In May of 2023, the BC Government introduced the Pay Transparency Act, aiming to close the gender pay gap and promote fairness in BC workplaces. The legislation brings into effect annual reporting requirements for employers of more than 50 staff, effective November 1st, 2026. This report reflects not only the fulfillment of that requirement, but also the City's commitment to promoting a fair and equitable workplace. This collection of data is a starting point to better understand our existing structure of compensation and employee make-up, as well as potential areas of focus moving forward.
What's inside
Data required includes:
- Hourly pay gaps
- Overtime pay information
- Bonus pay
- A gender breakdown of pay by 'pay quartile' (ie. highest vs. lowest paid employees)
Readers Notes:
- Responses to the City's survey on employee gender are voluntary, and in alignment with the Pay Transparency Act, results are suppressed where fewer than ten employees identify with a provided category for privacy.
- The employee gender dataset includes a number of employees who selected 'prefer not to say' or for whom gender information is unavailable. As a result, the reported gender data does not represent all City employees. As gender data collection becomes more fully integrated into our employment processes, the completeness of the dataset is expected to improve over time.
- Overtime pay is not available in all City positions. Overtime earnings reported in this document reflect only employees in positions that are eligible for overtime pay. At the time of reporting, employees in overtime-eligible departments are predominantly male. This workforce composition is reflected in the overtime pay data presented in this report.
Find a copy of our Pay Transparency Report, below:
For additional information on the Pay Transparency Act, check out the Provincial website, here.