I have to say that overall, in the case of aboriginals, we've met the target of workforce availability—remember, that's what we're saying. It's not any other kind of target but getting them up to workforce availability. In the case of aboriginal people, there was a commitment to have a 50% representation in Indian and Norther Affairs, which came out of one of the human rights commission settlements. In terms of workforce availability for aboriginal people, they're there. In terms of the commitments made for the department, they're not there.
Regarding your question about how do we make this work, I don't have a magic bullet. I think the questions of a committee like this are very good. If you're ever in front of Senator Oliver, he certainly makes you feel that this is an issue of importance. So that's a very important part of this process.
What I've committed to do is look at the plans people have and challenging them. In all the work I do, I raise this issue.
For example, regarding our temporary executive positions, the reason we worry about limiting how you get into those is that it's all right for the people you happen to know, but it doesn't give opportunity for people you don't know. If you look at the numbers, the effect is that you don't give visible minorities a chance. Once they get in, they perform as well as everyone else, but they're just denied that access. This is one I'm pushing on.
I think we have to have a systematic approach. I'll borrow the term from my friend, Sheila Fraser: nagging. We really have to work on the system.