We looked at the 30 years of experience that we had in dealing with and managing complaints, and we looked at the track record of those complaints. With extraordinarily few exceptions, the complaints were generated by groups that were at 70% gender predominance, or significantly greater.
Since the adoption of the Canadian Human Rights Act in 1977, the presence of females in the public service has grown enormously. We are currently sitting right now at a female presence of 56% or thereabouts, I think, in the workforce in the public service. So at some point, we had to look at what was reasonable to support a proactive regime, and 70% seemed to be the one that zeroed in on where the problems had been in the past. It also lined up with, as you say, one of the thresholds that existed in legislation elsewhere, not just in Manitoba; there are other nations, such as New Zealand, that have 70%.
Unfortunately, there is no universal truth for what becomes a gender-predominant group. There is no number that you can look up. It suited our circumstances to set it at 70%, again because of the 30 years of track record that we had.