Employment Equity
& Pay Equity
Compliance
Employment and pay equity compliance is a legal obligation on both sides of the border. In Canada, federally regulated employers and federal contractors face mandatory obligations under the Employment Equity Act, the Federal Contractors Program, and the Pay Equity Act. In the United States, federal contractors face OFCCP compliance requirements, Affirmative Action Plan obligations, and a growing patchwork of state-level pay equity and pay transparency laws. UPL brings independent experts with direct, senior-level experience navigating both regulatory environments — and the culture and training programming to address what the compliance work reveals.
Who This Is For
Canadian Employers
- Federally regulated private sector employers under the Employment Equity Act
- Federal contractors with 100+ employees under the Federal Contractors Program
- Employers subject to the Pay Equity Act (June 30 annual filing)
- Crown corporations and federal public sector organizations
US Employers
- Federal contractors subject to OFCCP compliance and Affirmative Action Plan requirements
- Employers navigating EEOC obligations and Title VII compliance
- Organizations subject to state-level pay equity and pay transparency laws
Compliance Services
Select a jurisdiction to view services.
Employment Equity Plan Development
Full equity plan development for LEEP and FCP compliance. Workforce availability analysis against all four designated groups. Identification of under-representation and short-term numerical goals.
WEIMS Readiness & Reporting
Workforce Information Management System (WEIMS) readiness assessment and data preparation. Annual reporting support to ensure accurate, defensible submissions to ESDC.
Employment Systems Review
Systematic review of organizational policies, practices, and procedures to identify barriers to employment equity across all four designated groups.
Workforce Gap Analysis
Disaggregated workforce data analysis identifying representation gaps across occupational groups, salary bands, and all four designated group categories.
Pay Equity Advisory
Pay Equity Act compliance support including pay equity plan development, job class analysis, and annual filing preparation. Pay equity filing deadline: June 30 annually.
Diversity Data Measurement
Design and delivery of diversity self-identification surveys. Disaggregated data analysis. Diagnostic assessment frameworks that generate actionable insights from workforce data.
Affirmative Action Plans
Affirmative Action Plan development and annual update for federal contractors subject to OFCCP requirements. Workforce utilization analysis, placement goals, and good faith efforts documentation.
OFCCP Compliance Advisory
Support for OFCCP compliance reviews and audits. Gap analysis against OFCCP regulations. Recordkeeping and documentation review.
Pay Equity & Pay Transparency
State-level pay equity compliance advisory across California, New York, Illinois, Colorado, Washington, and other jurisdictions with pay equity or pay transparency obligations. Pay gap analysis and remediation planning.
EEOC Compliance & Adverse Impact Analysis
Support for EEOC compliance including adverse impact analysis in hiring, promotion, and compensation decisions. Title VII compliance review.
Compliance Strategy & Advisory
Strategic advisory for organizations navigating regulatory compliance reviews for the first time, or building internal equity capacity. Available for Canadian and US regulatory environments.
Culture & Training Integration
Compliance analysis reveals where barriers exist. UPL's training and culture programming addresses what the data uncovers. Anti-racism, inclusive hiring, equity audits, and barrier removal delivered in direct response to compliance findings.
Climate & Culture Assessment
Anonymous online survey, focus groups, interviews, and visioning sessions to assess your workplace culture and employees' sense of belonging and inclusion. Findings summarized in a recommendations report presented to leadership. Policy, process, and program review with an equity lens.
The Expertise Behind This Work
Employment and pay equity compliance is technical work. It requires practitioners who have built these systems from the inside. UPL's independent experts in this area bring credentials that are rare and verifiable, with a consulting practice spanning Canada, the United States, the Caribbean, Guyana, and South Africa.
Former senior Assistant Deputy Minister, Province of British Columbia. Responsible for Staffing, Corporate HR Policy, Employment Equity, and Workforce Diversity for a workforce of 40,000 employees.
Key architect of employment equity in the Ontario Public Service — Canada's second largest employer. Designed and led the enterprise-wide employment systems review across all ministries, agencies, boards, and commissions.
FCP and LEEP compliance specialist with a consulting practice spanning Canada, the United States, the Caribbean, Guyana, and South Africa.
Deep experience in OFCCP compliance, Affirmative Action planning, and US federal contractor obligations.
Certified Human Resource Professional (CHRP). Former KPMG consultant. Track record across corporations in multiple industries, sizes, and regions.
Key Compliance Deadlines
- 🇨🇦 Pay Equity Act Annual Filing June 30, each year
- 🇨🇦 Employment Equity Annual Report June 1, each year (LEEP employers)
- 🇺🇸 AAP Annual Updates Within 120 days of fiscal year end (OFCCP)
Employment and pay equity compliance
is not optional.
Let's make sure yours is right.
Every UPL engagement begins with a 90-minute strategic consultation. We assess your current compliance position, identify the most urgent priorities, and recommend a sequenced approach. There is no obligation. If there is no fit, we will tell you that directly.
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