1 In a parliamentary system of government such as Canada, minority governments are formed when no single party is elected to take the majority of seats in the legislature. Thus, minority governments must create working coalitions in order to stay in power. These coalitions require a great deal of negotiation and cooperation, often resulting in significant legislative accomplishments.
Pay equity and nursing in Ontario: ten years later
Version of Record online: 25 DEC 2001
© 2000 International Council of Nurses
International Nursing Review
Volume 47, Issue 2, pages 97–105, June 2000
How to Cite
Schreiber, R. S. and Nemetz, E. (2000), Pay equity and nursing in Ontario: ten years later. International Nursing Review, 47: 97–105. doi: 10.1046/j.1466-7657.2000.00011.x
2 SKEW is an acronym for the management consulting firm that developed the tool, Stevenson, Kellogg, Ernst, and Whinney. The colourful nature of the acronym was not missed by nurses, who complained bitterly that they had ‘been SKEWed’.
3 Before the HSC nurses began Tribunal hearings, they were approached by the ONA, who offered to represent them for free at the Tribunal, in exchange for certification of the ONA as their collective bargaining agent. The ONA even offered to allow HSC nurses their own contract, rather than using the lower province-wide scale. Since the HSC was a high-profile hospital that had eluded the ONA’s efforts at recruitment, and since the cost of a Tribunal hearing was significant, this was in many ways an attractive offer for both sides. However, the nurses rejected it, and chose to use the pay equity clinic for assistance.
- Issue online: 25 DEC 2001
- Version of Record online: 25 DEC 2001
- Comparable Worth;
- Nurses Work Pay Equity;
- Salaries and Fringe Benefits;
- Socio-Economic Welfare;
- Women’s Work
‘Nurses have never been compensated in accordance with their central role in health care’ ( Schreiber 1994), reflecting the generalized and well-documented under-valuing of the work of women ( Schreiber 1993). Pay equity legislation, passed in Ontario, Canada in 1987, designed to correct gender wage discrimination, created great optimism that the under-valuing of nurses’ work might be ending. Nonetheless, this has not been the case, as the social, political, and economic climate has not kept pace with the speed and enormity of social change necessary to enact the intent of the legislation. Indeed, gains in nurses’ wages have been directly offset by significant lay-offs. In this paper, we examine the issues surrounding the implementation of pay equity legislation in Ontario, Canada, along with analysis and implications of these issues, drawn from 10 years of experience. In addition, we highlight lessons that can be learned from the Ontario experience.