Yes. We are in the process of doing that right now, actually.
Having a plan in place would be a first step. In terms of the representation of people in the government, as I mentioned earlier, it is fairly close to labour force availability throughout, even at very senior positions. What remains a puzzle is, even with those conditions, how this still happens.
One thing we've found that has worked very well, in issues we've identified as problems through our monitoring with departments in the past, is making it known. Transparency is a good driver of better performance. We also have a public service management dashboard, where departments can share best techniques. In terms of doing it, for example, CRA ran a respect campaign a few years ago. They looked at harassment and discrimination, for example. They thought the core value they needed to work on was respect rather than treating the symptoms of the lack of it. Sharing those practices can, one, shed light on the issue, and, two, give people the actual practical tools to make a difference.