Changes in the percentage of females and males in a job class alone will not necessarily change the gender predominance of the job class for pay equity purposes. For example, an organization may see an increase in the number of females working in a male job class, and the job class appears to be gender-neutral. However, it may still be a male job class for pay equity purposes due to the historical incumbency of the job class and/or the gender stereotype of the work performed. The Act requires that all three criteria – current incumbency, historical incumbency, and gender stereotype of the field of work – be considered to determine the gender of a job class.