Closing the Gender Pay Gap in Building Materials Sales
As recruitment specialists in the building materials industry, Groupe de recrutement DMC is committed to keeping our metaphorical finger on the pulse of the issues impacting our stakeholders. A longstanding issue across many industries is the consistent pay discrepancy between genders. Recent findings from our comprehensive salary survey reveal a stark reality: despite traction in the right direction of equality, the pay gap continues to persist within the building materials sector.
To read the data and more from the report – Visit our website to get your copy today!
In late 2023, we conducted a thorough survey of Canadian sales professionals working in the building materials industry, delving into compensation insights, workplace preferences, and job requirements. The data unveiled in our report sheds light on the troubling trend of unequal pay based on gender.
Let’s take a closer look at the statistics:
Gender Pay Gap – 2022 & 2024
| Region | 2022 | 2024 | Change |
| *West | Male +16% | Male +22% | 6% |
| Ontario | Male +10% | Female +9% | 19% |
| **East | Male +18% | Male +9% | 9% |
| Nationwide | Male +14% | Male +5% | 9% |
*West region consists of British Columbia, Alberta, Saskatchewan, & Manitoba.
**East region consists of Quebec, Nova Scotia, Newfoundland, New Brunswick, & P.E.I.
While the overall trend indicates a persistent pay gap between genders, there are notable fluctuations in the data across different regions of Canada. Let’s examine these changes in more detail:
West:
The pay gap in the Western region has widened significantly, with male sales representatives now earning 22% more than their female counterparts in 2024, compared to a 16% difference in 2022. This alarming increase underscores the urgent need for targeted interventions to address gender inequality in this region.
Ontario:
While Ontario has historically experienced a gender pay gap favoring male sales representatives, our data shows a surprising reversal in 2024, with female sales professionals earning 9% more than their male counterparts. Despite this positive development, it’s crucial to remain vigilant in addressing underlying disparities and ensuring continued progress towards pay equity in the province.
East:
In the Eastern region, the pay gap has decreased from 18% in 2022 to 9% in 2024. While this represents a significant improvement, there is still work to be done to eliminate gender-based wage disparities and promote equitable compensation practices across the region.
To receive a copy of any of the three regional reports – Visit our Website!
Nationwide:
Nationally, the gender pay gap has narrowed from 14% in 2022 to 5% in 2024. While this reduction is encouraging, it’s essential to recognize that gender inequality persists across the country, requiring sustained efforts to achieve true pay equity for all sales professionals in the building materials industry.
Reasons for the Pay Discrepancy
Lack of Transparency in Compensation Practices
In many organizations, vague salary structures and subjective performance evaluations contribute to gender disparities in pay. Without clear guidelines and metrics for determining compensation, unconscious biases can influence decision-making, resulting in unequal pay for male and female sales representatives.
Underrepresentation in Leadership Roles
The underrepresentation of women in leadership positions within the building materials industry is a root cause of the gender pay gap. Limited access to mentorship, sponsorship, and career development opportunities hinders women’s progression into higher-paying roles, further widening the wage disparity between genders. Nonetheless, it is worth mentioning that the building materials sector is largely occupied by males; our recent study shows that nearly 80% of respondents identified as male. This lack of volume is a key contributor to women’s underrepresentation in leadership roles.
Strategies for Leadership to Combat the Gender Pay Gap
Implement Transparent Compensation Policies
Leadership should establish clear and transparent salary structures based on objective criteria such as skills, experience, and performance metrics. By standardizing compensation practices and ensuring pay equity, organizations can minimize the impact of unconscious biases on salary decisions.
Invest in Professional Development and Mentorship Programs
To address the underrepresentation of women in leadership positions, organizations should offer tailored professional development and mentorship programs for female sales professionals. By providing access to mentorship, networking opportunities, and leadership training, companies can empower women to advance in their careers and close the gender pay gap.
By addressing the root causes of the pay discrepancy and implementing targeted strategies for change, leadership in the building materials industry can pave the way towards a more equitable and inclusive workplace for all sales professionals. At DMC Recruitment, we remain committed to driving positive change and advocating for equal opportunities for every sales professional, regardless of gender. Let’s work together to build a brighter and more equitable future.
The study mentioned in the blog is our 2024 Building Materials Salary Report, full report is available for free.
