{"id":10826,"date":"2018-08-07T18:09:58","date_gmt":"2018-08-07T22:09:58","guid":{"rendered":"https:\/\/www.leaf.ca\/?p=10826"},"modified":"2020-11-27T11:27:17","modified_gmt":"2020-11-27T16:27:17","slug":"strong-pay-equity-decisions-from-supreme-court-of-canada","status":"publish","type":"news","link":"https:\/\/www.leaf.ca\/fr\/news\/strong-pay-equity-decisions-from-supreme-court-of-canada\/","title":{"rendered":"Strong Pay Equity Decisions from Supreme Court of Canada"},"content":{"rendered":"\n
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Strong Pay Equity Decisions from Supreme Court of Canada<\/h2>\n\n\n\n

The Supreme Court of Canada released decisions in two appeals heard in October, 2017, making strong and significantfindings that will further the analysis of women\u2019s equality and systemic discrimination. These cases are the first equality challenges under section 15 of the Charter of Rights and Freedoms<\/em>brought by women, through their unions and women’s organizations, in which laws were found to violate the Charter<\/em>because of sex discrimination and in which government could not justify the violation.<\/p>\n\n\n\n

The Equal Pay Coalition<\/a>, the Women\u2019s Legal Education and Action Fund<\/a> (LEAF) and the New Brunswick Coalition for Pay Equity<\/a> appeared together as the Equality Coalition at the Supreme Court of Canada in both cases: Attorney General of Qu<\/em>\u00e9<\/em>bec v. Alliance du personnel professional et technique de la sant<\/em>\u00e9<\/em>et des services sociaux, et al<\/em><\/a>. and Centrale des syndicats du Qu<\/em>\u00e9<\/em>bec, et al. v. Attorney General of Qu<\/em>\u00e9<\/em>bec, et al<\/em>.  The Equality Coalition welcomes the Supreme Court decisions, which represent an important step forward in achieving economic justice for women.<\/p>\n\n\n\n

At issue in these cases was women\u2019s access to pay equity in female-dominated workplaces such as childcare centres and language interpretation, as well as women\u2019s right to have pay equity maintained over time. Both cases involved challenges to provisions of the Quebec Pay Equity Act<\/em>. The Equality Coalition urged the Supreme Court of Canada to apply a robust equality analysis that recognized how systemic discrimination structures women\u2019s work, in order to advance women\u2019s right to pay equity and financial equality.<\/p>\n\n\n\n

In its two strongly-worded decisions, the Court made a number of key findings for women\u2019s equality and right to pay equity. The Court recognized pay equity as a fundamental human right and expressly acknowledged the systemic nature of pay discrimination. It noted the unfairness of allowing pay inequity to persist, stating that doing so unfairly makes women \u201cthe economy\u2019s ordained shock absorbers.\u201d Further, the Court found that restricting women\u2019s pay equity rights discriminates based on sex. The Court acknowledged that women in female-dominated workplaces experience the greatest wage discrimination.<\/p>\n\n\n\n

The Court firmly rejected arguments focused on lowering the bar for employers in order to encourage compliance with pay equity laws. The Court stated: \u201cReducing employers\u2019 obligations in the hopes of encouraging compliance subordinates the substantive constitutional entitlement of women to be free from discrimination in compensation to the willingness of employers to comply with the law. It sends the policy message to employers that defiance of their legal obligations under the Act will be rewarded with a watering-down of those obligations. And it sends the message to female workers that it is they who must bear the financial burdens of employer reluctance.\u201d<\/p>\n\n\n\n

\u201cThe Court strongly emphasized that women have been, and continue to be underpaid due to systemic sex discrimination that devalues women\u2019s work socially and economically,\u201d says Fay Faraday, co-counsel for the Equality Coalition. \u201cCanada\u2019s Census shows that women experience systemic pay discrimination across all sectors of the economy. The Court\u2019s decision confirms the important role that specialized proactive pay equity laws play in advancing women’s equality.\u201d<\/p>\n\n\n\n

Jan Borowy, co-counsel for the Equality Coalition added that vigilance is required to maintain pay equity, to ensure that discriminatory pay gaps don\u2019t re-emerge over time. \u201cThe Court\u2019s emphasis that pay equity \u2018is not an episodic right\u2019 and that employers are not entitled to any \u2018amnesty\u2019 from paying compensation to redress identified discrimination underscores that pay equity must be maintained and be subject to continued enforcement across Canada,\u201d she said.<\/p>\n\n\n\n

