In my opinion, and I think you've heard a lot about this from Ms. Bradley as well—and I agree with her—we have programs like the road to mental readiness that are being adopted. She referred to the psychological standards in the workplace, which organizations are very slow to adopt. If we build, adopt, and create policies and practices that recognize these features in our workplace and then build the capacity to manage them better, then I think the costs can be avoided. We can avoid the long absences. We can avoid the dysfunction in the workplace and the dysfunction in the home.
For example, on the road to mental readiness program, we're now for the first time educating our members around why they're feeling the way they're feeling and giving them some options around what they can do about it.
What's missing so far, though, is that if I identify that I'm in crisis and I need some assistance, we haven't yet built the capacity organizationally for me to be able to get quick access to that support so that I can stay at work and so that I can stay productive, and not think I have to take advantage of sick benefits, and not start to rely on medications or alcohol or other substances to manage my feelings or the stress that I'm going through. That's what I was alluding to.