Ontario's Pay Equity Act Doesn't Care That You're a Team of One

If you're the only person handling HR at your organization, Ontario's Pay Equity Act doesn't care that you're a department of one. You still need a gender-neutral system for comparing jobs — one that actually looks at Skill, Effort, Responsibility, and Working Conditions, not just "what feels fair."

The problem is most point-factor plans in circulation are either:

·      Decades old and never revisited

·      Borrowed from a large employer's overbuilt system (15+ factors, inconsistent scales, sub-grades within sub-grades)

·      Or don't exist at all. Just a spreadsheet someone built once and never touched again

I've spent years doing this work inside a real organization, building and defending factor plans, not just reading about them. And I've been building something for lean HR teams who need a plan that's actually usable, not just technically compliant.

I put together a simplified starter point-factor plan: 9 factors, one consistent scoring scale, mapped cleanly to Skill/Effort/Responsibility/Working Conditions. This is the kind of foundation a solo HR person could realistically use to start scoring roles this week, not after a six-week consulting engagement.

I'm opening early access to a small group before this goes further.

If you're the HR function at your organization (or close to it) and pay equity compliance is somewhere on your worry list, drop a comment or send me a message and I'll get you access.

Curious what's actually holding people back here: is it not knowing where to start, not having time to build something from scratch, or something else entirely? Message me - I’d love to hear from you.

#HR #PayEquity #HumanResources #PeopleOps #OntarioEmployers