Shaun O\u2019Brien, LEAF\u2019s Legal Director states: \u201cThese will be important cases going forward. They recognize women\u2019s real situation and experiences in the workplace. The Court has understood that women have been deeply disadvantaged in our economy and has signaled that employers should not be accommodated at the expense of women\u2019s fundamental rights.\u201d<\/p>\n\n\n\n

\u201cThe Court\u2019s recognition of systemic pay discrimination confirms the plight of millions of workers in female-dominated jobs. Our hope is that these cases will prompt all levels of government to act and put in place adequate protections (e.g. legislation) to ensure pay equity for all,\u201d says Johanne Perron, Executive Director of the New Brunswick Coalition for Pay Equity.<\/p>\n\n\n\n

The Equality Coalition is grateful to counsel Fay Faraday of Faraday Law and Jan Borowy of Cavalluzzo LLP for their representation in this case. The Coalition is also grateful to the Ontario Federation of Labour for their financial support.<\/p>\n\n\n\n

The Equality Coalition\u2019s factum in Centrale des Syndicats du Qu<\/em>\u00e9<\/em>bec<\/em>is found here<\/strong>.<\/a>The Court decision in that case is found here<\/a>.<\/strong> The Equality Coalition\u2019s factum in Attorney General of Quebec <\/em>is found here<\/a>,<\/strong> with the Court decision in that case found here<\/a>.<\/strong><\/p>\n\n\n\n

For Media Inquiries:<\/h3>\n\n\n\n

Fay Faraday, 416-389-4399
Jan Borowy, 416-964-5518<\/p>\n\n\n\n

About the Equal Pay Coalition:<\/h3>\n\n\n\n

The Equal Pay Coalition was formed in 1976 to combat pay discrimination and has been operating continuously since then. It is a coalition of organizations across Ontario that seek equal pay for work of equal value (\u201cpay equity\u201d) both through legislation and collective bargaining. The Coalition has over 41 constituent and partner groups across all sectors, including businesses, professional organizations, labour groups and community organizations, which represent Ontario women and men who support equal pay for work of equal value.  The Coalition includes representatives of both unionized and non-unionized workers. The Coalition works in collaboration with many research and policy institutions to advance research and analysis of systemic intersectional sex discrimination in the economy.<\/p>\n\n\n\n

About the Women\u2019s Legal Education and Action Fund (LEAF):<\/h3>\n\n\n\n

Since April 17, 1985, when equality rights were enshrined in sections 15 and 28 of the Charter of Rights and Freedoms,<\/em> LEAF has used litigation, law reform and public education to work toward equality for women and girls. LEAF intervenes in key cases to ensure that when courts interpret equality rights, there will be a systemic improvement in women\u2019s lives. For more information about LEAF, visit www.leaf.ca.<\/strong><\/a><\/p>\n\n\n\n

About the New Brunswick Coalition for Pay Equity:<\/h3>\n\n\n\n

The New Brunswick Coalition for Pay Equity is a group of individuals and organizations that educates and advocates for the adoption and the implementation of adequate legislation in order to achieve pay equity for all workers in both the public and private sectors. For media inquiries directly to the New Brunswick Coalition for Pay Equity, please contact:<\/p>\n\n\n\n

Rachel Richard, Public Engagement Officer
Tel \/ T\u00e9l.: 506.855.0002
rachel.richard@equite-equity.com<\/a><\/p>\n\n\n\n

La Cour supr\u00eame du Canada rend d\u2019importantes d\u00e9cisions sur l\u2019\u00e9quit\u00e9 salariale<\/h2>\n\n\n\n

La Cour supr\u00eame du Canada a tranch\u00e9 deux appels sur lesquels elle avait statu\u00e9 en octobre 2017 et a tir\u00e9 d\u2019importantes conclusions qui permettront d\u2019approfondir l\u2019analyse sur l\u2019\u00e9galit\u00e9 des femmes et la discrimination syst\u00e9mique. Ce sont les premi\u00e8res contestations portant sur l\u2019\u00e9galit\u00e9 pr\u00e9sent\u00e9es, en vertu de l\u2019article 15 de la Charte des droits et libert\u00e9s, <\/em>par des femmes \u2013 par l\u2019entremise de leurs syndicats et de leurs organismes \u2013, o\u00f9 la Cour a d\u00e9termin\u00e9 que les lois contrevenaient \u00e0 la Charte<\/em>en raison de discrimination fond\u00e9e sur le sexe et o\u00f9 le gouvernement ne pouvait pas justifier la violation.<\/p>\n\n\n\n

