Yeah, I'm pretty sure nobody likes tokenism but maybe lip service is another phrase that we can throw out when it comes to this conversation. I mean, I get that there appears to be an intent and a want and -- to hire and increase representation, but I just don't see it translating to people on the ground. And I recognize that there has been some key hires in senior management even that I think are really good and are, you know, leading the way and a good example. But when you look at just, you know, movement within departments, I can think of within the housing department, a long-term Indigenous employee that was, you know, recently passed over for a settler, for lack of a better word; somebody who had moved up from the south. I hear this constantly. We all -- I think everybody on this side probably knows at least one or two people that we could think of right off the top that, you know, should have been advancing within their departments and they're not. So I guess just more of a comment.
I recognize it's a very difficult thing, especially right now where we are wanting to -- we're so desperate for employees in general that, you know, we can't always be looking at imposing all of these sets of criteria however it does need to be addressed. And I guess obviously through training and ensuring we have a good supply. I'll just leave it at that. Thank you, Madam Chair.