Maybe in the interest of time I can be a bit more specific with my question.
For example, if my job is a complaints clerk, a front-line complaints clerk at some government office, then obviously I'm going to be feeling probably fairly harassed at the end of the day, because that is my job. Do you see what I mean? Those figures, and those statistics, then, are going to show up in your survey of course because these people feel harassed—31%, it says here. Maybe that will spill over, because it's a difficult job; don't get me wrong, we know it's a difficult job. There's probably a high turnover rate or whatever.
My point around putting it into context is that these are various good figures to have. Yes, you're right, it's good to have the survey and get that information. But without putting it into that kind of context and say, okay, you know, we can see why you would feel harassed in this job....
I'm understanding what you're saying, that, yes, you can get down to the unit level, absolutely, but are you saying then that the managers do or do not wrap programs around it, or provide counselling or support, etc.? Maybe some of those jobs are just difficult jobs, and what does one do with that?