Status of Women committee  It's the culture. The same people stay and the culture remains pretty much the same. If there's nothing that changes the culture of the organization, it should pretty much remain the same way. If I could clarify, although the code isn't specific about behaviour, our policy is. When we talk about examples of harassment, we do mention inappropriate touching.

Status of Women committee  Just to be exact, we have 39 women and 11 men in our organization of 50.

Status of Women committee  I think also that because we're so small, it's very informal. I was mentioning earlier that we have three levels in the hierarchy in our organization. It's a really flat organization, so it's easy to approach and to deal with people in different groups and at different levels. I think that helps because there's always open communication.

Status of Women committee  In that case, the same policies would apply. Our office gathers and processes a great deal of personal information. Our human resources department is made up of two advisers and myself. Our office is very small and our practice from the outset has been that confidentiality is critical.

Status of Women committee  No.

Status of Women committee  At the moment, we use Public Works' shared services in order to be able to provide human resources services. So we would have easy access to their services. I had a discussion with them yesterday to confirm that it is actually the case. We have that service at our fingertips.

Status of Women committee  The management group meets on a weekly basis, and because we're so small, we know everything that's going on, of course, on the two floors. If there was to be an issue, we'd probably get involved informally. It wouldn't go unnoticed. It gets discussed.

Status of Women committee  The policy itself is posted on our internal website. if I understand your question correctly, you would like to know if training on sexual harassment is specifically provided. No, because I have to tell you that we have not yet felt the need to do so. Training was provided when the policy came into effect.

Status of Women committee  When employees are hired, we give them a paper copy. When the training was given, a document was also distributed to the participants, as I recall. As you mentioned, the policy is very detailed. Behaviours are listed. They are indicators. It does not mean that they are real situations, but it helps us to train employees for those kinds of situations.

Status of Women committee  I have no case to use as an example for you because we have not had one yet. The key is to react quickly and act informally. Since our office is very small, we have to react immediately in order to maintain a positive work climate and to make sure that cases are resolved right away.

Status of Women committee  We probably do that through observation. The discipline policy would handle something like that because it would be the kind of behaviour that would not be tolerated. If I am not mistaken, it is even covered in our code of values and standards of conduct.

Status of Women committee  Yes.

Status of Women committee  It would be very similar to the one that is done in the public service every three or four years. There's a section on discrimination, and there's a section on harassment. There are a few questions, some general questions, because harassment can be done internally or it can come from outside.

Status of Women committee  Exactly.

Status of Women committee  We had one person who left in the last two years. We have staffed new positions. You're making a very valid point that we probably should go beyond.... All our policies are on the intranet, our internal website, and they do meet with HR when they're first employed. But you're right, I think we should probably go beyond and make sure that we can answer any of their questions.