 As a tech company that is 54% women, I think we are today and an exec team that's over 50% women as well. It's very central to the fabric of Bedevity. It might be interesting to people that we've never had a target around these metrics, but we just have achieved them by trying to reinforce the behaviors that are really needed to make a change in this area. And one example of that is like, we actually have almost as many men as women who take months of parental leave, not weeks, but months. And we have programs that support and encourage them to do that. And that's just a behavioral and a societal thing that we think every company should do. You know, as a female CEO myself, I also feel quite responsible to be vocal on this topic. But day-to-day at Bedevity, I consider the principles of D&I and how I build and lead my own team, how I set expectations for the rest of the company. And for us, many of the initiatives are grassroots, such as employee-led resource or affinity groups. But we also put resourcing against company-wide efforts. And so you've got to be doing both to really make a difference in this area.