Madam Chair, we have used ADR very extensively. You can look at individual responses across a spectrum of perceived social costs and benefits. In other words, when you engage in a grievance, you are entering into a kind of quasi-adversarial process, and you can escalate that if you wish and you can launch a lawsuit, I suppose. There is this spectrum, as I mentioned, of social costs and benefits.
For the member to engage in an adversarial process, that means they are putting at stake their acceptance in the organization and possibly their commitment to the organization as well. In other words, what is it going to cost the member to engage in that kind of process versus one that probably has an expectation or possibility of preserving social acceptance within the workgroup and being able to maintain one's commitment to the organization as well? We see that as beneficial on both sides, for the institution and for the member.