Yes, 100%. What I love about the evidence is that it takes the conversation away from anecdotal examples where people go, “My God, I offered her a promotion and she said no. I just don't think women want it. Who cares?” That's an anecdotal example.
As soon as you have evidence, you have an informed conversation. What I love about the evidence is that you table it with CEOs and business leaders, and they go, “There's no way this is happening in my company, there's no way.” If I look at the project allocation, we'll see these differences, and they come back and go, “Oh my God, this is happening in my company.”
As soon as people are aware and they take the steps to be informed, change likely happens. I think the challenge with dealing with business leaders in particular is that they're juggling a lot of staff, and it's easy to say, “I have serious priorities for my shareholders. I have serious priorities coming down from the board. I don't really have time to think about diversity and inclusion.” It's about talent development, and they—