Sure. Thank you, Madam Chair.
The strong stance we take against harassment is supported by many things within our organization. Our emphasis always is on prevention. We do extensive training on prevention with all of our employees, as well as our managers. Also, in order to do that our policy and guidelines indicate it's not even just the responsibility of the person who feels they're being abused, but it's also the responsibility of anybody else who observes this type of behaviour. They have a responsibility as well to report, to talk to that person, and to encourage them as well to report.
You're right when you speak about the atmosphere and culture of an organization. In an organization where 70% of our civilian staff are managed by military, we're very aware that there's a need to be ever present. We do poster campaigns. We do information sessions. We make sure that all employees are aware of what we consider appropriate and inappropriate behaviour. In terms of our training sessions, they are mandatory. There's one for supervisors, and one for employees as well.
The culture change starts with the leadership, in terms of their non-acceptance of anything that seems to be off-colour or incorrect. We do early action, even on items that may not be so sure. We try to do correction with our staff before something becomes an issue. That's why we have responsible officers who look at organizations. There's one per unit. There's a responsible officer and a harassment adviser per unit. They actually keep an eye on those situations, to try to ensure everybody's educated and aware of our stand on harassment.