What's actually coming, what's changing, and what's expected in regards to gender reporting and goal-setting targets? Can you just give us a brief rundown of what's changing and, and what's expected of employers now?

I'd like to maybe get in the helicopter and take firstly a bigger picture view of what we've tried to do because the targets element of the reforms and the legislation is one part of a much broader piece.

We know that progress is occurring, but we really wanted to accelerate the pace of change.

When we actually look at the gender-equal experiences and the gender, uh, outcomes that are still occurring across organizations, it is improving, but it, it's improving at a very glacial pace.

So what we've tried to do with the reforms is to set about bringing forward a, a set of legislative im- implementing a set of legislative changes that is compelling organizations now to meaningfully and purposefully step in to taking on this vexed issue of gender equality and to do so in a way that is evidence-informed, but also doesn't, um, increase the reporting burden that is required.

So we had to work within what organizations are already reporting to us.

That was really important because we know that in business at the moment we've got a lot more regulation occurring and that obviously takes time, effort, and intellectual capital from the organization.

What should people be thinking of in regards to the changing circumstances over, say, a three-year period? How do they readjust? What's still responsible for them, and how do they move that forward?