Advocacy

  • Moms at Work answers your advocacy questions

    Moms at Work has become infamous for its innovative coaching programs, collective group space and for being a company that has successfully wrapped advocacy and action into it’s day to day offerings.

    I get asked a lot of questions about advocacy work and “how to do it” so I wanted to take a moment to answer them here. BUT – before we start I just want to thank you for trusting me with your questions I have done my best to answer honestly.

    To start I want to provide a definition of what an advocate is and why this is an important place to start:

    Advocate: a person who publicly supports or recommends a particular cause or policy.

    The focus word here is PUBLICLY. So when I talk about advocacy there is an underlying assumption for Moms at Work that you need to be doing more than signing a document or posting online. You need to publicly show up in person, publicly use your platform and privilege to support your idea.  

    Anything else I lump under awareness or volunteerism which are their own things and have their purpose in changemaking but for the purpose of this piece are not advocacy

    Ok so here are the top questions: 

    I only have a few hours a week what can I do that is meaningful?

    Advocacy is slow and painful and really hard to do with volunteers. The projects that we commit to are years in length and the wins are few. That is the truth. If you have a useful skill and a block of hours I would approach an organization with this:

    “Hi my name is X – I am a graphic designer and have 10 hours to volunteer during the month of May – would my skill set be helpful for you”

    The answer may be no. They may have other roles and jobs available but being specific is really helpful.

     

    What are the top five things I can do to REALLY make a difference with less than 5 hours:

    Honestly – lots but not in the way you probably want to do it. They want to show up in the glory moments but not doing the boring work. I get it that is the best part but not the “work” part.

    1. If you truly want to commit a few hours then yes the absolute best thing you can do is what the organization needs and many of these things we REALLY need people to show up. Showing up at a rally, attending in person, attending council meetings.
    1. Commit to talking about the topic with 10 people. On social media, share resources, have conversations at work, at holiday dinners. Many of these topics are divisive so use the hours to read books, understand the nuances of the issues so you are better able to talk about them. This is the public part of advocacy.
    1. Talk to your kids about them. Involve them. This is why #1 – teaching kids to show up for things they believe in is a gift. You have to show them. This is why in person is so important. My kids have been to dozens of rallies – more. They watch, listen and understand. If you want to raise advocates bring them along.
    1. Donate to organizations with money so they can pay people to do the horrible boring work. These people are a gift pay them.
    1. Be the person who is at a place EVERY WEEK. The same way you do yoga on Monday nights – be the Monday food server at a soup kitchen, be the person who drives seniors to appointments on Monday. Be that person every week. The consistent person. This is the best gift.

    Tell me how I can help! What can I do to help?

    This is really frustrating and when people say this online I hope that they don’t REALLY expect an answer. One of the things we talk about for women is the “mental load” – please do not expect advocates to fight the fight AND figure it out for you – go back to #1 and you tell us 🙂 Get specific. Tell us the skill you have and the commitment you can make. 

    If you are at this stage then you probably need to sit down and decide how much time you have to commit so that you can send the email I explained before instead of asking this question.

    How do I prevent advocacy burn out? 

    This question was answered so well by  https://faunalytics.org/ that I used their answer.

    “Common causes of advocate burnout can be grouped into three main categories: internal stress, external stress, and inter-group stress. Internal stress can refer to any personal angst, dismay, or guilt that an advocate feels about the pace of change, their role in the movement, and/or the extent of the problem they are trying to solve. External stress usually refers to the opponents of advocacy constructing legal or political barriers to progress, or lack of support amongst the general public. Finally, inter-group stress is strongest among already-marginalized advocates like women and people of color, who often find advocacy circles to have their own problems with discrimination. Infighting between organizations is also a common cause of stress, when groups with similar goals refuse to cooperate over ideological or practical disagreements – radicalism vs incrementalism, for example.” 

    The work of advocacy never causes burnout for me – the real frustration is at the lack of cooperation between organizations fighting the same fight. 

    It is the horrible and angry emails, FB DMs and hatred from the very people who we are fighting for. People swear at me, threaten me and we run a very fine line knowing that our commitment to these causes makes us a target.

    People often feel an entitlement to your space, time and emotions as an advocate. You can, should and will need to say no. Say it hard and say it loud.

    Why doesn’t moms at work let people volunteer? (This is a 2 part answer)

    Moms at Work is a business. We run programs, sell courses and coaching. From our profits we direct nearly 10% to our advocacy work (Im joking it is more like 25%) in which my staff is well compensated to organize. When you buy from us you are making our advocacy happen.

