Hilton Vancouver Metrotown Pay Transparency Report
- Hotel frontline are unionized and CBA determines pay and increases.
- Overtime is unplanned, and in a response to sick calls, labour shortages, or unplanned increases in business.
- Overtime is not mandatory - it is voluntary and paid per the terms of the CBA.
- Salary employees are not eligible for overtime pay.
Employer details
- Employer
- BURNABY CRESCENT HOTEL EMPLOYER COMPANY LTD.
- Address
- 3100-666 BURRARD ST, VANCOUVER, BC
- Reporting year
- 2026
- Time period
- January 1, 2025 – December 31, 2025
- NAICS code
- 72 – Accommodation and food services
- Number of employees
- 50–299
Hourly pay
| Measure | Men | Women |
|---|---|---|
| Mean hourly pay gap (see note 1) | $1.00 | $0.96 |
| Median hourly pay gap (see note 2) | $1.00 | $1.02 |
In this organization women’s average hourly wages are 4% less than men’s. For every dollar men earn in average hourly wages, women earn 96 cents in average hourly wages. (see disclosure note)
In this organization women’s median hourly wages are 2% more than men’s. For every dollar men earn in median hourly wages, women earn $1.02 in median hourly wages. (see disclosure note)
Overtime pay
| Measure | Men | Women |
|---|---|---|
| Mean overtime pay (see note 3) | $1.00 | $0.53 |
| Median overtime pay (see note 4) | $1.00 | $0.91 |
In this organization women’s average overtime pay is 47% less than men’s. For every dollar men earn in average overtime pay, women earn 53 cents in average overtime pay. (see disclosure note)
In this organization women’s median overtime pay is 9% less than men’s. For every dollar men earn in median overtime pay, women earn 91 cents in median overtime pay. (see disclosure note)
| Measure | Women |
|---|---|
| Mean overtime paid hours (see note 5) | 7 hours less |
| Median overtime paid hours (see note 6) | 1 hour less |
In this organization the average number of overtime hours worked by women was 7 less than by men. (see disclosure note)
In this organization the median number of overtime hours worked by women was 1 less than by men. (see disclosure note)
| Gender | Receiving overtime pay |
|---|---|
| Men | 41% |
| Women | 55% |
Bonus pay
Mean bonus pay
This measure cannot be displayed because there is insufficient data to meet disclosure requirements. (see note 7)
Median bonus pay
This measure cannot be displayed because there is insufficient data to meet disclosure requirements. (see note 8)
Percentage of employees in each gender category receiving bonus pay
This measure cannot be displayed because there is insufficient data to meet disclosure requirements.
Percentage of each gender in each pay quartile
| Hourly pay quartile | Men | Women |
|---|---|---|
| Upper quartile (highest paid) † see quartile note | 70% | 30% |
| Upper middle quartile † see quartile note | 34% | 66% |
| Lower middle quartile † see quartile note | 47% | 53% |
| Lowest quartile (lowest paid) † see quartile note | 65% | 35% |
In this organization, women occupy 30% of the highest paid jobs and 35% of the lowest paid jobs. (see note 9)
† This pay quartile was reduced to suppress gender categories consisting of less than ten (10) employees.
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.
- “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.
- “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.
- “Pay quartile” refers to the percentage of each gender within four equal sized groups based on their hourly pay.
Disclosure note
In accordance with the Pay Transparency Act and reporting rules designed to protect the anonymity and privacy of respondents, one or more gender categories has been excluded due to insufficient numbers to meet disclosure requirements.
