If I may, it's a very valid question. From my perspective, if you look at the department, our attrition rate is about 9% per annum, 9%. That's about 10%. Multiply that by five years. That's 50%, 12,000 or 14,000 people. That's a lot of people leaving.
The point I want to make is that we have a very comprehensive strategy to hire people, not massively, just to replace the people we need to do a good job. We're not only looking for young employees who are capable coming out of university; we also have a so-called mid-career entry program hiring priority. These mid-career people could be people who are in the private sector with five, six, seven, ten years of experience, and we would like to see these folks applying for our jobs through the competitive process. They are welcome to come.
I don't have the statistics right now for how many of these people we normally get, but our doors are not only open to the younger generation; they are also open to those people who have capacity and capability. Walking in, they may not know all the rules and procedures, but they have a working knowledge of what their responsibilities will be very quickly and they can be productive. That certainly is a priority for us.