It's different.
I think the record will show that I'm going about the various ways why we're.... This is important. If you want this succinctly, this is important. We're undermining the way that Parliament and the minister can get information to show the proof related to measuring the outcomes of a system. It's based upon faith, not based upon any type of oversight. That's what I'm specifically getting to.
There are different ways that happens. It can happen through the identification of these different elements, whether it be gender, sexuality, race, ethnicity. All of those things are important. It could be—and maybe I'm repeating a little about that—just based upon race, or it could be just based upon race and gender. It could be just based upon race, gender, and ethnicity. It could be just based upon race, gender, ethnicity, and something else. We don't know, and it could change. That's my whole point. It's based on regulations. What I'm arguing for is to actually have that included, so that the minister can measure those things.
The measurement is important. I want to talk about measurements and how we could actually see things take place. It happens in the private sector. The measurement is very critical in the private sector. We've seen this by evidence presented in the House of Commons that talks about that. There's the greater Montreal area, which leads me to diversity benchmarks and assessing the programs of diversity in leadership. These are critical. This is going to show that it's done in the private sector as well as the public sector. What we have happening here is that we have diversity of visible minorities only accounting for 4.8% of leadership positions. They can measure that. They can measure that and they can find out. What they showed was that there was actually 2.2% at the end of the day.
In the greater Toronto area, 50% of the population are visible minorities. This is sector by sector. They actually have very few representations of that, so the variance among companies is important. While 11.9% of the companies have at least 50% women on their senior management teams, 16.7% of the companies have none. How do they get that information? They get that from disclosure. There is other research as well, but I won't go into the other research. I'm not going to follow that up with more, but I think the Diversity Institute is a legitimate element. I don't know why Mr. Longfield is shaking his head, but it is a legitimate arm, and maybe he'll care to intervene.