That's an excellent question, and it's something we've turned our mind to in the last several years as we've tried to advance on the gender and respect issues that we've been working on.
Just quickly, women have a retention rate in the force on par with men up until 25 years. That doesn't answer your question, but it's interesting that once they qualify for a pension, they leave. That affects our ability to advance a greater cohort of women into the executive and senior executive ranks.
Putting that aside for a second and going back to your question, in terms of accommodating families, that's where our concentration is now. In large urban centres where we have a sizeable representation, that's not a problem. We—at least I and the senior executive—are moving towards a more innovative approach to HR. For example, job sharing has been something which women have raised with me, and we're completely open to it. We need to get the mechanics and the practical arrangements done, but the authorities are all there and the support from senior management is there.
The challenge is in the more remote areas. We police, I think, 78% of the geographic land mass of Canada, and in some very remote circumstances. In terms of our postings and our policies around postings, it presents a challenge. We'll have a two-person detachment, and it can be very difficult for families.
We're completely open to innovative approaches. Do we need more money for HR practices? Yes, we absolutely do. We are embarking on our review—the minister referred to it briefly—of our funding demands, and it is being put out to contract as we speak. That will provide an opportunity for the government to understand how to rightsize the RCMP.