Gender Equity. 22.3.1 In keeping with the principle expressed in 22.2.3, and to address “under-representation” by gender in academic units and sub-units, the Parties agree to the following measures:
Gender Equity. The Board and Union agree to maintain a gender neutral job evaluation plan and to apply general wage increases in such a way that the pay difference for an equally rated female job is not increased but eliminated over time. The Board and Union agree to apply for pay equity funds made available by the Provincial Government pursuant to a Pay Equity Program. This agreement in no way commits the parties to assign future pay increases to pay equity adjustments, but is meant to ensure identified inequities in pay between male and female dominated jobs will not be increased.
Gender Equity. Provide a policy and plan demonstrating an appropriate gender balanced for all areas related to the event.
Gender Equity. NOVA Web Development is commited to gender equity and the struggle against patriarchy.Toward this end, the cooperative will strive to maintain at least 30% membership of women.
Gender Equity. 21.1 The provisions of this Agreement are to be interpreted consistently the Workplace Gender Equality Act 2012.
Gender Equity. Council will ensure they consult with staff and the unions via the consultative committee, in the implementation of the Gender Equality Act 2020 (Vic) and the implementation of gender equity or workforce related provisions of the Local Government Act 2020.
Gender Equity. Research conducted by the Compensation, Contract, and Benefits Committee revealed a gendered gap in earnings at the University. In this round, we will be asking the Administration to agree to establish a joint investigative process to ascertain the extent of gender inequity, and to make concrete recommendations to remedy such inequity. In addition, we will be seeking improvements in several areas in order to improve work/life balance of both male and female members, including parity in leave between adoptive and biological parents, better special leave provisions for exceptional dependent care needs, and removing the requirement that parents must share parental leave, if both parents are members of the Association. Finally, we will again ask the Administration to commit to enhance the availability of childcare for our members.
Gender Equity. The University and the Union value the diversity of the University community and strive to create an environment where all students, faculty, and staff can fully and genuinely participate in the academic and work experience. The University strongly supports employees being spoken or referred to by the names and pronouns they choose. Employees are provided with the option to identify themselves using a Chosen first, middle, and last name within select University systems. The University supports the use of a Chosen Name wherever feasible in its systems. When employees select Chosen Names, former names and pronouns will not be provided by the University to anyone without the consent of the employee except where required by law. The University's records will reflect the names an employee chooses and the pronouns they identify with, if known, unless the employee requests that the University refrain from changing its records, except where the University is legally required to use legal names (e.g., payroll records). The University will also update any photographs maintained by the University upon employee request within a reasonable period of time. Employees may obtain updated identification cards to reflect their Chosen Name and/or photograph up to five (5) times at no charge. Subsequent changes to an employee's identification card that are not based on a legal name change may result in an administrative charge consistent with University policy.
Gender Equity. The Employer and Union agree to maintain a gender neutral job evaluation plan and to apply general wage increases in such a way that the pay difference for an equally rated female job is not increased, but eliminated over time. This agreement in no way commits the parties to assign future pay increases to pay equity adjustments, but is meant to ensure identified inequities in pay between male and female dominated jobs will not be increased.
Gender Equity
