Starting at the top, I think anything that will facilitate women's economic security later in life is worth considering. Obviously the problem with a voluntary program—one that would allow voluntary contributions to the Canada Pension Plan for women who either leave work or do not enter the labour force because of care responsibilities—is that you need to have some source of income or money to invest in that. That may or may not come from a spouse. So it has potential, but it will be a limited potential because there has to be some income there to invest in the first place.
In terms of economic consequences for workplaces or employers, yes, those certainly have been documented. We know turnover in the workplace is higher and absenteeism is higher among employees who have family care responsibilities, and obviously those things will increase employers' costs. In fact, I think that evidence is partly responsible for some of the more family-friendly workplaces that we are starting to see.