Thank you so much, Mark. And thank you, Dr. Fung, the entire Stanford team here in Michael, Anthony and Neil for the partnership Many years already, in trying to get neurodiversity off the ground in the enterprise world. Before I get started, I think that I would like to to address one important element that was mentioned by everybody already, but I want to reiterate it, and that is why do we hire folks that are neurodiverse? Why do we have a hiring program for individuals on the autism spectrum. And I would like to start off with that, at SAP, we thought that we wanted to attract the best possible talent that we could, for the company, across our industries, in the industry that we cover, we also knew that it would be extremely important for us to bring people into the company that have a different perspective, if you don't do that, and if you don't have a good representation of your employee base, as it relates to or maps to your your own customers, if you don't have that diversity, if you're reflected back to your install base of customers and partners, your ability to innovate is not going to be very strong. So we have a saying at SAP that is obviously known elsewhere, that we innovate because of our differences in north in spite of them, that's a very important thing for us. It we also again, feel that a different perspective is super important in our creative processes. And we've heard Alan Kay creator of object oriented programming, and many other things in computer science say once that a different perspective is worth 80 IQ points, including the artistic perspective. For us another reason why we want to bring folks into the spectrum because our new neurodiverse into the company is to tap into into an underutilized source of talent. We realized by talking to universities out there that there was a significant number of people out there that a were part of the university system. As a matter of fact, there were universities that were graduating, you know, hundreds of individuals on the spectrum, a only to be part of that hugely known unemployment problem at 85% that we know off today. So again, it was a combination for us starting this program of finding the best possible talent that we could find, number one, number two, being able to be able to mitigate an unemployment program in the community in And lastly, again, capturing the special skills of people on the autism spectrum. If we can go to the next slide mark, that would be great. So without this might work. The program today is deployed in 16 countries in 34 locations that you see here, we currently employ between 175 and 180. People This is a number that is always varying because we have people coming in different parts of the organization, different times of the year. All in all, we have provided approximately 600 opportunities for folks on the spectrum. It does include present and past beta opportunities. But we also launched what we called a training program mentorship program, where we have invited high school students also to participate in university students who have also taken opportunity to receive training from SAP as part of their assessment process in order to become employees of sa p some people have decided not to take a job, but they have taken jobs elsewhere. As a matter of fact, approximately 23% of those that were trained in the United States, as part of the autism I work program have taken jobs with other companies as well. We have a great retention rate above 90% on a global basis in the US approximately 92% over the last six plus years of the program. We employ people in 25 different types of roles 125 between 25 and 29. Today, in this is a very, very important thing for us. We started the program with the idea of hiring folks, software quality specialists in Data Quality Assurance individuals in the program very very quickly grew to not expanding beyond those those roles. We realized that we were getting so many great resumes. So people it was just impossible to say look, if you are neurodiverse you're going to be doing this to jobs. So we opened the floodgates very, very early on in again, we have representation of colleagues on the autism spectrum in just about every board area at SAP a board area for us is like a division in the company. So we have have individuals employed at sa p that are part of our human resources department, Office of the CEO, we have individuals that are part of the consulting organization, we have folks that are part of engineering, every division is represented in the company today. So our program counts with very well defined supports that include sourcing and screening processes that we do with our partners, they are specialized. In the United States, we have a pre employment training program that we call the enterprise readiness Academy. And that's an opportunity for us to get to know the individuals are applying without going through the traditional model of a typical interview where you have somebody sitting on one side of the desk, another one sitting on the other side, going through our resume, line by line. This training, this pre employment training program allows us to get to know the individual is less significantly more than one interview is a multi week training program. In again, we've had individuals that have taken it have decided to stay the course and apply for a job at sa p other individuals that have decided to take a job elsewhere, everybody has won in the end, from a retention. From a retention point of view, we have a a support circle that we have put into place, which includes a training for a manager, we assign a team body for the individual who has been just hired, we have an artist in my work mentor and we also have a job in life skills coach. So that support structure is something that really has allowed us to to create those sustainability elements for the program. Community wise, we've been extremely fortunate to partner with Microsoft, the why jpmorgan chase the xe by a bunch of companies out there that are like minded, we are part of the Bismarck werkraum Roundtable, which is administered by Neil Barnett from Microsoft, we have an opportunity to do some things outside of the company with customers of ours like Dell, where we have in SAP Dell hackathon, where we had approximately 200 people participating in a two and a half day event. In we are members of various different bodies out there that are trying to get this this message out there trying to get neurodiversity. Some mainstream element of diversity and inclusion in the workplace is a core part of cities of inclusion, we have our own altruism and inclusion pledge, I encourage you to, to Google that and find a webpage for that. We are part of the autism at work Eastern group in the United States as well. And we've had, we've been very fortunate to share our message with many of the companies that are now represented in the panel of the united nations of the world economic forum, United States Congress at the White House in the senate of Mexico to name a few. So very, very thankful for the opportunity to be here to share some of our experiences. And looking forward to the remainder of the panel. Mark, back to you.