    Our messaging, purpose and advocacy is well organized and we have to respond to meetings within minutes (actual minutes). Media, politicians and organizations work with us because we are GOOD AT OUR JOB and bring expertise in PR, organizing, social media, policy and more. This is not an operation that can be run with volunteers.

    We create change in our community, with businesses, with unions, with individuals and in spaces we never imagined. 

    You can support us by sharing our stuff. Talking about us at your office. Sharing our salary negotiation toolkits and courses with young women. YOU are our biggest advocate. We can’t do this without you. You doing that MATTERS to me. 

    (Sits up a bit straighter) I understand that the non-profit industrial complex has become deeply embedded in society but I run a profitable business that does not need to be a non-profit. By not taking government or corporate funding it allows us to meet with government officials, be critical of government and “status quo” and support advocates and causes that other people shy away from.

    I want you to take a moment and look at EVERY other women’s group (all of them). They exist because of corporate sponsorship and government funding. Taking money from these organizations includes a several page gag clause. It means you commit to not saying anything bad about them. They are silencing them. It is why NO OTHER women’s group does what we do.

    Running Moms at Work this way is IN FACT an act of advocacy – to show people that to do good in the world you do NOT need to be a non-profit and that you can make money and make a difference. 

    Moms at Work refusal to take sponsorship money has resulted in some heated and unpleasant conversations that have included companies saying the following to us:

    • We prefer to invest in galas and awards. This is what we are used to – can’t you just do that?
    • If you don’t play nice no one is going to play with you
    • Just sell us your audience we can make so much money off them
    • What’s your problem – you can’t OWN Moms at Work (yes Jeff – yes I f*in do)
    • If you don’t do this know that you will have no future relationship with us (PS they asked ME for this meeting)

    Government listens to businesses – guess what, I am a female founded business. Have a seat – let’s chat.

    Part 2:

    Moms at Work does indeed ask for and receive help. We have organizing meetings in our Collective membership and have lists in ways people help. By being a paid member of Moms at Work we get to know you as a member, understand the things you can support us with and have and will continue to rely on our members to help us create amazing toolkits, blog posts and to bring us into rooms at their jobs and organizations they work with. Much of what we do comes with risks for those that have full time jobs – and we protect them by publishing work we do “By Moms at Work with the support of the Moms at Work Collective”

    To be clear – you DO NOT need to be a member to help us. It helps to share our stuff, to talk about us, introduce us to people. This currently is the best way to help.

    So in summary, Moms at Work is not a normal business model. 

    It is my business and my privilege to be the person who in meetings screams MOMS AT WORK IS NOT FOR SALE. 

    It is my privilege to have the trust of so many collaborative organizations

    It is my privilege to use our platforms to say the things you can not say.

    It is my privilege to serve you. In every sense of the word.

    But what we are building here is a new business model. One that I hope will be replicated by others. So that we have COMPANIES fighting for us. Influencers fighting for us. And for us all to work together.

    In solidarity,

    Allison Venditti – Founder of Moms at Work & The Moms at Work Team

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  • Pay Transparency Toolkit

    Scripts, tools and facts to support pay transparency.

    What is pay transparency?

    Pay transparency is about being open about how much money people are paid for the work they do. It means including the salary range in job postings and being transparent about pay processes such as pay bands, and compensation decisions, and providing all required information to understand these decisions.

    Why is it important?

    Pay Transparency is not only a good corporate policy, it is one of the simplest and fastest ways to prevent unconscious discrimination in hiring practices and close the pay gap.

    Pay Transparency also:

    • is a step towards equity and inclusion in the workplace;
    • helps reduce wage gaps;
    • shifts business culture and expectations toward greater equality; and,
    • leads to better outcomes for workers and their families.

    What is the business case for implementing pay transparency?

    • Without pay transparency, DEI will not happen.
    • Pay transparency helps to breed trust, which in turn improves teamwork significantly.
    • Performance management: when employees understand how their pay plans are developed and how salary budgets are distributed across the organization, they in turn understand their value-add to the organization and how their individual contributions impact the bottom line. This will spur them to improve their performance in order to receive incentive pay and promotion to the next level.
    • Engagement & Productivity: when employees realize they can earn more than they are currently earning, it encourages them to work harder invariably leading to an increase in career engagement thereby closing any identified skill gaps.
    • Comply with legislation
    • Close compensation gaps and prevent employee attrition, reduced turnover costs

    Sources:

    How Pay Transparency Benefits Businesses, Workspan Magazine, 2020

    Managing Pay Transparency, KPMG, 2019

    Pay Transparency Facts

    In Canada today:

