Pay transparency at Doctors of BC
In alignment with BC Government’s Pay Transparency Act, Doctors of BC will publish an annual Pay Transparency Report that includes an overview of gender pay data across our organization.
These reports allow us to monitor our progress over time and highlight developments we have made in our commitment to pay equity. Learn more about the Pay Transparency Act.
Please note:
- The 2024 report is based on 2024 data.
- Non-binary or “prefer not to answer” responses, as well as overtime statistics, are not included. The BC Government requires at least 10 responses in a category to ensure anonymity, and this threshold was not met for these groups.
- Future reports will be published here annually.
What Doctors of BC is doing to close the gap
While Doctors of BC is proud to have a smaller gender pay gap than the provincial median, we remain committed to ongoing action to advance pay equity through transparency, diverse and inclusive hiring practices, and leadership development.
Learn about our recent and ongoing initiatives below.
Pay transparency and audits
- Transparency: Doctors of BC includes salary ranges and pay grades in all job descriptions and posts salary structures internally.
- Compensation review: In 2024, we conducted an external compensation review with Mercer, benchmarking a significant number of roles against the job market and updating our compensation philosophy, job architecture, and salary bands. We also introduced a new governance process for job evaluations using Mercer’s globally recognized five-factor methodology (Impact, Communication, Innovation, Knowledge, Responsibility). Learn more about Mercer.
- Audits: We regularly carry out gender pay audits, with the next one planned for 2026.
Diverse, inclusive hiring and promotions
- Interviews: We ensure diverse interview panels for candidates and use structured interview guides that focus on skills and experience.
- Equitable leadership: Although women comprise over 75% of Doctors of BC’s workforce, we continually work to increase the representation of women in senior and executive leadership roles, and we are proud to collaborate with Minerva BC to support equitable leadership development across our team. Learn more about Minerva BC.
- Representation: We encourage equal representation of gender preferences throughout all levels of the organization.
Equitable compensation and benefits
- Job classification: Doctors of BC has gender-neutral job classifications, avoiding job titles that imply gender bias (e.g., “Secretary”).
- Compensation: Our employee compensation is benchmarked externally based on geography, industry, and organization size.
- Training: All hiring managers undergo training to identify unconscious biases in the workplace.
- Work-life balance: Most of our roles offer flexible hours and remote work options, supporting work-life balance and equal career opportunities.