So we keep that database confidential and separate, but we do track them to see how they are progressing, because as part of our periodic systems reviews that we are required to perform under the Employment Equity Act, we look to see if certain groups are disadvantaged in any way. I don't have the statistics on hand, but it's something we could obtain for you.
Now, to go your earlier question in terms of some of the programs we have in place, I mentioned the aboriginal entry programs as one set of activities. We also have an aboriginal leaders forum. Part of the strategy in terms of influencing people from the designated groups under the act is to make contact with opinion leaders. That really means community leaders within the respective communities.
So the aboriginal leaders forum consists of tribal chiefs from first nations, Innu, Métis, and also elders from those communities. We meet with them on a quarterly basis and have various staff representing recruiting, career management, and personnel policy to address issues they bring to us. We solicit their support in getting the message out to them that there are opportunities for their young people in the Canadian Forces.
We have similar kinds of programs with visible minority groups, but not to the same extent. In general, however, I think our best tool, if I can put it that way, is to show the diverse face of the Canadian Forces to the Canadian population. So you'll see in all the publicity materials that those members who are representatives of those groups and who are proud of being members of the forces are our best representatives and our best spokespersons.
We put a lot of emphasis on that, and we've also made sure that our internal policies accommodate things like cultural differences, religious practices, and dress requirements. We try to make them as welcome as possible without compromising any operational capabilities.