>> Announcer: Live from Orlando, Florida, it's theCUBE covering Grace Hopper Celebration of Women in Computing, brought to you by SiliconANGLE Media. >> Welcome back to theCUBE's coverage of the Grace Hopper Conference here at the Orange County Convention Center, I'm your host Rebecca Knight. We are joined today by Emilia Sherifova, she is the VP of Architecture and Engineering at Northwestern Mutual, thanks so much for joining us Emilia. >> Thank you for having me. >> So I want to start off by talking about how you got to Northwestern Mutual. You came via an acquisition, you were CTO of LearnVest. What is LearnVest? >> LearnVest is a financial planning start up, it's a company that is bringing financial planning to the masses, it's a very mission driven organization. When Northwestern Mutual came as an interest to acquire us, we saw an incredible opportunity to partner with a Fortune 100 company, and tap into its client base of five million people, and bring sort of best in class digital experience and innovation, with best in class financial services products. >> Talk about that problem a little bit, in terms of bringing financial planning to the masses. Why don't the masses have financial planning? What's the disconnect? >> I think it's not easy, often it's a human driven problem. Often humans do not want to deal with their finances, as I know personally for myself, historically when I met with my financial advisor in the past I would get a plan and I wouldn't follow up on that. So building delightful experiences that engage our clients, with the combination of a financial planner that's prodding you, and giving you guidance. >> So there is a human there? >> Absolutely, there's no way to avoid a human. So it was that regional model of LearnVest to have the human help the robot part of it, and we are doing the same thing with Northwestern Mutual, where we're leveraging Northwestern Mutual best in class distribution work force and providing them tools to help them do their work best. >> I love the idea of a delightful experience when dealing with your finances, it seems antithetical. Give me some examples of what you mean by this. >> I think ability to give you a 360 view of your life, and give you a financial wellness score, for instance, after we've gotten a couple of data points about you, but also gathered some of the predictive data points that we know are probably true about you, and give you a score, one score, that gives you an idea what's the probability of you reaching your financial goal, or you retiring, or you going broke. So there is a way to do that in an easy, digestible and kind of delightful way where we're able to leverage technology and predictive capabilities to really push for financial security of our clients. >> And what is the customer response here? >> Customer response, it's been great. Now that we've rolled out a lot of these experiences for the customer base of Northwestern Mutual we have massive engagement with our customers, our traffic has gone dramatically up. >> So people are hungering for this? >> Absolutely, it's a much needed thing, and we're here to help them. >> So you've now been with Northwestern Mutual for a few years now, dividing your time between New York and Milwaukee, you're in both technology and financial services, both male dominated fields, can you describe a little bit about your career path, and how you got into it, and what you've learned along the way. >> Oh, absolutely. I'm originally from Russia, and I come from a family of engineers, so it was a somewhat natural path for me. I got into software engineering in the late 90s. My go to language initially was C programming, and I participated in the Y2K Challenge on Wall Street. >> Which seems so quaint! (laughs) >> And I've spent over a decade on Wall Street, building electronic trading systems, market data feeds. So I feel honored to have been able to pursue and have these possibilities, but I know how not easy it is, given what a male dominated world this is. >> Is it as bad as the headlines make it out to be? I mean, it really does, when you read it, it's sickening. The sexism, the biases, what's your experience been? >> I think I've been lucky enough to work in very supportive places, but I can tell you majority of teams that I've been part of are majority male, and whether my team mates want to be inclusive and engaging, when the majority is someone else that doesn't look like you, act like you, lean on similar defaults as you, it does not make for a very welcome environment. So I recognize that, and a big part of that, I feel, is having proper on boarding practices. Because on boarding often can happen, if you don't have a formal on boarding process, on boarding can happen in informal ways, and when it happens in informal ways, you tend to be attracted to the people who are like you, and you hang out with. So if you look at the technology world, it's dominated by mostly male. If you are in a start up world, it's mostly young males. And so I am determined to bring operational excellence and sustainability and diversity through strong operational practices, like ensuring that there is proper on boarding. Where for instance, a young mother who has a child has the potential to go home at 4 p.m., and cannot hang out with the guys and drink coke or beer at 7 p.m., to really understand the culture of the group that she joined. We want to make sure that she has sustainable, thoughtful on boarding practices, feeling like she's part of the organization. This is just one way of doing it. >> In terms of the on boarding, and I think you're absolutely right in a sense, that we do gravitate towards people who are just like us, look like us, talk like us, think like us, so are you pairing the new people with people who are not like them? >> Absolutely, but also actually I am pairing them with people who also recently just went through on boarding, that just join also fairly recently. That way they can explain the pitfalls that they gone through, and so we're definitely making sure we have these co pilots, but also rigorous processes to get people comfortable, whatever their background is. >> Now how many Grace Hoppers have you been to, Emilia? >> I have to say this is my first one. >> Your first one, you're a newbie! So what is your experience been so far. >> I am incredibly moved by the experience, actually. I have to say I've never seen so much energy before. I am moved by the stories that I have heard, incredibly inspired. I am inspired to keep pushing. I felt I could relate to a lot of presenters' backgrounds, I also came from a small town, that actually is not on the map, because it was a military town in the former Soviet Union, and a lot of stories of overcoming, and persisting, and ending up here, is what I can relate to. So I'm very excited, and very grateful, and I want to be here every year. >> So you'll be back? >> Totally! >> Great! Well, Emilia, thanks so much for joining us, it's been really fun talking to you. >> Thanks for having me. >> We'll be back with more from Grace Hopper just after this.

