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Alex continues her analysis of the compensation system by reviewing external equity. Who should be flagged as having obvious external inequities in terms of their current compensation rate if you consider the type of position and years of experience as guides. Marcy Gill is currently getting paid too much given the average market rate of pay. Marcus Reid is currently getting paid too much given the average market rate of pay. Bill Andrews, despite being with the company for a decade is making less than the average market rate of pay. Gillian Ford, although a fairly junior employee, is also not getting paid at the average market rate. Dina Stead is not currently getting paid a rate of pay that matches the average market rate of pay. There are no external inequities. Alex wants to double check the market rates of pay shown in the video. She has several sources of compensation data that she can consider. These include (pick the most appropriate answer). Employment and Social Development Canada and Employee trade and professional associations. There are no sources of compensation data that would be relevant. When Alex considers solutions to any internal and pay inequities that the company is facing, what is the best possible solution she should consider? You can assume there are no performance issues, and once gain use position and years of experience to help guide your answer. Marcy Gill's pay should be reduced to be in line with others in the same job. Marcus Reed's pay should be reduced to be in line with others in the same job. There are no internal pay inequities to be addressed. Bill Andrews' pay should be increased to be in line with others in the same job. Dina Stead's pay should be increased to be in line with others in the same job