Thank you, Mr. Chair.
I have one question, and then I will turn it over to Dr. Jaczek.
Speaking from my perch as a full professor, I have gone through these evaluation processes. I salute my former colleague Kim Brooks for her ascendancy at Dal. She was an outstanding colleague, and she was outstanding to work with. I delight at her success.
In the various exercises we had at McGill—and I salute the exercises you have at both Dalhousie and Guelph—my own anecdotal experience is that what messed up the scale was at the other end. It was recruitment and retention. When we had, for whatever reason, male professors seeking work in other places—in the United States, for example—at much higher salaries, and the university moved to try to retain them, or when we tried to recruit for chairs and that sort of thing, this seemed to skew the salary with respect to men and jacked up their salaries.
Now, does your y-model—or any other model—take that into account, or are there more ad hoc measures that you try to implement in order to redress the kinds of imbalances that the top end of the process will have all the way through the process, particularly with respect to gender but also with respect to other equity-seeking groups?