I'd argue that it's a solution, rather than a problem. If it hurts people along the way or frustrates people, that's too bad. I would take it up a notch. There needs to be an equalization of opportunities within the organization.
For example, if you had the pleasure of studying at RMC, you had access to almost 600 hours' worth of French language training or English language training. You don't get that if you arrive on a direct entry route. Maybe in some cases where there is potential and you have really great candidates, we should be pushing them toward language training to give them that chance to progress rapidly through the forces.
It's one of the reasons why people complain nowadays that when you look at very senior ranks, you see people who are all.... It's not all but many of them. There is an overrepresentation of former RMC cadets. People look at that and say that it's an old boys' club, or it's an incestuous kind of relationship that leads to promotions. However, there is that language element that people are forgetting to analyze as part of that progression.