Take the Pledge
to Prioritize
Pay Parity

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.

But companies that prioritize pay parity see increased productivity, better employee engagement, and lower turnover.1 

At Unbounce, we recently reached gender pay parity in 2019. Now, we want to share what we learned and encourage other companies to do the same. If you’re ready to move from problem-aware to action-oriented, this pledge will help you take the first meaningful step.


What is the Pledge?

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.

This pledge is open to all companies—including those that have already started the process, those that have achieved pay parity and are committed to continual assessment, and those that don’t know where to begin. Part of the process is figuring out a timeline and goals that make sense for your business, and by pledging you’ll receive support to take the first step.

Let’s Start to Close the Gender Pay Gap

© 2020 Unbounce. All rights reserved.

Take the PledgeWhy PeaceGeeks?

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 analysts 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









Your Commitment

  • Your company takes the pledge to prioritize pay parity.

  • You’ll take the steps to complete a gender compensation analysis.

  • You’ll use the analysis to outline next steps and goals for your organization.

How We’ll Help

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

  • We'll connect you with a community of fellow pledged companies to give you real time support 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 are 54% more likely to beat industry-average turnover rates.1

Get Accountability and Support

When you pledge, you’ll receive an invite to a Slack community of fellow pledged companies. 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?

Take the Pledge

Frequently Asked Questions

It’s time for progress. Take the pledge to make equal pay a priority at your company.

Take the Pledge

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. 

Is there a deadline for when companies must reach pay parity?

No. Part of the process you’re committing to is determining a timeline and goals that make sense for your business.

We recognize that every company is at a different stage in their journey towards pay parity. For some, this may mean the first step is Step 1 in the Equal Pay Toolkit: Where Am I and Where Do I Begin?. For others, they may have been working towards this for a longer time so they have the structure in place and are ready for Step 11 in the Equal Pay Toolkit: Analyze Your Data. 

By taking the pledge, each company is committing to beginning the necessary work to be able to conduct a gender pay parity assessment and outlining a plan of action to address findings. However, the time it takes to accomplish these things will vary depending on the size of the company and what stage of the process they are in.

Note: The formal portion of the pledge will wrap at the beginning of February, 2021 when Unbounce hosts an accountability workshop where pledged companies can share where they are in the journey and what their next steps will be. The Slack community will continue to exist so that the support is continual.

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