It is a cliché that the lack of a growth strategy for British Columbia’s economy owes to a lack of business experience in cabinet.
Only two ministers – Brenda Bailey in jobs, economic development and innovation, and Bruce Ralston, in forestry – have significant ties. As a result the government approaches business matters from the perspective of how it can police more than how it can propel.
If we can agree something must be done, we cannot agree on what. The proposed law has a nuisance effect and a shaming effect, but it is hard to see how it will have a material effect without many more steps. My sense is that the law is window dressing until we really know how the province will enforce compliance, and that any enforcement had better involve more discussions to allay the concerns of the business community because it’s more now of a virtue signal than a virtuous success. To be so it needs proper business input and buy-in, and I can’t see that in this so far. It intervenes in two ways material to recruitment, neither likely material to the narrowing of the gender salary gap.
Another intervention by the law is another area of dubious assistance. Once the legislation takes effect, it will become illegal to ask job applicants for information about their salary history. This will create a bit of a dance in the dark and likely many more failed recruitment efforts – something businesses do not have time to afford, particularly with the current labour shortages.
But if employers can’t broach the subject, there won’t at times be adequate information to compete for talent by straying from the budgeted range. In a competitive job market, I can anticipate where an offer will be insufficient unless that person tells you – and in effect breaks the spirit of this provision in the law that advantages employees over employers.
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