Yes, we do, and that information is mainly out of the European countries—Iceland and Belgium for example. We have reports that we can share.
In addition to that, in the reporting that I shared earlier, I mentioned anecdotally that in the United States there have been some studies on the types of things that could increase or decrease the retention of women in the field of engineering.
I'll refer specifically to a report that was done. It's called “The Athena Factor”, which maintained that 52% of women leave science, engineering, and technology professions. It studied their career trajectories in many areas, including infrastructure, and looked at what would keep women in infrastructure.
Was it immediate actions like the ones you described, Sheila, or the ones that might require some kind of lead time, some kind of planning? It identified several key aspects whereby, no matter what kinds of compulsions were used to create roles for women, the women were still not retained. They call these “antigens”. They identified five of them and they include women being marginalized by the workplace culture. Examples include being the sole woman on a team or at a site; career paths not being clear, and women therefore being stalled; and that systems of risks and rewards in those kinds of cultures can also disadvantage women.
We very strongly support the thinking and the idea of identifying the ways in which we can pilot this. How exactly do we do this? We also are aware of the fact that the piloting needs to acknowledge the challenges in the workplace culture and how that plays a part in the retention or attraction.
Thank you.