One of our issues is that we have offered, over time, market differentials for particular areas. These would be differentials that are given to areas where it's hard to recruit people or where their salary expectations are higher.
For example, in our business school, in our accounting program, many of those faculty get market differentials, but we see actually more men represented in those departments than women, and therefore we end up across the board seeing higher wages for men overall.
Similarly, we've seen certain market differentials being offered in our engineering faculty. This is to attract and retain faculty that get offered compensation on top of base salary, and that really is what, I think, tends to exacerbate this issue.