Maybe I can start by just acknowledging the context of your question. Our goal, of course, is to find a way to ensure greater opportunities for women and to ensure that for people who want to be in the workforce, obstacles are not presented merely on the basis of their sex.
We looked at policy measures that we could use to improve the situation. Right now, we have about 62% participation in the workforce among women and about 70% workforce participation among men. It's improved for women, but there's still a ways for us to go. We looked at the fact that Quebec introduced a parental leave “use it or lose it” benefit, this five-week benefit that they put in place. We saw that there was a much more significant uptake among the second partner, as you say, typically men, in taking parental leave—more than 80%—whereas in the rest of the country it's about 12%.
Our goal is to create a policy that enables women to get back to work if they choose to do so by allowing their spouse, if he or their partner wants to be back in the workforce, chooses to take that parental leave, sharing the burden more fairly. We also want to know that when two people go into a hiring office, a male and a female, the person hiring them looks at them more equally, realizes that both of them are relatively likely to take time off for child rearing, and, therefore, when thinking about whom to hire, recognizes their equal potential and isn't biased against one of those people versus the other. We think it can have long-term positive benefits in multiple ways.