Certainly.
Chubb is also an organization in which 45% of our executive talent in Canada is female and 30% of our board membership is female. I actively recruit female talent, but certainly you want the best talent possible.
We do have a bias as we're filling a board slot at the moment. We told our recruiting company to target women. I think it takes that level of focus sometimes to really get to the balance. It clearly allows us to get talent across industry into the board positions, because we'll look at women from various areas of banking and accounting and so forth. I think there will be plenty of talent out there.
The one comment I wanted to offer that hasn't come up yet is that I'm often asked, as an American, if the year-long maternity leave makes a difference in the development of female talent at all levels. Does it take women off their career tracks? I would suggest that if there is an opportunity for governments at social service levels and so forth to do an even better job of integrating the opportunities for women to understand what their career and return-to-work programs are within that year's timeframe, it would be helpful in retaining women.
I think on-ramping women after a career absence is critical. I think good companies do a really good job of it, but to someone's point earlier, there are smaller companies that don't have quite that benefit. I think local government might be able to play a part in that respect.
I personally think the year of maternity leave is a very rewarding and important experience for Canadian women. I think some women struggle with it when they're at executive levels, but in general it really is helpful.