There are a few other examples actually. Over the last two to three years we've done quite a bit, which is pretty exciting, in the workplace.
As it relates to transgender, we have five individuals now who we've successfully transitioned into the workplace. Hats off to our human resources manager out in the Pacific region because she took a real lead in this in terms of working with external groups within the community and also putting in place a program that we've now been recognized for by the Canadian Human Rights Commission. Our colleagues at Purolator are very interested in knowing more about it as well.
Really, it was a program by which we directly engaged the individual who was transitioning and wanted to transition back into the workplace. We worked with them around what were their needs and spent a lot of time working with the local employees and the direct individuals these folks would come into contact with to sensitize them about these issues and to really define transgenderism. I think there was a lot of confusion in the minds of people in even understanding. As you know, the effectiveness of any policy is really contingent on what it is you do to support these things in terms of creating awareness, in terms of creating a better understanding of these types of situations.
We're very pleased that we were able to put that program in place and be recognized for it.