Thank you, Mr. Speaker. Mr. Speaker, speaking about a culture of hiring, Mr. Speaker, I don't accept that that characterization is fair, that the idea of saying that it is troubled and has double standards or is unfair. I don't accept that characterization, Mr. Speaker. There's a lot of people within the entire GNWT, 5,000 strong, who care deeply about the territory, who care deeply about the people that they serve, and care deeply about having a representative workforce. That is not to say that every process is perfect. That is not to say that every public servant is perfect any more than every other individual anywhere in any large organization is perfect. But there is tremendous work underway to try to always do better, to be aware and to be conscious of what we do. There's now mandatory cultural sensitivity training for all staff. There is a new recruitment retention framework coming out to provide those targets that I think we've agreed would better position hiring the -- the hiring committees to know to look forward to what they can bring on.

I would note that in the last fiscal year of 2019-20, I believe, the number of Indigenous recruitments who were -- were actually hired than the number of those who applied. So there's a real effort underway to change the way in which we do things in terms of hiring Indigenous candidates.

And as far as, I mean, broadly speaking and everyone who's applying to the GNWT, again, there is an appeal process. There's opportunities to speak to a hiring committee. There's opportunities to get advice from human resources of resumé writing, interviews. To truly understand the process, it is complex, and it's complex because we have legal obligations and policy obligations.

So all of those things exist. We are doing our best to make sure that they're available, and we'll continue to do so. Thank you, Mr. Speaker.