SDG 8 - Strategic Initiatives

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Unions and Labour Rights
Rights of Workers
Pay Scale Equity
Tracking Gender Pay Equity
Employee Rights and Appeals
Policies

At Western University, we are committed to supporting decent work and economic growth in line with the United Nations Sustainable Development Goals. Below, you will find an overview of how our policies ensure fair treatment for all employees, with a focus on pay scale equity, measuring the gender pay gap, and protecting employee rights, which we also track using Statistics Canada.

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Unions and Labour Rights  union-rights.png

Western respects and upholds the Canadian and provincial legislations related to unions and labour rights. 

Western’s workforce includes many employee groups. All employees may participate in these groups and will not be discriminated against on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status, or disability. Some of our employee groups are represented by unions and subject to collective agreements:

In Canada, labour rights, including freedom of association and collective bargaining, are protected under several legal frameworks. The Canadian Charter of Rights and Freedoms includes the right to join unions and engage in collective bargaining. The Ontario Labour Relations Act prohibits employers from interfering with the formation or administration of a union or from discriminating against employees for union activities. It also affirms the right to strike and lockout.

Rights of Workers  workers-rights.png

Western University upholds the rights of workers when outsourcing activities to third parties through its practice of Sustainable Procurement. The offices of Procurement Services and Sustainability have developed Guidelines for Sustainable Procurement that consider worker safety. Our Sustainable Procurement Strategy 2023-2025 focuses on governance to reduce the risk of child labour, human trafficking, and labour exploitation. As a Fair-Trade certified campus, Western demonstrates its commitment to the fair and ethical treatment of workers. We are dedicated to sourcing in an ethical, legally compliant, and socially responsible manner, expecting our suppliers to adhere to the standards outlined in our Supplier Code of Conduct.

Pay Scale Equity  pay-scale.png

Western University is committed to fair and equitable pay for all employees. We have several policies and practices in place to ensure that employees, regardless of background, receive equal compensation for their work.  

Our efforts include: 

  • Employment Equity Committee: This committee, outlined in our  MAPP 3.2 policy, oversees equitable pay practices, working closely with our Human Resources and Equity, Diversity, and Inclusion (EDI) offices.  
  • Collective Agreements: Our collective agreements include provisions that support fair pay and regular reviews, ensuring all employees are compensated fairly, e.g. UWOSA  and  UWOFA. 
  • Ontario Pay Equity Act Compliance: We adhere to the Ontario Pay Equity Act, which requires employers to take a proactive approach to correct gender-based wage gaps within their organization through tracking of job compensation rates by job class and gender predominance. 
  • Published Salary Ranges: Compensation ranges for all staff classifications are posted for current employees and job applicants and are applicable regardless of citizenship, race, place of origin, ethnic origin, colour, ancestry, disability, age, creed, sex/pregnancy, family status, marital status, sexual orientation, gender identity, gender expression, receipt of public assistance (in housing), and record of offences (in employment) (e.g., PMA  and  UWOSA).

Tracking Gender Pay Equity  gender-pay.png

We believe in transparency and regularly monitor gender pay equity to ensure fairness across our institution.  

Our Efforts Include:  

  • Pay Equity Audits: Our Human Resources department conducts regular audits to monitor pay equity across different genders and job categories.  
  • Career Trajectory Adjustments: Applicable for all faculty, librarians, and archivists; salaries are reviewed approximately every 4 years to ensure pay is based on professional achievements and career progression, removing bias that may be gender based. 
  • Public Reporting: In compliance with our public sector mandate, we disclose the number and salaries of full-time teaching staff to Statistics Canada. We disclose the names, positions, salaries, and total taxable benefits of employees earning $100,000 or more annually, which is published by the Ontario government. We update the hiring range and salary plans annually.  
  • Pay Equity Maintenance: Monitoring the gender predominance of job classes, job compensation rates, and evaluation of female-dominated job classes relative to male-dominated job classes, in compliance with the Ontario Pay Equity Act.  
  • Engagement with Pay Equity Commission: We collaborate with the  Ontario Pay Equity Commission as required to resolve any pay equity disputes.

Employee Rights and Appeals  employee-appeals.png

We are committed to providing employees with clear and accessible processes to appeal decisions regarding their rights and pay.  

Our efforts include:  

  • Grievance Procedures: Our collective agreements include detailed grievance procedures (e.g., UWOSA Collective Agreement – Article 8: Grievance Procedure and UWOFA Collective Agreement (Grievance and Arbitration), empowering employees to voice concerns and seek resolution.  
  • Appeal of job classifications: Our collective agreement (e.g., UWOSA, Article 44) includes a detailed process for review of support staff position classifications, including an appeal process engaging an unbiased but experienced external party to provide final classification decisions.  
  • Complaint Resolution: We follow protocols from the Ontario Labour Relations Board to handle complaints about pay or employment conditions fairly and promptly.  
  • Non-Discrimination and Harassment Policy: Employees are supported through a detailed process should they identify any employment practice or action against them that they feel is discriminatory.  
  • Human Rights and EDI Reporting: Employees can report concerns about discrimination or harassment through our Human Rights Reporting and  EDI reporting mechanisms.

Western University is committed to continuous improvement in promoting fair treatment and creating a more inclusive workplace. 

For more details, please explore our  full set of policies and agreements.