The other thing we know, because I'm also the defence champion for women—I've just shared that with you now—is that one of the other key issues that came out in retention research was a need for a mentorship program that is gender-specific. One thing we have put in, through our employment equity group—I work with the defence women's advisory organization for military and civilian defence women—is a trial of a gender-based mentorship program wherein we have members, military and civilian, from....They are women. They are members of the LGBTQ2+ community.
We have that system in place not to replace what normally happens within their chain of command, but to give them somewhere to ask those very specific questions. How did you manage being a mother and deploying for 13 months? That was my experience. How did you, as a married service couple, face this? How do I, as a member of a same-sex relationship, get the benefits and entitlements I'm eligible for?
We have actually put this in place and we will measure it. Again, we have it as a trial now, because we don't want to create a runaway train that overwhelms us, but it's in place.
The other thing is, as you mentioned earlier, looking at family policies, having a voice and being able to express it when those little irritants in your everyday service, whether involving your uniform or alternate work arrangements, affect you.
We know that the defence women's advisory organization is a very effective voice for women to come together to express and identify.