Certainly what we need to do is avoid the kind of public display of behaviours we've seen in this last week or two. To the extent that we have done a number of things, which I'm happy to enumerate, I thought we were advancing in that area. That's why I tried to put some context around your colleague's question earlier on, to isolate that behaviour at the Canadian Police College.
We have some very robust, respectful workplace initiatives across this country, with consultative groups that are formed by the people on the front line to advise on that, and our stats are going down.
Let me just add one other stat, because the CPC was referenced some time ago. In 2012 we had 219 harassment complaints, of which five were sexual harassment; in 2013, we had 189, of which five were sexual harassment. The CPC noted this, as well, in its review. It said, yes, it had a bullying problem—there's no question about that—and it's working on it. Recent events notwithstanding, I'm here to tell you that we're doing better.
However, it can't be understood as a sexual harassment problem. Sexual harassment has no place in the organization—don't get me wrong—but it's the culture of bullying, intimidation, and general harassment that I think needs everybody's focus and attention.