>> Announcer: Live from Orlando, Florida it's the Cube covering Grace Hopper Celebration of Women in Computing brought to you by SiliconANGLE Media. >> Welcome back to the Cube's coverage of the Grace Hopper Conference here at the Orange County Convention Center. I'm your host, Rebecca Knight. We are joined by Aysegul Gunduz, she is a professor at the University of Florida-College of Engineering. Thanks so much for joining us. >> No, thank you for having me. >> So, congratulations are in order, because you are a ABIE Award winner, which is awards given out by the Anita Borg Institute, and you have been given the Denice Denton Emerging Leader Award. So, tell us a little about, about your award. >> Well, thank you for asking. We've heard a lot about Grace Hopper and Anita Borg throughout the conference, but Denice Denton, she was actually very close friends with Anita. And she was a leader in her field, her field was development of polymers, and she worked on the first development of RAM. But she was actually the first ever dean of a college of engineering at a major university... >> Rebecca: First ever woman. >> First woman dean, yes, so she became dean at the University of Washington, and then she actually became chancellor at University of California, but just beyond her research she really promoted and lifted the people around her, so she was a big proponent of minority issues. So, she supported females, she supported international students, and she was openly gay, so she really had a big influence on the LGBTQ community, so I just wanted to, you know, just recognize her and say that how honored I am to have my name mentioned alongside hers. This award is given to a junior faculty member that has done significant research and also has had an impact on diversity as well. >> So, let's start talking... >> Denice is a great inspiration. >> Yes! The award given an homage to Denice, so your research is about detecting neurological disorders. So, tell our viewers a little bit more about what you're doing. >> Sure, I'm an electrical engineer by training, who does brain research for a living, so this confuses a lot of people, but I basically tell them that our brains have bioelectric fields that generate biopotential signals that we can record and we're really trying to decipher what these signals are trying to tell us. So, we are really trying to understand and treat neurological disorders as well as psychiatric disorders, so I work with a lot of neurosurgical patient populations that receive electrode implants as part of their therapy, and we are trying to now improve these technologies so that we can record these brain signals and decode them in real time, so that we can adapt things like deep brain stimulation for the current pathology that these patients are having. So, deep brain stimulation, currently, is working like, think of an AC and it's working on fan mode so its current, you know, constantly blowing cold air into the room, even though the room might be just the perfect temperature, so we are basically trying to listen to the brain signals and only deliver electricity when the patient is having a pathology, so this way we are basically turning the AC onto the auto mode, so that once they are actually not having symptoms, unnecessary electrical, it is not delivered into their brains, so pace makers, when they invented were functioning that way, so people realized they could stimulate the heart, and the person would not have a cardiac arrest, but now we know that we can detect the heart pulse very easily, so someone thought about 'OK, so when we don't detect the pulse, heartbeat, let's only stimulate the pace maker then,' so that's what we're trying to adapt to the neuro-technologies. >> And what is the patient response? I mean I imagine that's incredible. So, these are people who suffer from things like Parkinson's disease, Tourette's syndrome, I mean, it's a small patient population that you're working with now, but what are you finding? >> So, first of all, our patients are very gracious to volunteer for our studies, we find that, for instance, in Tourette's syndrome we can actually detect when people are having tics, involuntary tics, that is characteristic of Tourette's syndrome. We find that we can differentiate that from voluntary movements, so we can really deliver the stimulation when they are having these symptoms, so this is a paroxysmal disorder, they really don't need continuous stimulation. So, that's one thing that we're developing. We find that in essential tremor, again, when people aren't having tremor we can detect that and stop the stimulation and only deliver it when necessary. We're working on a symptom called freezing of gaits in Parkinson's disease so people define this as the, having the will to walk, but they feel like their feet are glued to the floor so this can cause a lot of falls, and at that, really, age this can be very, very dangerous. So, we can actually tell from the brain when people are walking and then we turn the stimulation in this particular area only during that time so as to prevent any falls that might happen. >> So, it's really changing their life and how they are coping with this disease. >> Yes, true, and it really makes going to work in the morning (laughs) very, very exciting for us. >> So, another element of the ABIE Award is that you are helping improve diversity in your field and in Denice Denton, in the spirit of Denice Denton, helping young women and minorities rise in engineering. >> Yes, so, I'm going to talk about this in my keynote session tomorrow, but I really just realized that all my confidence throughout engineering school was due to the fact that I actually had a female undergraduate advisor, and once I came to that realization, I joined Association for Academic Women at the University of Florida, which was established in 1974, because these pioneering women fought for equal pay for male and female faculty on campus, and this is still honored today, so I'm very honored to be serving the Association as its president today. All of our membership dues go to dissertation awards for female doctoral students that are, you know, emerging scholars in their fields, and I also approached the National Science Foundation and they supported the funding for me to generate a new emerging STEM award for female students in the STEM fields. So, you know, that is my contribution. >> So, you're passing it on... >> I hope so. >> the help and the mentoring that you received as young faculty member. >> I truly hope so. >> I mean, (stammers) right now we're so focused on the technology companies but on campuses, on the undergraduate and graduate school campuses, how big a problem is this, would you say? >> So, I'm a faculty in biomedical engineering, so, in our field we actually have some of the highest female to male ratios compared to other engineering fields. People attribute this to the fact that females like to contribute to the society, so, they like to work on problems, they like to work on problems that have a societal impact and I think working with, basically, you know, disorders in any branch of medicine, it really fires, fires up female students, but yes, when we go to other departments such as electrical engineering, mechanical engineering, the ratio is really, really small. And it still is a problem and therefore we are really trying to mobilize, you know, all female faculty, just to be present, just the fact that you're there, that you're a successful female in this field... >> Rebecca: The role models. >> Yeah, really makes an impact, you know, I think, the most repeated quote at this meeting is that 'You can't be what you can't see." So, we're really trying to support female faculty. So, we're tying to retain female faculty, so that, you know, the younger generation of females can see that they can and the will do it as well. >> You can't be what you can see, I love that. Those are words to live by. >> Right. >> Yeah. Well, thank you so much Aysegul, this is a pleasure, pleasure meeting you, pleasure having you on the show. >> Thank you so much, pleasure's mine. >> We'll be back with more from Grace Hopper just after this.

