Thank you, Madam Chair. Madam Chair, the Department of Finance doesn't believe in tokenism. There is, of course, a number of efforts, as I know the House is familiar with respect to Indigenous recruitment and retention generally. So, again, Indigenous Recruitment and Retention Framework, which was introduced now a couple of years ago but which is starting to roll out and I believe will be bearing fruit. So one of the things is that individual departments now have specific targets. I think that's a big deal, and it's worth focusing on a little because if you don't even have a target you could just say you're working on something without actually having something to work towards or to be measured against. So with those targets now in place -- and they're individualized because different departments have different types of work available to them and therefore can focus on different types of recruitment strategies or different kind of training to ensure that people are moving up through the ranks depending upon the nature of the jobs.
Now, so that should apply regardless of someone's gender. I would agree that we do right now in some -- in some positions it's actually men who need to be supported perhaps more to achieve parity than women. Madam Chair, I'm going to give a bit of a plug to the review we're doing right now, the affirmative action policy, which really doesn't have necessarily that kind of look at what's happening in the labour market. It is simply a policy that applies based on one's identity feature rather than an equity policy that looks at the gap between what's happening in the labour market and who we actually have working for us. So that's just one more reason that we're looking to look at how we're actually hiring and who we're promoting. Thanks, Madam Chair.