In terms of lessons learned elsewhere, I think the Quebec model is relevant. At first we consulted the people of Ontario. We then made changes to the Ontario model to develop better legislation. I think we can draw on that model.
As for smaller firms, we find it is important to conduct follow-up, to provide training and mechanisms to ensure that employers are reporting, be they large or smaller employers.
I would also like to talk about how long it takes to pass legislation. Our coalition has been around since 2001. Various political parties have told us on a number of occasions that action would be taken to achieve pay equity and bring about changes. Perhaps it is really time to act, and I hope the process will not start from scratch with more research and more studies to end up saying that something will be done, that legislation will be passed, but some other time. I have been working for the coalition for a long time, and I must say that I'm starting to be a little cynical. I would be really sad to see that hope is being given to women again without a result.
In terms of other issues related to the pay gap, once again we should not be muddying the waters. This is not about doing one thing or other. I think it is important to work on the issue of the pay gap as a whole, but this should not be a reason for not taking action. Earlier, I gave the example of New Brunswick. Instead of working very seriously on achieving pay equity, they talked about reducing the pay gap and opting for voluntary measures, but, in the end, we did not see any changes. I really would like to caution you that half-measures are not a solution. Other factors may promote pay equity, including access to childcare and employment equity. I know those have often been mentioned.