I appreciate that. Cultural change is just one. You have mentioned seven areas where there are deficiencies. I do want to point that out.
I don't know why it is, but for 20 or 25 years I've had to deal with the issue of the progress of women and sexual assault of women in different areas that I've had to work in. I found the model that works is leadership at the top incentives and accountability for the senior leadership team, establish base data and a way to measure progress, and then transparency and reporting. I hear some aspects of it, but I don't hear that model here.
On leadership at the top, I think we've established the problem has been recognized. I've mentioned incentives before. I think if we really want to push harder...I'm not seeing how that is actually going to ensure that we are going to achieve progress.
I know we can't have the same incentives as maybe the business world, where we can give bonuses, and people are evaluated and given more money, but maybe incentives could be provided. You don't progress in terms of your career if you're not achieving certain objectives that you're trying to achieve at a particular stage.
I would love to hear a little more about maybe some incentives, if there has been some thought to them, because I'm not sure we'll actually see the progress that we would love to be able to see unless we actually provide those types of incentives and accountability from the senior leadership team.
You talked a bit about the base data and having some difficulty even gathering some of that data, and then still trying to find a way to measure it.
Maybe I will pause here. I'm not sure who wants to address it, but I do have another seven minutes so I will be continuing with this line as we move forward.
Who wants to address that?