We think that is absolutely crucial because, as you say, a number of the recommendations were excellent in regard to the need for an organizational change at the Edmonton Institution. There is something very rotten in that institution, as we know. Pam, you've read that report. It's years and years of significant and egregious—as Nancy says—sexual harassment and violence.
One of the significant recommendations was to have an external organizational change consultant come in, who did not report to the warden, but reported to the deputy commissioner. It's absolutely key. CSC has absolutely ignored that recommendation. They brought in a lower-level person, who was friends with the warden and did not have the expertise, in terms of organizational change. We have hundreds of members working every day in the environment that remains. When you have a culture that is that deep, in regard to bullying, violence, and sexual harassment, you can't change it just by having—Luckily, the right decision was made, in terms of firing a number of individuals who were part of that, but when you've created that culture, year in, year out, what happens is that the lower-level bullies just begin to take over. That's why that organizational change consultant was so crucial and that's why it is such a significant concern that the recommendation has not implemented.
We absolutely agree with you. It is why we are very hopeful that this legislation will incorporate a component of accountability, but not to the department itself, because we've seen too often that the department is unable to do that.