Stock-based Compensation - Narrative (Details) shares in Millions	6 Months Ended
Jun. 30, 2023 $ / shares shares
2010 Plan
Share-based Compensation Arrangement by Share-based Payment Award
Number of shares available for grant (in share) \| shares	5.0
Stock price assumption for maximum bonus pool eligibility (in dollars per share) \| $ / shares	$ 4.22
Existing and newly elected board member
Share-based Compensation Arrangement by Share-based Payment Award
Award vesting period (in years)	3 years
Employees
Share-based Compensation Arrangement by Share-based Payment Award
Award vesting period (in years)	3 years
PSU plan 2020
Share-based Compensation Arrangement by Share-based Payment Award
Post vesting period (in years)	2 years
PSU plan 2020 \| Tranche one
Share-based Compensation Arrangement by Share-based Payment Award
Award performance period (in years)	3 years
PSU plan 2020 \| Tranche two
Share-based Compensation Arrangement by Share-based Payment Award
Award vesting period (in years)	3 years
Award performance period (in years)	1 year
PSU Plan 2023 \| Tranche one
Share-based Compensation Arrangement by Share-based Payment Award
Award performance period (in years)	3 years
PSU Plan 2023 \| Tranche two
Share-based Compensation Arrangement by Share-based Payment Award
Award vesting period (in years)	3 years
Award performance period (in years)	1 year

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- Definition

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Line items represent financial concepts included in a table. These concepts are used to disclose reportable information associated with domain members defined in one or many axes to the table.

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The difference between the maximum number of shares (or other type of equity) authorized for issuance under the plan (including the effects of amendments and adjustments), and the sum of: 1) the number of shares (or other type of equity) already issued upon exercise of options or other equity-based awards under the plan; and 2) shares (or other type of equity) reserved for issuance on granting of outstanding awards, net of cancellations and forfeitures, if applicable.

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