I think there are perceptions and misconceptions that need to be addressed about what a leader looks like and what kinds of experience you need to run a larger organization, and how we're really addressing the pipeline. One of the comments you made was that it's a common theme. I often hear the comment from people who are conducting searches that not enough women applied, but that's just a myth or narrative. I would say that that's something that really needs to be examined as well. When when we're talking about research, that's some really interesting data. I'd like to really validate that comment because I hear it a lot. Let's study that. Let's actually see how many women apply for these senior jobs, so that we're actually dealing with facts and not sound bites that we say over and over again.
When we talk about achieving gender parity, let's be really clear that this is the low-hanging fruit in our discussions about increasing diversity in our organizations. We talk about wanting to be reflective of the diversity of the population of Canada. One of the easiest ways of doing that is to be reflective of the gender balance in Canada, and if we can figure that out for gender parity, that's the first step. It's very much the same conversation. As we talk about diversity, we're also talking about gender parity. This should not be easy, but it's the route forward.