>> Live from Orlando, Florida, it's theCUBE covering Grace Hopper's Celebration of women in computing. Brought to you by SiliconANGLE Media. >> Hey welcome back everybody. Jeff Frick here at theCUBE. We're at the Grace Hopper Celebration of Women in Computing, the best name in tech conferences. 18,000 women here in Orlando, filling up the Orange County Conference Center. We're excited to be here for our fourth year, and part of the whole program is getting some of the leadership from AnitaB.org on to give us an update and we're really excited to have Elizabeth Ames. She's the SVP of Marketing and Alliances and Programs but we just think of her as Elizabeth at AnitaB.org. So, Elizabeth, great to see you. >> Great to be here. >> Absolutely >> We're thrilled to have you here at the Celebration. >> I can't believe it's been four years. I've been telling so many people. There are still so many people that have never been here. I was amazed at the keynote, the first day, there was the call, the houselights went up, how many people it's their first time, and as big as this conference is, as much the people that know it love it, there's still a lot of people that have not been exposed to this show. >> It's absolutely the case. We have every year it seems like more and more sort of first timers. Which is great because we love to have them come but we'd love to have them come back. I think it's really an expression of how this issue has become a big issue and that the women are really engaged and excited and they want to be a part of it, so it's great. >> The other thing I don't think a lot of people know is there's obviously a lot of recruiting going on, there's a lot of young people here which is really what I think gives it its flavor, but we had Workday on. They said they had 140 people here from Workday. I talked to a guy last night at dinner from Google, I think they had 180 people and I said to her, "Do you have any show "that you bring that many people to "that's not your own show, so the amount of investment" And then I said, it's all young, fresh out of school No, it's all ranges, all ages. So again, I think there's a lot going on here that people are just not that exposed to. >> Yeah, that's absolutely true. So, if you look at our attendance overall, about 70% are industry and a lot of those are companies that are bringing their women and some of them are their younger women who have maybe been in the firm, in the company for a year or two or three or something like that, but the place where a lot of women drop out of the industry is more mid-career and so I think more and more companies are seeing this as a way to help their mid-career women recommit to the field and make those connections with the community at large and get a little bit more reinvigorated so we definitely see companies bringing all kinds of women out of their organization, and they like to bring a mix, so that they have some of their senior women that are sort of mentoring women who are mid-career or women who are more junior and it just gives them a really good mix. And then about 30% of our attendees are academic, we call it academic, but it's primarily students, so undergraduate, graduate, post doc, and research type people, and then some amount of professors and teaching assistants, those types of people. >> Yeah, and I really think it's the youth that give this show its special vibe. I mean there's a lot of great keynotes and some fantastic stories and really great global representation, a ton of African representation. But I do think it's the youth, it's the youngsters that bring a really unique and positive energy that you don't really see at many other conferences. >> Yeah, and I think part of that is that the community at large, you know women that are in the field they care about the women coming up and they want them to succeed and they want them to have every single opportunity so everybody's kind of invested in them and interested in nurturing and helping them along. So it does create this really, I don't know, positive environment, right. We always jokingly say there's a reason we call it a celebration. We don't call it a conference, we call it a celebration. >> Everyone's a delegate too. I like that too. It's not attendees. And that's come up on a number of interviews too where when people have reflected back on people that have helped them along the way the payback, it's almost like it's been scripted is, OK, now you need to do this to the next person to really pay it forward and that again is a consistent theme that we have also heard from the keynotes earlier today, that it is about paying it forward, which is funny because sometimes you'll hear kind of a catty women reputation that they're trying to keep each other down, you know that that was kind of a classic, another hurdle that women had to face in the professional world that they weren't necessarily supporting each other, and that is not the case here, at all. It's very much a supportive environment. >> We may have a self selection bias going on here >> Well that's okay >> But I think there's nothing but support for one another in the community and everybody recognizes that we all have to pull together. >> Right. So interesting times at AnitaB.org, the organization that puts on Grace Hopper, change of leadership, we had Brenda on, so kind of a fresh face, fresh energy. Telle. I'm going to see if I can get her a horse tomorrow to ride off into the sunset if the sun breaks out here in Orlando, so it's exciting times. It's a time of transition, always a little kind of mixed feelings, but also tremendous excitement and kind of new chapter, if you will. So tell us a little bit about what's going on at AnitaB.org >> It's an incredibly exciting time. First of all, a nod to Telle. She's been at the helm for 15 years. She's seen an incredible amount of growth. She took this on really as a favor to her dear dear friend and then took on the mantle upon Anita's death. She's done an amazing job. She's certainly an icon within the community overall I'm sure you'll hear more from her in the future. It's been great. Brenda is new fresh face. She has accomplished some pretty amazing things with the Chicago Public Schools. She's really invigorated to step into this space and it's great having her. I think the thing that you really, hopefully you got from her when she was here is that she is just this incredibly genuine person. She's lived the experience. She can relate to what all of these women have gone through. She has this profound commitment to make things different. And just the biggest heart that you could possibly imagine. >> Right, and a little chip on her shoulder. Which she talked about and it's come up time and time again where when people are told they can't do things for a lot of people, there's no greater motivator than being told you can't do this, you shouldn't do this, you're not qualified. She said "I've been in positions "where I've been told I can't be there." So to have that little chip on her shoulder I think is a real driver for many folks. >> It is. We recently did a little written piece it hasn't actually gotten published yet where we kind of went back and looked at a lot of the language that we're hearing today about women are not biologically suited to be programmers or women aren't this or women aren't that. And we did this little let's look back historically, and when did women get certain rights, and one of the things that really stood out for us in looking at that was women weren't admitted to all of the premier colleges, Harvard, Yale, whatever, until the 1960s. Which is kind of shocking when you think about it. >> Yeah, it's like yesterday practically. >> The language that was used at the time was almost identical to the language that we're hearing today. Women weren't biologically suited for this, it's really not in the right makeup for them. And yet today, half the students at those schools are women. And women have earned their way there. I just kind of laughingly say it's like deja vu all over again. We've heard all of that. we've heard people tell us you can't do that, you shouldn't do that, no you're not welcome and I think women they're not going to back down. >> It's interesting times too, because the classic gates, the distribution gate, the financing gate, the investment gate, to build companies, to create companies, they've all been broken down and kudos or serendipitously computing is the vehicle that's broken down a lot of those traditional barriers. You used to be, you couldn't start a new company because you had to get into distribution. You couldn't be a writer, there was only a few newspaper editors that controlled everything. That's all completely changed and now ubiquitous distribution, democratization of software, open source, you don't have to raise a bunch of money and buy a bunch of servers. It's so much easier to go out and affect the world and there's no easier way to affect the world than writing a great piece of software. >> Yeah, I think you're spot on on that. There's so much more leverage out there for people that want to start something. I believe that will accrue to the advantage of women. I