I will ask my colleague to answer the piece about the Canadian Labour Congress, because he has done extensive research on that.
I would just say one thing, though, which is that for any other terms and conditions of employment, the notion of joint accountability between employer and bargaining agents exists. Section 10 of the Canadian Human Rights Act makes it very clear that for any other working conditions the employer and the bargaining agents are not allowed to discriminate. What the equitable compensation act is doing is extending the same protection to the portion that is wages.
I would just say that with respect to other working conditions, it is working quite effectively. When you're sitting at the bargaining table, you can look at your partner across the table straight in the eyes, sometimes on demands that you either don't know or don't realize may be discriminatory. If you can sit across the table from them and say, listen, we're going to have to talk this through because this analysis demonstrates to me that X, Y, and Z may have a negative impact on women or people with disabilities, then you have a joint obligation to talk it through and find a solution. All I'm saying is that to extend the same thing to wages would be healthy in having a debate that is fulsome.
With respect to the reference to the Canadian Labour Congress, my dear colleague has the reference here.