I'd like to first add a little bit to Mary-Pat's response and then answer your question.
Many of you may know that at Suncor, while we have 14,000 employees in Canada, we also have 10,000 to 15,000 contractors who are routinely and regularly hired as part of our operation. To help understand our influence in aboriginal employment in particular, and as it turns out, females in non-traditional roles, we've actually started recently to require all of our contractors to report on that, and we've started to set some targets, currently on apprentices, but we are considering whether we spread that.
So we are looking to make sure that our broader employment influence actually feels.... We understand how many aboriginal people we hire through our entire hiring spectrum, which is close to about 30,000 people.
I would also point out that we actually have a board member who is an aboriginal person, Mel Benson. Many of you may know him. He has been on our board for years and has been very influential and helpful in creating relationships for us and also making us aware of some of the challenges and opportunities.
I think one of the key areas for us—I will actually get to your direct question in just a moment—one of the barriers that we found internally at Suncor to promoting non-traditional people into management was our own employees' perspectives. So we have for the last few years put all of the relevant employees through some aboriginal awareness training, which we think has been very helpful to help them understand some of the cultural norms and some of the individual traits of the aboriginal history, and so on. That was an important barrier for us to remove internally, and when we look at our management programs to promote people through management, we have targeted areas for women and for aboriginal people. So we have programs that monitor who they are and monitor their opportunities, and I think this has been successful. To date we have improved our management presence, both aboriginal and female people, quite a bit. It's a targeted program that we use, but it is based on skill, so it's not gratuitous. We want you to do well. We want you to succeed when you get there. We want you to feel that you add value when you do get there, but we do certainly keep track and create opportunities for you.