Thank you. I really appreciate that.
This follows up from what the other speaker was saying in terms of looking at women who are in professional jobs but immigrant women are unable to move beyond a certain level. We have a study, and if anyone is interested, we have an employer tool kit to look at strategies.
One of them, as I mentioned, is credential recognition and how to go about doing that. There's helping immigrant women become prepared for navigating the application process for promotion, and looking at issues of communication and what employers can do around addressing issues of language proficiency, accents, jargon, and all of those things that may make it difficult for women to feel secure when wanting to advance but not having the opportunity to do that. It looks at promotion subjectivity and information gaps and feeling unwelcome and undervalued. Then there's the one-size-fits-all approach to recruitment and promotion. Some of the strategies that were previously mentioned would look at women in general, but another lens would look at the situation of immigrant women and how to move forward on that. This would include having diversity and inclusion committees, making sure they're staffed up and trained properly, and making sure there are cultural competency workshops in the workplace, with training and education and mentorship programs.
There are also the appropriate orientation packages so that, for women who maybe don't have the cultural work experience in Canada, it's very clear what things they need to be aware of. Providing specific English in the workplace training would allow for a step up in terms of some of the specific—