I do, and for this reason: you're asking people to come forward. As with the last piece of work that was done, similarly with this one, there are going to be cases where people are going to be coming forward, and they're going to be using real-life examples of where they feel their management has failed them or where they feel the structure has failed them.
As with many similar bodies, when you are asking information from individuals that at least they fear could be used against them by others who might not be, let's say, as liberal in their feelings of seeing improvements, then unless you can guarantee them some level of confidence, you limit the ability to have people really coming forward and saying, “Here are some changes we need.” Presumably, then, at that task force those members would say, “Well, why do you think we need that change?” Then they're going to be talking about individuals with whom they work. They're going to be talking about things that could affect promotions, their careers. Allowing that type of confidence to exist in a period of questioning, I think, for these purposes is vital.
It appears we have a disagreement on that, David, but I think it's important that this kind of confidence is there for some of the individuals to come forward. There are also going to be people coming forward representing labour positions on many issues and differences in structure. Again, whether on the corporate side, whether on the labour side, whether on the legislative side, or whether it's just people who are going to be talking about their work environment, they need to be able to do that in confidence.
The thing about this task force being independent is not that they have anything to hide. As a matter of fact, they want to find out what people are afraid of talking about and make their recommendations based on that. We appear to have a disagreement on that, and I respect that.