Well, if you're going to count things that didn't exist as a loss, that's fair. We'll call it lost opportunity cost.

But you'll then need to count what you didn't give up as a gain.

- You gained health privacy safeguards. I'm not sure how to put a dollar amount on that, but if you were to pay a private company to recover those safeguards, you'd be broke.
-- With that, you gained career security. Again, hard to put a number on that, unless you're the one med-down for 3 years or the rest of your career trying to get reinstated because of something your non-AME PCM mistakenly wrote on your records that the company AME found and reported to the FAA. Couldn't happen? I'd say that if it happens to even one pilot over the life of this contract and all the rest of the contracts the provisions would remain in place (indefinitely), it's not worth the cost.
-- With that, you also gained freedom from intimidation and second-guessing as to whether you should call in sick (or whether your pairing mate should call in sick instead of making you call in sick for the next rotation).
-- With that, you also gained the benefits of DAL, instead of pressuring pilots to work more, staffing correctly, or to pay you and your fellow pilots a "failure to staff correctly" bonus (green slips).

- You gained 12 hours a year more at home. Say it with me... "Hol.." "Holi.." "Holiday." No, not "Hollandaise."
-- With that, you gained about 130 more pilots on property, or the consequences of not hiring those pilots (again, green slips).

- You gained better schedules and literally millions of dollars in green slips for FOs of all seniorities instead of allowing DAL to make up for hiring insufficiencies by slick scheduling slights of hand which violate seniority and harm all FOs.
-- With that, you gained more Capt slots for those who would rather be a Capt than push up to the green slip trough like some of their more senior compatriots, and better category seniority for those already there.

I could continue and will at a later date.