Yes, in fact, the comparative analysis I think your committee.... I devoted a chapter to best practices.
I think what is essential as a best practice, if you can call it that, is the pay equity commission. Without a pay equity commission, everyone would be confused, work would not go swiftly, etc. A pay equity commission is essential.
Another important element is the joint participation. As Mr. Durber said, it's a mistake in Quebec that we don't have joint participation in small enterprises. I agree with him. Joint participation will make the process much easier and much more adapted to the enterprise. Something else is training, and in Quebec there is a compulsory training that employers should give to members of their pay equity committee so they are able to do their work, because we cannot say that pay equity is not a technical job. It's technical. You need training if you want to do it well.
Another important element is transparency. In a survey I did in Quebec with those who are responsible for pay equity implementation, they mentioned that when employees or employee representatives think the employer is hiding some data, in the end they don't have confidence in the results, and that may cause conflicts.
Another important element is communication. The communication with the employees must be done well so they understand what is going on and they don't have an expectation that all the women in the enterprise will have a raise of 10% of their salary. Communication will lay the groundwork for a better understanding and acceptance by employees.
These are some of the most important best practices.