Under-representation is addressed through employment equity, not pay equity. We already have legislation in place for that. It is proactive, in the sense that there is an obligation to put in place employment equity plans and to have a statistical analysis of your workforce to make sure that all the groups are properly represented. If they are not, you have to go through your whole employment system and make sure there are no biases. Where stereotypes have acted as barriers, you have to be aware and take steps to redress that.
On pay equity, to really address the wage gap between aboriginal members or racialized employees, you would have to find—I'm sorry for using this awful expression—job ghettos. You would have to find people concentrated in certain job classifications. We could probably find such concentrations, but I'm not sure how much.