>> Announcer: From theCUBE studios in Palo Alto in Boston, connecting with thought leaders all around the world, this is theCUBE conversation. >> Hey, welcome back everybody Jeff Frick here with the cube. This is a special week it's Grace Hopper week, and Grace Hopper is the best name in tech conferences. The celebration of women in computing, and we've been going there for years we're not there this year, but one of the themes that comes up over and over at Grace Hopper is women and girls need to see women in positions that they can envision themselves being in someday. That is a really important piece of the whole diversity conversation is can I see people that I can role model after and I just want to bring up something from a couple years back from 2016 when we were there, we were there with Mimi Valdez, Christina Deoja and Dr. Jeanette Epps, Dr. Jeanette Epps is the astronaut on the right. They were there talking about "The Hidden Figures" movie. If you remember it came out 2016, it was about Katherine Johnson and all the black women working at NASA. They got no credit for doing all the math that basically keep all the astronauts safe and they made a terrific movie about it. And Janet is going up on the very first Blue Origin Space Mission Next year. This was announced a couple of months ago, so again, phenomenal leadership, black lady astronaut, going to go into space and really provide a face for a lot of young girls that want to get into that and its clearly a great STEM opportunity. So we're excited to have four terrific women today that well also are the leaders that the younger women can look up to and follow their career. So we're excited to have them so we're just going to go around. We got four terrific guests, our first one is Annabel Chang, She is the Head of State Policy and Government Regulations at Waymo. Annabel great to see you, where are you coming in from today? >> from San Francisco >> Jeff: Awesome. Next up is Inamarie Johnson. She is the Chief People and Diversity Officer for Zendesk Inamarie, great to see you. Where are you calling in from today? >> Great to be here. I am calling in from Palos Verdes the state >> Jeff: awesome >> in Southern California. >> Jeff: Some of the benefits of a virtual sometimes we can, we couldn't do that without the power of the internet. And next up is Jennifer Cabalquinto she is the Chief Financial Officer of the Golden State Warriors. Jennifer, great to see you Where are you coming in from today? >> Well, I wish I was coming in from the Chase Center in San Francisco but I'm actually calling in from Santa Cruz California today. >> Jeff: Right, It's good to see you and you can surf a lot better down there. So that's probably not all bad. And finally to round out our panelists, Kate Hogan, she is the COO of North America for Accenture. Kate, great to see you as well. Where are you coming in from today? >> Well, it's good to see you too. I am coming in from the office actually in San Jose. >> Jeff: From the office in San Jose. All right, So let's get into it . You guys are all very senior, you've been doing this for a long time. We're in a kind of a crazy period of time in terms of diversity with all the kind of social unrest that's happening. So let's talk about some of your first your journeys and I want to start with you Annabel. You're a lawyer you got into lawyering. You did lawyering with Diane Feinstein, kind of some politics, and also the city of San Francisco. And then you made this move over to tech. Talk about that decision and what went into that decision and how did you get into tech? 'cause we know part of the problem with diversity is a pipeline problem. You came over from the law side of the house. >> Yes, and to be honest politics and the law are pretty homogenous. So when I made the move to tech, it was still a lot of the same, but what I knew is that I could be an attorney anywhere from Omaha Nebraska to Miami Florida. But what I couldn't do was work for a disruptive company, potentially a unicorn. And I seized that opportunity and (indistinct) Lyft early on before Ride Hailing and Ride Sharing was even a thing. So it was an exciting opportunity. And I joined right at the exact moment that made myself really meaningful in the organization. And I'm hoping that I'm doing the same thing right now at Waymo. >> Great, Inamarie you've come from one of my favorite stories I like to talk about from the old school Clorox great product management. I always like to joke that Silicon Valley needs a pipeline back to Cincinnati and Proctor and Gamble to get good product managers out here. You were in the classic, right? You were there, you were at Honeywell Plantronics, and then you jumped over to tech. Tell us a little bit about that move. Cause I'm sure selling Clorox is a lot different than selling the terrific service that you guys provide at Zendesk. I'm always happy when I see Zendesk in my customer service return email, I know I'm going to get taken care of. >> Oh wow, that's great. We love customers like you., so thank you for that. My journey is you're right from a fortune 50 sort of more portfolio type company into tech. And I think one of the reasons is because when tech is starting out and that's what Zendesk was a few five years back or so very much an early stage growth company, two things are top of mind, one, how do we become more global? And how do we make sure that we can go up market and attract enterprise grade customers? And so my experience having only been in those types of companies was very interesting for a startup. And what was interesting for me is I got to live in a world where there were great growth targets and numbers, things I had never seen. And the agility, the speed, the head plus heart really resonated with my background. So super glad to be in tech, but you're right. It's a little different than a consumer products. >> Right, and then Jennifer, you're in a completely different world, right? So you worked for the Golden State Warriors, which everybody knows is an NBA team, but I don't know that everyone knows really how progressive the Warriors are beyond just basketball in terms of the new Chase Center, all the different events that you guys put on it. And really the leadership there has decided we really want to be an entertainment company of which the Golden State Warrior basketball team has a very, very important piece, you've come from the entertainment industry. So that's probably how they found you, but you're in the financial role. You've always been in the financial role, not traditionally thought about as a lot of women in terms of a proportion of total people in that. So tell us a little bit about your experience being in finance, in entertainment, and then making this kind of hop over to, I guess Uber entertainment. I don't know even how you would classify the warriors. >> Sports entertainment, live entertainment. Yeah, it's interesting when the Warriors opportunity came up, I naturally said well no, I don't have any sports background. And it's something that we women tend to do, right? We self edit and we want to check every box before we think that we're qualified. And the reality is my background is in entertainment and the Warriors were looking to build their own venue, which has been a very large construction project. I was the CFO at Universal Studios Hollywood. And what do we do there? We build large attractions, which are just large construction projects and we're in the entertainment business. And so that sort of B to C was a natural sort of transition for me going from where I was with Universal Studios over to the Warriors. I think a finance career is such a great career for women. And I think we're finding more and more women entering it. It is one that you sort of understand your hills and valleys, you know when you're going to be busy and so you can kind of schedule around that. I think it's really... it provides that you have a seat at the table. And so I think it's a career choice that I think is becoming more and more available to women certainly more now than it was when I first started. >> Yeah, It's interesting cause I think a lot of people think of women naturally in human resources roles. My wife was a head of human resources back in the day, or a lot of marketing, but not necessarily on the finance side. And then Kate go over to you. You're