 And so tell me Jiat, you know, you've been in this industry for a long time as well with lots of experience both on the recruitment side but also as an industry practitioner. So you must have seen your fair share of diversity and inclusion challenges. Indeed. So when I started in banking, at the entry level to maybe the mid levels, you definitely see a lot of female representation. But it's a reality that it sort of topped up as you go closer to the more senior levels. And basically, if you look at the MD population, they are largely men. That said, D&I wasn't a big topic or popular topic at all when I was in banking. And for some reason, you sort of accept the fact that that's just the nature that it was. Until 10 years ago where it starts being a big focus. And I think that's great because there is finally realisation that a female leader actually bring a different perspective to the business. It sort of removes group think as well, where you have the business that has been run by the same set of people who look the same for many years. Having a different perspective introduced new challenges as well, which makes people rethink the business model, rethink the governance, rethink processes as well. There's definitely still a long way to go, particularly in segments like trading, like transaction banking, investment banking. I think these segments are still less gender diverse than I would like to see. But I observe now that a lot of the organisations that I've worked with are increasingly moving in the right direction in trying to really genuinely move the needle in terms of D&I. And I think it's really important that organisations begin to think a little bit differently, particularly when it comes to inclusion, as to how their work practices, their norms and their values really need to be more conducive for people that just go through different stages of their lives.