Editing Equal pay for equal work (section)

===Canada===
In Canadian usage, the terms ''pay equity'' and ''pay equality'' are used somewhat differently from in other countries. The two terms refer to distinctly separate legal concepts.

''Pay equality'', or equal pay for equal work, refers to the requirement that men and women be paid the same if performing the same job in the same organization. For example, a female electrician must be paid the same as a male electrician in the same organization. Reasonable differences are permitted if due to seniority or merit.

''Pay equality'' is required by law in each of [[Women's rights in Canada|Canada]]'s 14 legislative jurisdictions (ten provinces, three territories, and the federal government). Note that federal legislation applies only to those employers in certain federally regulated industries such as banks, broadcasters, and airlines, to name a few. For most employers, the relevant legislation is that of the respective province or territory.

For federally regulated employers, pay equality is guaranteed under the [[Canadian Human Rights Act]].<ref>{{Cite web|url=https://www.chrc-ccdp.gc.ca/index.html|title=Welcome|last1=Commission|first1=Canadian Human Rights|last2=personne|first2=La Commission canadienne des droits de la|date=2013-03-19|website=www.chrc-ccdp.gc.ca|access-date=2019-08-28|archive-date=2013-06-21|archive-url=https://web.archive.org/web/20130621033613/https://www.chrc-ccdp.gc.ca/index.html|url-status=dead}}</ref> In Ontario, pay equality is required under the Ontario Employment Standards Act.<ref name="OESA">{{Cite web|url=https://www.labour.gov.on.ca/english/es/|title=Employment Standards|last=Government of Ontario|first=Ministry of Labour|website=www.labour.gov.on.ca|access-date=2019-08-28}}</ref>{{Failed verification|date=April 2016}} <!-- According to this site and http://www.labour.gov.on.ca/english/es/pubs/guide/equalpay.php , OESA guarantees pay equity, not pay equality --> Every Canadian jurisdiction has similar legislation, although the name of the law will vary.

In contrast, ''pay equity'', in the Canadian context, means that male-dominated occupations and female-dominated occupations of comparable value must be paid the same if within the same employer. The Canadian term ''pay equity'' is referred to as "comparable worth" in the US. For example, if an organization's nurses and electricians are deemed to have jobs of equal importance, they must be paid the same. One way of distinguishing the concepts is to note that ''pay equality'' addresses the rights of women employees as individuals, whereas ''pay equity'' addresses the rights of female-dominated occupations as groups.

Certain Canadian jurisdictions have ''pay equity'' legislation while others do not, hence the necessity of distinguishing between ''pay equity'' and ''pay equality'' in Canadian usage. For example, in Ontario, ''pay equality'' is guaranteed through the Ontario Employment Standards Act<ref name='OESA'/> while ''pay equity'' is guaranteed through the Ontario Pay Equity Act.<ref>{{Cite web|url=http://www.payequity.gov.on.ca/Pages/default.aspx|title=Pay Equity Commission {{!}} Pay Equity Commission|website=www.payequity.gov.on.ca|access-date=2019-08-28|archive-date=2016-04-09|archive-url=https://web.archive.org/web/20160409155341/http://www.payequity.gov.on.ca/Pages/default.aspx|url-status=dead}}</ref> On the other hand, the three westernmost provinces (British Columbia, Alberta, and Saskatchewan) have ''pay equality'' legislation but no ''pay equity'' legislation. Some provinces (for example, Manitoba) have legislation that requires ''pay equity'' for public sector employers but not for private sector employers; meanwhile, ''pay equality'' legislation applies to everyone.