Pay Equity committee  I'll just clarify some of those numbers, but I think you have them right. It's 62% overall at the six largest banks. For middle management and professionals, it's 50.4% and 50.5%, and then 34.5% of all senior managers. If I understand the question correctly, it is why it is still

Pay Equity committee  Obviously the number of administrative and business support positions in banks is huge. The number is much, much larger than the number of senior roles available for men or women. Really, this is a focus for the banks. It is a focus for HR. I can read out a number of things the

Pay Equity committee  That sounds right.

Pay Equity committee  I generally agree with Derrick's comments. To add to them, you talked about your experience at a bank in terms of the road-mapping and the game plan and having it be a priority. It is for the banks. It's a priority as part of broader talent recruitment and management. The banks

Pay Equity committee  I guess my comment would be that I definitely don't want to give the impression that we have come into this appearance with our minds made up, at least for the banks. What we'd want to do is look at the details and look at where we can avoid duplicating or reinventing the wheel.

Pay Equity committee  No.

Pay Equity committee  On pay equity, equal pay for equal value of work, and separating that out from the wage gap, as you alluded to, it's the law, so since—

Pay Equity committee  The way the banks have approached it is at the origin point of compensation. I mentioned a few of these. At the starting point it's gender-neutral job evaluation, the Hay method, which not just banks use, but also a lot of corporations globally.

Pay Equity committee  The only thing I'd add is that sometimes this may get a bit lost in the conversation, but employers also do not like long protracted battles at tribunals and courts, so it is definitely in the interests of all sides to have disputes resolved as quickly as possible.

Pay Equity committee  I will try. I think some of those elements that the banks have identified for me as things that they do should be relatively easily achievable for a small organization. Whether it's at an internal review or a periodic review, I think what becomes more challenging for smaller or

Pay Equity committee  If I understand the question correctly, we put that position forward because it's a human right.

Pay Equity committee  In putting that comment together, we were thinking of some of the recommendations in the 2004 pay equity task force report. The suggestion by the task force was to create a new piece of legislation, a new pay equity commission, a new tribunal. This throws out a lot of the process

Pay Equity committee  The numbers I quoted are reported under the employment equity data collection requirements: 34.5% for senior management, and then gender parity with middle managers and professionals. Section 11 of the Human Rights Act prohibits discrimination on the basis of gender. When the Eq

Pay Equity committee  Just to clarify, was the question for the Canadian Bankers Association or FETCO?

Pay Equity committee  I'm happy to start. Thank you for the question. I think you're absolutely right; we haven't formulated detailed views on that. One of the principles I mentioned in my opening remarks was flexibility in terms of the types of operations and the size of the workforce. When people