Yes, we think proactive legislation would resolve this issue, because you're addressing pay equity before a complaint. You're actually trying to encourage, if not force, the employer to do the pay equity exercise to evaluate the compensation practices.
Quebec has similar legislation to Ontario. Of employers who did do their pay equity exercise, 85% said in a survey that if it weren't for the legislation they wouldn't have done it. So a proactive pay equity law really does make a difference. Instead of forcing victims of discrimination to file complaints, it forces employers who actually have the control of their pay practices to review them and to comply with the human rights of women.