| Absenteeism: |
Employees missing part or whole days of work due to personal illness, personal business, or other reasons (excluding paid vacation). These absences may be avoidable or unavoidable.
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| Employment equity: |
Equal access to employment.
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| Gender-sensitive job evaluation: |
(Also referred to as Gender-Neutral or Gender-Free Job Evaluation) An objective human resource practice to compare job classifications to provide a systematic and consistent approach to defining the value of jobs within a workplace. It also provides a basis for a fair and orderly grading structure, regardless of who holds the job. Most gender-sensitive job evaluations compare jobs done by men and women using comparisons based on four factors: skill, effort, responsibility and working conditions. This assists employers in pinpointing where female-dominant classes may be paid less than male-dominant classes.
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| Non-traditional job: |
Any occupation in which women or men make up less than 25% of the total workforce is considered "non-traditional".
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| Pay equality: |
Equal pay for the same job.
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| Pay equity: |
Equal pay for work of equal value.
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| Retention: |
Employer’s capacity to keep employees.
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| Turnover: |
Replacement of employees who have left the workplace due to either voluntary or involuntary reasons.
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| Wage gap: |
Wage gap is the difference between the average wages earned by men and the average wages earned by women.
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| Work-life balance: |
Work-life balance is a state of well being that is achieved when a person is able to manage his/her responsibilities at work, at home, and in their personal lives with minimal negative or stressful impact.
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