 Perhaps playing, the sport I played was basketball and basketball is a notorious sport. It's kind of like football is in the UK, for example. The people who play football in the UK usually from lower social economic backgrounds, very mixed ethnicities. And they're not the types of people who generally go to work on Wall Street or in the city of London. But for me, I'd like to think that this is what I feel very passionate about because my interactions with these people is that there's extreme talent. I've always sort of thought of the world as in, there's a Serena Williams of the finance world just sitting there, waiting to be unearthed. It's just a traditional recruitment methods or the way that banks have seen the employment process before is so rigid that it hasn't allowed Serena to break through yet in our field. And so, yeah, Serena never gets unearthed. And that right there is one of our driving sort of ambitions is to make sure that every Serena out there not only gets discovered and unearthed, but also gets then fast-tracked and connected with these institutions so that they do get on that platform and can become who they're supposed to become. I think banks, if we think about it just from the bank's side, and we'll talk about the student side in a second, but from the bank's side, yeah, historically, look, they're changing, right? And they're aware of, of course, they're aware of the situation. I mean, diversity is the buzzword. And a lot of big banks are setting out really what looks like on the face of it some really impressive, ambitious sort of diversity plans. OK, but historically, of course, it used to be that banks would hire just from target universities. So it'd be the top five university. Let's just talk about the UK, but it would be the same in America or in Asia or whatever. We'll just hire from the top five unis because the kind of one-dimensional, quite naive thought processes, well, they're the brightest minds of their generation because otherwise, you know, how else would they have gotten into that top five? Now, straight away, of course, that means that you're assuming that everyone who's not in the top five is not bright and doesn't have any potential. Of course, there's a huge portion of people that have incredible potential that never get anywhere near to the top five unis not because they're not good enough or don't have the potential to be good enough. They're just where they've come from in their life. They're just so disconnected from that world of Oxford and Cambridge. I mean, well, I know they're two football teams, but do they do anything else? You know, it's like the university's not even on their radar. Their family's never been to university. You know, their families have never done A-levels, never mind going to university, right? And so they're coming from a place that can't get them to that stage by their early 20s, top five unis, and so they're entirely missed. The other thing is that the problem that banks found and one of the reasons why they're evolving is that they realized that they're hiring from the top five meant that they were hiring basically the same person and it became an incredibly one-dimensional workforce and they're all super successful academics. They've had an academic career where they've done nothing but succeed. And so, yes, they've done amazingly well at GCSEs, amazingly well at A-levels. Yes, they've got their place at Cambridge. Yes, they've smashed it and they're super academic. Success, success, success. And so the banks are like, right, they're the creme de la creme. We need those people. Come with us, here's a load of money. Come and sit on our trading floor. Then they get to the trading floor and the harsh reality of a markets-based role is that markets don't always go up. Although, looking at the S&P chart, you might be forgiven for thinking that but markets don't always go up. You're not always successful. Sometimes you're gonna lose money and this is the key, right? How do you deal with adverse scenarios and these academic elite students? And again, I'm generalizing big time. So by no means am I suggesting that everyone at Cambridge has had an entirely smooth ride for their entire life but a lot have and a lot are not equipped and don't have the resilience to deal with adverse situations on the trading floor because they've never been exposed to it. It's through no fault of their own. It's just that their trajectory has not put them in a situation where they failed or where it's not going right or something's not working out as they thought and then they're just not equipped to kind of then deal with those scenarios. So banks recognize this. Now they're certainly put in place the wheels have started moving towards addressing this but if you look at the press and look at these big bold headlines, you know, Goldman's are now, you know, death only hiring or only sorry, Goldman's are gonna hire 50% females and 50% males. That's it, okay? And that's a great headline and it's great PR. You know, if you wanna be a little bit critical about this is great PR. But behind those scenes, fine, 50, 50, sure. But where are these 50 females coming from? Top five universities. It's like, well, okay, fine. You're trying to diversify in one way but you're not really truly diversifying. And I think that the, yes, the banks recognize they've got a change but the rate of change is fantastically slow. And the distance they've got than the track of change is way smaller than what you would imagine your perception is having read all the press around these big diversity initiatives that these banks are kind of put into place. So this is where we come in because to be fair to the banks, it's hard to change. You know, how can you find Serena at Banga University where she's studying psychology? How the hell do they unearth that person when Serena doesn't even know herself that she's an amazing market maker and should be working for Morgan Stanley? So this is Amplify Me. It is the platform where the entire global student community can come on for free, entirely for free. If you wanna work in finance, come on to the Amplify Me platform and have a go. And I mean, use the simulation technology that all these banks are using to actually train their new hires to get them ready for life on the training floor. Exactly the same training that you'd get if you're on the Morgan Stanley Summer Internship Program. It's free, it's on our platform, anyone, anywhere. And it's from your performance data. How do you perform in these simulated roles? This is how we're finding talent. This is how we're finding Serena. Now it's our challenge to make sure that Serena in inverted commas is aware of this platform and is aware of what it does and what it could do. So we need to get her on it. Once she's on it and she performs, then Morgan Stanley, come and check out this person. And it's about connecting the super talented and I don't care where you're from. I don't care what your gender is, what your skin color is, what your socioeconomic background is. I don't care where you are in the world. I don't care what you're studying. Can you do these jobs? Because actually I've been a trader for 20 years and I can 100% do this job. And I can 100% tell you that the most important attribute of a trader has got zero to do with academics. Zero, zilch, nothing. It's about resilience. It's about self-discipline. It's about staying in control, being rational and logical in a very volatile world. And that's got nothing to do with academics just because you've got a first from maths from Cambridge doesn't mean you're definitely gonna be good at that. You might be, but it doesn't mean you're definitely gonna be. Serena, a banger doing psychology, may well be equally as good or better than you doing a first at maths from Cambridge.