I support that as well. I think the proximity of the direct supervisor or direct manager to the person feeling like they need to report something that's happening to them has hindered and prevented some folks from coming forward. Certainly we're seeing some volume on our tip line. There is more of a sense of confidentiality because it's not even in their region that they're reporting; they're reporting somewhere else.
I also think, though, that there is a piece of training and information that we need to do a better job at—we've recognized this as an organization—in ensuring that people understand what the process is. I say this because on the spectrum of harassment or violence, you will have some events that are extreme in their harassment, serious or egregious in nature, and some at the lower end of the spectrum. With regard to the latter, from what I've heard in talking to some folks who consider themselves victims, some expect that the respondent will be terminated or be subject to significant discipline with regard to an event that would not necessarily warrant that. I think we need to do a better job, certainly as an organization, in ensuring that people understand the process but also understand the tools that are available to them to resolve certain conflicts that might not necessarily be harassment, even though they perceive it as such.