Proactive legislation would allow for a systematic assessment method, when it comes to wage discrimination, through a number of steps.
Some worry that addressing gender pay inequity through proactive legislation goes against market principles, meaning that compensation would be the result of administration rather than supply and demand. Proactive legislation does, however, include exceptions. It's important to understand that. Proactive legislation on pay equity does not run counter to market forces. Exceptions are made. For example, if a business is found to have a wage gap in certain job classes where a labour shortage exists, such as in engineering or computer science, that difference will not be considered discrimination. The employer will still be able to pay engineers or computer scientists a higher wage without the practice being seen as a violation of the law. That's a really important element to keep in mind. So a proactive model does not conflict with market forces.