You've hit on the two things that matter so much to me. Historically, more than 50% of the complaints to the Canadian Human Rights Commission have been on the grounds of disability, and the vast majority of those in employment. We know this is happening. That's why employment is a key pillar of our disability inclusion action plan, making sure that we put a standard for employment in place through Accessibility Standards Canada so that becomes part of the proactive regime of barrier identification, unburdening the individual from having to fight case by case at the Human Rights Tribunal. They can lean on and expect their government to make that fight for them against their employer.
There's a lot going on this space, including education and awareness training for employers. Of course, this will be a key component of our employment strategy, because the number one barrier to full participation by persons with disabilities in society writ large is discrimination on the grounds of employment.