That assumes that we have a disproportionate attrition problem among equity-seeking groups. It turns out that was the case in the 1990s, but in the 2000s the Canadian Armed Forces remedied that attrition problem.
The latest number I'm familiar with—and you can ask for those numbers; the Canadian Armed Forces has them and DGMPRA, the Director General of Military Personnel Research and Analysis, keeps those numbers—can show that we don't have a disproportionate attrition problem among certain equity-seeking groups. That doesn't mean we don't have problems that we probably should remedy within the organization, but I think the organization can show that it has remedied some of those lags.
It does have a problem with attraction among certain groups within Canadian society, that is to say disproportionately in urban centres, among women, but also interestingly among some ethno-demographic groups and socio-demographic groups. That's particularly interesting, because some ethnic communities sign up in considerable numbers and some don't sign up at all.
Rather than these big recruitment strategies in which we're going to spend how ever many million dollars to run some fancy television ad campaign, what we actually need is much more nuanced recruiting. The reserves, in particular in urban centres, are the ace in the hole, but again, they don't get the resources and they don't get the right people on the recruitment side. Those are the people who can also help to resolve some of the issues that were raised earlier about making sure we are more connected with the populations they serve.
Of course, your point is entirely well taken. The folks in uniform—the pillar that is there to defend our democracy, our prosperity and our security—must reflect our Canadian population.