Core Points - Air Canada flight attendants overwhelmingly rejected the company's wage offer with a 99.1% vote against ratification and a voter turnout of 99.4% [1][2] Wage Offer Details - Air Canada proposed a 12% wage increase for Rouge flight attendants and mainline flight attendants with five years of service or less, and an 8% increase for mainline flight attendants with six years or more. The offer included annual increases of 3%, 2.5%, and 2.75% over the remaining years of a proposed four-year contract [3] Wage Comparison - Despite the proposed increases, flight attendants would still earn below the federal minimum wage of $17.75 per hour, with full-time Rouge flight attendants earning $2,219 per month and mainline flight attendants earning $2,522 per month [2] Government's Role - The federal government was criticized for its involvement in the negotiations, allegedly providing Air Canada with leverage to suppress flight attendants' wages [4] Future Negotiations - The wage issue will move to mediation and potentially arbitration, while the recognition of flight attendants' safety roles and compensation remains unresolved. Some progress was made in obtaining partial pay for ground duties [5]

Job Market Analysis - The US economy added 139,000 jobs in May, exceeding expectations, while the unemployment rate remained steady at 42% [1] - Healthcare and hospitality sectors are showing significant hiring gains [1] - Job seekers need to be strategic in geography, industry, and skill set to secure employment [1] Wage and Negotiation - Employees need to negotiate effectively during the hiring process [1] - Employees should equip themselves with as much information and leverage as possible [1] Diversity, Equity, and Inclusion (DEI) - Only 35% of LGBTQ+ professionals feel comfortable being their full selves at work [1] - LGBTQ+ professionals have a higher turnover rate due to unmet expectations regarding company inclusivity [1] - Companies should be evaluated for their commitment to inclusion through culture cues, employee resource groups, and network referrals [1][2] - Inclusive companies often have members of marginalized groups in leadership positions [3] - Companies with inclusive benefits like family planning support and gender-affirming care are more likely to have inclusive policies [3] - Shareholder votes against anti-DEI initiatives indicate a company's commitment to upholding DEI values [4][5]