    • 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.
    • According to the 2012 Canadian Survey on Disability, women with a disability in Canada working full and part-time earn approximately 54 cents to the dollar when compared to the earnings of nondisabled men, equaling a wage gap of around 46%

    Source: Gender Wage Gap Fact Sheet

    • Only 16% of US companies currently post salaries on job postings (Source)
    • There is a new law in effect from the federal government on Pay Transparency that may affect your employer. All federally regulated employers are required to provide added detail on pay transparency as part of the Pay Transparency Act, starting 2022. https://www.hrreporter.com/focus-areas/compensation-and-benefits/new-pay-transparency-rules-now-in-effect/336743
    • Ontario had pay transparency legislation (Pay Transparency Act, 2018, S.O. 2018, c. 5 – Bill 3) that would require employers to share the salary, not allow them to ask for your previous salary and much more. The Ford government sent it back for ‘further consultation’ but momentum is building to bring it back in the upcoming 2022 election year.
    • Effective June 1, 2022 – Prince Edward Island has pay transparency legislation which prohibits companies from asking for the current salary of applicants and requires them to disclose the salary.
    • British Columbia is pursuing pay transparency legislation in a move to close the gender wage gap
    • The European Union has issued a directive towards pay transparency to assist with closing the wage gap

    Common Pay Transparency Myths & Assumptions (with Responses)

    “But everyone will ask for the top of the range!”

    Response: People understand what it takes to earn their way to the top of a range, and it helps to know if that number aligns with their career goals. Publishing the salary range allows for people to know that they are appropriately placed according to their experience and skillset, versus their peers and the market. It builds confidence and satisfaction in new hires that all is above board and they are paid adequately – no secrets.

    If companies use objective criteria to set salaries and are clear of role expectations then employees and employers will have a clear understanding of where their salary amount came from.

    “But people will see they are paid less than their peers, and it will create dissatisfaction!”

    Response: Being transparent shows that we have nothing to hide, and that we value our staff and want to compensate them appropriately for their work. It increases engagement and employee satisfaction to know that they are paid in accordance with a structured system, in line with their experience and skills. It builds trust in the organization and provides a clear path for growth.

    Source: https://www.forbes.com/sites/kimelsesser/2018/09/05/pay-transparency-is-the-solution-to-the-pay-gap-heres-one-companys-success-story/?sh=42c33a950100

    “People will want more! We just can’t afford that”

    Response: I know at [our organization], we seek to be competitive in the market for employee compensation. If we are proud of what we have to offer employees, we should share that to attract and retain top talent. If there are gaps, that is a risk, and we should work to close them to avoid losing valued team members, which in the end would cost more than making adjustments for the gaps.

    Pay transparency increases employee retention which will reduce the costs associated with employee turnover.

    Starting the Pay Transparency Conversation


    The following are sample conversations for those wishing to bring up pay transparency within your own organizations or with a hiring manager or recruiter.

    1. Elevator Pitch (via casual conversation, social media comment, etc)

    Have you considered adding salary bands to our/your job postings? Pay transparency helps companies attract and keep top talent, increases employee satisfaction and aids in meeting diversity and inclusion goals. It will also help in keeping us competitive and ultimately help to close compensation gaps.

    1. Internal discussion at your organization re: salary disclosure in job postings:

    Hi _______,

    I’ve noticed that we do not post salary ranges in our company job postings, and I’d like to share some information that explains why we should consider doing so. As a company that cares about Diversity and Inclusion, Pay Transparency and Pay Equity are important topics that can help us meet our goals of preventing unconscious discrimination in hiring practices and increasing diversity in our organization.

    Here’s how:

    The Globe has found that working women in Canada continue to be outnumbered, outranked and out-earned by men not just at the very top, but on the way to the top and in the middle. https://www.theglobeandmail.com/canada/article-power-gap/…

    Here is how Pay Transparency can lead to better business and D&I outcomes: https://allison-venditti.medium.com/the-wage-gap-is-real…


    Why is this important for us?

    1. Prevent attrition and attract top talent vs the competition.

    2. Increase employee engagement by building trust and showcasing fair compensation in connection with experience and skills.

    3. Help us meet our Diversity & Inclusion goals. Pay transparency gives groups that are systemically underpaid an even playing field in salary discussions, and leads to a more diverse workforce.

    What we can do:

    Include salary ranges in job posting as standard practice at [our company]

    I’d like to address this in our organization. Can you help me understand the next steps to put this into action?

    Thanks,

    1. Internal discussion at your organization about new Pay Transparency legislation:


    Hi _______,

    This recently came across my radar, and there is a new law in effect from the federal government on Pay Transparency that affects [our company]. All federally regulated employers with over 100 employees are required to provide added detail on pay transparency as part of the Pay Transparency Act, starting 2022. https://www.hrreporter.com/focus-areas/compensation-and-benefits/new-pay-transparency-rules-now-in-effect/336743

    Why is this an issue for us ?

