The, through the research that we've done to take CAS we've identified their seven structural gap that puts women at a disadvantage to men. Then they are the pay the health, the power, confidence, safety, authority and ages and gap. So we went to and we wanted to understand to what extent these gaps are covered in news coverage. So we analyzed 900 million stories from G dal, a database, and we found that essentially, news coverage of the seven gap is largely absent only one in 5000 stories makes a reference to one of these seven gaps, which is much smaller than one in 200 stories that contain gender equality related term, which already is very low. So what I did during the interviews, I asked editors, which of those gaps they felt should be covered most urgently, and the only gap that commanded majority of their votes was the pay gap. And there was some very interesting differences between South and North when it came to some of the other gaps. For example, 27% of the editors suggested that it's important to prioritize the confident covering the confidence gap, and all of them were from the Global South, whereas vast majority of those that prioritize the authority gap also 27% Were actually from the global No, ageism gap is completely under the radar of everyone. And that it's really interesting to point that this priority of the gaps actually mapped out when you look at the coverage of these gaps. It is the same priority, as you see here, which came from the interview. And that goes to show how important the lived experience of editors is in terms of the stories that they ended up connecting. I just want to take you through one gap the health gap to to to illustrate how many stories are actually missing from the coverage. So first of all, in the majority of measured countries, there is a health ranking gap in favor of men. So health ranking of women is lower than that of men. In fact, in 90 out of 156 countries, including the UK, US, Nigeria, and Kenya. And if you look at the UK, for example, there is enormous amount of coverage. of day to day crisis the National Health Service faces in the UK. However, there were rarely there's rarely focus on gender differences in health issues between men and women. For example, did you know that the UK has the 12 out of 156 country's largest health ranking gap globally. Also, women are twice twice as likely to die as men in the 30 days following a heart attack due to Mr. tribution of their of their symptoms to the physical symptoms to psychological issues are in fact dismissal of their symptoms altogether. There is a serious racial bias in healthcare that leads to worse care and poor health outcomes for ethnic minority populations, especially for women. However, not a single person of color is the health editor, the news in the UK. So these stories are myths. They're missed on the basis that gender is not a length and they may miss on the basis of race and ethnicity not being aligned within for edited very quickly in based on your own very data. Reuters Institute data. We looked at women audiences from the perspective of trying to understand the gap in interests between men and women in different news, John, and what we found was fascinating that out of the 16 genres 11 Jones are actually favored more by women than men. But the fun shows where men are significantly more interested than women are those that are edited heavily by men in editorial roles. This is international news, political, business news, science, tech and sports. So, I will focus now on the solution before I hand over to Richard, who is also obviously talking about a very significant solution. The power to make this happen is firmly in our hands that lowers the length of flow from Bloomberg who wrote the foreword to the to the report. We have organized the 12 solutions around each element. Of the news value chain that I alluded to the beginning of this presentation. And it's really important to highlight that there is no silver bullet often organizations decide that, for example, they're frequently they just hire women, women are more minority people from minority from ethnic minority groups, and they think that's job done. However, all the research that we've seen shows that that's not enough. There needs to be intervention that is part of the news value chain for change to happen, even if it's changing it by a little bit. So for example, in US leadership, we have bathroom solutions that focus on improving representation of women in youth leadership, and another battery that particularly aimed to help the representation of women of color. Also battery solutions, helping to improve inclusion of women in new leadership, and those that would specifically help women of color. In terms of, for example, news coverage, there are battery of interventions that aim to help improve the representation of women as contributors or that that ensure that storytelling is relevant to women, or in fact that their portrayal is improved because the portrayal of women is very much stuck in stereotypes in US sales. Here are examples of tactical solutions for improving representation, and inclusion of women in leadership. They're amongst my favorite so conducting gender audit, which usually exposed that there is a lot more of skew towards men. That then editors or journalists thought there would be identifying barriers, inclusion barriers, but actually rolling out surveys that measure sense of belonging, measuring diversity inclusion intersectionally because only then will it become apparent what the barriers are for women of color. And currently they are intersectionally invisible within a new organization, a developing talent retention program targeting mid managers because it is at that point where there is most likely attrition and support being offered by representatives of the majority group who should offer to support initiatives aimed at people of color rather than relying on them to resolve their own problem. And here are some tactical solutions that aim to make coverage more equitable, and I'm happy to go into any of them in more detail in the q&a. But some of the great ideas that came back from from the conversations with editors is introducing interesting storytelling 360 degree editing that looks at the problem from the perspective of different communities, appointing newsroom inclusion champions that fought the expansion of perspectives at the grassroots level, launching gender or race deaths concurrently with a flying gender and race lens, horizontally across a be increasing coverage of the seventh gender structural gap. Measuring how women are portrayed, and also targeting women audiences that with stories that don't alienate men looking for those stories. So before handing over to Richard, I just want to say that very frequently during the interviews, editors raised the issue they wanted to know what's the opportunity that women would bring to the business and here is the quote, the news model is broken in so many ways, and inclusion is one of the ways to survive. And this is why Richard went out on a quest to understand the business case for diversity for gender diversity in response to that demand. Over to you Richard.