I'd like to follow that up very briefly.
There is a lot of confidence and a lot of faith placed on this voluntary reporting system. As you've just said, unless I misunderstood everything, you indicate that you thought this would not be one of those circumstances that would require whistle-blowing protection because you didn't want the company or the organization to feel it would be penalized if the information came forward, so it would be more receptive to getting information that would be fed into an understanding of the trend line in establishing root causes.
I understand how, in theory, that would work. What if the employer decides it is inconvenient for that information to come forward from an employee and fires the employee? What protections do you envisage in this legislation for such a circumstance?