It's practice. It's clear there are some good things happening, in DFAIT in particular. You had 18 complaints in 2007-08, and they've gone down considerably, so somewhere someone's doing something right. Again it's a lot about establishing an attitude and that kind of leadership from the top down as to what's acceptable and what isn't.
The fact is that here we are, in 2012, doing this study specifically because of the issues that were raised with the RCMP that really have shaken our confidence at the federal level, which I think should be the exemplary employer for the country, and in many cases it is. DFAIT has a particularly difficult job with having missions abroad dealing with a multitude of different people from different backgrounds.
I want to get on to the issue of when people in a mission or in a department observe bullying or intimidating behaviour. Can an employee say something? In my opinion, if I were to see that happen, I would mention to someone that maybe they should change their behaviour. Prior to there being a complaint, do you allow someone else to indicate to a senior manager that the behaviour of a particular manager to a staff member is not acceptable and that maybe somebody should be talking to that manager? Do you have enough flexibility in the system to do that?