There are several categories of answers in there that I would pursue. The first one is that we need to go upstream to prevent those things from happening. The way we do it is that, first of all, every single woman or DGM should have a mentor of her choice, whether a man or a woman. We have mentoring programs in the military, and they're not being used.
The second example would be exit interviews. When women leave the organization, they should have three interviews to find out what their experiences are, and we should learn from them.
Another example is all the training we do, and I've mentioned this. We need to redesign it, including the obstacle courses, to highlight what different people can do. That's one of the areas that I would change with Operation Honour.