>>Fly from Houston, Texas. It's the cube covering Grace Hopper celebration of women in computing. >>Welcome back to the cubes coverage of the Grace Hopper conference here in Houston, Texas. I am your host, Rebecca Knight. We have a great panel today. Uh, three distinguished guests, Jeanette Epps, an aerospace astronaut. Uh, an engineer at NASA, Mimi Valdez, a executive producer on the film, hidden figures and Christina DOJ who is a, I want to call her a rocket scientist. She will not let me, she's an electrical engineer at, at, at NASA. Thank you so much for joining me. Hey Jeanette. I want to start with you. Um, recently president Obama has said we're gonna put men on Mars, men and women, men and women on Mars. How realistic is that? I mean, it's exciting for the, for the rest of us, non astronauts to hear this is, is it realistic? >>It is realistic. And one of the things I love that he, he did that was that it gives a national initiative to go back to Mars. And so that means that people will get more involved in STEM careers, especially girls will get more involved. And it's kinda like, you know what JFK did back in the 60s to give us that push a goal, an end goal to do something. Great. >>And do you think that, you know, he said by 2030, it's not very long from now. I mean, is it going to happen? I mean, what's, >>well right now a witness is working on is we have the NASA Orion program and it's a, uh, a power light capsule that will be launched off of one of the largest rockets bigger than the Saturn five or as big. And so that the mission of NASA, Orion is to take us beyond low earth orbit and go deeper into space. So we're looking at NASA, Orion, potentially maybe being the ship that will go to Mars and you know, maybe we have more work to do, but all of getting the nation onboard with going to Mars will inspire a new generation to do great things that will help us to get to Mars. Even >>Obama has said he loves science as a kid. That was his favorite subject in school. And do you think that it will have this galvanizing effect of, as you said, making sure more little boys and girls are studying STEM? >>Well, I've seen it already with some of the tweets and different things, questions that kids ask me nowadays. I think every kid has in their heart this goal to go to Mars now. And um, I can't go to a conference or anywhere without, uh, some young child asking about Mars and what, what are, how are we going to get there? When are we going to get there? And you know, I think one of my jobs is to inspire them to get involved in STEM and help us to get to Mars. There's a lot of technology that we need to develop and produce so that we can get astronauts to live longer away from the earth surface. We have the propulsion system that can get them there faster and bring them back home long. Will it take, well, it depends on the propulsion system that we developed. So there's a number of things that we're working on to make sure that what president Obama has said will get us to Mars in the 2030s if it's pushed out to a little later, that's fine. We're working on it and we're, we're going forward with them. >>Mimi, I want to talk to you now about the film hidden figures. Uh, we'll be out in some theaters and Christmas wide release in January. It is the story of black women mathematicians working in the 1960s at NASA. How did you find out about this story? Well, I give credits at Donna gelato, one of the producers on the film who optioned the book when it was a book proposal. So before the book was even written, she optioned this the story, and it's just this amazing story that the world doesn't even know about. We all know about John Glenn's mission. He came back a national hero. It was a moment in history that galvanized the world. You know, America winning the space race. But we don't know the story of all these brilliant mathematicians, all these women who actually will really responsible Katherine Johnson specifically who hand calculated those numbers for his cause. >>Everybody, I mean, I think this is such an amazing thing to do. And, and again, we just don't know her story. And as well as Dorothy Vaughn and Mary Jackson, I mean, so many women that worked at NASA that were just, um, they were hidden. You just don't know their stories. So, so the film tells their story, it tells their, um, it tells what they did, how they helped John Glenn. Did John Glenn appreciate that John Glenn actually would not go into space unless Katherine double checked the numbers. Like he wanted her to actually, you know, he, he, he trusted her because this is when the IBM computers were first coming into NASA. So they had started asserted use that and he was like, Hmm, I, I need Catherine to check the numbers before I go into say they were friends, professional colleagues. I mean he just knew who, you know, obviously she, she was really responsible and sort of that whole mission. >>And, and you know, for him it was just sort of like, eh, these computers thing, this was like a new thing at NASA. He's like, I need a human to make sure that these numbers are right. Right. Yeah. So we're excited about the film. Who's in it? Taraji P Henson plays captain Johnson. Octavia Spencer, please. I'm Dorothy Vaughan