Regroup\u00e9es sous le nom de Coalition pour l\u2019\u00e9quit\u00e9, la Coalition pour l\u2019\u00e9quit\u00e9 salariale<\/a>, le Fonds d’action et d’\u00e9ducation juridique pour les femmes (FAEJ)<\/a> et la Coalition pour l\u2019\u00e9quit\u00e9 salariale du Nouveau-Brunswick<\/a> ont fait front commun devant la Cour supr\u00eame du Canada dans les deux causes : Procureure g\u00e9n\u00e9rale du Qu\u00e9bec c. Alliance du personnel professionnel et technique de la sant\u00e9 et des services sociaux, et al. <\/em>et Centrale des syndicats du Qu\u00e9bec, et al.<\/em><\/a> c. <\/em>Procureure g\u00e9n\u00e9rale du Qu\u00e9bec, et al. <\/em>La Coalition pour l\u2019\u00e9quit\u00e9 accueille favorablement les deux d\u00e9cisions, qui marquent une importante \u00e9tape vers l\u2019atteinte de la justice \u00e9conomique pour les femmes. \u00c9tait en jeu dans ces causes : l\u2019acc\u00e8s \u00e0 l\u2019\u00e9quit\u00e9 salariale pour les travailleuses occupant des postes \u00e0 pr\u00e9dominance f\u00e9minine, comme le personnel de garderie et les interpr\u00e8tes, ainsi que leur droit \u00e0 maintenir l\u2019\u00e9quit\u00e9 \u00e0 l\u2019avenir. Dans les deux cas, la Coalition contestait certaines dispositions de la Loi sur l\u2019\u00e9quit\u00e9 salariale<\/em>du Qu\u00e9bec afin de faire avancer le droit des femmes \u00e0 l\u2019\u00e9quit\u00e9 salariale et financi\u00e8re; elle a recommand\u00e9 vivement \u00e0 la Cour de s\u2019appuyer sur une analyse rigoureuse qui montre en quoi la discrimination syst\u00e9mique influence le travail des femmes.<\/p>\n\n\n\n

Gr\u00e2ce aux deux d\u00e9cisions sans \u00e9quivoque rendues par la Cour, la cause des femmes a obtenu un bon coup de pouce. En effet, le tribunal de derni\u00e8re instance a reconnu que l\u2019\u00e9quit\u00e9 salariale constituait un droit fondamental de la personne et a convenu explicitement de la nature syst\u00e9mique de la discrimination salariale. La Cour a soulign\u00e9 qu\u2019il est injuste de perp\u00e9tuer l\u2019iniquit\u00e9 salariale, car cette injustice cantonne les femmes dans un r\u00f4le \u00ab d\u2019amortisseurs de l\u2019\u00e9conomie \u00bb. De plus, elle a conclu que la limitation des droits \u00e0 l\u2019\u00e9quit\u00e9 salariale est une forme de discrimination fond\u00e9e sur le sexe. Par ailleurs, elle a reconnu que les travailleuses dans les secteurs \u00e0 pr\u00e9dominance f\u00e9minine souffrent davantage de discrimination salariale.<\/p>\n\n\n\n

La Cour a rejet\u00e9 les arguments pr\u00f4nant la r\u00e9duction des obligations de l\u2019employeur dans le but de les encourager \u00e0 respecter les lois sur l\u2019\u00e9quit\u00e9 salariale : \u00ab R\u00e9duire les obligations des employeurs dans l\u2019espoir de les encourager \u00e0 respecter la loi subordonne le droit substantiel d\u2019ordre constitutionnel des femmes de ne pas faire l\u2019objet de discrimination salariale \u00e0 la volont\u00e9 des employeurs de respecter la loi. Les employeurs re\u00e7oivent un message selon lequel le non\u2011respect des obligations l\u00e9gales qui leur incombent en application de la Loi <\/em>sera r\u00e9compens\u00e9 par une r\u00e9duction de ces obligations.Les travailleuses pour leur part re\u00e7oivent comme message que c\u2019est \u00e0 elles de supporter le fardeau financier du manque d\u2019empressement de l\u2019employeur. \u00bb<\/p>\n\n\n\n