always end up saying women are going to do great things and then I have to stop myself and say they are doing great things today. I think we've seen that already with some of the keynotes. Fei-Fei Li, and yet you hear her story as an immigrant and as a mother, as an Asian woman. She's had her challenges and she told her personal story not like with a woe is me but with a clear eye towards the things that she had to overcome to get where she was. >> And a lot of hard work, just a flat out a lot of hard work including working at the dry cleaners while she was going to school. >> Yeah, exactly. And yet there she is, one of the leaders in that space and doing incredible things. So I think you're starting to hear more and more about those women. I think they've always been there. I think that we just don't hear as much about them. So, this venue is such a great opportunity for us to hear more of their stories. >> Right, and we learned a lot about that last year with the whole Hidden Figures thing that we had on here as well as the movie and that was again, in the 60's. So we're in October, it's kind of the end the year. As you look forward to 2018, what are some of your priorities for AnitaB.org? I won't put you on the hook to tell us where Grace Hopper will be next year. You can tell us if you want. >> I saw it posted at Pride someplace. >> Is it posted already? >> I saw that and it was like whoa, I didn't know that was in the wild yet. >> But give us kind of a look. What are your priorities for next year? I know AVI Local has been a thing that's been growing over time. What are you kind of looking at as you're doing your 2018 planning? >> As amazing as it is to have 18,000 people here, which just blows our mind, we hope it continues to grow. We also know that no matter how big this conference gets that not everyone will be able to come here for a variety of reasons and so building out the local communities and making it so that, empowering those local communities to have smaller versions of this type of thing and growing this movement to a bigger scale that really encompasses all the women that are out there because even though people here say "Oh, 18,000 women, holy cow" it's a tip of the iceberg. There are thousands and thousands more women out there, we know there are. We really want to find a way to reach every single one of them and bring support and connection and inspiration to every single one of them so that they stay in the field, can achieve their dreams and their highest potential. That will have an impact on them and on the communities they live in. That's really what our focus is. >> Well, Elizabeth, again. Always great to see you. Congratulations on a phenomenal conference. And thank for inviting us to be here. It's really, honestly, one of our favorite places to be. >> We love having you here. I would just end by saying all you people out there, come join us next year. >> There you go. Are you going to tell them where? >> Houston, Texas. >> In Houston. - Back in Houston. >> Good barbecue. Ask me, I'll tell you where to go. Alright, she's Elizabeth Ames. I'm Jeff Frick. You're watching theCUBE from the Grace Hopper Celebration of Women in Computing 2017. Thanks for watching. [Upbeat Techno Music]

>> Announcer: Live, from Orlando, Florida it's the Cube, covering Grace Hopper's Celebration of Women in Computing, brought to you by SiliconANGLE Media. >> Welcome back to the Cube's coverage of the Grace Hopper Conference, here at the Orange County Convention Center. I'm your host, Rebecca Knight. We're joined by Maureen Fan. She is the CEO and co-founder of Baobab Studio, which is the industry's leading VR animation studio, so, welcome Maureen. >> Thank you so much for having me. >> It's excited to talk to you, because you just won an Emmy. Congratulations. >> Thank you. >> You just won an Emmy for "Invasion", so, tell us a little bit about invasion. >> It was our first piece ever and it was just an experiment to see if we could even create VR and it's a story about these adorable little bunnies and you are actually a bunny too, you look down, you have a furry, little bunny body and these aliens that come to try to take over the Earth, with their advanced technology and you and your bunny friend end up saving the entire Earth and it's starring Ethan Hawk and it just came out last year. And we're really excited, because it became the number one top downloaded VR experience across all the headsets and it's getting turned into a Hollywood Feature Film. >> Very cool, very cool >> Thank you. >> And you have another film coming out too and this is "Rainbow Crow" >> Yes. >> Tell our viewers a little bit about "Rainbow". >> So, "Rainbow Crow" is based off of a Native American legend about how the crow used to have beautiful rainbow feathers and a beautiful singing voice and it's John Legend, in our piece and how he decides to sacrifice himself, by flying into the sun to bring warmth and fire back to the Earth and in the process, loses all his beautiful feathers, becomes black and burnt and his voice becomes like the crow's voice, but it's about how beauty is within and there's also, huge themes about diversity and how if you learn to accept yourself and your differences, that's when you can accept others and that's why we specifically cast minorities and women, so, we have John Legend, Constance Wu, from "Fresh off the Boat" as a skunk character, Diego Luna, from "Rogue One", for the moth character, as well as Randy Edmunds, as a Native American elder, narrator, and we have a whole bunch of other stars to announce, soon-- >> Well we cannot wait to hear. That's already an amazing line-up. >> Thank you. >> So, when you're thinking about "Rainbow Crow" and particularly, because it's VR, which is relatively new, still experimental, I mean, the messages of diversity, does it lend itself to VR, better than, say, a standard animation film? >> Absolutely, because if you think about stories that you just watch passively, the reason why we need stories and humanity, in general is to experience characters and stories beyond those we can experience in our real lives and we think, "Oh, how would I feel if I was in the "position of that character or what would I do?" but in VR, because you are actually playing a character in a role, you actually have to decide at that point, "what would I do?" so, it's not just a experience that I just see, it's one where I'm actively experiencing it, so, I create a memory and remember afterwards and there's all these research studies at Stanford by Jeremy Bailenson, who is head of the Stanford VR lab, that shows if you are made a homeless person, inside a VR experience and you have to go through a day in the life of a homeless person or you would look in the mirror and see that you are a black woman, that you, when you get out of the headset, you act completely differently. You have so much more empathy for these people than you would normally and so, it gets you to care about these characters, in a way that you don't normally and in VR, because you're doing it in a real-time game engine, these characters can act and react to what you do, so you can turn that empathy into action and actually act upon your caring, which we call compassion, so, it really changes you in a way, that normal, traditional story-telling doesn't, so, I think that having voices and characters that are different, in front of the screen, and also, behind the screen are really important to create role models and different perspectives for all the people out in the world. >> And these are movies that are targeted at kids, children, but do you see a future in which, where there is more targeted at adults, for VR? >> Absolutely. The funny thing is, in the beginning, the VR distributors didn't think that people would want our VR animation, because they're like, "Oh, it's just going to be these hardcore boys "that just love to play games. "Are they going to want this animation?" and VR is targeted towards adults, that's why they were surprised and we were surprised when "Invasion" became the number one downloaded VR experience. It shows that the audience for our content is from little kids to grandmas and everyone in between and that's probably why it became the top downloaded experience, is because it's universally appealing and has themes that are appealing to just, every single generation, so, absolutely, but for VR to become mainstream, there needs to be more universally appealing content. Right now, the content tends to be for games, like parkour games, as well as documentaries, which are two amazing pieces of content for this medium, but for it to become mainstream, we need more universally appealing content and I'm excited about, right now, it's a new industry. This is when minorities and women in particular, can enter the space and help shape the voices and the direction of the industry. >> That is exactly where I wanted to go next. So, let's talk a little bit about Baobab Studio. It's not that old and VR is not that old and so, why are there more opportunities, would you say, for women, and minorities? >> Well, if you look at traditional animation in the traditional entertainment fields