I would focus less on a specific university, like the University of Calgary, and say that the UCASS data is very helpful for providing a snapshot of the post-secondary sector largely. I would say that you would find that the generational impact is important. Incoming new assistant professors, for example, who have better negotiated salaries could be making more than would some more senior associate professors, so you start to see a gap there that has implications over time. I would say that, because we moved the retirement age for full professors, for full professors their age might be more senior than it was historically, so the wage gap might also be higher than, say, it was historically when there was a cut-off at age 65.
There are a number of overlapping factors that shape this, but I don't want to rule out the gender dynamics that impact our women. Those can include lower salary offers, the fact that women do different kinds of work that are less rewarded, such as serving as professional workers or mentoring students, or that they may get less prestigious offers to be research chairs. We know that historically—and we're trying to change this with the tri-council—women didn't get as many Canada research chairs.
As you know from the research on full professors and senior leadership, women are significantly under-represented in these kinds of roles. As well, racialized people are severely under-represented in senior leadership roles, including at my own institution, which we acknowledge. These things all impact salary and they all impact the gap. To the extent that we don't close these other gaps—hiring, promotion, remuneration—we will continue to see them grow or remain the same, which is virtually what's happening right now.