Yeah, I think you're right. And I think if I'm totally honest, that could be a discussion we could have for four hours of its own. I think, yeah, there's a lot there that you've said. It was a lot that I think you said. I'm trying not to ramble too. No, no, no, but it's genuinely interesting to hear it from other people's point of views. It really is because obviously, you know, within the recruitment space, I deal with people all the time and you hear spots of things from individuals, but then to hear that reiterated and hear that, you know, that, I guess, feedback loop again, it just to me, it highlights the importance of the influence I have to have with the companies I work with, to, you know, to try and make diversity, a genuine, you know, a genuine importance. And Hannah, I'm just going to throw all this on to you. Why is diversity important? Why should we be

investing in it? Well, it's interesting, as if I've listened and I've gone, you know, with Liz and Alex and Becky and I've gone, yeah, absolutely great. I'm nodding furiously because I've experienced a lot of what you're saying now around childcare and all the other areas as well. And it's massively important. So, I don't know, we've mostly talked about this, but obviously, I work for Slimming World. And the one thing about Slimming World that's very different and it's one that attracted me at the time is that their leadership team, it's mostly women. It's the complete opposite. It's a strength, not the strangest thing, because it's amazing, actually, it's really interesting, because it's a different take on things to still get the same things done. We still achieve the same things, but it's just a slightly different slant on it. So, inclusivity there, in terms of that male female divider actually is already there, but are other areas, like everybody else is, is cultural. It's inclusivity for my words have gone, but it's not just about the male female divider, it's actually about everything else. It's about different ethnicities and bringing that sort of cultural and diversity to the business. So, yeah, I've experienced it. I don't experience it now at all, actually, I have the opposite. However, I don't, if you find the same, that when I go to recruit, still have it, it's still nine times out of ten, I'll be lucky if I get a female CV, but I'll get men, I'll get plenty of male CVs, which is absolutely fine. My team is such, because that's just the need of the business and at that point, but we just don't naturally, I don't know, I don't know, I have to say, because how we write these CVs, or it's just because of the availability of the industry, but in the main, we don't get it, and we don't get it through our recruitment and stuff. So, yeah, but you're absolutely right. These things are massively important, how we are treated, and how we are treated when we have children, and we are the main caregivers and things are fundamental to how we choose roles, certainly for myself, and obviously, I can say for Alex and Becky, and I guess, imagine Liz as well, it's fundamental to how we choose those roles, but how do you attract those talent if you don't promote it? And I think that's possibly the bigger area is the benefits that actually are not specific to women, because that's wrong, because there are plenty of men that look after the children as well, but also to say that these benefits are just basic human rights, and basically who in need to say, we need to look after our children, can you facilitate that? I will do all your hours, I'll do everything you can, but give me that flexibility. I think that's probably where we're more, is probably where we're swaying into, then, from possibly the diversity and inclusion. I think that's the inclusion part we

miss.