McGill University
PAE-11: Sustainable Compensation

Working conditions at McGill are extremely competitive, which is one of the reasons why the University has been ranked among the Top 100 Employers in Canada two years running. Human Resources experts are constantly examining the job market and benchmarking with similar types of organizations to ensure that McGill remains highly competitive in attracting talent. McGill recently completed an evaluation of pay equity maintenance. The Quebec government requires that an evaluation be carried out every five years to ensure that predominantly female job classes continue to have access to the same level of maximum compensation as predominantly male job classes of equal value. - McGill is committed to maintaining pay equity as established by the adoption of its Pay Equity Plan. New generic job descriptions and role profiles or changes to current profiles resulting from modifications in organizational structure are developed and matched with the benchmark descriptions established by the Pay Equity Committee or evaluated using the Hay methodology. - Since the implementation of the McGill Pay Equity Plan, the University has ensured that salary policies have been applied equitably across all employee groups. - Rigorous management of a fair compensation structure for all employees and consideration of internal equity have ensured that McGill continues to respect its Pay Equity Plan commitments.