Thank you, Mr. Speaker. Well, I'm glad -- Mr. Speaker, it sounds like maybe we already have the answer to the second question here. So as far as why it -- it's not getting the uptake it needs, Mr. Speaker, as I said earlier I was speaking about the Indigenous Career Gateway Program. That too was undersubscribed for years and now it is now oversubscribed and still being utilized to achieve its purpose of bringing new employees into the public service, new Indigenous employees to the public service.
So Mr. Speaker, a lot of what we do and want to do within the recruitment and retention framework is work, for example, around ensuring that we're dealing unconscious bias, ensuring that we are connecting opportunities that we know exist within the GNWT to the employees who might be able to take those opportunities on, to review our job descriptions so that, again, we're connecting the actual needs of a position to the qualifications that people of the Northwest Territories have, and then to match up when there are other opportunities that we know -- there's succession planning opportunities that we know there's openings, to match those up to potential candidates through, exactly as the Member has mentioned, the Indigenous Management and Development Training Program.
So Mr. Speaker, there's -- and I should also mention, Mr. Speaker, there's very good work happening within the Indigenous Employee Advisory Committee, and they are going to be relied on significantly in this program as well. They'll know well what barriers exist. We know that there are systemic barriers. This is going to be a great resource to be able to utilize this committee. And Mr. Speaker, also exit interviews, something I know has been called on before, now wanting to use that. So all of these things together, Mr. Speaker, will root out why this hasn't had more uptake and ensure that that is not the way that this continues going forward. Thank you.