that's a very mature industry and to break into that industry, you have to either have lots and lots of money or unfair distribution advantage, but VR, there's technological disruption, which means nobody has an advantage at all, means it's a level playing field and everybody can come in and start something, so, this is a perfect opportunity, when there's low barriers to entry of coming in, for women and minorities, anyone who wants their voice heard, to start companies or to make experiences and we can set the groundwork, because there's no one telling us what we can and can't do, because no one actually knows what we can and can't do yet. >> Right, right, but yet you are still of a female, asian figurehead of a studio, that will hopefully, someday be a major studio. You're working on it, but do you find that people take you as seriously in Hollywood? I mean, what are you coming up against? >> Well, it's really interesting, because I heard for even fundraising is one of the hardest parts of starting a company and there was a Stanford Research Study that showed that if you took a deck, a pitch deck for a company and you had a male voice-over versus a female voice-over the male voice-over was, I don't remember what, it was like 50% more likely to get funded than the woman with the same exact pitch deck, so I knew from that and they also show that if you are married and wear a ring you're taken more seriously, or if you're less attractive, also, you're taken more seriously and my hypothesis and some of the hypotheses out there, is it takes away the whole entire female attraction thing, like what does it mean to be an attractive female, so, I had to go into the meetings, knowing this. I even considered wearing a ring. I considered wearing a paper bag over my head. >> A bag over you head. Exactly, exactly. >> But at the same time I felt that I need to be myself and the best thing to, there's a correlation between the perceived leadership and confidence, that I needed to just go in there and be confident in myself so, I knew that, that could work against me, but I just needed to be myself, but I had to make sure that I was really confident and really believed in what I said and honestly, besides being confident and aggressive, I also, felt comfortable, because a lot of the people I talked to, I knew from my network and I had many of my male friends and female friends who knew these VC's, do the initial introduction, so I felt more comfortable going in, for them already knowing that I had somebody else saying that I was awesome. >> Yeah, and you've had many mentors and sponsors along the way too. >> Absolutely, I would say it's one of the most important things, for my career from the very beginning. When I graduated from business school, I actually emailed my mentors and said, "Here are the things I care about for finding a job." I didn't have to go find any jobs. They actually found all these jobs. for me, set up informational interviews, for me and I just went in and did it, all the informational interviews, got the offers and just choose one of them that I wanted to be in but, even for starting my company, my co-founder, Eric Darnell was a write and director of all four "Madagascar" films and I got introduced to him, through my mentor, Glen Entis who is the co-founder of PDI Dreamworks Animation and he was my mentor through Zynga and then, Gen Entis introduced me to Alvy Ray Smith, who is the co-founder of Pixar, who also became our advisor, Alvy Ray Smith, then introduced us to Glen Keane, who is the animator for "Little Mermaid", "Alaadin". >> The power of networks. >> It was all through the network and through my mentors that I found, a lot of the opportunities that I have and they also helped my through my personal life and how to navigate being entrepreneur and I rely on them so much. >> So, beyond finding the right mentor and sponsor what else would you give, your parting words to the young Maureen fans out there? >> I think there's a tendency for society to pressure you to conform, to money, fame, beauty and you don't need to listen to that and you don't need to be bucketed. I designed my own major at Stanford and with an eBay, I took four different roles. I just kept on creating my own roles and refusing to be bucketed as a creative or a suit and you can be who you are and create a category onto yourself and so, don't feel pressured to listen to what society is telling you. The other thing, is if you are faced with pushed back for being promoted and you feel like it's maybe because you're a woman, we have a tendency as women to start blaming ourselves and thinking there's something wrong with us, versus research shows men are most likely to blame the system, don't let it affect you and bring you down, because you need to actually be confident and believe in yourself in order to rise above. >> Great. Great advice. Maureen, it's been a pleasure having you on the show. Thanks so much. >> Thank you. >> And best of luck to you. >> Thank you, so much. >> Hope you win another Emmy. >> Thank you. >> Come back and talk to us again. >> Thank you. I'm Rebecca Knight, we'll have more from Grace Hopper, just after this. (techno music)

>> Announcer: Live from Orlando, Florida it's theCUBE, covering Grace Hopper's Celebration of Women in Computing, brought to you by SiliconANGLE Media. >> Welcome back to theCUBE's coverage of the Grace Hopper Conference, here in Orlando, Florida. I'm your host, Rebecca Knight. We're joined by Vipul Nagrath. He is the Global CIO at ADP, a provider of human resources management software in New York. Welcome, Vipul. >> Thank you. >> It's great to have you on the show. So, before the cameras were rolling, you were talking about how this is your first ever Grace Hopper. How do you find things? >> I think this is exciting. Just the sheer numbers: 18,000 attendees, all the various different companies that are represented over here, the talent. I'm here with a sizeable team, there's about 30 of us. Many of my colleagues have been walking the floor and they've been just thoroughly impressed with the talent that they're meeting and the people that they're talking to. We're here actively recruiting. We've actually been doing on-site interviews. So, we're looking for top talent and if we can find it right here at the show, we'll do it. >> So, there are a lot of tech conferences that you attend, but what is it about Grace Hopper in particular? >> Well, this one specifically, one of our initiatives is around diversity and inclusion. So, what better place to come than Grace Hopper if you want to talk about diversity and inclusion? In addition to that, is we were talking earlier, right? The marketplace that engineering and tech and computer science is going to go into, the need is actually only increasing. Everything is run by software today or very shortly will be. In the end, every company's becoming a software company and offering some other services with it. We're all headed that way. Yet, the talent pool's actually getting tighter and smaller, yet more jobs are going to be created in that industry. So, I think it's a phenomenal and wonderful opportunity, and specifically from a Grace Hopper perspective and the Anita Borg perspective, is get more women involved in this. The pie is going to get bigger, and I think women have an opportunity to gain more of that share of that pie. >> So, is ADP doing anything to actively engage more women earlier in their career trajectories to get them interested in this area? >> There are a number of multiple- Sorry, there's a multiple set of initiatives that we have. In fact, I was joined here at this conference with our Chief Diversity Officer. She's also responsible for corporate social responsibility. So, diversity and inclusion is really huge for her, not just for us at ADP, but she actually has a larger message for the entire industry. So, she's pushing that agenda. So, there are actually many different things that we're working on. >> And as a human resources company that message can get through. >> Exactly. >> So, talk to me. We always hear about the business case for diversity and inclusion. How do you view it? >> How do I view it, is I start with, again, top talent, and then it's thought diversity. When you bring multiple disciplines in together, bring people with multiple backgrounds in together, even a different point of view, you realize, or I think you open up and realize that you might have had some blinders on some things. Now you start really getting rid of those blinders. Instead of them being blinders, they turn into opportunities. I think if you have too many people thinking exactly the same way, doing exactly the same thing, you fall into a not-so-good method, right? You fall into a not-so-good idea of just really channeling the same idea over and over and over again. >> The groupthink that is a big problem in so many companies. So, how do diverse teams work together in your experience? You talked about seeing wider perspectives and different kinds of ideas and insights that you wouldn't necessarily get if it's just a bunch of similar people from similar backgrounds, similar races, all one gender, sitting in a room