By now, you know the pay gap exists—and of course, you want to minimize it. But starting can be difficult, overwhelming even.

At Unbounce, we reached pay parity in 2020—and have only continued to learn and grow since. With #PayUpForProgress, we’re sharing what we learned to encourage other companies to do the same. It’s not only the right thing to do. It makes good business sense. 

Take the pledge to prioritize equal pay, and get access to the right knowledge, resources, and support systems to start the journey in your organization.

#PayUpForProgress

What Is 
#PayUpForProgress?

#PayUpForProgress is a pledge initiative that asks CEOs and business leaders to prioritize pay parity just like any other business objective. 

The pledge is a commitment made by your company to complete a gender pay parity analysis and to create a plan of action to address what you find.

Take Action Today to Close the Pay Gap

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What's Inside the Pay Up for Progress Toolkit?

Company Case Studies

A Step-by-Step Guide

Learn where you are in the journey towards pay parity and best practices for internal policies and communications.

See how real companies have successfully reached gender pay parity—including Unbounce—and learn from their processes, lessons, and takeaways.

Compensation Analysis Instructions

Get analysis instructions created by a team of data scientists and compensation experts. These will help you identify whether there’s a gender wage gap at your company.

Advisory Partners Supporting the Pledge

Download the Toolkit

A woman makes $0.92 for every $1 made by a man, even after adjusting for differences in industries, occupations, and rate of part-time work 2. And this gap doesn’t acknowledge the unique struggles faced by different groups of women, including racialized women, trans women, and women living with disabilities who face even larger wage gaps. Read more

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The Ask on You ...

  • Take the pledge to prioritize pay parity.

  • Take the steps to complete a gender compensation analysis.

  • Use the analysis to outline next steps and goals for your organization.

The Support from Us ...

  • Access to the "Pay Up for Progress Toolkit,” which includes step-by-step instructions to start taking practical steps toward achieving pay parity.

  • Organized sessions with experts and other pledgees to provide you with guidance and support.

  • A community of fellow pledged companies to give you real-time encouragement and accountability.

Why Your Company Should Take the Pledge

Build a Healthier Business

Because pay parity makes business sense, organizations that prioritize pay parity see 13% higher employee engagement, are 19% more likely to exceed industry-average productivity and are 54% more likely to beat industry-average turnover rates.¹

Get Accountability and Support

After pledging, you’ll receive the comprehensive Pay Up for Progress Toolkit that will walk you through the step-by-step process to reaching pay parity, as well as an invitation to a Slack community of pledged companies and experts in pay parity work. A community working together can encourage one another while sharing invaluable experiences and tips.

Inspire an Equitable Economy, Post-COVID

“Normal” wasn’t working for everyone, and during the pandemic, we’ve seen greater negative effects on already marginalized groups, including women and gender-diverse individuals. This is your chance to ensure inclusive economic recovery and motivate other businesses to do the same.

Ready to Make Equal Pay a Priority?

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Frequently Asked Questions

It’s time for progress to end a lifetime of inequality. Take the pledge to prioritize equal pay.

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Please note this pledge must be taken by the CEO or Head of Human Resources/People & Culture (or equivalent) of the pledging company. You can determine who is the best fit to attend the workshops and complete the work, however, it is important that the commitment comes from those with the relevant decision-making power.

Ready for Progress?
Take the Pledge.

By taking the pledge, leaders at your organization are demonstrating that equal pay is a priority at your company. Your organization will dedicate resources to move towards, and eventually complete, a gender compensation analysis—or, if you’ve already done the work—a reassessment of your gap to-date.

We recognize every company is different, and your timeline to achieve pay parity depends on the size of your business and what stage of the process you are in. That said, the pledge is open to any organization serious about doing the work.

When you take the pledge by October 16, 2020, you’ll receive an invitation to two pay parity workshops, alongside the first cohort of other pledged companies.

Who should take the pledge?

To ensure that gender pay parity is prioritized as a valid business objective, we are asking CEOs or the Head of Human Resources/People & Culture to be the ones to take the pledge on behalf of their organization.

What happens after I take the pledge?

