 Another topic is DNI. I believe that I saw a report from World Bank. The global labor force is about 39% women. However, based on the route to the top report, we find that among the global CEOs, only 7% of them are female. So how do you address the balance in your leadership team? We also have our own challenges around representation at senior leadership levels, both from a gender perspective, but also a cultural perspective, and then also even an education and background perspective as well. And for us, I think diversity at these leadership tables needs to be mindful of all of those characteristics, not just the gender one, albeit the gender one is super important. Some of the ways in which we've addressed it is to identify where we can support emerging female talent through those critical moments of their career journey, where through family or other life circumstances, they may need to take either a sideways step, a pause or something alternative, but then wish to come back to continue on their leadership growth journey. So we're putting a lot of effort into identifying that and then creating mental relationships for them with other executive female leaders in the organization who can share their own experiences, but also with senior males in the organization who can also help them with different perspectives as well, as a global organization. It's different challenges in different parts of the world. The challenges faced by females in India is very different to the challenges faced by females in North America. And so we need to very much keep a local response to those challenges and ensure that we're fit for purpose for the challenges no matter where they are across the entire landscape.