Thank you, Madam Chair.
Mr. Fine, thank you for your presentation.
Your administration of the Canadian Human Rights Act and the Employment Equity Act reflects the differences in how these two statutes are structured. Under the Employment Equity Act, you administer a proactive system, conducting audits and ensuring compliance. Under the Canadian Human Rights Act, you examine the conduct of employers only when a complaint is brought forward.
In your experience, what are the strengths and weaknesses of these two types of systems to oversee human rights in general, and pay equity in particular? Do you think a proactive approach to achieve pay equity is necessary? You answered this question, but I would like to know whether our complaint-based system can be improved.