In 2006, probably that was when I joined SAP that was 2006. And they really didn't have, at least in India, SAP didn't have sort of, I think there as I said, they had an engineer who's my friend. But he moved from the US but they were open to asking me about what my requirements were and what I needed in terms of support. And what ended up happening at the time was if I needed say, things like visual support like what's going on, on my screen, it would be colleagues who would be helping. And I think at that time, when you're in a new company in a junior position, like in 2006 you end up relying on that kind of support, like from your colleagues but yet at the time, they were not really set up for that. But then they also had, so SAP is a German company and in Germany, they had blind employees and so I had to ask them about how things were done. And ironically, I was working on accessibility and then some of the internal systems are not very accessible in these companies, which is true even to this day. After what, 16 years in different companies, some of our internal systems that we have to use are not accessible. I think things have improved. So by the time I got to Google, if I needed visual support I actually had a visual support assistant. So I don't have to ask or rely on the goodwill of my colleagues. And also, like at the time I was managing people and there's confidential information that I don't want my team members to see and so on. So it's still a work in progress even in big companies, you still have to advocate for what you need which is unfortunate but I think there is a recognition that people with disabilities are an integral part of the workforce. There are you know, we need diversity amongst the employees. And given the right level of support you know, people with disabilities can be as effective or if not more effective than others. And there have been instances now where like, when I think about changing a job I actually have a conversation before the job, before I accept like these are the accommodations I need and this is the type of support I need, will you be able to provide this? And that's a factor in deciding whether I want to actually join that company or not. Again, as I said, it's still a work in progress, you kno, as I grew in my career and started taking on additional responsibilities, such as at Google, I was also doing a lot of external speaking and to create videos and also travel to all of these places I needed support. And initially, they were not set up to provide that but I worked with the HR to kind of figure out what's the support I need and you know, do a little bit of self advocacy. Hopefully, in the near future you know, we have enough information for these companies to implement policies and have a basic level of support already available for different disability types. But it's still a case where your self advocacy is required. And it's an interesting thing like you find a job, you think that you know, you shouldn't really ask your employer because it's like, oh I already have a job. And it's like, if I ask for accommodations or support, I might be treated as differently. But overall, I think it is best what I found over 16 years of working in corporate sector is being upfront and honest and reasonable with the accommodations you need, is actually best for everybody.