one of the rare birds you've been at Accenture  for over 20 years. So you must like airplanes and travel to stay there that long. But doing a little homework for this, I saw a really interesting piece of you talking about your boss challenging you to ask for more work, to ask for a new opportunity. And I thought that was really insightful that you, you picked up on that like Oh, I guess it's incumbent on me to ask for more, not necessarily wait for that to be given to me, it sounds like a really seminal moment in your career. >> It was important but before I tell you that story, because it was an important moment of my career and probably something that a lot of the women here on the panel here can relate to as well. You mentioned airplanes and it made me think of my dad. My father was in the air force and I remember him telling stories when I was little about his career change from the air force into a career in telecommunications. So technology for me growing up Jeff was, it was kind of part of the dinner table. I mean it was just a conversation that was constantly ongoing in our house. And I also, as a young girl, I loved playing video games. We had a Tandy computer down in the basement and I remember spending too many hours playing video games down there. And so for me my history and my really at a young age, my experience and curiosity around tech was there. And so maybe that's, what's fueling my inspiration to stay at Accenture for as long as I have. And you're right It's been two decades, which feels tremendous, but I've had the chance to work across a bunch of different industries, but you're right. I mean, during that time and I relate with what Jennifer said in terms of self editing, right? Women do this and I'm no exception, I did this. And I do remember I'm a mentor and a sponsor of mine who called me up when I'm kind of I was at a pivotal moment in my career and he said you know Kate, I've been waiting for you to call me and tell me you want this job. And I never even thought about it. I mean I just never thought that I'd be a candidate for the job and let alone somebody waiting for me to kind of make the phone call. I haven't made that mistake again, (laughing) but I like to believe I learned from it, but it was an important lesson. >> It's such a great lesson and women are often accused of being a little bit too passive and not necessarily looking out for in salary negotiations or looking for that promotion or kind of stepping up to take the crappy job because that's another thing we hear over and over from successful people is that some point in their career, they took that job that nobody else wanted. They took that challenge that really enabled them to take a different path and really a different Ascension. And I'm just curious if there's any stories on that or in terms of a leader or a mentor, whether it was in the career, somebody that you either knew or didn't know that was someone that you got kind of strength from kind of climbing through your own, kind of career progression. Will go to you first Annabel. >> I actually would love to talk about the salary negotiations piece because I have a group of friends about that we've been to meeting together once a month for the last six years now. And one of the things that we committed to being very transparent with each other about was salary negotiations and signing bonuses and all of the hard topics that you kind of don't want to talk about as a manager and the women that I'm in this group with span all types of different industries. And I've learned so much from them, from my different job transitions about understanding the signing bonus, understanding equity, which is totally foreign to me coming from law and politics. And that was one of the most impactful tools that I've ever had was a group of people that I could be open with talking about salary negotiations and talking about how to really manage equity. Those are totally foreign to me up until this group of women really connected me to these topics and gave me some of that expertise. So that is something I strongly encourage is that if you haven't openly talked about salary negotiations before you should begin to do so. >> It begs the question, how was the sensitivity between the person that was making a lot of money and the person that wasn't? And how did you kind of work through that as a group for the greater good of everyone? >> Yeah, I think what's really eye opening is that for example, We had friends who were friends who were on tech, we had friends who were actually the entrepreneurs starting their own businesses or law firm, associates, law firm partners, people in PR, so we understood that there was going to be differences within industry and frankly in scale, but it was understanding even the tools, whether I think the most interesting one would be signing bonus, right? Because up until a few years ago, recruiters could ask you what you made and how do you avoid that question? How do you anchor yourself to a lower salary range or avoid that happening? I didn't know this, I didn't know how to do that. And a couple of women that had been in more senior negotiations shared ways to make sure that I was pinning myself to a higher salary range that I wanted to be in. >> That's great. That's a great story and really important to like say pin. it's a lot of logistical details, right? You just need to learn the techniques like any other skill. Inamarie, I wonder if you've got a story to share here. >> Sure. I just want to say, I love the example that you just gave because it's something I'm super passionate about, which is transparency and trust. Then I think that we're building that every day into all of our people processes. So sure, talk about sign on bonuses, talk about pay parody because that is the landscape. But a quick story for me, I would say is all about stepping into uncertainty. And when I coach younger professionals of course women, I often talk about, don't be afraid to step into the role where all of the answers are not vetted down because at the end of the day, you can influence what those answers are. I still remember when Honeywell asked me to leave the comfort of California and to come to the East coast to New Jersey and bring my family. And I was doing well in my career. I didn't feel like I needed to do that, but I was willing after some coaching to step into that uncertainty. And it was one of the best pivotal moment in my career. I didn't always know who I was going to work with. I didn't know the challenges and scope I would take on, but those were some of the biggest learning experiences and opportunities and it made me a better executive. So that's always my coaching, like go where the answers aren't quite vetted down because you can influence that as a leader. >> That's great, I mean, Beth Comstock former vice chair at GE, one of her keynotes I saw had a great line, get comfortable with being uncomfortable. And I think that its a really good kind of message, especially in the time we're living in with accelerated change. But I'm curious, Inamarie was the person that got you to take that commitment. Would you consider that a sponsor, a mentor, was it a boss? Was it maybe somebody not at work, your spouse or a friend that said go for it. What kind of pushed you over the edge to take that? >> It's a great question. It was actually the boss I was going to work for. He was the CHRO, and he said something that was so important to me that I've often said it to others. And he said trust me, he's like I know you don't have all the answers, I know we don't have this role all figured out, I know you're going to move your family, but if you trust me, there is a ton of learning on the other side of this. And sometimes that's the best thing a boss can do is say we will go on this journey together. I will help you figure it out. So it was a boss, but I think it was that trust and that willingness for him to stand and go alongside of me that made me pick up my family and be willing to move across the country. And we stayed five years and really, I am not the same executive because of that experience. >> Right, that's a great story, Jennifer, I want to go to you, you work for two owners that are so progressive and I remember when Joe Lacob came on the floor a few years back and was booed aggressively coming into a franchise that