together. How do these teams work together in your experience? >> Well, what I believe in is you got to put these teams together and you got to empower them. Absolutely, there's a stated goal. There is an outcome. There is a result we have to achieve. Give 'em the outcome, give 'em the goal, give 'em a loose framework, and then give 'em guiding principles. Then, after that: team, go ahead. You're empowered to do the right thing. But, these goals will be aggressive, right? We may want to make something two orders of magnitude faster. That's no small task. We may want to expand our capabilities so that we can handle six times the load that we handled today. That's no small task. So, they're very large goals to achieve, but they just have to go out and do them. If you leave that creativity to the team, and you let everyone bring in what their different viewpoints, some that have expertise today, and some that don't necessarily have expertise in it but they're really good programmers or they're really good software developers. So, they can learn from those folks that have the expertise, then develop a new solution that's more powerful than the one that exists today. >> What are some of the most exciting things you're working on at ADP right now? >> Well, me personally, we're going through a huge transformation in my group within ADP. That transformation is really just implementing more of what I just talked about, is these small, nimble teams that are multidisciplinary, and they're given, again, guiding principles and goals, and they go out and be creative and be innovative, and figure out how to do this. >> So, what your customers expect on the pipeline though, in terms of products coming out of ADP, and helping them manage their human capital? >> Sure, well actually, we have a lot of exciting, new, and innovative products coming out of our company, which in the coming months, in the coming years, will be released and put into production. But, basically, they should expect a better way to work. 'Cause that is our job. We're really out there to make work better. >> Rebecca: And more inclusive, too, and more, okay. >> All those things actually just go into being and making work better. Inclusion is in there, diversity is in there, creativity is in there, innovation is in there, stability is in there. But, all of that makes work better. >> Is there more pressure on a company like ADP to walk the walk? Because, you are a human capital management company. That is your bread and butter. >> I believe there is, sure. Just naturally, yes, there is. >> So, what is your advice to companies out there? I know you said your Chief Diversity Officer had a wider message to companies about the importance of diversity and inclusive teams. What would you say from your perspective as CIO? >> From my perspective, again, I do believe that diversity, that inclusion, makes for a more powerful team, makes for a wider understanding of what we're actually trying to do. So, I would just encourage others to do that, too, and not be very narrow-minded. >> Great. Well, Vipul, it has been so much fun talking to you. Thanks for coming on theCUBE. >> Thank you. >> We will have more from the Orange County Convention Center, Grace Hopper, just after this. (light, electronic music)

>> Announcer: Live from Orlando, Florida, it's the Cube, covering Grace Hopper's celebration of women in computing, brought to you by Silicon Angle Media. Welcome back to the cube's coverage of the Grace Hopper Conference here at the Orange County Convention Center. I'm your host Rebecca Knight. We're joined by Jigyasa Grover. She is a new graduate of Delhi technological university and a Facebook scholar here at Grace Hopper, thanks so much for joining us Jigyasa. >> Thank you so much. >> And you're actually a Cube alum, you were honored at the Red Hat summit in Boston this spring as a woman in open source, academic awards, so you're back, we're glad to have you. >> Yeah it's nice to be back here, I'm really enjoying the conference so far. >> Tell our viewers a little bit about what it is to be a Facebook scholar here. >> Facebook is a very nice company which gives scholarships to around 50 graduate women all across the world to come and attend the much acclaimed Grace Hopper Conference, make new friends, network with new people and most importantly, find jobs in the technological sphere. >> Do you apply for it, how do they find you? >> They publicize the scholarship a lot, obviously on Facebook and all of the social media networks, the application procedure is very simple, you just have to write an essay question, it's about who you are and what you want to achieve further in life and what have you done in the technological sphere so far, what would you like to do further, give your resume and school name, that's pretty much it. >> You have been, this is your first ever Grace Hopper. What has been the experience? >> It has been overwhelming I would say, seeing 18,000 plus women all in the same working in technology, it's like meeting your sister because you can feel how they feel and for the expo hall, you have loads of opportunities, you can make friends, I have seen so many people find their first jobs and internships. I would say come on, get your resume and there are lots of interviews going on, I'm sure you'll not only find software engineering jobs, but you end up finding jobs in product management, design, research, and there's a wide spectrum of companies out there. >> You're talking about the sisterhood that you feel here at Grace Hopper, but at the same time, the future, it's a little uncertain for women in tech just because of the headlines that we read about the sexism, the biases, the chauvinism in the industry, how do you feel as a woman on the verge of starting your career. >> I would rather say stay strong and do not let negativity affect you and what you are doing. It's more about working in sync with the other gender and in proportion, the numbers should be in proportion, there shouldn't be any gender gap. Just do your best and don't let the negativity affect you. >> How are you going to single handedly change things? >> Obviously no one can do this, no one can single handedly change the world, that's true, but doing my part, I'm just going to stay strong, work lots of open source and work with companies and hopefully my work will add contribution to the social upliftment of the world. >> What's next for you Jigyasa, you've already won a big award from Red Hat, you're a Facebook scholar. >> Next, I'm still finding my calling and I'm exploring all kind of works that will be with research, with open source contributions and of course traveling, that's my love. >> Wonderful, thank you so much for being on the Cube again, it's always fun talking to you. >> Yeah nice to meet you as well, have a nice day. >> We will have more from the Grace Hopper Conference in Orlando, Florida just after this. (techno music)

>> Announcer: Live from Orlando, Florida, it's theCUBE, covering Grace Hopper Celebration of Women in Computing, brought to you by SiliconANGLE Media. (light, electronic music) >> Welcome back to theCUBE's coverage of the Grace Hopper Conference here in Orlando, Florida. I'm your host, Rebecca Knight. We're joined by Joanna Parke. She is the Group Managing Director, North America, at ThoughtWorks based in Chicago. Thanks so much for joining us, Joanna. >> Thank you, it's a pleasure to be here. >> Your company is being honored for the second year in a row as a top company for women technologists by the Anita Borg Institute. Tell our viewers what that means. >> Yeah, we're incredibly proud and super humble to be recognized again for the second year in a row. Our journey towards diversity and inclusivity really began about eight or nine years ago. It started with the top leadership of the company saying that this is a crisis in our industry, and we need to take a stand and we need to do something about it. So, it's been a long journey. It's not something that we started a couple of years ago, so there's been a lot of work by many people over the years to get us to where we are today, and we still feel that we have a long way to go. There's still a lot to do. >> So, being recognized as a top company for women technologists, it obviously means there are many women who work there. But, what else can a woman technologist looking for a job expect at ThoughtWorks? >> So, we think about, not just the aspects of diversity, which is what is the make up of your work for us look like, but also put equal if not more importance on inclusivity. So, you can go out and you can make all sorts of efforts to hire women or minorities into your company, but if you don't have a culture and an environment in which they feel welcome and they feel like they can succeed and they can bring themselves to work, then that success won't be very lasting. So, we've focused not only on the recruiting process but also our culture, our benefits, the environment in which we work. We are a software development company and we come from a history of agile software practices, which means that we work together in a very people-oriented and collaborative way. So, in some