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.