First of all, you mentioned the champion for women, peace and security, and while I think this is an important leadership role, I think that the question you raised, perhaps, isn't directly connected to the mandate of the champion for women, peace and security, which really refers to a broader agenda. Certainly, talking about women's representation and participation is part of that role, but when you're talking about specific career incentives, structures and promotions, that might lie a little bit outside of the scope.
However, I think that we're not satisfied with the status quo, and one way, of course, in a system like the military would be to take a look at the incentive structure around promotions. What are the professional incentives that could be reviewed and tweaked in order to encourage and reward the kind of behaviour that we want to see, which is more support for victims and survivors and a supportive environment for those individuals to come forward? We probably need to look at peer-to-peer support systems there and also leadership conduct. I do think there is merit to looking at how promotions are made and to reviewing incentive structures around career advancements in order to create a more supportive environment.