bioLytical Laboratories is a privately owned Canadian biotechnology company focused on the research, development, and commercialization of rapid in vitro diagnostic tests through its proprietary INSTI® technology platform, which delivers highly accurate results in as little as one minute. Since 2002, bioLytical has grown into a globally recognized diagnostics organization with regulatory approvals spanning major international markets and a growing portfolio of innovative infectious disease testing solutions.
Our success is made possible by the talented individuals who bring our mission to life every day. We are committed to providing meaningful career opportunities, supporting professional development, and creating an environment where employees can contribute and succeed.
Fair Compensation
bioLytical is committed to fair, competitive, and market-informed
compensation practices. Pay decisions are based on the requirements
of the role, relevant skills and experience, performance, internal
equity, and external market conditions. We regularly conduct market
benchmarking reviews and evaluate our compensation program to ensure
employees are compensated fairly for their role and contributions,
independent of gender.
We support the objectives of British Columbia's Pay Transparency Act
and the role transparency plays in improving understanding of
compensation practices, workforce trends, and opportunities within
the organization. We are committed to providing equal employment
opportunities and making employment-related decisions based on
qualifications, capability, performance, and business needs.
Understanding the Data
The pay gap figures presented in this report have been prepared using the methodology prescribed under the British Columbia Pay Transparency Act. The calculations compare average earnings across gender groups and reflect the overall composition of the workforce rather than direct comparisons between employees performing the same or substantially similar work.
The data reflects a workforce where women represent the majority of employees and are well represented across all levels of the organization. Women comprise the majority of employees within the upper-middle pay quartile and are strongly represented throughout the middlequartiles, where much of bioLytical's scientific, technical, operational, and professional talent resides. Women also represent a significant portion of employees within the highest pay quartile. The reported mean and median pay gap figures are best understood alongside employee representation across different roles and organizational levels, including a greater concentration of men within the highest-paid positions and a greater concentration of women within certain lower-paid roles.
Employer Details
Employer
BIOLYTICAL LABORATORIES INC.
Address
13251 DELF PL #406, RICHMOND, BC V6V 2A2
Reporting Year
2026
Time Period
January 1, 2025 – December 31, 2025
NAICS Code
54 – Professional, scientific and technical services
Number of Employees
50–299
Hourly Pay
Mean Hourly Pay Gap1
Men:$1.00
Women:$0.67
$0.00$0.50$1.00
On a mean average women's hourly wages are 33% less than men's.
For every dollar men earn in average hourly wages, women earn
67 cents in average hourly wages*
Median Hourly Pay Gap2
Men:$1.00
Women:$0.86
$0.00$0.50$1.00
On a median average women's hourly wages are 14% less than men's.
For every dollar men earn in median hourly wages, women earn
86 cents in median hourly wages*
*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.
Bonus Pay
Mean Overtime Pay3
This measure cannot be displayed because there is insufficient data to meet disclosure requirements.
Median Overtime Pay4
This measure cannot be displayed because there is insufficient data to meet disclosure requirements.
Mean Overtime Paid Hours5
This measure cannot be displayed because there is insufficient data to meet disclosure requirements.
Median Overtime Paid Hours6
This measure cannot be displayed because there is insufficient data to meet disclosure requirements.
Percentage of employees in each gender category receiving overtime pay
This measure cannot be displayed because there is insufficient data to meet disclosure requirements.
Mean Bonus Pay7
This measure cannot be displayed because there is insufficient data to meet disclosure requirements.
Median Bonus Pay8
This measure cannot be displayed because there is insufficient data to meet disclosure requirements.
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 EachPay Quartile9
Men
Women
Upper hourly pay quartile (highest paid)*
Men: 59%Women: 41%
59%
41%
0%50%100%
Upper middle hourly pay quartile*
Men: 45%Women: 55%
45%
55%
0%50%100%
Lower middle hourly pay quartile*
Men: 55%Women: 45%
55%
45%
0%50%100%
Lowest hourly pay quartile (lowest paid)*
Women: 100%
100%
0%50%100%
For the lowest-paid quartile; men are present but were
excluded per the reporting standards.
*To protect privacy, any gender category with fewer than 10
employees in a quartile is excluded, and percentages are
calculated from the remaining employees. Figures therefore
reflect only the reportable categories in each quartile.
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.
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