hadn't seen success in a very long time, making really aggressive moves in terms of personnel, both at the coaches and the players level, the GM level. But he had a vision and he stuck to it. And the net net was tremendous success. I wonder if you can share any of the stories, for you coming into that organization and being able to feel kind of that level of potential success and really kind of the vision and also really a focus on execution to make the vision real cause vision without execution doesn't really mean much. If you could share some stories of working for somebody like Joe Lacob, who's so visionary but also executes so very, very effectively. >> Yeah, Joe is, well I have the honor of working for Joe, for Rick Welts to who's our president. Who's living legend with the NBA with Peter Guber. Our leadership at the Warriors are truly visionary and they set audacious targets. And I would say from a story the most recent is, right now what we're living through today. And I will say Joe will not accept that we are not having games with fans. I agree he is so committed to trying to solve for this and he has really put the organization sort of on his back cause we're all like well, what do we do? And he has just refused to settle and is looking down every path as to how do we ensure the safety of our fans, the safety of our players, but how do we get back to live entertainment? And this is like a daily mantra and now the entire organization is so focused on this and it is because of his vision. And I think you need leaders like that who can set audacious goals, who can think beyond what's happening today and really energize the entire organization. And that's really what he's done. And when I talked to my peers and other teams in there they're talking about trying to close out their season or do these things. And they're like well, we're talking about, how do we open the building? And we're going to have fans, we're going to do this. And they look at me and they're like, what are you talking about? And I said, well we are so fortunate. We have leadership that just is not going to settle. Like they are just always looking to get out of whatever it is that's happening and fix it. So Joe is so committed His background, he's an epidemiologist major I think. Can you imagine how unique a background that is and how timely. And so his knowledge of just around the pandemic and how the virus is spread. And I mean it's phenomenal to watch him work and leverage sort of his business acumen, his science acumen and really think through how do we solve this. Its amazing. >> The other thing thing that you had said before is that you basically intentionally told people that they need to rethink their jobs, right? You didn't necessarily want to give them permission to get you told them we need to rethink their jobs. And it's a really interesting approach when the main business is just not happening, right? There's just no people coming through the door and paying for tickets and buying beers and hotdogs. It's a really interesting talk. And I'm curious, kind of what was the reception from the people like hey, you're the boss, you just figure it out or were they like hey, this is terrific that he pressed me to come up with some good ideas. >> Yeah, I think when all of this happened, we were resolved to make sure that our workforce is safe and that they had the tools that they needed to get through their day. But then we really challenged them with re imagining what the next normal is. Because when we come out of this, we want to be ahead of everybody else. And that comes again from the vision that Joe set, that we're going to use this time to make ourselves better internally because we have the time. I mean, we had been racing towards opening Chase Center and not having time to pause. Now let's use this time to really rethink how we're doing business. What can we do better? And I think it's really reinvigorated teams to really think and innovate in their own areas because you can innovate anything, right?. We're innovating how you pay payables, we're all innovating, we're rethinking the fan experience and queuing and lines and all of these things because now we have the time that it's really something that top down we want to come out of this stronger. >> Right, that's great. Kate I'll go to you, Julie Sweet, I'm a big fan of Julie Sweet. we went to the same school so go go Claremont. But she's been super aggressive lately on a lot of these things, there was a get to... I think it's called Getting to 50 50 by 25 initiative, a formal initiative with very specific goals and objectives. And then there was a recent thing in terms of doing some stuff in New York with retraining. And then as you said, military being close to your heart, a real specific military recruiting process, that's formal and in place. And when you see that type of leadership and formal programs put in place not just words, really encouraging, really inspirational, and that's how you actually get stuff done as you get even the consulting businesses, if you can't measure it, you can't improve it. >> Yeah Jeff, you're exactly right. And as Jennifer was talking, Julie is exactly who I was thinking about in my mind as well, because I think it takes strong leadership and courage to set bold bold goals, right? And you talked about a few of those bold goals and Julie has certainly been at the forefront of that. One of the goals we set in 2018 actually was as you said to achieve essentially a gender balance workforce. So 50% men, 50% women by 2025, I mean, that's ambitious for any company, but for us at the time we were 400,000 people. They were 500, 6,000 globally. So when you set a goal like that, it's a bold goal and it's a bold vision. And we have over 40% today, We're well on our path to get to 50%, I think by 2025. And I was really proud to share that goal in front of a group of 200 clients the day that it came out, it's a proud moment. And I think it takes leaders like Julie and many others by the way that are also setting bold goals, not just in my company to turn the dial here on gender equality in the workforce, but it's not just about gender equality. You mentioned something I think it's probably at as, or more important right now. And that's the fact that at least our leadership has taken a Stand, a pretty bold stand against social injustice and racism, >> Right which is... >> And so through that we've made some very transparent goals in North America in terms of the recruitment and retention of our black African American, Hispanic American, Latinex communities. We've set a goal to increase those populations in our workforce by 60% by 2025. And we're requiring mandatory training for all of our people to be able to identify and speak up against racism. Again, it takes courage and it takes a voice. And I think it takes setting bold goals to make a change and these are changes we're committed to. >> Right, that's terrific. I mean, we started the conversation with Grace Hopper, they put out an index for companies that don't have their own kind of internal measure to do surveys again so you can get kind of longitudinal studies over time and see how you're improving Inamarie, I want to go to you on the social justice thing. I mean, you've talked a lot about values and culture. It's a huge part of what you say. And I think that the quote that you use, if I can steal it is " no culture eats strategy for breakfast" and with the social injustice. I mean, you came out with special values just about what Zendesk is doing on social injustice. And I thought I was actually looking up just your regular core mission and value statement. And this is what came up on my Google search. So I wanted to A, you published this in a blog in June, taking a really proactive stand. And I think you mentioned something before that, but then you're kind of stuck in this role as a mind reader. I wonder if you can share a little bit of your thoughts of taking a proactive stand and what Zendesk is doing both you personally, as well as a company in supporting this. And then what did you say as a binder Cause I think these are difficult kind of uncharted waters on one hand, on the other hand, a lot of people say, hello, this has been going on forever. You guys are just now seeing cellphone footage of madness. >> Yeah Wow, there's a lot in there. Let me