We can go back to that. It was 169 days I was reporting, and we're going to continue working on this.
You're putting your finger on an important issue. We want to accelerate, we want to have hiring work done more efficiently, but not to the detriment of making sure we get quality hires and also contribute to the diversity of the public service, which in some cases may mean we take a little bit more time because we'd have to go fish in pools that we traditionally haven't gone to.
I have to say that when I look at the application rates—and I talked about this before—we have a very healthy level of applications from persons who identify themselves as visible minorities, whether they're students or people who are applying through our post-secondary recruitment program or general applications. We also have a dominance of women, and it shows in the proportion of women in the public service. We have no problems attracting qualified candidates from those two groups.
You're right that for persons with disabilities, it is a challenge, and also for indigenous people. Some of it's related to the reluctance to self-identify, and some of it's related to our inability to properly—