CAUT Policy Statement
The Canadian Association of University Teachers is committed to equity in compensation for all members of the academy. Pay equity and human rights legislation compliance is inadequate to ensure the elimination of continuing discriminatory compensation differentials among academic staff. Equity in compensation is critical to the realization of overall equity in employment. Compensation inequities have adverse impacts on individuals from Indigenous and equity-seeking groups. Inequity in compensation is discrimination.
All discriminatory compensation differentials should be eliminated.
Discrimination in compensation can only be remedied by the regular implementation of comprehensive studies and processes to address salary anomalies within each post-secondary institution, using non-discriminatory measures in order to identify the internal inequities and equalize compensation. Academic staff participation in an equal compensation study is required in order to enhance understanding and acceptance of the process, goals and outcomes.
Equitable compensation requires examination of practices and policies such as market differentials, starting salaries and merit increases. These should be addressed as discriminatory, particularly against members of Indigenous and equity-seeking groups.
It is the responsibility of the employer to ensure complete and timely remediation of inequity in compensation.
Approved by the CAUT Council, April 2004;
Editorial Revisions, May 2010;
Approved by the CAUT Council, November 2011;
Approved by the CAUT Council, May 2016;
Approved by the CAUT Council, November 2017;
Editorial Revisions, June 2022.