I’m very proud of Cisco for doing the right thing to address fair pay. I truly appreciate this article about what Cisco is doing including plans to equip leaders & managers to have better insights on market pay rates. I hope more details are forthcoming but in the meantime, can you clarify the statement “If we find gaps, we fix them.” How will Cisco fix pay parity? What are the tangible steps of identifying an impacted employee, making the change, and communicating it to the employee? Who decides if an employee is paid unfairly or fairly? Does the conversation start with the employee, or the manager, or HR, or someone else? Will the impacted employee be informed of the change in pay is due to pay parity? How many decision-makers are involved to make a change possible? When will the pay change take place? Will Cisco publish statistics about pay disparity? Last but not least, how does a female employee & a minority bring up this subject with a manager without fearing of causing some friction with the manager, especially when this fear may be the reason why many females are hesitant to talk about pay? I thank you for your time.