Thank you, Mr. Speaker. Before I get to the question, I would like to just correct an answer that I made yesterday. I said yesterday there was about 32 per cent Aboriginal representation in the public service. Today currently we're actually at 30.8, so it's actually less than I had indicated previously. I've been with the Department of Human Resources now for about six months, and I have actually already directed the department to begin looking at a number of the programs that are available. For example, the Aboriginal Management Development Program is targeted at senior management in the public service, but we know there are a lot of individuals, Aboriginal individuals, at lower levels who want to transition up but going from an officer level to a manager level may not be appropriate. So I've already asked, or rather directed, them to begin work on seeing how we can broaden those programs out to meet our needs.
I've also directed the department to do some research for me on the effects of affirmative action since it came into place. Have we actually got any results by having an Affirmative Action Program that is more passive and based on hiring as opposed to something that is more active? So I've already asked the department to begin that research, and once I get that information, I'd love an opportunity to sit down with committee and go through some of the details.
We have a number of programs out there that are available where affirmative action applies, such as regional recruitment, the corrections training. Some departments are doing some very specific things. We are looking at these programs and, once we got more data, as I said, I'd love to sit down with committee and have a heart-to-heart on how we can move forward to improve the results around affirmative action in our government.