For instance, if you are providing a service to do an analysis of what sort of people are in that location or market, it varies according to the different regions in this country. It's quite different here compared to Nova Scotia, or Toronto, or Ottawa. If a service is to be delivered, you have a generic job description that applies to one location, not from here...and apply it across the country, across all branches of government, it makes a big difference. So that's one thing.
In my day job, I work in human resources. I help a lot of employers develop what I call diversity competency, because there are a lot of issues. When people deliver programs and services, they don't find the response, they don't find people applying for programs or services from certain segments of the population, and that's because this hasn't been factored into whoever is delivering that service. So when you look at that job, this qualification should be a requirement. Very often it isn't there.
It's very generic in terms of skills. We're still on the old mode. Even though we call them competencies, we still just look at education and at whatever experience they've had in the past, which are things that are required in today's marketplace.