We'll start with your request for a breakdown, which our statistical expert here says we can provide as a follow-up. We can give you a good breakdown on the various categories. We may even have one or two more.
I don't know that we'd have one on job dissatisfaction, but I take your point that part of good management is trying to make sure people have meaningful work and want to stay for a reasonable amount of time.
With reference to the smaller communities, yes, I believe our numbers do indicate that there is more movement in the national capital area than there are in regions. I don't know that we have a lot of analysis as to why, but in the national capital region one of the reasons for a lot of movement is that we tend to have quite a few of the five largest professional occupational groups in which there's a lot of movement. Human resources, as I mentioned, is constantly moving. The economists and the executives move a lot; that movement is often associated with some career progression and planning. We also have some development programs for executives that would require movement to get them developed to a certain level. The computer scientists often move a lot in this area, and also program managers.
Why do they move a lot? It's because they have more of the generalist or corporate services skills that are in high demand. Those skills are highly transferable between branches in a department, or in fact between departments. It's also because we have, as I said, some basic shortages in the labour market in those areas, so it is going to be more challenging to keep people for a long period of time in some of those areas because there will be opportunities for them to advance and move as a result of the high demand for them.
Because there's a higher population of those folks in the NCR, it's logical that there would be more movement compared to the regions. Often departments will have a lot of their central administration in the national capital region, so those groups naturally would gravitate there.
I don't have information in greater depth as to why people stay longer in the regions. When it comes to issues of relocation, there can be a lot of personal and family reasons as well; people have different reasons and different considerations in every case, in terms of what part of the country they want to work in.
I do agree that diversity of thinking and representation across Canada is really important. When we manage and try to build our teams, we need to really plan for and think about getting a good mix of not only people, backgrounds, education, and employment equity groups, but also of regions of Canada, and build diversity into our thinking, because we make better policies and deliver better service that way.