2026 Pay Transparency Report
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Richardson Wealth is committed to advancing pay transparency, promoting equitable compensation practices, and taking action to help close the gender pay gap.
About this report
Employer details
- Employer
- Reporting year
- Address
- NAICS code
- Number of employees
Compensation
Hourly pay
Comparison shown relative to men’s pay of $1.00.
Average hourly compensation
Women’s average hourly wages are 5% less than men’s, while employees whose gender is unknown or who preferred not to answer earn 40% less than men on average. This means that for every dollar men earn in average hourly wages, women earn 95 cents and employees in the Unknown/Prefer Not to Answer category earn 60 cents. Results for the Non-Binary gender category are not reported because there are fewer than 10 employees in this category, in accordance with the B.C. Pay Transparency Regulation.
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.
Midpoint of hourly compensation
Women’s median hourly wages are 2% less than men’s, while employees whose gender is unknown or who preferred not to answer earn 70% less than men at the median. This means that for every dollar men earn in median hourly wages, women earn 98 cents and employees in the Unknown/Prefer Not to Answer category earn 30 cents. Results for the Non-Binary gender category are not reported because there are fewer than 10 employees in this category, in accordance with the B.C. Pay Transparency Regulation.
Explanatory notes
- “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.
Additional compensation
Bonus pay
The reported bonus pay gap is significantly influenced by commission earnings, which are included within bonus pay for reporting purposes. As a result, the figures reflect differences in earnings across a range of roles with different compensation structures, including commission-based positions, and should not be interpreted as a comparison of traditional discretionary bonus awards alone.
Average bonus compensation
Women’s average bonus pay is 93% less than men’s. This means that for every dollar men earn in average bonus pay, women earn 7 cents. Average bonus pay for employees whose gender is unknown or who preferred not to answer is 80% higher than men’s. Results for the Non-Binary gender category are not reported because there are fewer than 10 employees in this category, in accordance with the B.C. Pay Transparency Regulation.
Explanatory notes
- “Mean bonus pay” refers to bonus pay when averaged for each group.
Midpoint of bonus compensation
Women’s median bonus pay is 94% less than men’s. This means that for every dollar men earn in median bonus pay, women earn 6 cents. Median bonus pay for employees whose gender is unknown or who preferred not to answer is 226% higher than men’s.Results for the Non-Binary gender category are not reported because there are fewer than 10 employees in this category, in accordance with the B.C. Pay Transparency Regulation.
Explanatory notes
- “Median bonus pay” refers to the middle point of bonus pay for each group.
Participation
Employees receiving bonus pay
Percentage of employees in each gender category who received bonus pay.
Non-Binary
Results have been suppressed because there are fewer than 10 employees in this gender category, in accordance with the B.C. Pay Transparency Regulation.
Our ongoing commitment
At Richardson Wealth, we view pay transparency as an important part of our broader commitment to fair and equitable compensation practices. We will continue to review our compensation programs and workforce data to better understand our results and identify opportunities to strengthen our approach over time.