There are different components. Obviously, we also help people enter the labour market. So it's possible for us to pay a portion of their salary, until they can enter the market and develop their employability in the context of their job. As Nancy said, we can adapt workstations because we work with persons with disabilities and we serve people with all kinds of disabilities. People who have functional physical limitations need specific adaptations to their workstations or access to their place of work. As for persons living with a mental disability, they need to be accompanied in the work places to assist them in learning their duties. What is difficult for an employer is to take in one person and to have to increase necessary supervision time for another employee by a factor of 10 or 15. This is the business world, and employers have no time to waste. We have to accommodate them and be able to provide these employers with assistance that will enable them to open their doors and give this experience a try, and that leads to extraordinary job retention situations.
We can also take part in skills development. We said earlier that the persons with disabilities that we work with are far removed from the labour market. They haven't received employment insurance in three years. That's a standard these days. In 2006, even a person without disabilities looking for work after being unemployed for three or more years is suffering from a major handicap.
We can help these people by finding them remedial training that will enable them to enter the labour market. Skills development is also an area we're trying to focus on and invest in. Special training is a path we think is very promising because people are trained and can have access to the regular labour market.