With respect to what has happened in the years since our report, I would say that I've been involved with women's issues long enough that I am slightly distressed but not surprised that things have not moved very fast. I would say the situation that was reflected in our report is still basically in place across the country. I think that's been confirmed by a lot of the research that has been done since.
Going back to our reports, I actually think that we could stand by our recommendations. There have certainly been some changes in the environment, but I think the basic model that we proposed, which was proactive legislation that would put the onus on employers to come up with a plan and to maintain a plan, is what really offers the most hope for making progress in shrinking the wage gap, which really is very stubborn. The wage gap seems to be very resistant to change.
I would agree with Marie-Thérèse that although employers are concerned about the cost, the experience in Ontario and Quebec, under proactive legislation, was that the cost was not that significant and not as much as employers feared. Certainly, I think there are things about the complaint system. For one thing, the incidence of employers depends on whether somebody makes a complaint or not and then that particular employer is ordered to make a change while that employer's competitors may not have to. There are things about the relationship of the complaint system with the market that are not very justifiable either.