RoboDemo Movie Template

							Pay Equity Commission                                                     Module 5 – Gender neutrality




  Welcome


  Slide:

  Ontario Pay Equity Commission’s E-Learning Program

  Voiceover:

  Welcome to the E-Learning program of Ontario’s Pay Equity Commission.

  Previous module: Job Classes

  This module: Gender neutrality




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Pay Equity Commission                                                                                       Module 5 – Gender neutrality




  Slide / Voiceover:

  Gender neutrality

  This module explores how bias in job comparison systems has negatively impacted the compensation of female job classes.




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Pay Equity Commission                                                                                          Module 5 – Gender neutrality




  Slide:


  Gender bias in compensation
           Means that the gender of the person in the job has influenced how the job is paid


  Voiceover:


  Gender bias in compensation means that the gender of the person in the job, or who normally does that type of job, has influenced how the job is
  paid. Gender bias results in, for example, receptionists often being paid less than delivery drivers.


  For more information open the paper clip to download the doc “Guideline 9 – Gender Neutral Job Comparison.”




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Pay Equity Commission                                                                                             Module 5 – Gender neutrality




  Slide:


  Gender neutrality in job comparison:
           Measures skill, effort, responsibility and working conditions
           Regardless of whether men or women do the job


  Voiceover:


  A gender neutral process of job comparison examines the skill, effort, responsibility and working conditions required to do the job, regardless of
  whether men or women traditionally do the work.




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Pay Equity Commission                                                                                              Module 5 – Gender neutrality




  Slide:

  Gender neutrality makes women’s work visible

  Voiceover:

  Undervaluing women’s jobs arises from:
          Overlooking job content, particularly if it is associated with women’s traditional roles such as care giving and communicating with difficult or
           ill people
          Not recognizing levels of disagreeable elements and stress in working conditions

  For example, a Receptionist or Data Entry worker works with little choice of movement, is in the same body position all day, may be restricted by a
  headset or computer screen and has continual interaction with the public, some of whom may be upset or abusive.

  It is also common to undervalue skills, such as the physical dexterity involved in keyboarding, the concentration and accuracy involved in verifying
  columns of numbers, proofreading, editing and formatting documents.

  For more information, open the paper clip to download the doc “Commonly Overlooked Features of Work.”




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Pay Equity Commission                                                                                         Module 5 – Gender neutrality




  Slide:


  Margaret, our trainer, on valuing the work that women and men do.


  Script:


  In the exercises in these modules, you will be given examples of how women’s work is often undervalued. You will be asked to think about how they
  can be valued in a gender neutral way so that the work of women and men can be recognized and paid for.




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Pay Equity Commission                                                                                         Module 5 – Gender neutrality




  Slide:

  Gender neutrality

  Review the next 6 slides:
          Can you see the bias in the examples?
          How they can be made more neutral?

  Voiceover:

  Gender neutrality

  Review the next section of slides. They contain examples of gender bias in how jobs might be valued. For each example, you are given a way that it
  could be made gender neutral. Can you see the bias in the examples?




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Pay Equity Commission                                                          Module 5 – Gender neutrality




  Slide / Voiceover:

  Can you see the bias?

  Stock Clerk:
           Given credit for lifting boxes weighing 20 lbs or more regularly

  Checkout Clerk:
          No credit for lifting objects

  Made gender neutral:

  Checkout Clerk:
          Credit for lifting boxes weighing 20 lbs or more occasionally
          Credit for lifting small weights continually




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Pay Equity Commission                                                                                         Module 5 – Gender neutrality




  Slide / Voiceover:


  Can you see the bias?


  Sales Manager:
          Credit for difficult and complex communications when negotiating and closing sales


  H.R. Manager:
          No credit for difficult and complex communications
      
  Made gender neutral :


  H.R. Manager:
          Credit for difficult and complex communications when negotiating salaries, disciplining employees and dealing with complaints




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Pay Equity Commission                                                                                          Module 5 – Gender neutrality




  Slide / Voiceover:

  Can you see the bias?

  Repair Technician:
          Credit for problem solving when identifying unusual equipment breakdowns, requiring novel repairs

  Customer Service Rep:
          No credit for problem solving

  Made gender neutral:

  Customer Service Rep:
          Credit for problem solving when assisting customers to identify problems and work through manual to find on site solutions




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Pay Equity Commission                                                                                           Module 5 – Gender neutrality




  Slide / Voiceover:

  Can you see the bias?

  Repair Technician:
          Credit for 6 months on the job training and 2 year college certificate

  Administrative Asst.:
           Credit for 6 months on the job training

  Made gender neutral:

  Repair Technician:
          Credit for 6 months on the job training and 2 year college certificate Apprenticeship

  Administrative Asst.:
           Credit for 6 months on the job training and 2 year college certificate in Business Administration




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Pay Equity Commission                                                                           Module 5 – Gender neutrality




  Slide / Voiceover

  Can you see the bias?

  Groundskeeper:
         Works outside in heat, cold and damp

  Laundry Attendant:
          Works inside

  Made gender neutral:

  Groundskeeper:
         Exposed to hot and cold weather, as well as dirt and unpleasant smells

  Laundry Attendant:
          Exposed to heat, steam and humidity as well as dirty laundry and unpleasant smells




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Pay Equity Commission                                                             Module 5 – Gender neutrality




  Slide / Voiceover:


  Can you see the bias?


  Assembly Line Worker:
          Requirement for concentration to ensure quality in spite of monotony


  Data Entry:
          Requirement for accuracy


  Made gender neutral:


  Data Entry:
          Requirement for accuracy
          Requirement for sustained concentration when entering data




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Pay Equity Commission                                                                                               Module 5 – Gender neutrality




  Slide:

  All parts of a job comparison system must be free of bias in:
  Method of collecting job information
  Subfactors
  Points
  Process for evaluating job classes

  Voiceover:

  It is important that all the parts of a job comparison system used for pay equity be free from gender bias.

  The method of collecting job information, and the amounts and types of information collected should be the same for all job classes. The subfactors
  in a gender neutral system must be able to measure both the male and female job classes in the organization. The weighting of points in a gender
  neutral system should be fair to both male and female job classes.

  Finally, the process of applying the system to job classes should also be done in a way that is free from bias.




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Pay Equity Commission                                                                                           Module 5 – Gender neutrality




  I
  Slide:


  In the next module, you will:
           Be introduced to the Flexible Factor System
           Learn about choosing subfactors


  Voiceover:


  In the next module, you will be introduced to the Flexible Factor System and will learn about choosing subfactors appropriate for measuring the jobs
  in your workplace.


  You can use the Flexible factor system contained in this program or simply work through it to learn about pay equity job comparison. If you use a
  different system, remember that you need to keep records of your work to demonstrate your compliance.


  Click the “Next” button to proceed to the next module or close this window to return to where you entered the program.




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