I'm happy to say that we do not.... We don't not measure everything. The public service employee survey is, as we mentioned, a great indicator to see what's going on in departments. Through that exercise, each department will have an individual data analysis done for them, and they'll have a follow-up action plan to see what some of the higher-risk areas are.
We don't have the information for you now, but we would be able to look into past analyses of what was reported. Then each organization has different methods in place to address what's happening.
We try to drill down to give a bit more of a sense of the scope and the type. Sometimes there can be some groups that are more affected than others, so we can be more strategic in how we address that situation.
Again, we do find that the difference between the management accountability framework.... There can be wonderful activities put in place. Each department can track the number of complaints they've received.
The last few surveys found there was still a disconnect with what the employees themselves are anonymously saying on the survey. That's the gap we're trying to bridge. It's to find out why they aren't comfortable coming forward and how we can make them feel more comfortable and find the right process for them. It's just to normalize talking about it so that people feel safe and feel heard, and it's not a big heroic thing to say that this is not okay. Awareness and building empathy and civility are the areas—