The zero tolerance approach needs to be elucidated.
They have been told about it. What I have told my managers, starting from my deputy commissioners on down, is that leaders have to engage in managing their workforce. What it means is that there are going to be consequences for managers and leaders and supervisors who don't act when they observe traits and behaviours of people in the workplace, but also don't act when people make complaints.
That's our approach to the zero tolerance idea, but what we're really shooting for is a fully engaged workforce with all employees alive to the issue of workplace conflict and harassment and who are willing to intervene at the outset when these things are known or can reasonably be known.
As a result, I think we're seeing a much more active management approach to this. I had expected that we would see a spike in some of the complaints, and we may yet, although we have not thus far. But I think we're succeeding in getting the message out to people that you can't just stand by and watch these things happen and not act.