Participate In B.C.’s Carbon Pricing Review

The Community Social Planning Council of Greater Victoria is supporting B.C.’s Carbon Pricing Review with community sessions for equity-seeking groups.

These sessions will provide:

  • An update on the federal government’s minimum carbon price for all provinces and territories and BC’s plans to meet or exceed that.
  • Information on provincial carbon pricing, and
  • An opportunity to explore:
    • The different impacts of the carbon tax for diverse community members, especially those with low incomes
    • How carbon tax programs can be designed to help address fairness and affordability
    • What are some of the challenges that need to be looked at and how can we make carbon tax programs more accessible?

Feedback from engagement sessions will inform the provincial government’s review of the carbon tax, which aims to understand impacts of carbon pricing on affordability for households and businesses.

Capacity Funding of $21 per hour will be provided to low-income individuals; time commitment is 1.5 hours. Participants can opt-in to capacity funding upon registration.

There are four different engagement themes offered to organization representatives and community members. Please register for the one that most reflects your perspective. The session schedule and registration links are located below.

For organization representatives

For community members

New personal ID service helps people move out of homelessness

The Community Social Planning Council announces a new service for people in need and those supporting them. The Greater Victoria Coordinated ID Services offer assistance applying for ID, coverage of application fees, and safe ID storage. More details are available at communitycouncil.ca/Id-services and in the full release below.

Launch Press Release

Women’s Day 2022 – the gender wage gap in the CRD

Women in the Capital Regional District continue to earn less than men. The gap is larger for visible minority women and women with diverse cultural and ethnic backgrounds. Women annually earn between 30 and 75 cents for each dollar a white man earns.

Where does this gap come from?

Various intersecting factors feed into these income gaps—wage inequity, gender and culture specific norms, lack of childcare and caregiving responsibilities are just some examples. Women, and particularly visible minority women:

  • Are more likely to be part-time, temporary and contract workers.
  • Are more likely to do lower paying work, and conversely, compensation is traditionally lower for sectors in which the workers are mostly women.
  • Earn less per hour on average for similar work to men.

COVID-19 has widened the gap. The lack of adequate childcare, school aged children at home, and the high impacts on tourism, retail, food and hospitality and other sectors where women and particularly visible minority women were hit hardest.

In response, the Canadian Human Right Commission states:

“If we are to restore momentum in our efforts to bring about gender equality in Canada, social and economic recovery efforts must take a feminist approach. Closing the gender pay gap and improving social services for women in vulnerable circumstances are a must.”

How can we narrow the gaps in the Capital Region?

Conduct pay audits in your organization. The Canadian Federation of Independent Business provides exercises to conduct an internal audit. While it’s specific to the Pay Equity Act in Quebec, the questions can be adapted to other jurisdictions.

Support flexible work requirements. Women are often forced to choose between work, childcare, and other family commitments. A flexible schedule that eases in-office requirements can help.

Publish wage/salary information in job postings. Providing salaries up front keeps unintentional bias from creeping into the hiring process. Publishing a range allows room to negotiate based on education and experience while ensuring candidates have equal starting places.

Write your MLA and encourage them to pass provincial legislation that outline protections, processes, and remedies that require all BC employers to provide equal pay and to make the minimum wage a living wage (See the CSPC’s annual calculation for the living wage).


About the data

Note: Gender earnings gaps were calculated from median annual incomes.

Data Tables: CPP-5a: Aboriginal identity (7), Age groups (6), Sex (3), Income status in 2015 – CPP (7) and Selected labour force, work activity and income characteristics (35) for the population 15 years and over with income in private households, 2016 Census

CPP-5b: Visible minority status (14), Age groups (6), Sex (3), Income status in 2015 – CPP (7) and Selected labour force, work activity and income characteristics (35) for the population 15 years and over with income in private households, 2016 Census

Definitions for various demographic groups are included in the Stats Canada data tables listed.

References

Family Day Fact Sheet: No Family Left Behind 2022

Pandemic, housing crisis, economic pressures — how are different families in Victoria experiencing this challenging moment, and how can we support their overall social, economic, and mental well-being and resilience in the region? The facts presented in this info sheet reveal where challenges continue to present themselves and point us in the direction of solutions.

Download a PDF of the No Family Left Behind Fact Sheet.