The fact of the matter is, and I've said this many times to our employees, I am at a low risk of being harassed and I am at a low risk of being sexually harassed, as are many of my senior officers in this division. What's important is that we ask the questions and pay attention to the answers from our members and employees. It was only through engaging in that kind of consultative process and by engaging in that division survey, the workplace survey that had numerous questions specific to whether or not employees and members were enjoying the kind of workplace they deserve, that you properly begin to understand what's occurring out in the field.
What has become plain to me is that while harassment and sexual harassment are not rampant and are not systemic in our organization or in this division, there continues to be pockets and work environments where rude, dismissive, and disrespectful behaviour exists. My intention, through the initiatives that are attached to our respectful workplace plan and program, is to eliminate those pockets and to respond appropriately to the information I've received from our members and employees.