    1. New measurement methods would show any gaps across gender or other identity groups

    2. It may also prompt a legal requirement for adjusting pay in order to be in compliance.

    3. If this report comes out based on the measurement methods required, and it shows we do have gender pay gaps, it puts [our company] at risk of losing staff
    4.  Pay transparency gives groups that are systemically underpaid an even playing field in salary discussions. As a company that seeks to be a leader in D&I in Canada, we should be leading the field here and avoid looking foolish in 2022.

    What we can do:

    Get as many people as possible to fill out an employee equity survey

    Ask HR to measure in pay equity in our organization, in advance based on these measurement methods and close any gaps before 2022

    I’d like to address this in our organization. Can you help me understand the next steps to put this into action?

    Thanks,

    4. External discussion with a recruiter or hiring manager:

    Hi _______,

    I noticed you chose not to include the pay range on this job posting. Can you share it with me?
    Many companies are beginning to post salary ranges with job descriptions. There is mounting evidence that posting ranges contributes to equality and an increase of diverse and qualified candidates applying.

    Some research that might be helpful to share with your team: https://allison-venditti.medium.com/the-wage-gap-is-real-but-we-can-fix-it-d38e279bb92c

    I hope you reconsider your salary posting rules to show that [employer] is making changes and showing commitment to creating a diverse and equal workforce.

    Thanks,

    5. From recruiters/hiring managers: “what pay range are you looking for”?

    Response: When I get a better feel for what is required in the role through the interview process, I would be happy to discuss fair compensation for this position. Can you share the salary range, based on entry/mid/top level experience to help me better answer this when the time comes?  If pressed to give a number (i.e. must fill out a form), give a very wide pay range.

    Next Steps

    • Follow up with those you have spoken to
    • Ask for goal setting and accountability
    • Track goals that have been committed to
    • Share updates on legislation
    • Share examples of other companies who have been successful

    What else can I do?

    • Start normalizing talking about our salaries. It only benefits the employer when we keep our salaries a secret from one another.
    • Influencers – help build awareness by sharing this information to your networks and starting conversations about pay transparency
    • Recruiters – refuse to work for organizations that won’t disclose salary ranges upfront
    • Let it be known that you don’t share job advertisements to your personal or professional networks without posted salaries ranges because keeping salaries secret reinforces discrimination
    • Email the company and tell them why you aren’t applying (because not providing pay transparency is not “promoting women”)
    • Call it out online (hey what’s the salary range – why aren’t you listing it?)
    • Tell the Ontario government to bring back the Pay Transparency Act by emailing your local rep.

    In 2018, Ontario launched a 3 year strategy designed to “close the gender wage gap, particularly where it is greatest — for Indigenous, newcomer and racialized women, and women with disabilities.” Part of that plan was the The Pay Transparency Act. The statute –was scheduled to take effect on January 1, 2019 and would make the following changes:

    • Salary rates or ranges must be stated in all publicly advertised job postings;
    • Candidates may not be asked about their past compensation;
    • Reprisals cannot be made against employees who discuss or disclose compensation;
    • Employers with one hundred or more employees and prescribed employers must track and annually report compensation gaps based on gender and other prescribed characteristics in pay transparency reports;
    • The province must also publish pay transparency reports.

    This Act would have removed the accepted discriminatory practices hidden under the guise of corporate culture and held companies accountable for their equality standards.

    In December 2018, the Government quietly rolled out Bill 57, which halted the implementation of the Pay Transparency Act citing a need for public consultations. The public consultations closed in April 2019, and we have not heard anything since.

    2022 is an election year in Ontario. Make Pay Transparency a priority by writing your local MLAs and candidates:

    Sample Letter:

    Dear ________:

    With the upcoming election I am writing to understand your position on the implementation of the Pay Transparency Act. The Conservative Government rolled out Bill 57 to halt the process to formalize it into legislation and we have not heard anything since.

    This is an important piece of legislation that will help prevent unconscious discrimination in hiring practices and close the pay gap. I am hoping you can reply to my email and provide me with how you will be supporting this legislation as it will be an integral part of my voting decision.

    Best,

    Send this letter to your local MPP (search by postal code here) along with the following people:

    Ontario Premier, Doug Ford doug.fordco@pc.ola.org

    Minister of Labour, Training and Skills Development, Hon. Monte McNaughton, Minister.MLTSD@ontario.ca

    Solicitor General (responsible for the Anti-Racism Directorate). Hon. Sylvia Jones, sylvia.jones@ontario.ca

    This Pay Transparency Toolkit was created by Allison Venditti, Founder of Moms at Work along with the Moms at Work Collective.  