\u00ab La Cour a insist\u00e9 sur le fait que les femmes ont \u00e9t\u00e9 sous-pay\u00e9es par le pass\u00e9 et continuent de l\u2019\u00eatre \u00e0 ce jour en raison d\u2019une discrimination syst\u00e9mique fond\u00e9e sur le sexe qui d\u00e9value leur travail tant sur le plan social que sur le plan \u00e9conomique \u00bb, fait valoir Fay Faraday, une des avocates de la Coalition sur l\u2019\u00e9galit\u00e9. Le Recensement du Canada montre que la discrimination salariale syst\u00e9mique que subissent les femmes s\u00e9vit dans tous les secteurs de l\u2019\u00e9conomie. La d\u00e9cision de la Cour confirme l\u2019importance qu\u2019ont les lois proactives ax\u00e9es sp\u00e9cifiquement sur l\u2019\u00e9quit\u00e9 salariale dans l\u2019avancement de l\u2019\u00e9galit\u00e9 des femmes. \u00bb Jan Borowy, une autre avocate repr\u00e9sentant la Coalition, affirme qu\u2019il faut faire preuve de vigilance pour maintenir l\u2019\u00e9quit\u00e9 salariale et \u00e9viter la r\u00e9apparition des \u00e9carts salariaux discriminatoires plus tard. \u00ab En faisant valoir que l\u2019\u00e9quit\u00e9 salariale \u201cn\u2019est pas un droit intermittent\u201d et que les employeurs n\u2019ont droit \u00e0 aucune \u201camnistie\u201d les exemptant de verser une indemnit\u00e9 pour r\u00e9parer la discrimination d\u00e9crite, la Cour met en \u00e9vidence qu\u2019il faut maintenir l\u2019\u00e9quit\u00e9 salariale et continuer \u00e0 l\u2019appliquer partout au Canada \u00bb, dit-elle. Selon la directrice des services juridiques du FAEJ, Shaun O\u2019Brien, \u00ab Ces d\u00e9cisions s\u2019av\u00e9reront d\u2019une grande importance, car elles reconnaissent la r\u00e9alit\u00e9 des travailleuses. La Cour a compris que les femmes souffrent \u00e9norm\u00e9ment de disparit\u00e9s \u00e9conomiques et a indiqu\u00e9 qu\u2019il faut \u00e9viter d\u2019adapter des mesures favorisant les employeurs au d\u00e9triment des droits fondamentaux des femmes \u00bb.<\/p>\n\n\n\n

\u00ab En reconnaissant que la discrimination salariale syst\u00e9mique existe bel et bien, le Cour supr\u00eame du Canada confirme le sort de millions de femmes qui occupent des postes \u00e0 pr\u00e9dominance f\u00e9minine. Nous esp\u00e9rons que ces d\u00e9cisions inciteront tous les niveaux d\u2019administration publique d\u2019agir et de mettre en place une protection ad\u00e9quate (c\u2019est-\u00e0-dire des lois) pour assurer l\u2019\u00e9quit\u00e9 salariale pour tous les travailleurs et travailleuses \u00bb, affirme Johanne Perron, directrice g\u00e9n\u00e9rale de La Coalition pour l\u2019\u00e9quit\u00e9 salariale du Nouveau-Brunswick.<\/p>\n\n\n\n

La Coalition pour l\u2019\u00e9quit\u00e9 tient \u00e0 remercier Fay Faraday de Faraday Law et Jan Borowy de Cavalluzzo LLP de l\u2019avoir repr\u00e9sent\u00e9e aupr\u00e8s de la Cour. Elle remercie \u00e9galement la F\u00e9d\u00e9ration des travailleurs de l\u2019Ontario pour son soutien financier.<\/p>\n\n\n\n

Pour consulter le m\u00e9moire de la Coalition pour l\u2019\u00e9quit\u00e9 dans l\u2019affaire Centrale des syndicats du Qu\u00e9bec<\/em>, cliquez ici<\/a>.<\/strong> La d\u00e9cision de la Cour se trouve ici<\/a>.<\/strong><\/p>\n\n\n\n

