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Organizations in B.C. have work to do to enhance compensation practices, address pay transparency: CPHR survey

Half of organizations in British Columbia don’t have a formal compensation philosophy, suggesting there’s a “significant” opportunity to enhance pay practices across all levels, according to a new survey.

The survey was commissioned by the Chartered Professionals in Human Resources BC & Yukon (CPHR BC&YK) and undertaken by Western Compensation & Benefits Consultants (WCBC).

On the flip side, it found nearly 40% of the survey organizations have conducted a pay equity analysis while another 37% are planning to do so.

“In the course of conducting this survey, we learned that a significant proportion of organizations either lack a fully developed compensation philosophy or have not documented it comprehensively, which could lead to inconsistencies and questions about fairness and transparency,” said Linda Reid, partner at WCBC.

“With increasing requirements to address pay transparency, organizations can expect more employee inquiries regarding compensation levels and how they are determined. Having a well thought out, defensible compensation philosophy can go a long way to build trust and understanding of your workforce,” said Reid.

The survey was conducted between September and November 2023. It contains data from 205 organizations and provides comprehensive information for 36 human resources positions.

More than two-thirds of the organizations surveyed have undertaken diversity, equity, and inclusion (DE&I) initiatives. These initiatives have led to such things as education and training for managers and employees, implementing policies to ensure that the organization is attracting a diverse pool of candidates, and amending human resource policies and plans.

“The findings from the survey are particularly significant in light of the BC Government’s introduction of the BC Pay Transparency Act to address wage disparities and promote equity in the workplace,” said Anthony Ariganello, FCPHR, CEO, CPHR BC & Yukon.

“While the Act has clear advantages in terms of reducing discrimination and enhancing accountability, organizations across the province that have yet to take steps on this issue, need to get a handle on it fairly quickly if they want to avoid administrative burdens, as well as the potential of unintended consequences by not adhering to the Act.”