    Allison Venditti, CHRL  http://www.thisismomsatwork.com Linkedin Instagram

    Resources & Articles:

    The case for pay transparency, Mercer (US report), 2020

    Government of Canada moves forward with pay transparency measures for greater equality in workplaces, Employment and Social Development Canada press release, November 25, 2020

    Backgrounder: New pay transparency measures in federally regulated workplaces, Employment and Social Development Canada, 2021

    Pay transparency in federally regulated workplaces, Government of Canada, 2021

    Are You Ready for the New Reality of Pay Transparency?, Mercer.ca article, 2019

    New pay transparency rules now in effect, HR Reporter Canada, 2021

    Should You Share Your Salary With Co-Workers? Here’s What Experts Say, TIME Magazine, 2018

    How to Do Pay Transparency Right, Bulletin.com article, 2021

    The wage gap is real but we can fix it, Medium article by Allison Venditti, 2020

    How to know your worth & stand up for yourself at work, interview with Moms at Work founder Allison Venditti, 2021

    Managing Pay Transparency, KPMG article, 2018

    Want to Close the Pay Gap? Pay Transparency Will Help, The New York Times, 2019

    Reasons Why Salary Transparency Is Gaining Popularity, thebalancecareers.com, 2019

    Fair Pay Around the World – Explore how legislation differs by country, Gapsquare.com free downloadable infographic

    4 countries who have introduced pay transparency, DemandPayTransparency.org.nz

    Pay Transparency and the Gender Gap, National Bureau of Economic Research, 2019


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  • 2022 Holiday Booklist

    The Moms at Work Collective regularly brings together authors, thinkers, and people dedicated to making an impact. As a group we work on learning, changing and growing as leaders and changemakers.

    As a gift to a friend or yourself, a good book is a beautiful thing. This booklist is made up of books from some of our author guests and recommendations from our members and network. Check them out and join our community.

    Books To Inspire

    Still Hopeful

    Maude Barlow

    A lifetime of advocacy as a feminist and world’s leading water defender. Maude Barlow is an icon – this book is a gift.

    Buy Now

    Ejaculate Responsibly: A Whole New Way to Think about Abortion

    Gabrielle Stanley Blair

    Abortion has always been labelled as a women’s issue – what happens when we reframe that?

    Buy Now

    Women and Leadership: Real Lives, Real Lessons

    Julia Gillard and Ngozi Okonjo-Iweala

    The authors take a comprehensive approach to teasing out what is different for women who lead. Real stories, great insight.

    Buy Now

    The Three Mothers: How the Mothers of Martin Luther King, Jr., Malcolm X, and James Baldwin Shaped a Nation

    Anna Malaika Tubbs

    Mothers are powerful. Read the stories of how these mothers raised leaders and shaped a nation.

    Buy Now

    Books To Escape

    Black Sci-Fi Short Stories

    Temi Oh (Foreword), Tia Ross (Co-editor), Dr. Sandra M. Grayson (Introduction)

    This collection is powerful and showcases the world building skills of a set of authors who will change how you see earth and beyond.

    Buy Now

    Healing Through Words

    Rupi Kaur

    In her newest release – Canadian poet shares pieces of herself as she attempts to help heal us through words.

    Buy Now

    Fierce Fairytales: Poems and Stories to Stir Your Soul

    Nikita Gill

    In this book, gone are the docile women and male saviors. Instead, lines blur between heroes and villains. You will meet fearless princesses, and an independent Gretel who can bring down monsters on her own.

    Buy Now

    Woman World

    Aminder Dhaliwal

    When a birth defect wipes out the planet’s entire population of men, Woman World rises out of society’s ashes. Dhaliwal’s infectiously funny graphic novel follows the rebuilding process.

    Buy Now

    Books To Grow

    Hood Feminism: Notes from the Women That a Movement Forgot

    Mikki Kendall

    In her searing collection of essays, Mikki Kendall takes aim at the legitimacy of the modern feminist movement, arguing that it has chronically failed to address the needs of all but a few women.

    Buy Now

    We Were Feminists Once: From Riot Grrrl to CoverGirl®, the Buying and Selling of a Political Movement

    Andi Zeisler

    What does it mean when social change becomes a brand identity? Feminism’s splashy arrival at the center of today’s media and pop-culture marketplace, after all, hasn’t offered solutions to the movement’s unfinished business. So what is next?

