Having or not having disclosures, I think.... I bring it back to the creation of an office where employees come to see us in a preventative way and then look at all possible options to resolve. Not all wrongdoing needs an investigation, but wrongdoing needs to be addressed. There are a multitude of internal mechanisms within the department to address that without going through formal internal disclosure, such as labour relations or informal conflict management.
At Health Canada, we are part of the mental health in the workplace strategy. There are a multitude of opportunities to look at and address any concerns that employees have raised through my office. Hopefully, as we promote this office, employees will come and alert us to potential wrongdoing, and we will take the opportunity to raise that to management and the authorities.