Thank you for the question.
Clearly, maybe not so much for girls making these choices but for women who are looking at career options—women who are looking either at entering a non-traditional occupation or at staying in a non-traditional occupation—there are some challenges around the inflexibility of work schedules, for instance. As part of most of our projects, and in our conversations with the groups we work with, it's commonly reported that there are some challenges for women, not necessarily in travelling to remote areas but in getting sufficient advance notice to be able to go to that remote area, right? The flexibility needs to be built into the workplace.
The responsibilities for child care, and even elder care, are still primarily with women, as we all have heard and as many studies demonstrate. This is also a factor that affects women's choices and the ability to meet inflexible workplace requirements. Access to child care if you're a shift worker is repeatedly also brought forward by the groups we work with that are trying to enhance the opportunities for women in these fields.
It's quite correct that a number of initiatives are looking at these. Most of our projects always require groups to work collaboratively to bring the range of participants in the issue to the table. They will bring together employers, unions, and community groups. We have some innovative piloting of child care shift-work options that is being tested out west. A number of initiatives are under way, and we're trying to identify the best practices and ultimately share those.