One of the things that I'm very interested in as a policy approach to this is name-blind hiring. This is something that the government of the U.K. has implemented and moved forward with. Effectively when that government is doing a job search, when people apply, their CV is there but their name is not there until further on in the discussion. What this means is that women who might be disadvantaged by somebody in an interview, or in a consideration process, or people who may have a name that is, for an anglophone in a traditional setting, difficult to pronounce, or for whatever reason, these people aren't discriminated against.
I find name-blind recruitment a very compelling and interesting model, and it is one that at present in the Treasury Board we are looking at quite seriously in terms of how it's working in other places. I think it could really make a difference for us to consider here in Canada.