Maybe I could start and you could complete it.
I think it's a very good point. We spoke about barriers. We spoke about having to change the culture. We have to improve the process. We have to increase accountability.
Recently, in order to strengthen policies that protect federal public service employees and to ensure that violence and harassment would not be tolerated, condoned or ignored within the public service, the Treasury Board Secretariat issued the new directive on the prevention and resolution of workplace harassment and violence. That directive is in line with the recent amendments to the Canada Labour Code concerning federally regulated workplaces.
The directive requires departments to improve harassment prevention and the way they respond to harassment, and to support those affected by harassment and violence in the federal public service. It also requires departments to investigate all harassment and violence complaints in their organization, to identify them and to report them.
We continue to work closely with our bargaining agents to promote a work environment that is positive, safe and healthy across our workplaces to foster a diverse, inclusive and accessible public service.
This new directive came into force on January 1, 2021. We are already working on it. Much like other initiatives, like the recent creation of the Canadian Centre for Diversity and Inclusion, this directive is one of the important changes we are implementing within the federal public service to help all public servants—including those who are most vulnerable—remove barriers and make cultural changes that will encourage victims or people who feel wronged to file a complaint and to have full trust in us to deal with the complaint.