go to the mind reader comments, cause people are probably like, what is that about? My point was last December, November timing. I've been the Chief People Officer for about two years And I decided that it really was time with support from my CEO that Zendesk have a Chief Diversity Officer sitting in at the top of the company, really putting a face to a lot of the efforts we were doing. And so the mind reader part comes in little did I know how important that stance would become, in the may June Timing? So I joked that, it almost felt like I could have been a mind reader, but as to what have we done, a couple of things I would call out that I think are really aligned with who we are as a company because our culture is highly threaded with the concept of empathy it's been there from our beginning. We have always tried to be a company that walks in the shoes of our customers. So in may with the death of George Floyd and the world kind of snapping and all of the racial injustice, what we said is we wanted to not stay silent. And so most of my postings and points of view were that as a company, we would take a stand both internally and externally and we would also partner with other companies and organizations that are doing the big work. And I think that is the humble part of it, we can't do it all at Zendesk, we can't write all the wrongs, but we can be in partnership and service with other organizations. So we used funding and we supported those organizations and partnerships. The other thing that I would say we did that was super important along that empathy is that we posted space for our employees to come together and talk about the hurt and the pain and the experiences that were going on during those times and we called those empathy circles. And what I loved is initially, it was through our mosaic community, which is what we call our Brown and black and persons of color employee resource group. But it grew into something bigger. We ended up doing five of these empathy circles around the globe and as leadership, what we were there to do is to listen and stand as an ally and support. And the stories were life changing. And the stories really talked about a number of injustice and racism aspects that are happening around the world. And so we are committed to that journey, we will continue to support our employees, we will continue to partner and we're doing a number of the things that have been mentioned. But those empathy circles, I think were definitely a turning point for us as an organization. >> That's great, and people need it right? They need a place to talk and they also need a place to listen if it's not their experience and to be empathetic, if you just have no data or no knowledge of something, you need to be educated So that is phenomenal. I want to go to you Jennifer. Cause obviously the NBA has been very, very progressive on this topic both as a league, and then of course the Warriors. We were joking before. I mean, I don't think Steph Curry has ever had a verbal misstep in the history of his time in the NBA, the guy so eloquent and so well-spoken, but I wonder if you can share kind of inside the inner circle in terms of the conversations, that the NBA enabled right. For everything from the jerseys and going out on marches and then also from the team level, how did that kind of come down and what's of the perception inside the building? >> Sure, obviously I'm so proud to be part of a league that is as progressive and has given voice and loud, all the teams, all the athletes to express how they feel, The Warriors have always been committed to creating a diverse and equitable workplace and being part of a diverse and equitable community. I mean that's something that we've always said, but I think the situation really allowed us, over the summer to come up with a real formal response, aligning ourselves with the Black Lives Matter movement in a really meaningful way, but also in a way that allows us to iterate because as you say, it's evolving and we're learning. So we created or discussed four pillars that we wanted to work around. And that was really around wallet, heart, beat, and then tongue or voice. And Wallet is really around putting our money where our mouth is, right? And supporting organizations and groups that aligned with the values that we were trying to move forward. Heart is around engaging our employees and our fan base really, right? And so during this time we actually launched our employee resource groups for the first time and really excited and energized about what that's doing for our workforce. This is about promoting real action, civic engagement, advocacy work in the community and what we've always been really focused in a community, but this really hones it around areas that we can all rally around, right? So registration and we're really focused on supporting the election day results in terms of like having our facilities open to all the electorate. So we're going to have our San Francisco arena be a ballot drop off, our Oakland facilities is a polling site, Santa Cruz site is also a polling location, So really promoting sort of that civic engagement and causing people to really take action. heart is all around being inclusive and developing that culture that we think is really reflective of the community. And voice is really amplifying and celebrating one, the ideas, the (indistinct) want to put forth in the community, but really understanding everybody's culture and really just providing and using the platform really to provide a basis in which as our players, like Steph Curry and the rest want to share their own experiences. we have a platform that can't be matched by any pedigree, right? I mean, it's the Warriors. So I think really getting focused and rallying around these pillars, and then we can iterate and continue to grow as we define the things that we want to get involved in. >> That's terrific. So I have like pages and pages and pages of notes and could probably do this for hours and hours, but unfortunately we don't have that much time we have to wrap. So what I want to do is give you each of you the last word again as we know from this problem, right? It's not necessarily a pipeline problem, it's really a retention problem. We hear that all the time from Girls in Code and Girls in Tech. So what I'd like you to do just to wrap is just a couple of two or three sentences to a 25 year old, a young woman sitting across from you having coffee socially distanced about what you would tell her early in the career, not in college but kind of early on, what would the be the two or three sentences that you would share with that person across the table and Annabel, we'll start with you. >> Yeah, I will have to make a pitch for transportation. So in transportation only 15% of the workforce is made up of women. And so my advice would be that there are these fields, there are these opportunities where you can make a massive impact on the future of how people move or how they consume things or how they interact with the world around them. And my hope is that being at Waymo, with our self driving car technology, that we are going to change the world. And I am one of the initial people in this group to help make that happen. And one thing that I would add is women spend almost an hour a day, shuttling their kids around, and we will give you back that time one day with our self driving cars so that I'm a mom. And I know that that is going to be incredibly powerful on our daily lives. >> Jeff: That's great. Kate, I think I might know what you're already going to say, but well maybe you have something else you wanted to say too. >> I don't know, It'll be interesting. Like if I was sitting across the table from a 25 year old right now I would say a couple of things first I'd say look intentionally for a company that has an inclusive culture. Intentionally seek out the company that has an inclusive culture, because we know that companies that have inclusive cultures retain women in tech longer. And the companies that can build inclusive cultures will retain women in tech, double, double the amount that they are today in the next 10 years. That means we could put another 1.4 million women in tech and keep them in tech by 2030. So I'd really encourage them to look for that. I'd encouraged them to look for companies that have support network and