It's really important, just as important as investment. The talent piece is absolutely critical. We have to be competitive, because talent, as I said earlier, is also very mobile. It's moving around.
The problem we have is unlike mining, oil and gas, and forest products, which also have to attract talent and investment. If they don't do so, you can't take a mine, pack it up and move it somewhere else.
Our industry, essentially, is just good ideas. They're on computers or laptops, and if we don't attract the investment and the talent to Canada, the good idea will go elsewhere. It will be commercialized elsewhere and all the economic benefits that come from that commercialization will benefit wherever they go. Thus, we have to be as competitive as possible.
Right now it doesn't seem like it's an acute problem in terms of attracting talent. We have a fantastic pool coming out of our universities and colleges. It seems that the companies are able to fulfill their roles. If you look at Zymeworks, AbCellera and Repare, they're all growing in leaps and bounds and they seem to be able to find the people.
I do think, though, as we get bigger and as the economy opens up and the talent starts to flow again, that's when we'll have to get concerned and make sure that we're as attractive as possible.
I'm working with a number of our companies that are really growing quite quickly, to identify the areas we can improve, such as immigration policy, recognizing that usually when you're attracting one person from another country, they have a spouse who is equally skilled and talented, and you have to bring both. How can we facilitate that? Are there tax incentives or breaks that we can provide? There are all sorts of different options. We have to look at other jurisdictions to understand what they're doing, and maybe stay as competitive as possible with those jurisdictions and mimic what they're doing.