I would say two things.
One point I tried to make in the retraining focus was that in Canada, for good reason, going to university is great, but we've tended to focus on these very long, multi-year, broad degrees that often don't very closely match the skills and demand in the labour market.
I think a combination, a very targeted retraining and experiential learning, is a really powerful blueprint for how to design retraining programs that will help upskill and prepare the Canadian workforce for automation and those kinds of structural changes. Having retraining programs that are much shorter, much more targeted and developed in concert with the enterprise that will eventually provide the experiential learning is a really cost-effective way of making sure that transition happens as smoothly as possible.