The Law

The Act required that STC compare the value of skill, effort, responsibility, and working conditions of female and male job classes using a gender-neutral comparison system. This usually meant using a job evaluation (JE) system.

STC's JE system

STC requested a copy of the Pay Equity Commission's 10-subfactor job comparison system and proceeded to adapt it to fit the jobs at the Toronto Head Office.

In choosing this system, STC considered the company's goals, products, services, and the nature of the work done in women's and men's jobs. They then modified this system to better fit their workplace, paying close attention to elements of work in women's jobs that could have been overlooked in the past.

This modified system provided a yardstick by which to compare the total value of female and male job classes.

STC's JE system in the future

This newly-adaped system offered sufficient flexibility to cover any future modifications if they became necessary.

For example:

When new products, services or work processes are introduced to a workplace, a JE system is normally checked to see if it will cover these new elements. If not, the system is usually modified or a new one acquired.

STC realized that they might have to acquire or develop a new job evaluation system if Head Office were ever to undergo extensive and dramatic change.