    Buy Now

    Laziness Does Not Exist

    Devon Price

    A conversational, stirring call to “a better, more human way to live” that examines the “laziness lie”—which falsely tells us we are not working or learning hard enough.

    Buy Now

    Essential Labor: Mothering as Social Change

    Angela Garbes

    Part galvanizing manifesto, part poignant narrative, Essential Labor is a beautifully rendered reflection on care that reminds us of the irrefutable power and beauty of mothering.

    Buy Now

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  • The Wage Gap is Real – but we can fix it

    As an HR professional I am a strong advocate for pay transparency. I also run an online community dedicated to supporting working mothers. I refuse to recruit for companies that will not disclose the salary upfront, and I don’t share job advertisements online without posted salary ranges, simply because keeping salaries secret reinforces discrimination.

    We have heard a lot recently in the media about discrimination, how opportunities, perceptions and even a person’s worth to society is largely based on conscious or even unconscious bias. All levels of the Canadian government and private companies alike have come together publicly to support fairness and equality.

    Social media posting, public denouncements of discriminative workplace cultures and news releases are aplenty, but when it comes to implementing corporate policies and government legislation to address these biases, we have gone quiet. We put our heads down and continue on thinking that “well, it’s not me, I don’t discriminate.”

    We know in Canada today:

    • 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.
    • According to the 2012 Canadian Survey on Disability, women with a disability in Canada working full and part-time earn approximately 54 cents to the dollar when compared to the earnings of nondisabled men, equaling a wage gap of around 46%

    Source: Gender Wage Gap Fact Sheet

    Pay Transparency is not only good corporate policy, it is one of the simplest and fastest ways to prevent unconscious discrimination in hiring practices and close the pay gap.

    In 2018, Ontario launched a 3 year strategy designed to “close the gender wage gap, particularly where it is greatest — for Indigenous, newcomer and racialized women, and women with disabilities.” Part of that plan was theThe Pay Transparency Act.The statute –was scheduled to take effect on January 1, 2019 and would make the following changes:

    • Salary rates or ranges must be stated in all publicly advertised job postings;
    • Candidates may not be asked about their past compensation;
    • Reprisals cannot be made against employees who discuss or disclose compensation;
    • Employers with one hundred or more employees and prescribed employers must track and annually report compensation gaps based on gender and other prescribed characteristics in pay transparency reports;
    • The province must also publish pay transparency reports.

    This Act would have removed the accepted discriminatory practices hidden under the guise of corporate culture and held companies accountable for their equality standards.

    In December 2018, the Government quietly rolled out Bill 57, which halted the implementation of the Pay Transparency Act citing a need for public consultations. The public consultations closed in April 2019, and we have not heard anything since.

    The Pay Transparency Act is ready to go, it received Royal Assent at the end of 2018. If we are truly supportive of equality, and removing long-standing and accepted bias, why are we not forcing the change?

    To quote the amazing Areva Martin “It is not enough to be compassionate. You must act. You must demand change and be the change … we need you to do more than stand.”

    Want the Ontario Conservative government to pass the Pay Transparency Act? Write a letter and share this article and send it to the following people:

    Ontario Premier, Doug Ford doug.fordco@pc.ola.org

    Minister of Labour, Training and Skills Development, Hon. Monte McNaughton, Minister.MLTSD@ontario.ca

    Minister of Finance, Hon. Rod Phillips, Minister.fin@ontario.ca

    Solicitor General (responsible for the Anti-Racism Directorate). Hon. Sylvia Jones, sylvia.jones@ontario.ca

    Follow us on Instagram: @thisismomsatwork

    Follow us on LinkedIn: Moms At Work

    Join my newsletter and get updated on our advocacy

    Want your voice heard? Share your story? Send me a note on Instagram or join our community on FB — let’s make change

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  • Moms at Work needs your help

    I was going to do a live AGM but when you are a company called Moms at Work you have to do even your AGM differently, so we are doing it in the most accessible way possible. Read whenever you want, and I will use the event to answer questions and THEN I will take the questions and make a new post of answers!

    And for those of you who don’t want to scroll to the bottom – yes we are starting a community fund to support our advocacy work and yes you CAN get involved by supporting in a number of ways found HERE

    First up: What is Moms at Work and how did you start?

    Moms at Work started as a small Facebook group that I ran as part of my company Careerlove. ca (now not active). I did career coaching and corporate program creation. I was doing really well – making the money I needed, and I was a solopreneur. Just me 🙂 I had been coaching MOSTLY mothers who were struggling in their careers, and I wanted to make a place that I and my clients never had.

