We have some programs. We have an introductory course on first nations, Inuit and Métis issues. Staff who arrive would have some training. We are now reviewing material to make sure that more and more people get detailed information. We also work on something in the department that is a new idea, which is to put mandatory training in everybody's learning plan every year. That does not necessarily mean going to a course. It could be an activity. It could be reading books. It could be leading with elders. It could be something different. We want people to engage with first nations, Inuit and Métis.
To be very honest and direct on this, I find the best practice is when the relationship is real. It's making sure that our employees have relationships with first nations, Inuit, and Métis and that they see exactly what's going on on the ground. It's more difficult in the headquarters, but the more we can have employees having discussions, having relationships with first nations, Inuit, and Métis leaders, the more it's important. I sometimes call it "indigenization" of the departments. It also means bringing more indigenous people into the department. The department is now at probably 27% or 28% indigenous people. Some of the regions are doing very well. For example, Ontario is now at 50%. We have places where it's easier. There are some challenges related to languages, but also getting people in Ottawa is not always easy. It is something that we're working on, figuring out how to systematically develop hiring processes that will actually target first nations, Inuit, and Métis at all levels.