I think that's an excellent example of tangible action that we can then leverage in the community and promote within the community so that women actually know, with the strengthening of the equity act, that there is some sort of safety or action or a tangible step towards helping them get back into their designated fields. I think it also comes to recruitment, acceleration within organizations and performance review-based, merit-driven acceleration within organizations.
One of the partnerships that we're looking to include as part of the study is corporate entities and other not-for-profits, so that when corporations sign on to the study, they are committing to also having internal policies on how they approach the South Asian women whom they may already have and whose potential they may not be tapping into right now, and creating succession plans for them in specific fields and careers.
They may already be in the organization in some cases, but just not on the right career trajectory within the organization. Then, as you mentioned, there are women who are taking part-time or other work who need to be recruited back into those fields, which is a different set of programs altogether.
I hope that addresses your question.