In both cases, it's a participatory process. However, as far as the Quebec law is concerned, the unions do actually have a proactive approach to take with employers. At the same time, it's fundamental, from the time there is a difference of opinion, a doubt about the fact it's a fundamental right of women, we can always call on a third party and ask for a decision that goes beyond the simple laws of the market. Let's put it like that. In my opinion, this is the most fundamental aspect.
Next, the Quebec law defines a certain number of guidelines that conform with international documentation. For example, to determine which jobs are female jobs, the Quebec law stipulates that, as soon as a profession has over 40% women in it, there is a strong possibility of discrimination based on sex. The federal law talks about 70%, thus excluding a very large number of women to start with.
In addition, the federal law is such that the unions will have to pay part of the wages, and this does not exist at all in the Quebec law. In the Quebec law, there are duties and responsibilities that belong to the pay equity committee, consisting of representatives of employers, women, workers and unions. Legal action can be taken against these people if they don't perform their responsibilities properly, but at no time will they be asked to pay missing wages. I'd say that this is a pretty fundamental difference.