Pay Equity committee  One thing I'd like to mention is that—

Pay Equity committee  A lot of the supplemental slides go up to 2015. They were updated to 2015, but the more thorough analysis covered the 1998 to 2008 period. The analysis wasn't redone up to 2015.

Pay Equity committee  One case in point is that of work experience. We have information on the amount of full-year, full-time work experience of men and women, which is a great indicator for wages. However, we're missing information on the continuity of that work experience, the frequency of labour fo

Pay Equity committee  I think it would just give you a better idea of work histories and the different trajectories that people take throughout their careers and how their wages can progress throughout their lives.

Pay Equity committee  I don't think I can comment on the rural areas. I think in some of the studies I have seen, there is a breakdown by large census metropolitan areas, or CMAs, and other areas, so maybe that could inform you. In terms of certain economic sectors, pulling up some numbers today from

Pay Equity committee  In terms of the current pay gap, right now I think women earn on average about 87¢ for every dollar earned by men, and that's an hourly wage rate estimate. In the article that's cited, “Why has the Wage Gap Narrowed ”, we looked at differences in education, job tenure, shifts in

Pay Equity committee  I am not sure if that answers your question.

Pay Equity committee  We do see that there is a family gap between women with children and women without children. Women with children earn less, even after controlling for work interruptions. Some estimates suggest that these earnings losses could be as large as $11,000 in the first year and maybe $8

Pay Equity committee  You can look to a career path as two possible explanations. Traditionally, women have been viewed as having higher absenteeism and higher quit rates. More recent empirical evidence suggests that there is no gender difference in absenteeism and permanent quits, so the wage gap for

Pay Equity committee  Another way to look at things is that we know that the wage gap is small for young workers. Young workers are new entrants into the labour market, and they have similar skills. The impact of career interruptions has yet to take place, so the wage gap is quite small. Older worke

Pay Equity committee  We do have statistics that show that the wage gap is persistent over time. I think what you are referring to more is why wages might not have diverged as much as workers aged over time. Is that correct?

Pay Equity committee  Some of our data does ask questions like that. Again, it's often debatable whether you should include measures such as that in a gender wage gap study. Analyses that fully omit occupation and industry, let's say, tend to say that choice doesn't matter, or preferences don't matter

Pay Equity committee  In that particular study, the statistics that Alison cited in saying that the wage gap is half as large within a workplace as it is economy-wide used information from our workplace and employee survey, and that was circa 1999 or so. In that particular one we used workplace size a

Pay Equity committee  That's what economists generally refer to as the unexplained component. Researchers in the field take the wage gap and they partition it into an explained component and an unexplained component. The explained component looks at gender differences in productivity-related character

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