    When I created Moms at Work it became the thing that I always needed in my career but let me be clear I was a career coach and sold programs and courses. The group was just part of my business and was TOTALLY manageable with 200 people.

    What happened though is that… it and I became more. Not just a Facebook group. Not just a career coach. Not a place to tell me to lean in and not drop a ball or whatever other crap that leadership women’s groups tried to sell me.

    I started it as the place where I could talk about my kids, my ambition, my success and also the lack of engagement with all of them. I started Moms at Work because women with kids are being asked to exist and fight to be included in a system that was not designed for us. We are forced to fail or win at all costs. When we are not doing well, we are sold foot scrubs and told to “calm down.”

    That cannot be the answer.

    Ok cool! Got it – a place for us amazing!!! Then what happened?

    When COVID happened, we had about 750 people in the group. My career coaching dried up completely. All my corporate clients dropped off. The only thing I had left was a group of women who were part of a group program I created called the Insiders. I was not making any money. (none – actually less than none)

    I was ready like many business owners to throw in the towel. I was going to homeschool my kids and support other women’s organizations that would step in and prevent what I knew would inevitably happen. Women with children and pregnant women would be laid off. They would be the scapegoats of corporate. I was right about that part but wrong about the women’s groups. I remember stomping through the house muttering where the F are all these groups who are supposed to be advocating for me!!!!

    As you all know that scenario didn’t happen. I did not go quietly into the night and craft my way through the pandemic.

    I took CERB to keep my business alive so I could pay for all the subscriptions (about 4K a year in subscriptions and costs) and my taxes and I spoke to my partner and said – I want to try and help. He has been married to me a long time and knows that look of rage when he sees it.

    From 2020 onward Moms at Work did the following work (just me for the first 12 months):

    • Over 150 media interviews to highlight how working mothers were carrying us but being destroyed in the process (over 100 hours)
    • I wrote 2 op-eds. (30 hours)
    • Experts join us on FB lives to explain benefits, give legal advice, we hosted over 60 events to help you understand how this system was not designed for you and how to both work within it and tear it apart. (100 hours)
    • We launched Canada’s first pay transparent job board (75 hours)
    • We designed Canada’s first maternity leave survey to show just how broken the process is – then we created http://www.myparentalleave.ca to fix it. (400 hours)
    • We met with the Prime Minister and Deputy Prime Minister to share YOUR stories (40 hours)
    • We advocated to have the EI hours dropped during COVID so that pregnant women would be able to qualify (45 hours)
    • We helped you through our free resources and Pay What You Can talks earn almost 5 million dollars in salary increases. (over 50 hours)
    • We have helped over 800 women get new jobs (probably more)
    • We sit on the EI roundtable and many other unpaid roles to make sure that working mothers are included in updates and changes (to date 60 hours)

    But now the parts you do not see, need to be shown.

    In order to do all those things, you see above – I paid for them. I did not make any money during 2020 and less than 30K in 2021 in order for me to bring on a small team. Our profit after our first year as “Moms at Work” was $1500 (we were paid our salaries – but believe me it was tight).

    All the things you love us for – work because I run a phenomenal small team who is paid well and is so good at their job that it makes my heart hurt but it means that I am funding Moms at Work in a way I can’t continue to do.

    But what about sponsors?

    We have spent as a team over 100 hours trying to secure and create sponsors. While we came close a few times – our mandate to support working mothers (and not – shockingly the companies trying to sell you pampers) has been a “challenge” for companies. Turns out companies don’t like it when you go after corporate and tell them that pay transparency is important.

    Any grants we have looked at and applied for – require us to not talk about various subjects (call out the government when we need to, talk about how companies underpay women) and all the large companies require a gag clause to not say anything bad about them now or in the future. So, if that is what it takes to work with these partners to show them how much they “support women” – I don’t want it. If you need to threaten and silence women to work with them then NO THANK YOU.

    For the first time in our lives – why can we not have a women’s organization work ONLY FOR US. We don’t need awards shows, we don’t need a gala, we don’t need billboards – we need someone to SCREAM that we exist, someone who will not turn away from this fight and who can look at exploitive companies in the eye and say our community is not for sale (I have done that by the way – it could possibly be better than chocolate, coffee and silence rolled into one)

    So I wanted to create a space. A space with partners, not sponsors. No gag funding. A place to tear apart the systems. To create success. Community. Love and support.

    What about becoming a non-profit?

    Many of you may not know – non-profit just means you don’t pay tax. I am FULLY in agreement that as a business owner I should pay tax. This is what gives us the things I believe in – public education, public healthcare, and funding for those who support those who are struggling. I also refuse to be the tax write-off for a company that I KNOW just forced our group members to sign an NDA in order to be paid out for being assaulted at work (see because of Moms at Work I cannot unsee this stuff).

