It's a fairly technical issue. I'd be glad to answer the question.
Yes, numbers are provided. I think the first thing to ask, when we look back 40 years, is what progress has been achieved over that period of time. It was one of the fundamental goals of the Official Languages Act, to begin with, to right that balance in the public service overall.
It's important, as well, to understand that part VI is not framed like the other parts and provisions of the act. We're talking about a broad commitment to get to a certain representation and to ensure that there are no systemic barriers to employment and chances of advancement in the public service. I think if we look to the data, our data begins to be more precise starting in 1978, for reasons I won't go into. But from 1978 to now, we see that great strides have been achieved throughout the public service at various levels of representation and in different occupational groups. There are differences, particularly between the core public administration and the rest of the broader public service covered by the act. But overall, it has to be said that the balance is fairly good. If we were to do any measures, if there's an under-representation on the one hand, that would kind of beg the question of what would happen. Would you then reduce the employment of anglophones in the example on the other hand? That's a particular challenge.
Really, what the policies and directives given to departments aim to do is to ensure that there are no systemic barriers, and in situations where there are indicators of potential problems.... And potential problems is all I would concede at this point; I'm not making excuses, I have to say, but if there are such indicators, then we remind them that they should ensure that they are advertised broadly, that they use the minority community media to advertise positions, that they maintain good relationships and rapport with the anglophone minority community organizations, and that they ensure that their boards are representative of the population they try to attract. Those are the only types of measures. It's quite clear, both under the policies and under the act, that merit is the overarching principle here. You cannot have quotas and you cannot target particular groups in any staffing action.