As a point of clarification, I'm here as a representative of FETCO and not as counsel to Canada Post Corporation. However, I will draw on the Canada Post example.
In all Canada Post's bargaining units—I should say with the exception of the Canadian Union of Postal Workers, but with the Public Service Alliance, which represents our white-collar workers; the Association of Postal Officials of Canada, which represents our supervisors; and the Canadian Postmasters and Assistants Association, which represents our rural postmasters—what we have done is agree in advance of bargaining on a job evaluation plan, looking at the same criteria that are set out under section 11 of the Canadian Human Rights Act and that are also set out in the equitable compensation act, using skill, effort, responsibility, and working conditions. We've agreed on a gender-neutral plan, pre-bargaining, and we've worked out the relative values of the jobs in the bargaining unit.
That is then brought to the bargaining table, where the parties hopefully agree on wages and benefits for those employed. I believe it's worked fairly well.
So basically, the achievement of equal pay for work of equal value is done through the collective bargaining process. That's how it works. That's how it worked in our environment anyway.