I will get out of my depth in providing the details, and I think you could get those from Ms. Sherman or from the Treasury Board, but there is a fairly formal and structured process dealing with harassment and discrimination and conduct issues. The obligations of organizations are very clear, and there are recourse processes. It also gets tied up with collective bargaining and the right of people to use grievances and their unions to represent them in these matters, and so on.
We also used in-depth annual surveys of the public service and a lot of questions about harassment and discrimination to try to identify hot spots and even zero in on managers who might be a problem and so on. I certainly don't think it was perfect or that we did as much as we could have, but we made progress on it.
#MeToo came along in the winter of 2017, and we had a serious examination about what was going on in the civilian public service. There were task teams. In fact, Ms. Sherman led a task team on that and reported to me. Ms. Thomas was very involved as a senior deputy and so on, so we did deal with that.
It gives me an opportunity to put on the record that one of the things we did as a result of #MeToo and that process of looking at ourselves is that we changed the process for Governor in Council performance pay. If you look at the website, you'll see that the policy was last updated in April 2018. That is, in fact, the main change we made: that performance pay is now revokable and recoverable in cases of gross mismanagement and gross misconduct. It wasn't before, and people could get away from situations by retiring or leaving. They can't do that anymore.