I think it really does come down to a lot of moving pieces and moving parts. We're looking at youth, so it seems counterintuitive to look at mid-career and end-of-career individuals, but there are so many moving pieces that you really do have to factor everything in.
With regard to the boomer population, we've all seen the forecasts saying that x amount of the skilled trades workplace belongs to that baby boomer generation and that they will be exiting. That's what was forecast, but that's not what's happening, due to a lack of succession planning. One of the main barriers to succession planning that I've spoken to before is this lack of mid-level population. Whether it's generation X or the millennial generation, a lot of them are leaving the workplace due to violence and harassment or to a lack of support and things like that.
That also brings in the immigration piece: Highly skilled immigrant workers come in and are unable to get their credentials recognized. They would be entering at that mid level, which is where we need them. Again, to my point, it's a disservice to us and to them not to recognize their credentials and put them in at that mid-level range, so that the boomers can do succession planning.