Thank you very much.
I haven't heard all of the testimony, but from what I've reviewed, and from my experience in life, I can tell you that as a young woman working in a variety of retail sectors, I, myself, have experienced sexual harassment from management. I can also tell you that I worked for 13 years in the corrections service, so I know full well the difficulties that people face there, especially having worked as a union rep as well.
You mentioned that you recognize a healthy culture when you see it. I would challenge you on that, because sometimes in those areas things are hidden. We think everything's good, but it's not. I think we need to be very careful when we make those types of comments.
On the culture piece, we heard from you that you agreed that culture is a key in dealing with the problems of harassment. In the last meeting of the committee, a witness who is a lawyer and takes many cases of sexual harassment in the public sector said distinctly that if more women were in higher employment positions, the culture in federal workplaces would be less tolerant of harassment. I wonder if you agree or disagree with that statement. In your opinion, what kinds of specific proactive measures can be taken to ensure a harassment-free workplace?
You also mentioned that you've given them the tools, but it's up to the department heads whether or not they use those tools. I question that, as to why we would have tools and just leave it up to somebody to decide, as opposed to making it mandatory.