I'm not comfortable talking about how that compares with the Dalhousie situation. I can tell you that our review was done in October 2017, so it was just before the pandemic hit. This gap was identified at the time. I think the total available sample was 798 faculty who were looked at, deans or AVPs and so on. We took a look at ethnicity, gender identity, and also at data that was part of our university's “Diversity Matters Census”. Of the 700—I think it was close to 780 faculty identified—we were able to work out that there was a gap. The distribution of salaries at that time showed that the average work wage for female faculty was lower than the average wage for male faculty by several thousand dollars.
It was decided that there had to be an adjustment made, and an adjustment was made. The difference between male and female faculty salaries was found to be $2,050, and that adjustment was made.
The important thing about this review was also to look at how we could start using predictors such as gender, rank, time from hire, time from Ph.D., and performance and how we could improve things for the future. We took a look at the change in salary distribution and really examined where we need to pay attention when it comes to that pipeline, if you will, which wasn't happening with people moving up. We looked at the systemic barriers in place to identify what those contributors were to the academic pipeline.