As we mentioned at the beginning of the presentation, there are different ways of measuring this. But some of what is affecting the wage gap—and whether or not it's within the definition of pay equity, I'm not sure—has to do with hidden ways of compensating men.
If you look at my diagram that talks about how many women are at the very top rates of the management echelon. In the CEO category, a lot of their compensation might come from bonuses and other forms. If you speak to university professors, there might be published salaries for the jobs, but the difference is in the perks with the job. It's the more hidden systems of compensating people that may be affecting some of the wage gap, and that's often linked to their ability to work longer hours or having not had interruptions in their time in the labour force, etc.