[MUSIC] Let's first look at diversity categories that have been systematically identified in the legal context. These categories are specifically identified and protected by law from discriminatory practices. For example, in France, the anti-discrimination applies to 20 elements, origin, sex, family situation, pregnancy, physical appearance, family name, health condition, disability, genetic characteristics, habits, sexual orientation or identity, age, political opinion, union membership, ethnicity, nationally, race and finally, religion. In addition, there is a lower stipulating a 6% disabilities quota for firms with over 20 employees. What about the US? In the US, the Civil Rights Act prohibits discrimination based on race, religion, national origin and later, gender and people with disabilities. In addition, the Employment Non-Discrimination Act prohibits discrimination in hiring and employment on the basis of sexual orientation and gender identity in firms with over 15 employees. The Equal Pay Act applies to the gender pay gap. Staying in the Americas, in Canada, the Employment Equity Act addresses four designated groups, women, people with disabilities, aboriginal people, and visual minorities, and requires employers to actively engage in proactive employment practices. In Brazil, on to discrimination rules apply to sex, origin, race, color, marital status, family status or age. The South African Employment Equity Act addresses black people, women and people with disabilities. We can see from these examples that similar categories are identified, particularly concerning employment equity, that's to say, women, ethnicity or race, though the formulation differs across countries. Many countries also additionally include people with disabilities. For most firms, the legal framework becomes the basis of their diversity action. So that in countries where there is a disabilities quota, for example, in France, Poland, India, Thailand, etc., firms will include this category in their diversity initiatives. Similarly, most firms include gender in their diversity roster. In addition, firms may include ethnicity, race, color, origins, sexual orientation, and gender identity, international aspects, intergenerational, and religious diversity.