I think creating those independent avenues for employees to report what they're living through is really important. The ombudsman is one that we have as well. The whistle-blowing line is another. Ultimately, it's about the action that follows. The witnesses are watching. Having been involved in a few of these through some of the independent lines, I think that's probably most important.
On the leadership piece, building those things into performance management plans, really taking care to put the right words there, and evaluating leaders appropriately according to that is very critical in all of this. I'm not sure you should put that in the law, but that's what I think could work.