reinforcements for their success, and to obviously find a Waymo car so that they can not have to worry where kids are on for an hour when you're parenting in a few years. >> Jeff: I love the intentional, it's such a great word. Inamarie, >> I'd like to imagine that I'm sitting across from a 25 year old woman of color. And what I would say is be authentically you and know that you belong in the organization that you are seeking and you were there because you have a unique perspective and a voice that needs to be heard. And don't try to be anything that you're not, be who you are and bring that voice and that perspective, because the company will be a better company, the management team will be a better management team, the workforce will be a better workforce when you belong, thrive and share that voice. >> I love that, I love that. That's why you're the Chief People Officer and not Human Resources Officer, cause people are not resources like steel and cars and this and that. All right, Jennifer, will go to you for the wrap. >> Oh my gosh, I can't follow that. But yes, I would say advocate for yourself and know your value. I think really understanding what you're worth and being willing to fight for that is critical. And I think it's something that women need to do more. >> Awesome, well again, I wish we could go all day, but I will let you get back to your very, very busy day jobs. Thank you for participating and sharing your insight. I think it's super helpful. And there and as we said at the beginning, there's no better example for young girls and young women than to see people like you in leadership roles and to hear your voices. So thank you for sharing. >> Thank you. >> All right. >> Thank you. >> Okay thank you. >> Thank you >> All right, so that was our diversity panel. I hope you enjoyed it, I sure did. I'm looking forward to chapter two. We'll get it scheduled as soon as we can. Thanks for watching. We'll see you next time. (upbeat music)

>>Ly from San Diego, California. It's the cube covering to clock in cloud native con brought to you by red hat, the cloud native computing foundation and its ecosystem Marsh. >>Welcome back to San Diego. It's CubeCon cloud native con 2019. You're watching the cube. I'm streaming in my cohost for three days of live coverage is John Troyer and happened at welcome fresh off the keynote stage to my right is as hers as har who's the chief architect for telco at red hat and the man that was behind the scenes for a lot of it, hunting Garcia, telco solutions manager at red hat. A gentlemen, thanks so much for joining us and a very interesting keynote. So you know 5g uh, you know, my background's networking, we all watch it. Um, uh, let's say my telco provider already says that I have something related to five G on my phone that we grumble a little bit about, but we're not going to talk about that where we are going to talk about his keynote. Uh, we had a China mobile up on stage. Uh, maybe a, I love a little bit behind the scenes as you were saying. Uh, you know, the cloud native enabled not just uh, you know, the keynote and what it's living, but it gets a little bit of what >>well, sure. Um, look, when we took on this particular project to build a cloud native environment, uh, for five genes, we spent a lot of time planning and in fact this is a guy who actually did, you know, most of that work, um, to do a lot of planning in terms of picking different components and getting that together. Um, one of the things that cloud native environment allows us to do is bring things up quickly. The resilience part of it and the scale bar, right? Those are the two important components and attributes of cloud native. In fact, what happened last night was obviously one of the circuit breakers trapped and we actually lost power to that particular entire part that is onstage. I mean, nobody knows about this. I didn't talk about it as part of the keynote, but guess what? Through because it was cloud native because it was built in an automated fashion. People were able to work. Yes, they spent about three hours or so to actually get that back up. But we got it back up and running and we showed it live today. But what, I'm not trying to stress on how it failed a white fail. I'm trying to stress on how quickly things came back up and more important. The only cloud native way of doing things could have done that. Otherwise it wouldn't have been possible. All right. >>as, as the man behind the scenes there. Uh, it's great when we have, you know, here's actually the largest telco provider in the world. Uh, you know, showing what it, it's happened. So the title Kubernetes everywhere that telco edge gets a little bit of a hind, the scenes as to kind of the, the, the mission of building the solution and how you got it, you know, your, your, your customers, your partners, uh, engaged and excited to participate in. >> This is what's that very thirsting enterprise through realize. Actually, we took four months around, uh, 15 partners. And, uh, I would say partners >>because in that case, I'm taking, uh, uh, bell Canada and China mobile is a partners. They are part of the project. They were giving us a requirement, helping us all the way to it and together other, uh, more, uh, commercial partners. And of course, uh, as whatsover Allianz, like the team in the and the open interface, Allianz is, we're working with us is, was about 8,200 people working behind the scenes to get this work, uh, to have a lab, uh, directly, completely set up with a full, uh, Fuji containerized MoMA and network in France, uh, have the same in Montreal. Fuji and fogey called directly Montiel as well, uh, in one of our partners, uh, Calum labs and then bringing here the fudgey pop, uh, and have everything connected to the public cloud. So we have everything in there. So all the technology, all the mobile technology was there. >>We have enterprise technology that we're using to connect all the, all the labs and the, and the pop here with the public cloud to. Uh, um, technology and we have of course deployed as, as a, as our, uh, was mentioning. We deployed Kubernete is on the public cloud and we have as well Kubernete is open, rehabbed, open stack, uh, sorry. They had OpenShift container platform running on the, on all the premise in the lab in France and Davi, Marcia and they pop here. Uh, as I say, it was kind of an interesting enterprise. We have some hiccups last night, but uh, we were able to put that out the world telco, >>very specialized, very high service level agreements. I always want by phone to work and so a little bit, uh, uses different terminology than the rest of it sometimes. Right. And MP and VNF and VCO. But so maybe let's real to tell people a little bit like what are we actually talking about here? I mean, people also may not be following edge and, and teleco and what's actually sitting in their home town or, or it used to be embedded chips and none, it was a like Linux, but we're actually talking about installing Kubernetes clusters in a lot of different, really interesting typologies. That's absolutely true actually with the way how, and described it as perfect in the sense that we actually had Kubernetes clusters sitting in a data center environment in France, in Montreal and a remote pop that's sitting here on stage. So it was not just independent clusters but also stretch clusters where we actually had some worker nodes here that will attach back to the Montreal cluster. >>So the flexibility that it gave us was just awesome. We can't achieve that. Uh, you know, in general. But you brought up an interesting topic around, uh, you know, Getty or, uh, or, or the Teleco's operating environment, which is different and cloud native principles has, are a little bit different where they weren't very high availability, they weren't very high reliability with good amount of redundancy. Well, cloud native and actually those attributes to you. But the operational model is very different. You have to almost use codas throwaway hardware as throwaway and do a horizontal scale model to be able to build that. Whereas in the older environment, hardware was a premium switches and routers with a premium and you couldn't have a failure. So you needed all of those, you know, compliance of high availability and upgradability and so on. Here I'm upgrading processes in Linux, I'm upgrading