It is happening now. We have just issued a number of documents.
While policy does not change things, the training that comes with it does. Things are interlinked, and while we certainly have provided guidance to the chain of command on how to effectively manage a complaint, which is a process issue, what has been absolutely critical there is getting and integrating the advice of the sexual misconduct response centre on immediately putting the needs of the affected person up front.
While I cannot speak to a specific case, if there is a case where someone in the chain of command is alleged to have committed an act, they will be removed and the focus is on supporting the person through the process.
Second, we have also issued a manual. You think, “Oh my goodness, not another manual”, but one thing about military culture is that we like to be able to read. This manual focuses on not just doing a process. It focuses on what the affected person needs. The affected person can also read this and know what they can ask for.
Then last, I'll go back to the sexual misconduct response centre. It's part of this process making sure the affected person has the right needs and support, connecting them through their immediate chain of command and recommending they call the sexual misconduct response centre, which also provides the support there.
Having a system that is completely external to the Canadian Armed Forces is a complex question, but we do have a process in place that tries to create and avoid that conflict I think you're referring to.