Actually, we've been reviewing them over the last three years when I came in, and that's where we adopted an approach that is much more aligned with trying to accompany the parties and to offer informal conflict resolution. Right now we're in the process, through all these workshops we're offering, of giving out a questionnaire which has three questions. We are asking employees based on their knowledge of the organization and the practices what they think would be necessary to reduce any kind of harassment, what kind of management practice they think should be addressed, or whatever.
We are trying to get a better understanding of why 28% of people say they've been harassed when we have very few complaints in reality. That's the challenge to understand. One of the hypotheses is maybe people don't understand the real definition of harassment. You can feel harassed, as I said earlier, and you could be exposed to inappropriate management practices, or inappropriate behaviour, but it's not necessarily directed at you, or complying with the definition of harassment as we have it.
In that sense we are always questioning ourselves to try to understand how we can make the workplace more respectful, and when people feel they have been the subject of inappropriate behaviour they can come forward safely and that some action will be taken to support them. It's ongoing.
