Okay.
The last theme that I have here relates to what we were talking about when I took the rest of Mr. Robillard's time, with respect to how you diversify and how you diversify in terms of attracting. Where I was going with that was in regard to something that has really stuck with me in this study and the various witnesses we've had, and a lot of it goes back into the fall, specifically as it relates to how we might treat different genders or different segments of the population differently when they're in their roles.
One thing I learned that I thought was very interesting, and a lot of people might innocently make this mistake, is by assuming, “Well, I need a woman in this role because of her maternal instincts.” We've been told, and I totally agree, that it is the absolute wrong way to approach the situation. How do we make sure that we don't set ourselves up for the same type of discussion or the same type of scenario in the recruitment process?
That is where I was going when you said we have to diversify and reach out to different areas. I'm curious as to how we reach out but protect ourselves so that we don't end up falling victim, perhaps, to some of the stereotypes that exist.
I don't want to put you on the spot. If you don't have an answer now, you can always feel free to follow up later. However, it's something that's on my mind.