ways we had a little bit of a head start in that, by working in that way, our culture was already built to be more team-focused and collaborative and inclusive, so that was a good advantage for us when we got started. >> So, how else do you implement these best practices of the collaboration and the inclusivity? Because, I mean, it is one thing to say that we want everyone to have a voice at the table, but it's harder to pull off. >> It is, absolutely. So, a couple things that we've done over our history, one is just starting with open conversation. We talk a lot about unconscious bias, we do education and training through the workforce, we try to encourage those uncomfortable conversations that really create breakthroughs in understanding. We look for people that are open and curious in the interview process, and we feel like if you are open to having your views about the world challenged, that's a really good sign. So, that's kind of one step. Then, I think, when bad behavior arrives, which it always does, it's how you react and how you deal with it. So, making it clear to everyone that behavior that excludes or belittles others on the team is not tolerated. That's not the kind of culture that we want to build. It's on ongoing process. >> So, how do you call out the bad behavior, because that's hard to do, particularly if you're a junior employee. >> Yes, so we try and create a safe environment where people feel like, if I have an issue with someone on my team, particularly if it's someone more senior than me, we have a complete open-door and flat organization. So, anyone can pick up the phone and call me or our CEO or whoever they feel comfortable talking to. I think, what happens is, when that happens and people see action being taken, whether it's feedback being given or a more serious action, then it reinforces the fact that it's okay to speak up and that you are going to be heard and listened to. >> One of the underlying themes of this conference is that women technologists have a real responsibility to have a voice in this industry, and to shape how the future of software progresses. Can you talk a little bit more about that, about what you've seen and observed and also the perspective of ThoughtWorks on this issue? >> Absolutely, we all have seen the power that technology has in transforming our society, and that is only going to grow over time. It's not going away. So, it really impacts every aspect of our life, whether it's healthcare or how we interact with our family or how we go to work every day. Having a diverse set of perspectives that reflects the makeup of our society is so important. I was really impressed by Dr. Faith Ilee's keynote on Wednesday morning-- >> She's at Stanford. >> Yeah, Stanford and at Google right now as well. She spoke about the importance of having diverse voices in the field of artificial intelligence. She said, no other technology reflects its designers more than AI, and it is so critical that we have that diverse set of voices that are involved in shaping that technology. >> Is it almost too much though? As a woman technologist, not only do you have to be a trailblazer and put up with a lot of bias and sexism in the industry, and then you have this added responsibility. What's your advice to women in the field? Particularly the young women here who are at their first Grace Hopper. >> Absolutely, our CEO-- Sorry, our CTO, Rebecca Parsons, often says that the reason that she put up with it for so many years is because she's a geek, and because she's passionate about technology. So, when you're in those trying times, being able to connect with your passion and know that you're making a difference is so important. Because, if it's just something that you view as a job, or a way to make a living, you don't have that level of passion to get you through some of the hardships. So, I think, for me, that sense of responsibility is kind of a motivating and driving force. The good news is it will get easier over time. As we make progress in our industry, you don't feel so alone. You start to have other women and other marginalized groups around you that you can connect with and share experiences. >> What are some of the most exciting projects you're working on at ThoughtWorks? >> We really try to cover a broad landscape of technology. We think of ourselves as early adopters that can spot the trends in the industry and help bring them into the enterprise. So, we're doing some really exciting things in the machine-learning space, around predictive maintenance, understanding when machine parts are going to fail and being able to repair them ahead of time. Things like understanding customer insights through data. I think those areas are emerging and super exciting. >> Excellent. What are you looking for? Are you here recruiting? >> Absolutely. >> And, with a top company sticker on your booth, I'm sure that you are highly sought after. What are you looking for in a candidate? >> We for a long time have articulated our strategy in three words: attitude, aptitude, and integrity. Because we feel like if we can find a person that has a passion for learning, the ability to learn, and the right attitude about that, we can work with that, right? The world of technology is changing so fast, so even if you know the tech of today, if you don't have that passion and ability to learn, you're not going to be able to keep up. So, we really look for people in terms of those character traits and those people are the kind of people that are successful and thrive at ThoughtWorks. >> If you look at the data, it looks as though there is a looming talent shortage. Are you worried about that at ThoughtWorks? What's your-- >> Absolutely. There is a huge talent gap. It's growing by the day. We see it at our clients as well as ourselves. For me, it really comes down to the responsibility of society as well as companies to invest in upscaling our workforce. We have seen some clients take that investment and realize that the skills they needed in their workforce a few years ago look very different from what they're going to need into the future. So, we believe strongly in investing in and training and upscaling our employees. We help work with our clients to do so as well. But, I think we can't rely on the existing educational system to create all of the talent that we're going to need. It's really going to take investment, I believe, from society and from companies. >> And on the job training. >> Absolutely. There's no replacement for that, right? You can do the kind of academic and educational studies but there's no replacement for once you get into the real world and you're with people and the day to day challenges arise. >> Excellent. Well, Joanna, thanks so much for coming on. It was a real pleasure talking to you. >> Thank you, it was my pleasure. >> We will have more from the Orange County Convention Center, the Grace Hopper Celebration of Women in Computing just after this. (light, electronic music)

>> Announcer: Live, from Orlando, Florida, it's theCube, covering Grace Hopper Celebration of Women in Computing. Brought to you by SiliconAngle Media. >> Welcome back to theCube's coverage of Grace Hopper Conference here in Orlando, Florida, I'm your host, Rebecca Knight. We have a great panel here today, we have three guests. We have Hilary Burns and Caroline Lester, both Reporting Fellows for the GroundTruth Project, and Tori Bedford, who is a Field Producer for the GroundTruth Project. It's great to have you guys on here. >> Thank you for having us. >> Thank you. >> So, I'll start with you, Tori, since you were a reporting fellow last year at the Grace Hopper Conference, tell our viewers what the GroundTruth Project is, and what your mission is. >> So, the GroundTruth Project is a non-profit based in Boston and it hopes to encourage young journalists and earlier-career journalists all around the world. So there is a series of fellowships going on, pretty much at all times. Different projects, there's one going across America right now that's looking at, it's called Crossing the Divide, it's looking at divides in America. It's a very divisive time for American politics so they're doing stories about that. And, obviously, we are re-upping our women in tech, women in leadership fellowship this year which we're really excited about. >> And so, each of you are working on your own, individual stories and then you will get back to Boston and produce. So, Hilary, let's hear from you, what are you working on here, what's your topic? >> Sure, so most of my time spend at the Grace Hopper Celebration so far has been spent talking with student about their career aspirations, any barriers they foresee, coming across any concerns they have about entering a male-dominated industry. And it's really been fascinating hearing their stories, some of them are international students, others are from universities all over the world and including Canada and the U.S. So, it's been very inspirational to hear. >> So, but here the ones that are aspiring to careers in technology and they're here at Grace Hopper, but there must be other ones who are too discouraged so they're not here. Are you also getting