    Non profit – does NOT mean you do not make money. It is still a business – they still make money. They like to scream that they don’t but they absolutely do – they do it by underpaying workers under the guise of doing good 🙂

    The thing that makes them different is the required transparency. Moms at Work plans to be transparent without having all the complexities of non-profit status.

    The world of work and its constraints do not work for me (just as they do not work for you). Giving over the thing that allows me to work (Moms at Work is my business) feels entirely unsafe. I refuse to give a volunteer board of directors control of this business that creates meaningful well-paid part time work to a dedicated team of women and pays my mortgage. Having been on non-profit boards – let me be very clear – the patriarchy still exists in all its forms, and it is a daily struggle to tear it down.

    I also know that for some women they do not need to work. Some entrepreneurs get money from wealthy parents and can manage not to earn money. That is not my reality. I have a mortgage to pay, two kids with very expensive medical needs and I have to pay for my own speech therapy (7k a year) to be able to continue to retain my very limited reading. I would like to go on a local vacation and maybe send my kids to really good camps one year. That would be really awesome.

    Ok Allison so now what?

    I am coming to you today applying for a job. I am applying for my job that I have been working for 3 years unpaid.

    We as a community have to believe in Moms at Work and all that it can be and develop a community fund and base of supporters to continue to do this work. We will officially become a social impact organization – A coalition for and by mothers and our allies in this fight.

    Moms at Work has PROVEN what we can do with very little and I want you to imagine what we can do with more.

    So here it goes:

    Hi my name is Allison Venditti. I am the mom to 3 little boys. I am an HR professional and Canada’s top expert in parental leave management. I am an advocate; Star Wars lover and I would like to lead Moms at Work to do the following:

    • Become the voice of working mothers across Canada – fighting for pay transparency, pay equity, and more. I want our purpose to be help you earn more money, build community and end the motherhood penalty
    • We would like to create Canada’s largest database of salary data – free for the public. If they won’t give us pay transparency we will do it for them
    • Create free resources – pay transparency guide, motherhood penalty guide etc and activate our community to be able to talk about these things within your companies. We want to help entrepreneurs build DIFFERENT companies.
    • We would like to launch a podcast to create free avenues for information about work, parenting and more
    • We would like to continue to offer programs at low cost and free as well as higher price points for those who can afford them – and have money to create bursary programs for those who cannot. We want to continue to meet people where they are and bring you, speakers and experts, that you won’t find anywhere else.
    • We would like to create a jobs newsletter where we can help you find jobs! The job board was too expensive to continue so we are trying this instead!
    • We would like to have My Parental Leave reach over 1000 parents and 100 companies – we are going to try and fundamentally change how Canadian companies manage parental leave.
    • We would like to strike a coalition of women’s organizations and organize together. This will take a tremendous amount of time – but we need to move faster – we can do big things together.

    As you can see NONE of the above have really anything to do with career coaching 🙂 None of the media I did was “work with Allison she is a career coach” it has all been about you. About working moms.

    Now – most organizations would list the above and people would say – yeah right. But if you refer to the list above that then I think you probably say – yep she absolutely can.

    Ok Allison I am in! I would like to hire you!

    Beginning Nov 1, 2022 Moms at Work will become Canada’s first organization built for and by working mothers.

    We will become a coalition that will look like the following:

    • The Facebook group will remain. We will share our surveys and work through our mailing list to make sure you don’t miss any of our events, courses and advocacy.
    • We will be able to hire a community manager and allow anonymous posts.
    • We will be completely transparent with our community fund and what we use the money for. Our accountant Veronica Yeoh, CPA (and Moms at Work supporter) has established the proper reports for us to share with you annually.
    • We will provide our members with an annual impact report to track our progress and our impact.

    On our website you will find the level in which you can support as an individual, an advocate and as a business.

    We have included a one-time give button. If you hire someone for your company, get a referral bonus by hiring a member, get a client or get a raise or new better job through the community we ask that you give back either by increasing your monthly amount or by giving a one-time fee.

    If you would like to join us as a supporter, please donate to our advocacy project

    In order to continue this work Moms at Work will need to have a minimum of 300 people donate $25 per month.

    This will allow us to pay for:

    • Salaries (I will continue to offset by career coaching/Collective group – so that the money is directed to more support)
    • Data Analyst, social media and writing support (ad hoc)
    • Advocacy support and volunteer coordination (part time)

    We have started something. Something big and I want to see it grow. Please join us. I can do this. I promise I can – I just really need your help.

    If you would like to join us as a supporter please donate now.

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