In reply to J.

You have a lot of passion on this topic and I value that! As much as we'd like to test for parity across ethnicities, we can't since ethnicity data is either not captured at all or not captured consistently in our systems outside the U.S. It's a great goal to have but one that will require some great forethought. As far as going beyond what is legally required, we do! In some countries such as the United Kingdom there is a legal requirement to report on pay, but in most countries this is not the case. Even where there is a requirement our analysis is much more robust than that which is required by the government. Our methodology for determining pay is not as basic as comparing average pay nor is it trying to drive everyone to the exact same pay. We have to consider experience, performance, location, etc. as these factors do and should affect how people are compensated. Additionally, in the U.S., there are some states that now legally prohibit Cisco and all companies from asking external candidates for their current and historical compensation. Instead of just complying in those states, we are expanding our reach to the entire U.S. and will further expand globally as we work through the details in each country. Our objective is not to just legally comply, but to lead and drive far-reaching change to the industry and beyond.