Mr. Speaker, my colleague touched on a number of issues but the one that I think is important to discuss is conflict versus consensus in this file.
The current system, as she noted, is creating conflict and people need to literally fight through a process which is very insensitive in the sense that it leaves relationships that need to be rebuilt. This is an issue where if it is properly mandated and delivered by the federal position, it will create a better environment so organizations will no longer be in those elements of conflict and fighting each other internally as opposed to seeking solutions and moving forward with pay equity.
As I noted in my earlier comments, coming from an organization that implemented pay equity, we saw a significant morale boost post-implementation because those workers, who were not being treated fairly and who did not get the same remuneration that they should have had at that time, were then lifted up throughout the organization. I can say that other people in the organization did not see it as they were stuck. These people were actually getting a benefit that they would otherwise share. What they saw is that there was a general leveling of the environment that was healthy.
Past those employees are the new people coming into the organization who no longer inherited this conflict and this situation and so we kept our operations and our focus on providing services to people.
I would ask my colleague to expand upon the conflict that could be avoided in this situation as we could look at models that would actually resolve the situation and let organizations move forward together and not have to spend their energy, time and resources fighting something that could leave long term negative repercussions.