Yes, indeed, and thank you for the question.
We believe that the proactive pay equity regime is particularly likely to benefit women with intersecting identities, such as newcomer women, racialized women, indigenous women and women with disabilities. Research indicates that women with intersecting identities face larger wage gaps, as the member has pointed out, due to, for example, part-time employment, precarious work, occupational segregation, social norms, stereotypes and unconscious bias.
As part of our engagement strategy, the commission is engaging with diverse women to better understand how intersectional factors affect their economic outcomes. However, we do know that when women with intersecting identities are part of predominantly female work categories, employers are now required to look at the value of that work and compare it to the value of work done predominantly by men.