“Proactive”, in terms of the obligations, has been a requirement first of all that you implement equal pay for work of equal value, and we say the PSECA doesn't do that. But most importantly, what it does is say that it is a requirement for employers to incorporate within their practices and have plans for. They don't wait for complaints, which the old CHRA system does, but have to promptly move to establish a proactive planning process that identifies the discrimination that exists in the workplace and sort out how it will be eliminated.
That proactive part of it is in fact having a plan and having specific timelines in which you eliminate the gap. We would say that PSECA doesn't do that.