We actually had a discussion at the management table about that today. In the last few years, we put a real emphasis on training all of our staff on prevention of harassment in the workplace, because if you follow the employee surveys, it comes up as a theme every year. The training was a joint endeavour with the bargaining agents, and it was extremely successful. There's a very similar model for training in mental health that's a joint endeavour between the employer and the unions. We're looking at training trainers to participate in that.
Every manager this year has in their performance agreement something about furthering mental health in the workplace. In particularly vulnerable practices, and I would say certainly up north, we also have put a lot of emphasis on training and on the avoidance, I think, of mental health issues. We provide such things as vicarious trauma counselling to our staff who deal with very violent prosecutions and vulnerable victims.
There is already a good kernel of work, but we will put a push on that in the next few years now that we feel we've trained almost all of our staff on anti-harassment. That really is our next step. In some offices, we've already started doing some training on mental health and awareness.
Thank you.