Again, I hate to kind of harp on the policy, but it's because I think it's such a critical piece.
There is a framework that's available for both employees and employers to know what their rights are in a workplace, and what to do when something happens. Part of the challenge, if you think about this workplace, is that nobody knows who to talk to, nobody knows how to manage this, so we talk to each other sometimes. I don't consider myself a vulnerable person anymore, but in thinking back to being vulnerable in workplaces, I know that we talk to each other as a form of support, but we don't know how to take action. That's critical.
It's also important that people feel that they can come forward without fear of reprisal. Then they know that when they come forward, their information is going to be treated confidentially and that they're not going to run the risk of alienating themselves from their employer, up to and including possibly losing their job. This has been something that people worry about tremendously, especially in precarious employment, and not just in this workplace but in other workplaces across the country. The strong privacy protections so that information is treated confidentially, I think, will help tremendously.
The ability of a person to feel that if the process is not working in his or her workplace.... If the person is following the process that's in the policy and feels that he or she is not actually being taken seriously or the process isn't being followed, that person does have another opportunity to go to another party, namely the labour department, to say, “I have this workplace policy. I'm having this experience. I've asked my employer to address it, and nothing's happened.” The person has another avenue, whereas in the past, that person may not have had any support.