The numbers I quoted are reported under the employment equity data collection requirements: 34.5% for senior management, and then gender parity with middle managers and professionals.
Section 11 of the Human Rights Act prohibits discrimination on the basis of gender. When the Equal Wages Guidelines came out—and that is national legislation—banks put a lot of effort into pay equity programs to ensure that they were compliant with the law.
Other witnesses, including StatsCan, talked about unexplained factors, other socio-cultural or sociological factors. I can't speak to that. I can say that from our industry's perspective part of the pay gap for all Canadian companies is that there are not enough women in senior roles.
There's been a lot of effort made. I have lists of the kinds of programs that banks have in place to attract and recruit women. There are targeted recruitments at universities as well as mentorship programs for women in the STEM sectors. Then there's the leadership pipe or pipelining at the banks, which identifies women who are seen to have career trajectories that would pull them into senior roles. There is a lot of fostering of women's advancement, because of the obvious correlation between a senior role in an organization and a higher wage.