In the RCMP, recruiting is foundational in terms of our organization. We need to reflect the Canadian population. The commissioner has testified at numerous committees in terms of his targets around recruiting women, visible minorities, and aboriginal people. We have those internal employee committees in the RCMP as well, even to generate ideas and innovation with these groups.
I always reflect back to my earlier days as a constable working in the community. I am first nations, so young first nations women have to see themselves in me. It's great when you become a role model, because for most Mounties in the RCMP, when you talk to them, that's how they were influenced to join the RCMP. It was through the members that they have seen over their childhood. I think that's a critical piece in terms of being able to deliver a culturally competent police service. You have to be reflective of the country that you police.
In terms of actual training, we have intensified, or I guess have a higher level of training for, let's say, forensic interviewing of children for sexual assaults. I mentioned earlier that we've developed a missing persons' strategy as a result of the missing and murdered indigenous women—a report back in 2014. We're currently developing a course to have a higher level of expertise around investigators investigating missing persons. We have a variety of courses that are offered through the Canadian Police College here in Ottawa for all police services in Canada, whether it be on violence in a relationship....
Those are some examples that I can give you. It's an absolute in terms of investigating multi-jurisdictional or complex investigations that either are throughout the country or, in some cases, international. An example, perhaps, would be a human trafficking case. There is a higher level of expertise for some of these areas as opposed to years ago.