I'll say the equity, inclusion and diversity, EI and D, has been a hugely important aspect of what we do at the organization over the last several years. I co-chair our EI and D committee along with our head of HR. The focus on equity, inclusion and diversity is immense. The intention is to have it ingrained in the fabric of the organization and not as something that's done on the side. We're making great strides in getting there.
With respect to your question, specifically, we used to report to the board on an annual basis on the gaps that we had compared to the market in the four areas where we are specifically required to report under the Employment Equity Act. Those four groups are women, aboriginal peoples, persons with disabilities and members of visible minorities. Since November 2021, we've expanded that fairly significantly. We now present a full EI and D report to our board of directors that contains our ambition level, benchmark and progress. It also tracks several other metrics, such as senior leadership diversity, succession diversity, promotion diversity, external hires diversity, etc.
We took that comment very seriously. We have a number of other measures I didn't mention there.