Obviously I can't speak to a number of the initiatives that you've mentioned because they're so new. We don't have any data yet about whether they're working or not.
You mentioned better education for managers. Some of the education needs to happen to allow managers to better recognize sexual harassment when it's happening in front of them. This isn't just about training people not to sexually harass. Quite frankly, a small number of people, but a number of people, are just never going to get it.
The training that would be most effective would be to train the managers to recognize that this is happening and act proactively instead of waiting for a complaint to materialize, and when a complaint does materialize, to deal with it quickly and effectively, not necessarily to punish the perpetrator, but to deal with it in whatever way is appropriate. If we can't do that, then sexual harassment is going to keep happening, in which case we have to find a way to create a proper remedy for the victims of sexual harassment, to make sure that they're willing to come forward and to make sure that their careers are put back on track.