Take the Pledge
to Prioritize
Pay Parity

In the fall of 2020, Unbounce rallied peers 
to take action on closing the pay gap.

While most companies know the gender pay gap exists—and want to minimize it—figuring out where to start and how to prioritize the work can be difficult. 

Having recently reached gender pay parity at Unbounce, we wanted to share what we learned and encourage other companies to do the same. By creating #PayUpForProgress, we aimed to share the knowledge, resources, support, and community that would help companies move from problem-aware to taking actionable steps. 

#PayUpForProgress

What Is 
#PayUpForProgress?

#PayUpForProgress is a pledge initiative that asks CEOs to prioritize pay parity just like they would any other business objective. The pledge is a commitment made by your company to complete a gender pay parity analysis and outline a plan of action to address what you find.

Let’s Start to Close the Gender Pay Gap

© 2020 Unbounce. All rights reserved.

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What's Inside the Pay Up for Progress Toolkit?

Company Case Studies

Step-by-Step Guide

Learn where you are in the journey towards pay parity, how to set your company up for a compensation analysis, and best practices for internal policies and communications.

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

Compensation Analysis Instructions

Get the 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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We Ask Companies To...

  • 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.

We Support Companies By...

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

  • Hosting workshops with advocates and experts to provide you with guidance and support.

  • Connecting you with a community of fellow pledged companies to give you real time encouragement and accountability.

Why Should Your Company Take the Pledge?

Build a Healthier Business

Organizations that make pay parity a priority see 13% higher employee engagement, are 19% more likely to exceed industry-average productivity, and 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 to 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. Take the pledge to make equal pay a priority at your company.

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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.

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, which is: 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 the term “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 females and an occupation dominantly filled by self-identifying males, 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. 

Can our company still take the pledge?

Yes! The pledge is still open for any company wanting to prioritize equal pay within their organization in 2021. 

New monthly cohorts of pledgers will be added to the Slack community of all pledged companies and experts in pay parity work. This is where we offer each other support, keep each other accountable for continued progress, and share learnings as we go along. 

You can anticipate workshops for the community of pledged companies to resume in March 2022, and in the meantime you can get started by reviewing the components of the Pay Up for Progress Toolkit and begin to build and execute your plan of action. 


How does equal pay differ for different groups of women?

What is an unadjusted pay gap versus an adjusted pay gap?

An unadjusted pay gap is the difference between the average earnings of what all men and women make at a company, regardless of their position, experience level, or type of work.

An adjusted pay gap is the gap adjusted for people in similar roles performing similar work, or in other words, adjusted to reflect the definition of equal pay/pay parity above. It is comparing “apples to apples.” and this is what we are referring to in the context of this initiative.

Equal Pay Day is different for different women, as the pay gap is 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 census:

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

  • Racialized women 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.

Read All FAQs
  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

The pledge is still open for any company to take that is looking to do the work in 2021.

Reach out to us at socialimpact@unbounce.com if you have questions about the pledge.

And you stepped up. 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
  • 67 companies (and growing!) have taken the pledge 

  • Over 8,000 employees have been impacted 

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

And you stepped up. 
Here's what we achieved together so far:

Take the PledgeRecap Video
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