Thank you.
Mr. Dosanjh, we take the situation very seriously. We've done quite a few things. We are indeed, as the newspaper article said this morning, making sure that all senior managers have sensitivity training, but we're doing far more than that.
We have more visible minority employees in the department than the labour availability numbers would suggest, but we don't have enough visible minorities at the senior level. We are making efforts to see what we can do to accelerate the advancement of qualified visible minorities in the department. We have a national diversity program for training possible managers. There's a pilot called the leadership development program that is going to equip people to compete and accede to the higher levels. We have performance measures for management to monitor the progress of people in the department.
I think I'm proudest of the relationship we have in the department today with the advisory committee on visible minorities and the advisory committee on aboriginal people, with whom we're working very closely and cooperatively to try to make progress in this regard. We aren't there yet. We're not happy with where we are, but we think we've made a great deal of progress since the moment in history that was described in that article this morning, which was about a year ago.