I'd like to point out that the Ready report was commissioned by the union. The union offered the employer to go fifty-fifty to conduct that study. The employer declined.
Mr. Ready conducted what some would say was a subjective study. There were a number of issues raised that needed to be addressed, and he made a number of recommendations on developing policies and procedures to eliminate discrimination and bad behaviour on the waterfront.
I'd like to point out also that, out of the Ready report, we offered with the employer to jointly... We contacted the United Steelworkers of America and attempted to adopt part of the program that they have developed over the years in the coastal forest industry and what have you. We offered to run a pilot project in the port of Vancouver. That was declined by the employer.
We recently had the first woman elected as the vice-president of ILWU Canada. There's a woman on the Local 500 executive. We have contacted the Canadian Labour Congress, and we are availing ourselves of the services that the Canadian Labour Congress can aid us with in regard to developing programs, not only in hiring but also retention, and better equipping women to participate in the union. So it's not only to work down there; it's also to become active in the union, and to take positions within the union.