Working for the city
A fair and equitable workplace
Disparities are numerous, and appear to be growing. Of course, in terms of
income: female senior-level managers have more financial resources but less free
time, female workers must deal with balancing work and family, some of them work
part-time but make less money, and some others are simply unemployed and without
income. A minimum wage salary does not allow one to overcome poverty. The city
itself is a prominent employer and as such, the Conseil des Montréalaises
believes that it must set an example. The Conseil des Montréalaises, concerned
by the fact that less than 10% of women were represented in high management
positions, sought to understand the leading causes of this situation. This is
why women’s professional ascent was the subject of a study and an opinion paper.
There are also disparities concerning work status within their profession or
in terms of roles (gender-based or culturally- based), and concerning access to
recreational activities, services and networks. Immigrants with graduate degrees
are not able to access positions matching their qualifications.
As an employer, the city has a responsibility in the matters of wage parity,
equal access to employment, work-life balance, promotions, training and
retention. The high number of planned retirements in years to come will bring
transitional challenges.