Thank you. It's a really interesting question and it's a topic that we have on the table constantly. It's never off the table, in fact. Bill has been with us a week, and he's probably been in three meetings already where we've talked about how we're going to attract people.
We can't compete in some ways with the Amazons. We're never going to have doggy parks and pool tables in our workspaces. As well, we have two kinds of employees to attract: we want some people in uniform and we want civilians. We're trying to make the workforce as flexible as possible, meaning you can be an IT specialist in your civilian life and also be part of the reserve cyberforce. You don't have to give up one for the other. You can serve in uniform and as a civilian.
We have created a defence team HR strategy in which we're looking at what positions absolutely have to be in uniform and what could be civilian positions, so that we focus the capped number that the chief of the defence staff has for members of the regular and reserve forces on the things that you absolutely have to be in uniform to do, situations in which he has to direct you to do something to cause an effect and you must be in uniform to do that.
For everybody else, or others, how can we transition those positions to civilian positions? We are going to job fairs. We are doing the Women in Force program right now to try and attract women into the armed forces and give them a view of what it's like. We've reopened the Collège militaire royal in Saint-Jean to ensure that there is a bilingual francophone learning institution for people who want to learn primarily in French versus in English, although cadets out of both colleges are bilingual. We're using all the traditional methods, but we're also trying to do things such as make offers on the spot if we're in a job fair at a university.