and Janell Monae. Um, she's a, uh, a musician. This is sort of her first really big role and she plays Mary Jackson. Kevin Costner is the head of the space station. Um, we have really great actors, but I think what was really important to everyone who participated in the film was everyone understood the importance of the story and wanting to make sure that we got it right. And also, you know, movies are supposed to be entertaining, but when they can be also inspirational and educate in some way, the fact that some young girls somewhere may see this movie and decide to pursue a career in math or science or any of the STEM careers is really gratifying to us because that's what we would love to accomplish. >>You know, Christina, you have been at NASA for nine years. Uh, tell me about your style, how you got, how you got to NASA in the first place. So I've always loved space since I was like a young child. I was in fifth grade when I told my parents that I wanted to work for NASA. So really since that point, like that was, you know, my dream. And so I, you know, pursued the math and science. Those were some of my favorite subjects. Um, luckily I had some supportive parents who really like saw that desire in me and kind of nurtured and encouraged me to, Hey, if that's what you want to do, then you go for it. We'll do whatever we can. Um, and then I came across some NASA opportunities in high school. Um, and one of the programs was the high school aerospace scholars program. >>And in that program I kinda got a glimpse into what it was like to be an engineer, to work at NASA. I got to speak with, you know, fight directors and um, flight controllers. And there's so many people who contribute to the space program. And that experience really solidified my desire to pursue STEM, STEM. Um, so I started to electrical engineering and then from there, um, you know, did the internship at NASA and I've enjoyed my career so far. It's been a, it's been a great experience. And so you work on the jet propulsion system of spaceships. Um, I work Lena. Um, I work on the power systems power systems. So you are, what do you do? So, um, as an electrical engineer on power systems, I work on the design of the power system testing. Um, basically everything on the spacecraft is going to need power. >>So I'm responsible for how I need to provide power, how much, um, when we talk about going to Mars, that's a, that's a long duration mission and power is something that, um, you have to budget for. So we need to advance that technology to support these missions that, um, our administration has said we want to go there. How are y'all going to accomplish this? So there's a lot of um, design hands on work and it's, you know, it's a challenge. But I mean, together as a team, we can, I believe that will, you know, meet that goal and be able to deliver a power system that will take us to Mars. So this is a question for rip for really all of you. You're an astronaut, you were working at NASA, you just made a movie to encourage young women to, to, to, to get into the STEM field. Why is it NASA recruiting here at, at, at Grace Hopper and, and should it be, do not, do you want to take this? >>Well, that's a good question. It's not that I'm mass and I don't, it's not that I don't think NASA has a desire to recruit here. I think there's recruiting times where people come out and do that. But I think I'm, one of the things that we do in the astronaut Corps, we try to go out and attend conferences like that and try to inspire students to be interested in NASA to understand what NASA is doing, to understand, you know, the shuttle retired. But we're still flying. In fact, when I fly to space and hopefully in 2018 I'll fly with the Russians. But in the meantime, NASA's building two shadows that would take astronauts to the international space station and NASA, Orion, that'll take us deeper into space. So we want to try to inspire with our stories and get people interested in science, technology, engineering, mathematics, and now even the arts, the arts play a big part of this. The arts play a big part of the well, yeah, I think I'm as a scientist and looking at patterns and things like that, there's a lot of um, people who, um, begin to work in the arts, even if it's building things with their hands and making, sculpting things, painting things. And so there's a lot of artwork that comes into play in science that is >>really refreshing, exciting, count, counterintuitive. I mean, what would you say are the ways we've talked about getting them, getting them interested through, through film. Um, talking about, uh, Obama making this, this grand announcement and Treme, what are some other ways that we can get the next generation into this field? Well, representation is obviously important. I think when people get to see images in the media of these different fields and all the possibilities, I mean every kid on this planet is obsessed with their phone, maybe not realizing like the importance of these STEM careers that are making these phones even possible or even exist. And I think the more that we can expose these careers and all these possibilities, I think it will just be just more beneficial just for humanity in general. I