applications. I can go deploy anytime, tear them down. Anytime I'm monitoring the infrastructure, using metrics, using telemetry. That wasn't the case before. So a different operating environment, but it provides actually better residency models than what telcos are actually yesterday. Yeah. >>Um, it's a complicated ecosystem to put all these pieces together. Uh, it gives, gives a little insight as to, uh, you know, red hats, leadership and uh, the, the, the partners that help you put it in. >>I will let him answer that. >>Um, is another, our first rodeo. We have been working on the vitro central office project with the, with the leaner foundation, uh, networking and Hopi NFV community for three last years. Uh, let's say, and the interesting part of this one is that even though we typically get with working with what the technology that they are using now, uh, we decided it's time to go with the technologies that we'll be using from now on. Um, but of course, uh, there is a set of partners that we need. We need to build the infrastructure from scratch. So for example, we have a Lenovo that was bringing all the, all the servers, uh, for the, for the set up in, uh, and here in San Diego, which actually the San Diego pub was built originally in Raleigh, Illinois, facilities and cheap all over the country to here for the show. Uh, and uh, then we have the fabric part. >>So the networking part, that's his cologne. Uh, this was working and bringing us the software defined fabric, uh, to connect all the different future. And then, then we start building this over layers on top. So we have, they had OpenShift container platform for the to completely deploy over metal servers. And then we start adding all the rest of the components, like the four G core fundamental Tran, like dividing for GFG radio from Altron, uh, together with Intel come Scott. That's his building. He started building the mobile part of it in Montreal, a San Diego. And then we add on top of that. Then we start adding the IMS core in the public cloud and then we connect everything through the by tuning. >>So a couple of things that I'd like to highlight in terms of coordinating partners, getting to know when they're ready, figuring out an onboarding process that gives them a sandbox to play with their configurations first before you connect them back into the main environment. Partitioning that working simultaneously with Malden, we had a Slack board that was full of messages every day. We had a nonstop, you know, every morning we had a scam call, right then it's like a scrum meeting every morning, just a daily stand up from eight 30 to nine 30. And we continue that all over the day. >>So as her, one of the things I really like to China mobile, uh, when they talked about in the keynote, first of all they said, you know, the problem is, you know, 20 by 2026, you know, it's, it's rainbows and unicorns and you know, 5g, uh, you know, will help enable so much around the planet. Seriously. Um, but you know, today she, she talked about major challenge in the rollout and infrastructure and service and capability. So, you know, help us understand a little bit the hype from reality of where we are with five G what we could expect. >>Absolutely. We are going through the hype phase right now, right? We are absolutely all the operators want FFG service to be delivered for sure. The reason why they want it to be delivered as they don't want to be left behind. Now there are some operators when we in more opportunistic and looking at 5g as a way to insert themselves into different conversations, IOT conversation, um, smart city conversation, right? Um, edge compute conversation. So they're being very strategic about how the big, the set of technologies, how they go deploy in that particular infrastructure and strategically offer capabilities and build partnerships. Nobody's going to rip out their existing three G four G network and replace that with 5g by 2026. It's not gonna happen, but what will happen by 2026 is an incremental phase of services that will be continued to offer. As an example, I'll give you, um, cable providers are looking at 5g as a way to get into homes because they can deploy in millimeter wave band a radio closer to the house and get a very high speed multi-gigabit high speed connection into the home without having to worry about what's your copper look like? >>Do I have fiber to the home? Do I have fiber to the business and so on. And so. So that's actually an interesting, >>okay, so you're saying solving the last mile issue in a very targeted use. >>Absolutely. So that's one. The other area might be running a partnership with BMW Toyota in, you know, some of these car companies to provide telemetry back from cars into their own, you know, operating environment so that they know what's going on, what's being used, how is it being used, how can we, how can we do provide diagnosis before the car actually begins to fail? Uh, big, you know, private environments like oil and gas mining, they are going to deploy public safety and security where all of these, you know, policemen on and safety personnel are required to now use body cams. Now you have video feeds coming from hundreds of people. There are deployment and incidents. Now you can take that information you need high speed broadband, you need the ability to analyze data and do analytics and provide feedback immediately so that they can actually act. So do three, this specific targeted use case, even a country like India where they're talking about using 5g for very specific use cases, not replacing your phone calling. >>I love that point. And it kind of ties back into some of the other things you were saying about the a agility and the operational model. And I relate it back to it. You know, my, again, my perception of some telco maybe 20 years old and that they had a tendency to do very monolithic projects. And you know, when you're out, when you're rolling out a infrastructure across the country, there's a certain, uh, monolithic nature to it. But you're talking about rolling out one, rolling out individual projects rolling out. That's also the advice we give to it. Try it with one thing, you know, try open shift with that one application and then also though, but it takes uh, the upskilling and the cultural model. So true with your telco petitioners who are, we're on Slack, they're with you and I, you know, I don't, I don't know if there's any relation, any other kinds of things to pull out about the mirror of, of the it transformation with telco transformation and colon Turner. That's actually a good point that you bring up, >>right? Look, the costs of building, if I have infrastructure from ground up is extremely high. If they want to completely revamp that. You're talking about replacing every single radio, you're talking about adding capacity more adding, you know, backhaul capacity and so on. So that isn't going to happen overnight. It's going to happen. It may take even more 10 years. Right. I mean in the most interesting thing, that stat stack that I saw was even LTE is going to grow. LTE subscriber count is going to grow for the next two years before it flatmates. So we're not going to LTE four G that's been around for a decade almost. Right. And it's going to still grow for the next two years, then it's going to flatten and then you'll start to see more 5g subscribers. Now back to the point that you were bringing up in terms of operational model change and in terms of how things will be I D principles applying it principles to telco. >>Um, there are still some challenges that we need to solve in Coobernetti's environment in particular, uh, to address the teleco side of the house. And in fact through this particular proof of concept, that was one of the things we were really attempting to highlight and shine a light on. Um, but in terms of operational models, what use applicable and it will now be totally applicable on the telco network, the CIC pipeline. There's delivery of applications and software that testing and integration, the, you know, um, operational models. Absolutely. Those, in fact, I actually have a number of service providers and telcos that I talked to who are actually thinking about a common platform for it end telco network. And they are now saying, okay, red hat, can you help us in terms of designing this type of a