First things first—welcome to the Pay Up for Progress pledgees! From here, you will receive the Pay Up For Progress toolkit, where you can begin to review where you’re at as a company and begin to build and execute your plan of action. Don’t forget to use the badge kit that’s included in your introductory email—feel free to add these to your website and other collateral to share the message that you’ve prioritized pay parity in your organization.

You will also be invited to the Pay Up For Progress Slack community that includes all pledged companies and experts in pay parity work. This is where we offer each other support, network, keep each other accountable for continued progress, and share learnings as we go along. 

Throughout 2022, you will be invited to events with diversity, equity and inclusion (DEI) leaders, compensation experts, and companies wanting to share their journeys toward equal pay. We’re in this journey together, and only by working together will we move the needle to create and enable pay equality. ⚖️

How does the pay gap relate to different groups of women?

What is the difference between ‘equal pay’, ‘pay parity’ and ‘pay equity’?

There are different ways to define pay parity, and how it is defined sets the foundation for the rest of the work done. Unbounce has defined pay parity and equal pay in the same way: self-identifying women and self-identifying men, in the same job and location, being paid fairly, relative to one another.

This is slightly different from “pay equity,” which is defined as equal pay for work of equal value, where work does not necessarily need to mean the same job. For example, ensuring equal pay for an occupation dominantly filled by self-identifying women and an occupation dominantly filled by self-identifying men, based on levels of skill, effort, responsibility and working conditions involved in doing the work. Pay equity is a broader analysis that goes beyond the scope of what one company can choose to control and therefore is not a focus of this toolkit and pledge.

We know that gender is not binary and should never be assumed, so employees should have the opportunity to self-identify in the data used for a pay parity analysis at your company. 

Yep—the pay gap is different (and much larger) for women who face multiple forms of discrimination, such as Women of Colour, trans women, and women living with a disability.

While it is difficult to find data for the adjusted pay gap for each group, the discrepancy is evident by looking at the unadjusted pay gap. While the overall wage gap for Canadian women is approximately 13%, according to data from the 2016 Canadian census²:

  • Indigenous women working full-time, full-year earn an average of 35% less than non-Indigenous men, earning 65 cents to the dollar.

  • Women of Colour working full-time, full-year earn an average of 33% less than non-racialized men, earning 67 cents to the dollar.

  • Newcomer women working full-time, full-year earn an average of 29% less than non-newcomer men, earning 71 cents to the dollar.

The #PayUpForProgress toolkit is predominantly focused on achieving pay parity between self-identifying men and women, however, it will enable you to start the relevant discussions to include an intersectional lens into your analysis.

Read All FAQs

Nope. You will not be asked to disclose company compensation information or analysis findings. Of course, we encourage you to share learnings, but what you choose to share is entirely up to you.

Am I required to disclose my findings?

  1. Aptitude Research Partners, “The Power of Pay Equity,” 2017

  2. Statistics Canada, Labour Force Survey, “The Gender Wage Gap in 2018”, 2019

A Few Companies That Have Already Taken the Pledge

Take the pledge to make a meaningful change in your organization—today.

Questions? Reach out to us at socialimpact@unbounce.com to get in touch.

Here’s what we achieved together so far:

  • 57 companies (and growing!) have taken the pledge 

  • Over 6,700 employees have been impacted 

  • From 6 locations across Canada and the U.S.A.

Recap Video

70 companies (and growing!) have taken the pledge 

Over 8,000 employees have been impacted across Canada and the U.S.A.

 
Over the last two years ...

Take the PledgeRecap Video
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Information is power. And the #PayUpForProgress toolkit is your source of truth for everything you need to know to get started to achieve pay parity. 

What’s inside?

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Take the Pledge
to Prioritize
Pay Parity—Today

Take the Pledge

By now, you know the pay gap exists—and of course, you want to minimize it. But starting can be difficult, overwhelming even.

At Unbounce, we reached pay parity in 2020—and have only continued to learn and grow since. With #PayUpForProgress, we’re sharing what we learned to encourage other companies to do the same. It’s not only the right thing to do. It makes good business sense. 

Take the pledge to prioritize equal pay, and get access to the right knowledge, resources, and support systems to start the journey in your organization.