We have these results publicly available and we refresh them annually. I don't know the exact amounts, but we are very close to gender parity in both our assistant professor and our associate professor ranks. In the full professor rank, which is the senior scientists, we have more men than women, and that's legacy hiring that was done more than 15 years ago, so it will take a while before we reach parity at that level.
We haven't instituted a rule that we have to hire 50% women. What we have done is spend a lot of time asking people to think deeply and talk about that culture that Susan and Tina mentioned. How do we value people's careers and trajectories? How do we value the things they have done? What does excellence look like, ensuring that we are taking a broad perspective of that and thinking about people who may have non-traditional career paths, for example, and those kinds of things, and making a very deliberate attempt to encourage people with diverse backgrounds to apply for our ads?
Lo and behold, when you have a diverse applicant pool and you think broadly about what excellence looks like, you hire approximately 50% men and women, and other diverse candidates as well—