When we talk about maintenance of pay equity, it means you have to continue to run your audits.
To go back to something that Ms. Borowy also talked about, the gap is a reflection of a bigger issue in terms of gaps. For example, if you have a company that says they did a pay audit and they actually don't have a gap, yet you see the women in leadership are very few, the way they can say they closed their gap is by claiming that if they only have 10 employees in a department and one of them is a woman, then they can say they're paying the woman equally to the rest of the men because there's only one of them.
You have to continue to see what other biases are happening. You also have to cut the data in different ways. You also have to look at what's happening, which is why you have to continue to report. It's not a matter that once you set forth and reach pay equity, so to speak, within a company or within a business, you're done. You have to continue to look at it on a macro level and just cut the data differently, and also look at what's happening in terms of representation of women and men in other areas.