Quinn+Partners Releases 2025 Pay Equity Data

International Women’s Day (IWD), celebrated annually on March 8, has been observed for more than a century. Originating in early twentieth‑century labour and voting rights movements in North America and Europe, it was officially recognized by the United Nations in 1977 as a global day to celebrate women’s achievements and advance women’s rights.

For a fourth consecutive year, we are pleased to share Quinn+Partners (Q+P)’s pay equity data in honour of International Women’s Day. Pay equity is a core value at Q+P. We believe everyone, regardless of gender, deserves to work in an environment free from discrimination that fosters trust, fairness and mutual respect between colleagues and between employees and their employer.

Why the Gender Pay Gap Matters

A persistent gender wage gap continues to disadvantage women and other underserved groups both in Canada and many other regions globally. Federal data shows that, in 2024, women aged 25 – 54 who are working full‑time, part‑time, or actively seeking work earn approximately 87 cents for every dollar earned by men.^[1]

A deeper intersectional analysis reveals even wider disparities. In 2022, Canadian‑born women earned about 9% less than their male counterparts, while Indigenous women and immigrant women who arrived in Canada as adults faced wage gaps of approximately 20% and 21%, respectively.^[2] These persistent gaps represent not only a social inequity but also a broader economic cost that limits individual financial security, workforce participation and long‑term productivity.

Q+P’s Commitment to Pay Equity

At Q+P, we actively work toward eliminating pay discrimination. As a female-founded company, we are proud that women represent 60% of both our Leadership Team and our broader team of skilled, driven and accomplished professionals.

Transparency is a cornerstone of our approach. The data below reflects our most recent completed fiscal year.

2025 Q+P Pay Equity Data (as of March 31, 2025)

Ratios above 1.00 indicate higher average compensation for women in that role. N/A reflects roles with only one gender represented in the relevant year.

These figures reflect our dedication to pay equity, with a stable ratio over time and small variances stemming from the lack of standardized tenure and mid-year promotions. 

A Call to Action

At Q+P, we are committed to fair treatment and non‑discrimination, and we publicly share our data to hold ourselves accountable. We encourage job seekers to ask potential employers about their pay equity practices and to review publicly available compensation information where pay transparency legislation is in place, e.g. British Columbia and Ontario. We also invite employers across all sectors to transparently share their data and call on leaders, colleagues and allies to actively support pay equity for women facing compounded barriers, e.g. women who are racialized, Indigenous, immigrant and living with disabilities or a member of the 2SLGBTQIA+ community.

Closing Canada’s gender wage gap is both a social and economic opportunity. Equitable pay enables women to reinvest in their families and communities, while diverse leadership teams bring fresh perspectives, fuel innovation and drive stronger financial performance. By collectively addressing structural barriers, such as pay equity, affordable childcare, representation in senior roles and equitable parental leave, we can move closer to a future where gender does not dictate economic opportunity.

Let’s accelerate the momentum for equal pay and opportunity for all women. 

Happy International Women’s Day!

[1] Canadian Human Rights Commission: The Pay Equity Commissioner’s 2024-2025 Annual Report

[2] Statistics Canada: Intersectional Perspective on the Canadian Gender Wage Gap