Pay equity is not about individuals. It's about job classifications. What proactive pay equity legislation does is not leave it to complaints, but make sure that employers are sitting down with their employees, unionized or non-unionized, evaluating the jobs together, and then determining what needs to be fixed. It doesn't leave it to collective bargaining or any kind of dispute resolution, although there might be disagreements that would go to a tribunal later. It does all of that on the front end. That's the preferable system.
