Pay Transparency Report
British Columbia | Reporting Year: 2026 | Data Range: Jan 1, 2025 – Dec 31, 2025
About this report: This report covers 62 Public Storage employees in British Columbia during 2025, including those who left during the year.
Employee Report
| Item | Detail |
|---|---|
| Employer name | Public Storage |
| Mailing address | 2650 Rupert Street, Vancouver, BC, V5M 4X2 |
| NAICS code | 531130 – Self Storage Mini-Warehouse |
| Number of BC employees | 50–299 |
| Reporting year | 2026 |
| Data period | January 1, 2025, to December 31, 2025 (12 months) |
Pay Gaps Compared With Men
| Measure | Mean | Median |
|---|---|---|
| Hourly pay gap | 7.8% | 9.2% |
| Overtime pay gap | 9.0% | -64.4% |
| Overtime hours gap | 19.5% | -100.0% |
| Bonus pay gap | 34.6% | -61.0% |
What this means: Our hourly pay gap reflects the mix of roles men and women hold, not different pay for the same job. In our two largest roles, Relief Manager and Property Manager, average hourly rates for women and men are within 1.5% of each other.
The negative medians for overtime and bonuses mean the typical woman earned more overtime pay, worked more overtime hours, and received a larger bonus than the typical man.
Share of Employees Receiving Overtime & Bonus Pay
| Gender | Received Overtime Pay | Received Bonus Pay |
|---|---|---|
| Men | 73.3% | 86.7% |
| Women | 71.9% | 81.2% |
What this means: Men and women had similar access to overtime and bonuses. Women were about as likely as men to receive overtime pay (71.9% compared with 73.3%). The difference in bonus receipt (81.2% compared with 86.7%) amounts to fewer than two people in a group of this size.
Pay Quartiles
| Quartile | Men | Women |
|---|---|---|
| Upper (highest paid 25%) | 54.8% | 45.2% |
| Upper middle | 63.4% | 36.6% |
| Lower middle | 37.8% | 62.2% |
| Lower (lowest paid 25%) | 37.5% | 62.5% |
What this means: Women hold 45% of positions in our highest-paid quartile, close to an even split. Women make up a larger share of the two lower quartiles mainly because our largest role, Relief Manager, which carries entry-level pay rates, is held by more women (16) than men (12). This reflects who holds which roles rather than differences in pay within a role.
Notes
Gender is self-identified using the Province of BC’s standard question. Non-binary and Unknown categories have fewer than 10 employees, so their figures are withheld for privacy.
Overall: Our gaps are driven mainly by a small number of senior roles held by men, while pay within the same role is generally comparable. We will continue to review pay by role each year and look for opportunities to support women’s advancement into senior positions.
