Thank you.
I'm sitting in for someone, but it is a very interesting topic.
We're sometimes confused as to how far some of these policies go into arm's-length agencies. To be more specific, I represent Nunavut, and we have land claims agreements that have specific requirements concerning Inuit hiring. Sometimes there doesn't seem to be a clear policy on how far those policies go, whether it's Parks Canada or Canada Post, for example. The more arm's-length you go from the central part, the more it seems to be a selective or optional interpretation of what that means at the hiring level.
We're aiming for proportional hiring with the Inuit population in our territory, but we sometimes have difficulty with some federal government departments that say that policy doesn't apply to them because they're, let's say, Canada Post, and they're arm's-length, or Parks Canada has its own guidelines.
So I think there needs to be a clearer policy on what you mean by government departments. Are they part of the central group, so that policy applies to them? Yes? What is the policy for Parks Canada, Canada Post, or some of the other agencies that are up there, as we set up more agencies that seem to be a little bit arm's-length?
As far as people up there are concerned, the agencies are still the Government of Canada, but when it comes down to the nitty-gritty, sometimes it's a very grey area and it's different for each agency. Again, there seems to be selective interpretation.
This is very specific, and I don't mind if you get to back to me later.
Here is another very quick point. I noticed in the information that the Canadian Human Rights Commission ensures equal opportunity for employment of the four designated groups. I'm assuming you have hiring priority policies for those groups. Do you get any complaints when you have hiring priority policies like affirmative action?