Status of Women committee  Thank you, Sylvie. The fact that men continue to earn more than women is not new. My goal here is not to provide a single, definitive answer to what the pay gap is, but rather to present the different measures that are commonly used to describe pay differentials and to show tha

Status of Women committee  Okay. Despite the long list of factors that we include in these studies, a substantial portion of the pay gap cannot be explained by these factors. There are numerous factors that we can't account for that could explain these pay differentials. I'll just turn to the last slide.

Status of Women committee  I'm not sure if it will change exponentially, but we do have some evidence that the wage gap is narrowing. We need controls for occupation and industry, but the work experience is important too.

Status of Women committee  Yes. Sorry, the beginning of--

Status of Women committee  I think we do have that statistic. Based on the 1997 labour force survey data, the ratio in hourly wages was about 81¢, and it's increased by about 3¢ or 4¢, to up to about 84¢ or 85¢.

Status of Women committee  One issue that Ms. Brown raised was about the doctors, for example. We know that the wage gap is smaller among new graduates, and it tends to increase over time. In terms of the fact that we have a large influx of women in higher-paid occupations, right now they're at low entry l

Status of Women committee  Yes, it is, and we know the wage gap in the health occupations is quite small. So over time, if it's already quite small it's not really going to be a contributing factor to the narrowing wage gap as a whole, because these are aggregate numbers. They're based on averages. Of cour

Status of Women committee  The chart you're referring to, the proportion of the population working full-time, that's 89% of men of that age who work full-time, so we've seen a small decrease in the proportion of men working full-time and a large increase in the number of women working full-time. That does

Status of Women committee  We know that the wage gap is smaller for new entrants into the labour market, whether it be by age or by experience. That tends to grow over time, just because women are more likely to have career interruptions. They are more likely to work part of the year or part-time at variou

Status of Women committee  That's why I think it's important to adjust these wage gaps for such things as education and work experience. It's so that you'd be comparing people more equally.

Status of Women committee  I think the unionized wage ratio is upwards of 90¢ without adjusting for anything and non-unionized is just below 78¢ or 80¢. One factor is that unions are more likely to have pay structures that are public, and that could explain why the wage gap within unionized sectors is sma

Status of Women committee  I think what I referred to when I said there was a remaining gap is we don't know what goes into that remaining gap. It could be choice-based, that people choose certain occupations because they have a preference for the type of work or the types of responsibilities on one hand.

Pay Equity committee  The gender wage gap by part-time status is small because men and women find themselves in very different part-time jobs. There's more heterogeneity within part-time jobs for women compared with men. Men are more likely to be in retail sales part-time jobs, whereas women can take

Pay Equity committee  In terms of university education, we still see a gender difference in major field of study. Wages vary by major field of study, so you're going to see a gender wage gap with that. Some of the Canadian research has shown that among university graduates, the gender gap is small wh

Pay Equity committee  I'm not sure about the regional analysis. I haven't personally looked at that. One of my studies looked at the importance of the workplace and workplace characteristics. That could address what you're aiming for with sector- or industry-type analysis. In that particular analysis