Pour consulter le m\u00e9moire de la Coalition sur l\u2019\u00e9quit\u00e9 dans l\u2019affaire Procureure g\u00e9n\u00e9rale du Qu\u00e9bec<\/em>, cliquez ici<\/a>.<\/strong> La d\u00e9cision de la Cour se trouve ici<\/a>.<\/strong><\/p>\n\n\n\n

Renseignements pour les m\u00e9dias :
<\/strong>Fay Faraday         416-389-4399
Jan Borowy        416-964-5518<\/p>\n\n\n\n

La Coalition pour l\u2019\u00e9quit\u00e9 salariale<\/h3>\n\n\n\n

La Coalition pour l\u2019\u00e9quit\u00e9 salariale lutte contre la discrimination salariale depuis 1976. Elle revendique un salaire \u00e9gal pour un travail de valeur \u00e9gale (l\u2019\u00e9quit\u00e9 salariale) et, pour ce faire, elle pr\u00f4ne l\u2019adoption de lois et de conventions collectives. Elle compte parmi ses membres plus de 41 groupes et partenaires en Ontario repr\u00e9sentant tous les secteurs d\u2019activit\u00e9s : entreprises, organisations professionnelles, syndicats et organismes communautaires. La Coalition d\u00e9fend la cause des syndiqu\u00e9s et des non-syndiqu\u00e9s et travaille de concert avec plusieurs \u00e9tablissements de recherche et groupes de r\u00e9flexion pour faire avancer la recherche sur la discrimination syst\u00e9mique intersectorielle fond\u00e9e sur le sexe.<\/p>\n\n\n\n

Le Fonds d’action et d’\u00e9ducation juridique pour les femmes (FAEJ)<\/h3>\n\n\n\n

Depuis le 17 avril 1985, jour o\u00f9 les droits \u00e0 l\u2019\u00e9galit\u00e9 ont \u00e9t\u00e9 garantis en vertu des articles 15 et 28 de la Charte des droits et libert\u00e9s<\/em>, le FAEJ a recours aux tribunaux, \u00e0 la r\u00e9forme de lois et aux campagnes d\u2019information pour promouvoir l\u2019\u00e9galit\u00e9 des femmes et des filles. Il intervient dans les cas d\u00e9terminants pour s\u2019assurer que l\u2019interpr\u00e9tation des droits \u00e0 l\u2019\u00e9galit\u00e9 fournie par les tribunaux se traduise par une am\u00e9lioration concr\u00e8te dans la vie des femmes.<\/p>\n\n\n\n

Pour de plus amples renseignements sur le FAEJ, consultez le www.leaf.ca.<\/strong><\/a><\/p>\n\n\n\n

La Coalition pour l\u2019\u00e9quit\u00e9 salariale du Nouveau-Brunswick<\/h3>\n\n\n\n

La Coalition pour l\u2019\u00e9quit\u00e9 salariale du Nouveau-Brunswick est un regroupement de personnes et d\u2019organismes qui fait de l\u2019\u00e9ducation et de la revendication pour l\u2019adoption de mesures l\u00e9gislatives ad\u00e9quates afin d\u2019assurer l\u2019\u00e9quit\u00e9 salariale pour toutes les travailleuses et tous les travailleurs des secteurs public et priv\u00e9.<\/p>\n\n\n\n

Pour plus de renseignements sur la Coalition pour l\u2019\u00e9quit\u00e9 salariale du Nouveau\u2011Brunswick, veuillez communiquer avec :<\/p>\n\n\n\n

Rachel Richard, agente d\u2019action communautaire
T\u00e9l. : 506-855-0002
rachel.richard@equite-equity.com<\/a>
coalition2@equite-equity.com<\/a><\/p>\n","protected":false},"featured_media":0,"template":"","meta":{"_acf_changed":false},"categories":[25,210,4],"tags":[99,100],"class_list":["post-10826","news","type-news","status-publish","hentry","category-featured","category-leaf-cases","category-whats-new","tag-equality","tag-women"],"acf":[],"yoast_head":"\nStrong Pay Equity Decisions from Supreme Court of Canada - LEAF<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.leaf.ca\/fr\/news\/strong-pay-equity-decisions-from-supreme-court-of-canada\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Strong Pay Equity Decisions from Supreme Court of Canada - LEAF\" \/>\n<meta property=\"og:description\" content=\"The Supreme Court of Canada released decisions in two appeals heard in October, 2017, making strong and significantfindings that will further the analysis of women\u2019s equality and systemic discrimination. 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