You just mentioned Dilbert, which is going to be my transition here. I'm interested for a reason that you might not expect.
Ms. Carter, you brought up women, and I have a 13-year-old daughter who I have been telling since she was six that she should think about engineering because she is very math- and science-oriented.
I also have a 17-year-old son who has autism, and I'm interested in the Dilbert comment, because one of the things we talk about in the autism community is that we see a lot of families, a lot of parents of kids with autism—there's kind of a genetic component—who tend to be fairly heavily concentrated in fields like engineering, accounting, IT, and those types of things. There is speculation that one reason would be that one of the strengths of people who are high-functioning on the autism spectrum is that real focus on detail and numbers and structure and concrete things, so we would look at that as an advantage.
To what extent have your organizations explored working with organizations that research and look into using those strengths of people who might come across as socially awkward but who have real strengths to offer if organizations like your own might look for those strengths and find out how you can utilize them? To what extent have you done that?