 This is a tough issue because it's definitely a male-dominated industry, and we tried hard. We thought we were trying hard. We worked hard with the university. We always tried to get women at female engineers. We tried to get more women in non-traditional roles like in the skill trade. So I think we were well-motivated in a number of areas. But you know, today we've had some women reach vice president level, and we have some managers. But I would, to be honest, I don't think we quite got there. I think we had a bit of a glass ceiling, and we still have to manage that closely, William. What we did when I was there is, for any position, we always wanted to pick the best person. But we'd insist often that, identify who would be the best female, even if not qualified. So try to break through, because we obviously, when you have that sort of ceiling, there's got to be some sort of systemic stuff going on. Now, so that's an admission that, you know, it didn't get as far as I wanted, and I'll take a lot of the plaque for that. There was some good examples though, and one I think you talked to Jim Carter about was the Bridges program. Where the jobs are going to disappear, though it was in administrative areas, because of computers and different ways of doing things. There were our female employees, well, they're highly concentrated in the administrative areas. So we had a choice, well, we could fire those people, go hire more drivers and trucks than that. And we said, well, why would we do that? Why shoot good employees? So again, Keanu used to always wonder, what the hell would we come up with next? But the Bridges program, we actually set them up, they had designed a two-week course. We took women who were in administrative roles, saw their lives go in, and they, because one of the big barriers of taking women from that kind of a role and putting them out into a male-dominated workplace is they don't know the jargon. Growing up, even though I'm not very handy, I knew what a conrod was, or a piston, whatever. If you don't know the jargon, you got two strikes against you, and so unless you're very extroverted, you'll shrink away. So we knew that. So for two weeks, they'd built bird cages, and they learned all this stuff. Then we had a program where they would then job shadow. They could pick the career, and finally go right to the point where we'd let them work, a 28-day work cycle, with a team they would be part of. All through that period, at any point, the woman could say, I've had it, this is too big a change. I want my original job back. Back at the home front, the job that was left vacant, they were not allowed to fill it, not even on a temporary basis. They had to redesign the work in there to backfill for that person. So that was also how we forced the work redesign in the system. And by the way, there was none ever asked to go back. I was going to say most of it. In the end, 25% of our drivers of the 410 trucks were women.