Employers can improve women’s financial security by recognizing gender differences and improving pension contribution and benefits structures, says Kadie Philp, commissioner and chief administrative officer at the Ontario Pay Equity Commission.

To close the gender pension gap, employers need to recognize how different work-life patterns can be for men and women, in addition to making contribution patterns more effective for people who have to take long-term leaves, such as parental or caregiving leave. She notes employers can start by sorting and filtering their employee data, as the patterns around leaves or benefits will highlight some crucial gaps that need to be filled.

Read: How employers can help shrink Canada’s gender pension gap

“We also know women tend to work more........

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