system. So I think what could speak to you a little bit about, uh, in this context is how the same infrastructure can be used for any kind of application. So you want to talk about how the community's platform can be used to deploy CNS and then to deploy applications and how you've shown that. Yeah. Well this is what, >>what we have been doing, right. So we have, uh, the coordinators platform does, is actually deploy and the services we have, all these partners are bringing their Cloudnative uh, function, uh, applications on top of that, that what we are calling the CNF the quantities and network functions. And basically what we were doing as well during the whole process is that we have, those partners are still developing, still finishing the software. So we were building and deploying at the same time and testing on the same time. So during the last four months, and even I can tell you even just to deny >>even last night, so the full CACD pipeline that we deploy in ID side, here it is in operation on the network side. >>Well yeah. So, so I, I want to give you the final word cause you know, John was talking about it cycles, you know, if you think about enterprises, how long they used to take to deploy things, uh, and what cloud data is doing for them. Uh, it sounds like we're going through a similar trends. >>Absolutely big in a big way. Um, telcos are actually deploying a private cloud environment and they're also leveraging public cloud in mind. In fact, sometimes they using public cloud as sandbox for their development to be completed until they get deployed and private. Claremont, they still need the private time enrollment for their own purposes, like security, data sovereignty and uh, you know, their own operational needs. So, but they want to make it as transparent as possible. And in fact, that was one of the things we want to also attempted to show, which is a public cloud today, a private cloud and bare metal, a private cloud on OpenStack. And it was like, and you know, it came together, it worked, but it is real. That's more important. And, uh, for enterprise and for telcos to be literally going down the same path with respect to their applications, their services and their operational models. I think this is really a dream come true. >>Well, congratulations on the demo. Uh, but even more importantly, congratulations on the progress. Great to see, uh, you know, the global impact that's going to have in the telecommunications market. Definitely look forward to hearing more than. >>Thank you very much. Thank you. The opportunity to >>actually be here. All right. For John Troyer, I'm Stu Miniman back with lots more here from CubeCon Claude, date of con 2019 in San Diego, California. Thanks for watching the queue.

(energetic electronic music) >> From Phoenix, Arizona, the Cube, at Catalyst Conference. Here's your host, Jeff Frick. >> Hey, welcome back everybody, Jeff Frick here, with the Cube. We are on the ground in Phoenix Arizona at the Girls In Tech Catalyst Conference. We're really excited to return to Phoenix, ironically, it was two years ago, about this same time, we went to our first Grace Hopper conference that was here in Phoenix, and I don't know what it is with Phoenix, but it seems to be a great place for women in tech conferences. So, we're back, and we wanted to come down and talk to some of the people here that are giving keynotes, presentations, give you a flavor for what's going on, so if you got an opportunity to go next year, it'll be back in the Bay Area. You certainly want to sign up for that. So we're really excited, our first guest Yvonne Wassenaar, the CIO of New Relic, welcome. >> Thank you so much, it's great to be here, I love the Cube. >> Oh, thank you very much, that's right, you were at VMworld, or VMware, I always say world not ware, for years. And we've been doing, I think, the VMworld show for something like six years, or seven years. >> Yeah, super long time, and I watch you guys at reinvents, and a lot of other places. >> Oh great, well thank you for watching. So now you're at New Relic, so for the people that aren't familiar with New Relic, why don't you give them the quick 411. >> Yeah, so New Relic is is a software analytics company, and in the simplest terms, you don't bank in your retail branch, you bank on your phone. What matters is how your software's performing. Both from an application perspective, and a business perspective. So we help you understand what's going on. We're the best, first place to look to understand your digital business. >> It's really interesting, because we've got a premise that we're, at Wikibon, that it's all about, really, your digital engagement model. And you think about banking, how many times do you go into the bank, and actually interact with a teller? It's really moved to this electronic interface, in terms of your relationship. >> Exactly, it's not how warm the coffee is, or how long the teller line is, it's how performant is your application, and do you have the right feature functionality? >> Okay, so you're here, you had a keynote earlier in the week. >> This is the third day of the conference. So first of all, give us kind of what's the vibe been here for the last three days? >> It's phenomenal, and what I love about the Girl In Tech Conference, is that it brings together women of all types. I was speaking yesterday to a student at Stanford, who's here, who has her own non-profit, who's getting her degree to go out and change the world as an enterpreneur, to very, very seasoned executives who sit on boards. And everybody's here to understand what's the change going on, and how do I drive relevancy. And it's just phenomenal. >> Excellent, so your keynote was on how to stay relevant, and how to avoid extinction. >> Yeah. >> So why don't you give us some of the, I'm sure that was a well received one. >> Yeah, well, what's interesting is, change is the new constant. And it's actually riskier to not do something, than do something, today, but what do you do? And everybody says, "Oh, go out and be bold." and being bold's great, but fundamentally, it's hard. And it's easy to say, it's hard to do in practice. And so what my talk was really on, is, how do you address the unconscious fears? How do you say "Yeah, those bad things could happen, but you know what, if nothing bad happened, here's how I could change the world." And then just go after that vision. Free yourself from those kind of unconscious constraints, and really go after it wholeheartedly. >> And so is it more of a willingness to fail? Is it more of a willingness to, you know, look silly, if you feel? I mean, what are some of these unconscious fears, that if you consciously just address them, that will help you kind of overcome them, and be more proactive in your experimentation? >> Yeah, so for me it was very personal. It was some challenges that I had in my childhood, that really made me risk-averse, in ways that I didn't understand. And it's one of the things that they say, "Hey, women should lean in more." And I actually believe the reason that women don't lean in, is that they're trying to aim for a level of perfection, and don't realize it's a numbers game. Failure is not a reflection on you personally, failure is step towards your future successes. And so really it's a mindset change. >> Right, right, and I fundamentally feel too, as we try to innovate on the Cube, and do things different, if we're not failing sometimes, we're not really pushing the envelope enough, right? Everything shouldn't be successful. It's like the old economics newsboy model, right? If you come home with no newspapers, that means you could have sold a couple more probably, so it's not about perfection, it's about trying, and not being afraid to, "Mm, that didn't work out." >> You're spot on, and I led a workshop yesterday as well, on increasing your return on investment. And I literally told the women, I said, "If you are not failing, if everybody on your team's performing perfectly, you're a failed leader. You have to stumble, it's like skiing, if you don't fall, when you're skiing, you're not pushing yourself hard enough, you're not really doing it, so you need to let your team members fall, you have to fall yourself, and that's how you you're pushing the boundaries. >> So how is the reception then, of that message that you're trying to convey? Is it "You know, I know it, I just can't do it", is it, just, "Oh, there's just so many hurdles in the way"? How do you get over the, you know, here's this unconscious thing that you need to be thinking about, okay, now it's conscious, but to actually start to change behavior? What are some of the little behavioral changes and tips and tricks you give people? Because at the end of the day, a lot of times, it's do the behavior, not think about it too much. >> Exactly, I'd say it's a couple things, first off, you need role models, that can help prove to you and your subconcious, that, "My gosh, if those five amazingly successful people did this, and they're telling me, very specifically, the failures they had, and they're still that successful, maybe they're not lying."