Thank you, Madam Chair. So, Madam Chair, as you will perhaps recall from some discussions in the House, every department is required now to come up with targets over a course of three years, which is done so that they can do succession planning. So you look at anticipated retirements and what kind of turnover a department might see in positions and can then start to figure out what areas you might see some movement in and then plan which -- you know, which employees are in positions that are a step or so below and then can be trained up and provided the opportunities to be able to move in.
So what I can say, for example, is that with respect to positions classified as middle management, there are currently seven Indigenous employees in those positions, and the target for next year is eight. I know that may not seem a lot, but we're actually not dealing with a large number overall. We're looking -- and that's not necessarily looking at a change in the number of positions. It's a change in the composition of those positions.
Similarly, positions that require university equivalency, again looking to increase that by one in the next year. And with some trades or college, looking to increase those by three over the next year. So, you know, again, overall, looking to move these numbers and to continue then to do that over the course of the next several years.
I also want to note, Madam Chair, there are four -- I don't like using the P1 -- I actually would prefer Indigenous aboriginal -- in our senior management in ITI, which is a significant improvement in terms of that demographic from just a few years ago. So looking to continue that trend. Thank you.