In the earlier panel we had the Canadian Bankers Association, and one of the suggestions I made was that perhaps one of the banks could share some proprietary information on their policies, on their road map on how they're going to address that. Thinking about it further, I think that's highly competitive data, and I don't think anyone would want to give that out because a lot of investment goes into it.
I appreciate your third paragraph, that there is some positive news about the gender wage gap. To take an averaging of employees and what they make and then putting it out there transparently, if there is a distortion due to some....
These days unequal wages usually don't happen intentionally. I think that's a really key point, and so what I like about the pay transparency regime is that an individual business under the federal regulations might just see they have something out of whack.
Then, on the next page, you say organizations should conduct equal pay audits. Would you say that the two almost go hand in hand? If a number was put out publicly by a large company, a bank or whatnot, then the onus would be on them to ask why the wage gap was happening and then to look for internal remedies, because, as you said on the first page, unequal wages usually don't happen intentionally.
What are your thoughts on that?