| Employer: | BDO Canada LLP |
|---|---|
| Address: | Royal Centre, 1055 West Georgia Street Unit 1100, P.O. Box 11101 Vancouver, BC V6E 3P3 |
| Reporting Year: | 2024 |
| Time Period: | January 1, 2024 – December 31, 2024 |
| NAICS Code: | 54 – Professional, scientific and technical services |
| Number of Employees: | 300-999 |
Introduction
Pay transparency reporting is a requirement under British Columbia's Pay Transparency Act (the Act). To comply with the Act and to reinforce our commitment to transparency and to working collaboratively toward greater equity BDO Canada LLP (BDO) is publishing this report to provide information on compensation across gender groups for the 2024 reporting year.
BDO's compensation framework is guided by three core principles: market competitiveness, paying for performance, and clear communication. These principles ensure employees are fairly rewarded for their contributions while maintaining equity and consistency in pay decisions.
The data presented in this report shows average and median pay differences across gender groups at the firm level and does not account for factors such as role, level within the organization, geography or performance. Beyond the report that is required by the Act, BDO regularly conducts internal pay equity analyses that account for these compensable factors to provide a clearer view of pay equity. These analyses provide the foundation for ensuring that compensation decisions are fair and equitable across genders.
This report has been prepared in accordance with the requirements of the Act. To protect employee anonymity and privacy, results have been excluded for any gender category where reporting thresholds were not met.
Hourly pay
Hourly pay reflects base salary compensation, excluding bonuses and overtime. BDO's compensation philosophy emphasizes both market competitiveness and pay for performance. Each role is assigned a market-based salary range, which guides pay decisions to balance external competitiveness with internal equity. These ranges are reviewed annually using market data and industry benchmarks.
Annual pay decisions are linked to individual performance and go through a multi-step approval process to ensure fairness and consistency. This approach supports our commitment to offering competitive, performance-driven compensation while maintaining equity and clarity in decision-making.
| Gender | Mean hourly pay gap1 | Median hourly pay gap2 |
|---|---|---|
| Men | $1.00 | $1.00 |
| Women | $0.82 | $0.83 |
Women's average hourly wages are 18% less than men's. For every dollar men earn in average hourly wages, women earn 82 cents. Women's median hourly wages are 17% less than men's. For every dollar men earn in median hourly wages, women earn 83 cents.
Explanatory notes
- Mean hourly pay gap refers to the differences in pay between gender groups calculated by average pay. Hourly pay does not include bonuses and overtime.
- Median hourly pay gap refers to the differences in pay between gender groups calculated by the mid-range of pay for each group. Hourly pay does not include bonuses and overtime.
Overtime pay
Overtime pay reflects additional compensation for hours worked beyond the standard workweek. At BDO, all permanent employees are eligible for either overtime pay or a performance bonus, depending on their role and employment classification. This section provides information on average and median overtime pay, the number of overtime hours worked, and the percentage of employees in each gender group who received overtime pay during the reporting period.
| Gender | Mean overtime pay3 | Median overtime pay4 |
|---|---|---|
| Men | $1.00 | $1.00 |
| Women | $1.23 | $0.62 |
Women's average overtime pay is 23% greater than men's. For every dollar men earn in average overtime pay, women earn one dollar and 23 cents. Women's median overtime pay is 38% less than men's. For every dollar men earn in median overtime pay, women earn 62 cents.
| Gender | Mean overtime paid hours5 | Median overtime paid hours6 |
|---|---|---|
| Women | 37 | -17 |
The average number of overtime hours worked by women is 37 more than men. This result is influenced by a small number of women who worked a significantly higher number of overtime hours. In contrast, the median number of overtime hours worked by women is 17 less than men.
| Gender | Percentage receiving overtime pay |
|---|---|
| Men | 6% |
| Women | 25% |
25% of women received overtime pay compared to 6% of men. These percentages are calculated based on the full employee headcount, which includes employees who are not eligible for overtime. Within the BC employee population, there are more women in overtime-eligible roles than men, contributing to this difference.
Explanatory notes
- Mean overtime pay refers to overtime pay when averaged for each group.
- Median overtime pay refers to the middle point of overtime pay for each group.
- Mean overtime paid hours refers to the average number of hours of overtime worked for each group.
- Median overtime paid hours refers to the middle point of number of overtime hours worked for each group.
Bonus pay
Bonus pay represents variable compensation designed to reward both individual performance and contribution to firm results. The majority of bonuses at BDO are performance-based and are provided to employees who are not eligible for overtime pay. Under the Act, bonus pay also includes other forms of variable pay beyond base salary and overtime.
Within the British Columbia employee population, more men are in performance bonus–eligible roles, which contributes to higher average and median bonus pay for men and a greater proportion of men receiving bonuses.
This section provides information on average and median bonus pay, as well as the percentage of employees in each gender group who received a bonus during the reporting period.
| Gender | Mean bonus pay7 | Median bonus pay8 |
|---|---|---|
| Men | $1.00 | $1.00 |
| Women | $0.82 | $0.85 |
Women's average bonus pay is 18% less than men's. For every dollar men earn in average bonus pay, women earn 82 cents. Women's median bonus pay is 15% less than men's. For every dollar men earn in median bonus pay, women earn 85 cents.
Explanatory notes
- Mean bonus pay refers to bonus pay when averaged for each group.
- Median bonus pay refers to the middle point of bonus pay for each group.
| Gender | Percentage receiving a bonus |
|---|---|
| Men | 51% |
| Women | 41% |
51% of men received a bonus compared to 41% of women. These percentages are calculated based on the full employee headcount, including employees who are not eligible for a performance bonus.
| Gender | Lower | Lower Middle | Upper Middle | Upper |
|---|---|---|---|---|
| Men | 26% | 28% | 40% | 50% |
| Women | 74% | 72% | 60% | 50% |
Women occupy 50% of the highest paid jobs and 74% of the lowest paid jobs.
Explanatory notes
- Pay quartile refers to the percentage of each gender within four equal sized groups based on their hourly pay.
Conclusion
This report has been prepared in accordance with the requirements of the Act. This report shows the average and median pay differences across gender groups at the firm level and does not account for factors such as role, level within the organization, geography, or performance.
The firm remains committed to competitive and fair compensation practices. We regularly conduct internal pay equity analyses beyond legislative requirements, using a methodology that accounts for relevant compensable factors to provide a clear and accurate picture of pay equity at BDO. By publishing this report, we reaffirm our commitment to fairness, equity, and transparency in compensation, grounded in a collaborative approach that strengthens trust across our organization.