged his shoulders and said to the media, “We have made it clear that we are not pursuing an amendment strategy. Sometimes we have to hold our nose”. The question facing the Liberal government of today is quite clear. Does it agree it is time to stop holding its nose and move forward with real, tangible progress toward equality for women?

Last month in Davos, the Prime Minister was lauded for calling himself a feminist and embracing gender equality. Now is the time to put words into action. I am hopeful all parties in the House can work together to get proactive pay equity legislation in place so that we can achieve wage equality.

The motion before the House today presents solutions to a problem that I hope we can all agree exists and must be fixed. Thanks to the work of the pay equity task force over a decade ago, parliamentarians already have a clear road map for moving forward on achieving pay equity for women. The task force, struck in the year 2000, was asked to examine pay equity and develop recommendations for improving the pay equity legislative framework in Canada. Over the course of several years, it held extensive consultations, as well as public hearings, round tables, and more.

In 2004, the task force produced a comprehensive report, which included over 100 recommendations related to legislation, collective bargaining, oversight, and enforcement. It recommended stand-alone, proactive pay equity legislation that would put the onus on an employer to introduce a pay equity program rather than relying on an individual or union to pursue a complaint. Sadly, the Liberal government of the day failed to implement most of those recommendations. It acknowledged pay equity as a right and the fact that proactive legislation was needed, but it failed to introduce the necessary legislation.

The Liberals' failure to act was followed by a Conservative government that was ideologically opposed to proactive pay equity legislation, but the road map developed by the pay equity task force in 2004 still exists and today's motion calls on the Liberal government to finally do the right thing and implement these recommendations. It is so important that we as parliamentarians commit ourselves to eliminating the gender wage gap. It is both a moral issue, as well as a social and economic one.

The wage gap translates into higher rates of poverty and greater retirement insecurity for women. It means foregoing important contributions to our local and national economies. In an era of slow economic growth, we simply cannot afford to ignore the wage gap. According to Ilse Treurnicht, head of MaRS Discovery District, one of the world's largest urban innovation hubs, “Canada is in a global talent war; as a country with a modest population we can’t win unless all our players are on the field”.

In addition to pay equity legislation, we can also tackle the gender wage gap by helping women and girls enter high-wage occupations, including STEM careers, where STEM stands for Science, Technology, Engineering, and Mathematics. In the Windsor-Essex region, a recent video entitled Because It's 2016 showcased local women working in STEM careers in an effort to highlight the opportunities available for women in these good-paying jobs.

As an auto worker, I know what it means to work in a male-dominated field and that it will take a lot of work to address the stereotypes, workplace policies, systemic discrimination, and other barriers that can prevent women from entering high-wage occupations. It is 2016, and in this place women make up just 26% of elected representatives. Across Canada, women make 77¢ on the dollar compared to men, and internationally our country ranks 30th out of 34 OECD countries for wage equality.

We know that pay equity and the fight for women's equality are issues that cross party lines. I challenge my colleagues from all parties to join together, vote yes to this motion, and let us finally move forward on achieving pay equity.

[Arnold Chan, Liberal, Scarborough—Agincourt, ON]

Mr. Speaker, I would like to thank the hon. member for Essex for her contribution to the debate. I very much appreciate the sentiments she was expressing in her comments.

The hon. member noted a number of significant statistics on the barriers facing women entering the top-tier professions, becoming CEOs of corporations, and so forth. Could she perhaps elaborate a bit on what she thinks are the systemic barriers that prevent women from entering these types of top-tier professions and jobs?

[Tracey Ramsey, NDP, Essex, ON]

Mr. Speaker, I believe that the systemic discrimination that exists is sexism. We still place a high value on a man's role in society, his need to fulfill his role for his family, and we do not put the equivalent thought into how productive women are in the workplace, how intelligent they are, all the skills they bring, and how it really is about a balance in our society.

I believe that it is a sincere issue that exists, whether we are talking about public or private, when we talk about the top levels of private companies.

It needs to be addressed. That is why we stand here today with a motion. We need legislation or we will never see the end of this discriminatory practice.

[John Brassard, Conservative, Barrie—Innisfil, ON]

Mr. Speaker, it is somewhat appropriate that today is Groundhog Day, because we are hearing the same comments over and over again.

On this side of the House, as the official opposition, clearly we have stated that we are in support of pay equity. What we are not in support of is adding another layer. We have heard from members on this side of the House, male members on this side of the House, who have sat on the status of women committee, which is a fully constituted committee, who have said over and over again that it is eligible to look at and deal with this issue.

Why would we want to establish another committee to look at an issue that a fully constituted committee is eligible to look at again?

[Tracey Ramsey, NDP, Essex, ON]

Mr. Speaker, I would first like to say that it is a fact that as a portfolio, the status of women committee has the smallest budget that exists. To give a file to that committee, which already has a reduced amount of support from the House, just adds further strain and reinforces what we are saying here, which is that when we talk about women in our society, when we talk about women in this House, quite simply we are saying that their value is diminished, that we should not assign resources to this. I believe that striking an independent committee would take the pressure off the status of women committee, which already operates under a small budget. It would reinforce the idea that all of us, across party lines, in this House will provide the resources necessary to make this piece come into legislation.