That's such a big question, but it's very important.
We released a study about a month ago showing that in the federally regulated sector, we have done relatively well in terms of visible minorities and the disabled. On indigenous, we're still below what is the average for the general population, but there is an incline. In terms of gender we've seen a significant drop of the number of women who are employed in federally regulated sectors, which is very disappointing.
I think that we need to be proactive. We need to lead by example, as our Prime Minister did. When we reach out and have opportunities, we must include committees or groups that reflect Canadians. Of particular concern are those minority groups, like indigenous people, that often come with so many challenges to participating fully. We must take extra effort to ensure that we find a way to understand those things.
I'll give you an example. Many indigenous people will require time off work to participate in traditional agricultural activities. They may want to go on the moose hunt, and that would take three weeks. If an employer were to look at understanding culture, that would then produce an employee who would come back, would be very loyal, and then continue working. However, if the employer doesn't understand how that is a cultural norm, those individuals are often terminated.
I think that's also true when we look at, for instance, parental leave. Women will take maternity because it's often the best solution financially for a family. When we're discussing paternal leave, this would help women have greater opportunities in terms of their career. It would of course enhance the quality of life for the child, as both parents would be able to have an opportunity to participate. This as a concept, I think, that's time has come. There are so many different aspects of trying to break down what we see as the wage gap, and I think it will take all of us to be vigilant.
Thank you.