Thank you for the question, Mr. Chair. It's a pleasure to speak a little bit about it, given the fact, also, that benchmarks are amongst the precedents of five priorities on diversity and inclusion, including revisiting them as part of that work. The benchmarks that exist are, as I mentioned before, workforce availability. Legislatively prescribed benchmarks are the minimum that departments should be aiming for, the floor they should be aiming for, ensuring that their workforce represents the available labour in the market.
As is indicated in the departmental plan, this is not a ceiling at all, by the denotation at least. As part of the process of reviewing these benchmarks we will be considering, for example, whether it would make sense to consider an alternative that perhaps results in higher benchmarks being set. It's something that we're currently working on and considering as part of our work on D and I.