mean, as we know, nothing in this world can exist without math. >>Nothing. So the more that we can sort of encourage young people to see what an incredible career this is in all the possibilities that go into it, I just think we'll be better off as a nation and as a, you know, just globally as a world. Jeanette, I mean, do you have any thoughts about how, what you would advise someone? I mean you started at NASA nine years ago. So I mean, as an engineer I feel like, I mean I am making some contribution, but really the way I feel like I have more impact is through mentoring and you know, participating in those outreach type of activities for, uh, younger students like K through 12. And then also, um, you know, undergraduate like where they're really like trying to figure out what are the career options and STEM. And so that's how I feel I can have an impact there. >>And these movies help because there's a surge of like, like it's inspirational for young students to see this and be like, Oh, I never knew that that was an option. And so we get outreached to NASA, um, our request to, you know, interact with, uh, local schools and communities and kind of, um, you know, do all my lessons or just teaching with them, just talking about kind of like what the career is like. So, um, I mean I hoping that I can contribute in that way for younger, younger people. Janette are, you are an impressive astronaut, but you are also known as a black woman astronaut. Yeah. D do you do, do you bristle at that or do you embrace it? What, what do you, how, what's the responsibility? >>Oh, I totally embrace it. You know, I'm young ladies always ask me, did you have a problem being a black woman and engineering? And I always tell them that, um, I don't have a problem with being a black woman. And if other people do, then that's their problem. I totally embrace it because I'm, one of the things that I didn't realize was that, um, there's still a need to have positive role models and images of yourself. You know, growing up, my mom never taught my twin sister and I that you couldn't do something because you are a female or Brown. But there are a lot of young ladies that actually do experience that. And so having a positive roam out of it, show them that, Hey look, if I can do this, you can do this too. There's no reason you shouldn't be doing this right now yourself. >>So you are a role model. And how do you then also make sure that it's active role modeling and not just sort of standing on a pedestal of. >>One of the things I like to do is like Catherine Johnson and these great ladies that, you know, without them I, you know, I wouldn't be here is you have to do well and you have to perform well. You have to do the same work that your colleagues are doing and don't do less and don't accept less either. And when it comes to the hard work, put in the time, do the work, complete the tasks and make sure you're, you're representing yourself and your group well and you don't want to be accounted as well. You know, she's the one that we've got to help and we've got to do this, but you want to be a contributing member to every group that you're a part of and completing the tasks, doing the same work if not better. I like to say do better work, but you know, you want to be a part of the. >>Yeah. But that puts so much pressure too because it is, it's, it's be a contributor, but also don't mess up because you are under a microscope to some degree because those are, >>you know, messing up isn't, isn't. Um, failure is never, um, should never be. If it's unintentional, that's okay because you always learn from your mistakes and you have to forgive yourself and keep moving forward. If you stop right there because of a failure, um, you wouldn't go anywhere. We all fell. And it's how you respond to it. That matters. >>Yeah. Every failure is an opportunity to learn. And I think, um, you know, yeah. You can't be scared. I mean, the first and foremost is just doing a good job that, cause once, if you're just dedicated and focused on that, then I think great things can happen. And then failure is really a, a buzzword in Silicon Valley too. Right now. It's a fail fast. Um, and this idea, as you were talking about that it's your response to failure that makes a difference. Yeah. And NASA, I became familiar with this famous phrase of failing forward, meaning that yes, you're going to encounter problems, but if you are learning from the, if you're making improvements, you can design something better. So we call it failing forward. And that concept has, I've embraced that comset and it's, you know, I've encountered many failures. I mean, designing new hardware. It's not gonna, you know, work right off the box. And I'm kind of embracing that idea that it's a learning experience. As long as you don't give up as if you're applying what you learned, then that is not a failure. Christina, this is great. Christina DOJ, Mimi Valdez, Jeanette Epps. Thank you so much for joining us today. This has been such a having to be here. I'm not worthy. Thank you. This has been Rebecca Knight live coverage of the Grace Hopper conference here in Houston, Texas. We'll be back after this break.

>> 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)