I'll repeat a little bit what LEAF has said, because we do mandatory education programs for all new employees and we do mandatory education programs for all managers. We make sure that they know they are responsible for immediately addressing harassment or discrimination when they know about it, either in a formal or informal way. So our managers tend to address issues very quickly and informally, which we find is the best way to deal with the situation.
One thing that I think is also important in our policy—and I encourage organizations to do this—is to have clauses that say that an employee who has been subjected to harassment or discrimination may be accommodated during a period of investigation, if there is an investigation. That shows a commitment to protecting the employee, either against retaliation or against a poisoned workplace environment. I think that's an important component of the policy, and also an important message to the employees.