(laughs) The other thing is, I try to give really specific tips, so one of my favorites is, I'm an ex-consultant, so two by two, what's the business impact? What's your unique value? Throw all the things you're working on in there, you should have one to two that are high impact that you're uniquely skilled to do, hit those balls out of the park. You can get 20 guys to third base, doesn't matter. You got to get one person home. >> Got to get him home, that's great. I'm just curious, because you spent a long time at Accenture, before you jumped into the tech company world, so you probably saw a lot of different companies. What's your perspective at a macro view, of how this environment has changed over the years? I mean, do you see positive change? I know we have a long way to go, but what's your perspective from some of those early Accenture days? >> You know, it's never been a more exciting time. I mean, in some regards, I wish I was that Stanford student, just starting my career, because technology is changing how we do everything, in absolutely amazing ways. But, we need to bring the right level of social consciousness to how we apply it. And we need to figure out new engagement models. And I think those engagement models actually play to the strength of a lot of women we have in the room. You have to figure out how to fuse across different industries. So, the Apple Watch, it's designer, it's technology, like how do you bring those competencies together? You get better stuff done with partners than all internally. VCs are the new R&D innovation engines, so I think the change is really exciting. But you have to be open to new operating models, and new engagement styles, to take advantage of it. >> Right, okay I want to shift gears a little bit, because our audience might not know, but you're actually a very rare breed. >> (laughs) >> You're a woman on boards, and we hear over and over, I'm teasing you, because we hear over and over, there's just not near enough representation of women on corporate boards. You're on a couple of boards. So I'd like to get your perspective on, how did you get on the boards, how do we get more women on the boards? There's always a conversation, is it a pipeline problem? Are there just not enough, are they dropping out mid-career? What are some of the things you can see from your seat on a couple of boards? >> Yeah, so I'm on three boards, I'm on the board of Harvey Mudd, I'm on the board of Idiom, which is the series B start-up, and I'm on the board of the Athena Alliance. And the Athena Alliance is actually an organization, a non-profit focused on getting more women on boards, because I fundamentally believe it is not a pipeline problem, and I say that because there's many senior executive level women like myself, who just are waiting to check off the ten things on the list they think they need to be on a board. And it's studied time and time again, women set really high bars for themselves. So I don't think enough women are putting themselves forward. and I don't think that they're known well enough. We're not unicorns, we're really not. Like there are valleys where we all congregate, (laughs) and so what we need to do, is really help the men, who I think have amazing intention, and want to have greater diversity on their boards, understand how to make the connections, and find the right women with the right profiles to round out the organizations. >> So you think it's really more of a matching issue, the desire is there, but really just making the match when the timing is right, and it's a good fit. >> Yeah, exactly. >> All right, so I'm going to shift gears on you one more time, and talk about education, and specifically Harvey Mudd, because as I'd mentioned, two years ago, we were here interviewing Maria Klawe, still one of my all-time favorite interviews. She's got such phenomenal energy, she's the President at Harvey Mudd College, who are the Athenas, I don't know if you knew the Harvey Mudd gals' teams are the Athenas, boys are the Stags, but talk about education, and what Maria has done, I mean her thing in our interview, is she wants the intro CS, to be the best class you've ever taken. >> Yeah. >> Bar none, not the best computer science class, not the best science class, the best class ever, and I can tell you, my son's at Claremont, it's a really hard class to get into. Your perspective on education, and what somebody like Maria, with her kind of energy, point of view, enthusiasm, does to expanding computer science breadth in women specifically. >> Oh, it's phenomenal, I actually had the opportunity to sit in the intro CS class. And there's a couple really key things they've done. First off, is they've expanded and energized the CS team with new amazing talent, many women, but not just women, other diversity, to just round out perspective, so keeping it fresh. The second thing they've done, is they've realized that CS theory is interesting to some, but not to all, and a lot of women tend to be more purpose driven, so they've created classes like CS biology. Same core concepts, but now solving the problems in a field where they have questions. So they learn the same thing, but in a way that's more interesting. And the final thing is, they've restructured how they run the class. So they don't say, "Hey, here's a question," everybody goes, "Oh, I'll get that!" They say, "Here's a question I want you to think about. And talk to your partner, scribble some notes, and in a minute, let's discuss what you've come up with." and that allows people of all types to be more thoughtful and to get better, well-rounded answers coming out. So they've changed it on all dimensions, and it's just, it's an amazing place to go and be, and see the energy, and really see transformation in work in our education system, because that's where it all starts. >> That's really interesting, the way you say it, to phrase the question so people are forced to think a minute, because I have two daughters, they went to all-girls middle schools, and that's one of the classic plugs for going to all-girls, because the boys, they don't wait, right? >> (laughs) "Okay if I have the right answer, I'm going to get picked! >> "Pick me, I love the teacher, pick me, pick me!" >> You picked me, I win!" >> Right, "and then I'll figure it out," versus people that want to think about it a little bit, and contemplate, and noodle, and maybe try to get the right answer before they raise their hand, so great strategy. So before we let you go, unfortunately we're out of time, how do people get involved with the Athena Foundation, what are you up to, in terms of priorities for the next six months? >> Yeah, so it's the Athenaalliance.org, we're on the web, we're just starting, DLA Piper is one of our sponsors, getting our 501c3 status, there's information there in terms of membership, who we're working to connect with. If any of you listening have board seats and you want women, come to us. If you're a qualified woman, and you're looking to get on a board, reach out, we'd love to hear you, we know you're there, and we know that men want to put you on boards, so let's make it happen. >> What a great service really, doing that matching game, because it's always about the matching game. Well, Yvonne, thanks for taking a few minutes out of your busy day, and we look forward to seeing you again sometime in the Bay Area. >> Great, thank you so much, great stuff. >> Jeff Frick here at the Girls In Tech Catalyst Conference in Phoenix Arizona, we'll be back after this short break. Thanks for watching. (energetic electronic music)