At Amazon, we believe that building a welcoming and inclusive culture is integral to people doing their best work, and is essential to what we can achieve as a company. Our culture of inclusion is reinforced within our 16 Leadership Principles, which reminds us all to seek diverse perspectives, learn and be curious, and earn trust.

We believe that our ability to innovate on behalf of our customers relies on the perspectives and knowledge of people from all backgrounds. We actively build a supportive and inclusive workplace where employees can grow, thrive, and connect in meaningful ways throughout their careers at Amazon.

Amazon recognizes that gender pay gap (GPG) reporting is just one element of a wider strategy to address equity. While GPG reporting alone cannot determine or resolve the complex set of causes for these differences, it is a crucial and welcome element. As we strive to be Earth's best employer, we take this initiative seriously.

What is the difference between gender pay gap and equal pay? 
GPG compares the average pay of all working men and women, regardless of their job title, level, working patterns, organization levels, qualifications, or experience. GPG is an expression of the difference in the overall average earnings between all men and women within an organization. Equal pay, on the other hand, ensures that people receive equal pay for equal work, regardless of their gender. Therefore, the presence of a GPG does not mean that there is a difference in pay for men and women in the same roles. At Amazon we regularly perform equal pay audits and are committed to equal pay. 

The British Columbia Pay Transparency Act requires all companies with 50 or more employees to publish a pay transparency report by November 1, 2026. The Amazon entities in Canada that fall into this category are Amazon Canada Fulfilment Services, Amazon Development Centre Canada, Amazon Web Services Canada, Amazon.com.ca, ULC and Abebooks Inc. The mean gender pay gap for these entities ranges between 26.62% and –7.74%.

Amazon’s British Columbia gender pay gap reports are available here.

How is Amazon working to create equity?
We're focused on improving gender representation and helping employees from all backgrounds build skills and grow their careers. A few examples of that work in Canada: 

  • Career Choice pre-pays up to 100% of tuition and fees toward certificates and diplomas in high-demand fields like data analytics and cybersecurity. More than 13,500 employees in Canada have taken part. 
  • Amazon Future Engineer partners with Canadian charities to bring computer science learning to students from underserved communities, from kindergarten through high school. 
  • AWS training programs — including AWS re/Start and AWS Skill Builder — help people build cloud skills and launch tech careers, with dedicated initiatives to bring more women into the field. 
  • Family support – Amazon offers up to 14 weeks of paid pregnancy leave for birthing parents and six weeks of Paid Parental Leave for parents welcoming or adopting a child. Our Ramp Back program also gives returning parents eight weeks of flexible, partial-hours scheduling as they readjust. 
  • Employee-led groups – employees come together through volunteer-run groups that offer connection and support. As examples, Women@Amazon and Amazon Women in Engineering (AWE) are active in BC, with chapters dedicated to attracting, developing, and retaining women in operations and technology roles — alongside other groups spanning a range of communities and shared experiences.  

We'll keep investing in programs that help employees grow, thrive, and connect. Learn more.