While Pay Equity still has a long way to go before being achieved outside of a North American, unionized environment, at the local level and within CUPE 900 it should certainly be recognized, applied, and implemented in the collective agreement.
If there is a gap in this area it should be addressed immediately by being brought forward to the local Shop Steward.
That being said, it's important to note that the policy has to extend beyond pay equity, and include a system that actually allows for TRUE equity (such as childcare supports, flexibility within a reasonable standard and schedules, etc.). We saw many of these gaps disproportionately impact local women (even within unions) during the pandemic shut down and pay equity policies mean nothing if women (in particular) aren't being supported in actually being in the workplace.