Tanya Pratt shares her experience showing importance of equal pay
Last week, Larry Johannson in his role as the Mayor of Selkirk decreed that March 18, 2024 was Equal Pay Day in Selkirk. This is not the first time that Johannson has made this decree with this year being the twelfth year in a row that he has made this announcement.
Equal Pay Day is a day that acknowledges the need to pay women and men equally in the workplace. It also supports the full participation of women in workplaces.
In his proclamation, Johannson acknowledged many of the issues that affect women in workplaces surrounding contributions and equal pay. Some of these include the fact that Canadian women on average need to work 405 days to bring home the same wage as their male counterparts, and, in 2023, women working full-time the full year earned on average 89 cents for every $1 earned by men working the same period.
“The City of Selkirk promotes a culture where the equal treatment of women and men is not just the right thing to do, it is also good for business. The full participation of women in our enterprises and in the larger community makes sound business sense now and in the future. A broad concept of sustainability and corporate responsibility is a key goal that will benefit all of us,” said Johannson.
He also acknowledged that this pay gap is even wider for older women, disabled women, women of colour, and graduates from post-secondary educational institutions.
Colleen Allan of Business and Professional Women of Selkirk and former president of Business and Professional Women of Canada then came to the podium to acknowledge that though great strides have been made there is still more to do.
“Manitoba was the first [province] actually to enact the pay equity law in 1986 but it has not been updated in more than three decades, and now lags behind other provinces. Women on average in Manitoba, still since 2008, only earn 71 cents on the dollar compared to men. And [the pay gap] is wider, as you had mentioned Mayor Johannson, among women of colour, Indigenous and immigrant women. Their report suggests there is a clear gender pattern of income inequity in Manitoba, and that the province lags behind other regions in legislation to hold employers accountable. Women are overrepresented among low and moderate-income workers and men are overrepresented amongst the higher-income earners, according to the data gathered in 2019,” said Allan at the acknowledgement event.
The speaker for the evening who shared her experience of inequal pay in the workplace was Tanya Pratt. Pratt took off her many hats this evening speaking at the event about her personal experience as a concerned citizen. She is a mechanical engineering technologist, who has worked in design application as well as, as an instructor. Additionally, Pratt may be known to some in our community as the National President of MADD Canada. Her experience working in male-dominated fields throughout her career has given her a unique perspective and passion for creating and nurturing innovative spaces that are inclusive and equitable.
“I’ve spent my entire working life in the field of science, technology, engineering and mathematics otherwise known as STEM. So, I’m exposed daily to how much technology dominates every aspect of our lives, and how STEM fields are at the forefront of innovation. Yet, within these domains, there exists a persistent and insidious problem, the gender pay gap, particularly as it pertains to women in STEM,” she said.
She says that though these fields are portrayed as meritocratic, the reality is far from ideal and when race and ethnicity are added into consideration there is work to be done.
“A study conducted by the Canadian Center for Policy Alternatives found that racialized women in Canada earn even less than their white counterparts, with racialized and Indigenous women earning 59 and 58 cents, respectively, for every dollar earned by white men,” said Pratt.
She explained that this disparity of pay equality crosses all sectors in Canada and is not solely due to educational attainment or experience.
In STEM, for example, women and people of colour are underrepresented and the gender pay gap exasperates existing inequalities.
“Despite making significant contributions to scientific advancements, and technological innovations, women of colour face unique challenges. They often encounter stereotypes and biases that undermine their credibility and worse, they are less likely to be promoted to leadership positions or receive equal pay for equal work. My own personal experience echoes the truth in these statements,” said Pratt.
She stated that though many of her colleagues took pay cuts when they came to work in her current field, which is unionized, she actually got a raise despite all of them coming from different fields.
“I know many other women in this room and all over the globe have the same experience. This is not just a matter of fairness, it is an economic imperative. Closing the gender pay gap in STEM is not only about ensuring equal opportunities for women but also about harnessing the full potential of our workforce. Numerous studies have shown that diverse teams are more innovative, productive and profitable by undervaluing the contributions of women, particularly women of colour, we are stifling our own progress and potential as a society,” said Pratt.
She suggests tackling the pay gap first by acknowledging that it is a multi-faceted problem which requires a comprehensive, and intersectional approach. Employers must commit to pay transparency and accountability. Pratt also feels that investments need to be made in initiatives that support the recruitment, retention, and advancement of women in STEM, particularly those from underrepresented backgrounds. Finally, she says we need to challenge societal norms that perpetuate gender and racial biases through education and awareness.
She ended her presentation by inviting residents to take part in creating a more equal community for all.
“As individuals, as organizations, and as a society, we must commit to dismantling the barriers that hold women back, particularly women of colour. Only then can we truly unleash the full potential of our collective talent and innovation,” said Pratt.
