It's the will of Parliament, of course...who should be dealing with it.
We do have experience, as you may know, under the Employment Equity Act, which is a proactive model. The Canadian Human Rights Commission has the mandate to audit employers for compliance with the Employment Equity Act and the provisions in that act. It is a proactive regime. There are requirements for employers to ensure that they remove barriers to employment for the four designated groups, for example, and there are certain steps they have to follow. So we do have experience dealing with a proactive model.
On the other hand, the Canadian Human Rights Tribunal, which is an independent body to which we refer our human rights complaints, under the Employment Equity Act they create expert panels dealing with employment equity. I query whether or not an institution like the Canadian Human Rights Tribunal could have the mandate to deal with specialized pay equity matters as well. We're not so sure about that. As I say, at the end of the day it's the will of Parliament. We're always happy to take on additional work, if it makes sense to do that, and we do have experience dealing with pay equity, for certain.