that angle, too? >> Well, I think it's important for that group of women to see these women who do feel empowered and are, a lot of them use phrases like, "We are making a difference in the gender gap "and if I don't do it, who else will do it?" So, I think it's important for all aspiring technologists to hear these women's stories. >> Are they discouraged, though? Because the headlines are bleak, I mean, we know that it's the numbers, but it's also the Google manifesto, it's the shenanigans of Travis Kalanick and people like him in Silicon Valley. What do they make of that? >> It's interesting, all of them are very intelligent, very aware of what's going on in the world. I've heard a mixed bag of responses from, "I try not to "read too much because I don't want to go in expecting "and having my own biases, I want to see for myself." Others are saying, "Yeah, I am nervous and I want to see "more women creating a path that I can then follow." So, I think there are a lot of people that are optimistically optimistic about their future. >> Cautiously optimistic. >> Thank you. Thank you for correcting me. (laughs) But, it's been interesting to hear all the different perspectives. >> Great, Caroline, how about you, what are you working on? >> Yeah, so, I am personally interested in the more personal stories of some of these women speaking at the conference. I've talked to the four really, wonderful, inspirational women. So, one of my favorites, I've just published a story on her, Chieko Asakawa, who is an IBM Fellow which is the highest honor you can receive at IBM. And she went blind at the age of 11, and has spent her life programming and creating programs and tools to help the blind access the world that is pretty hard to navigate if you don't have eyesight. So, she is super inspirational, super smart, super funny. So, it was a pleasure talking with her. And then I'm talking with three other women, Yasmine Mustafa, who started something called Roar for Good. >> Rebecca: We've had her on the show. >> Oh, you did? >> Yeah. >> Wonderful, great. So, she's fantastic, I'm really glad you covered her. And then another woman named Sarah Echohawk, who, sort of, is an advocate, an activist and is getting more and young, native women involved in STEM. And then, finally, I'll be talking with Stephanie Lampkin of Blendoor, who started this wonderful app to try and overcome the implicit bias, and unconscious bias that happens when people are hiring women or people of color in recruiting for them. >> So she's starting this app that she will then sell to companies, or sell to other recruiters? >> So, she's already started it and she has a lot of major tech companies involved. I think Airbnb uses it, I want to say SalesForce uses it, you're going to have to check me on that one. But she's got about 5,000 people on it right now. >> Wow, so the goal of these stories is to inspire other women by their success. >> Exactly, so these are four radically different women coming into tech in radically different ways and it's just really incredible to see how they've managed to overcome all sorts of obstacles in their way. And not only overcome them, but, sort of, utilize them to their advantage and stake out a place for themselves in this industry. >> Great, Tori, what are the projects that you are working on here? >> So, we've been hearing a lot about diversity, diversity is so important, and we've been hearing about how increasing diversity in a company makes your company better. It just brings in more perspectives, and it also, what's really interesting is that, in tech, it can catch people who have a diverse range of perspectives, can catch problems with products, or with a code, or with something, and how it would be implemented out into the world. I caught this really interesting panel yesterday about disability and looking at how people with disabilities can make companies, specifically tech companies, can help to improve them. This woman, Jennifer Jong, who is an Accessibility Program Manager at Microsoft, she was really interesting. She was talking about how, I wrote a piece on this yesterday, she's talking about how, when you bring people in with a disability, how they can catch things that other people just don't see or wouldn't normally notice. And also how, when we create things for those with disabilities, you know, a lot of things that have been implemented by the Americans with Disabilities Act. She talked about the button that you press to go through the door, how it can also be used by people who don't have disabilities and how it's important to create things that can be used by everybody, but that have inclusion in mind. >> So, why is that true? What is her perspective on why people with disabilities have this special ways to detect blind spots? >> So, if you're creating something, there's no way that you can know how many users are going to be interacting with it, there's no way that you can predict that a person with a disability won't be using it, and so it's diversity, it's really important to bring in different perspectives. So, they had talked about a video, a really beautiful, promotional video that showed a range of visuals, it was very effective but it had no sound and a blind person wouldn't get anything out of it. And so, it's like looking at a product, you need somebody to be in the room, just like you want women and people of color and a range of ethnicities, you want diversity, you want someone to be able to say, "This isn't going to work for me, this isn't going "to work for my child, this isn't going to work "for a range of people." And that's a really effective and important thing that ultimately saves your company's bottom line, because then, you won't have to go back and change your product in the future. >> And fix it, fix it as a problem. >> Right, you'll spend more money fixing your product than you would if you had just talked about, had inclusion and diversity, if you'd just considered that from the get-go, you'll ultimately save your company more money. >> So, the question for the three of you, really, is that as you said, we hear so much about the importance of diversity and of getting a variety of perspectives, and having people of different genders, and races, and cultures feel included and having a voice at the table, I just want to know, I mean, do companies really feel this way or is that what they say at Grace Hopper because this is what makes sense to say to their target audience? >> It's totally possible that it's just a marketing ploy, it's totally possible that they're realizing that half the population makes money and can do things, and that makes more money. I mean, a lot of tech is driven by the bottom line, it's driven by financials, but in the case of the disability thing, it's like, it almost doesn't matter. It is not only the right thing to do, if you need a financial incentive, that's not good. Obviously, it's the right thing to do so you should be doing it for that reason, but if you do also have a financial incentive, that's not bad. And if we're, sort of, driving more towards empowering women and giving women a voice and allowing women to do things and taking them seriously, ultimately that's not a bad thing. >> And just to add to that, I think there is a lot of research out there today, for example, having more women on corporate boards, that that does impact the bottom line and, obviously, that's what companies are most concerned about. So, I think that companies are starting to realize that having that diversity and inclusion is good for business as well as a marketing ploy. >> And I think, I mean, just to add, I also think that, you know, whether or not this is a good thing, I think companies do realize that that is important. And they're realizing that it's necessary, I don't know, it's necessary to impact the bottom line and that is something that, whether or not we like it, it is the most convincing factor for many of these companies. >> I think it's also, when you have women moving up to positions of power, to the C-Suite, to positions of leadership, they understand that women are people with skills and they are the ones who are, you know, hiring more women, and that ultimately helps the bottom line. So, as you have more and more women moving higher and higher to the top, that's when, like when we talk about the companies changing, that's because women are changing. And they're changing the perspectives of men and everybody else in between that works at the company. >> Are women changing? I mean, I think that's a question, too, is that we're all as collectively as a society, becoming more aware that these biases exist in hiring and recruitment practices. But, I think that's the question, are women starting to change, too, the way they behave in the workplace, the way they go about managing their careers? >> I know it's changing minds, like other peoples' minds. >> That's a really interesting question, though. One student I talked to who was from India, talked about the gender discrimination she has faced. And she said she did change how she acted, she shut down all emotions, she took any emotion out of her responses because her colleagues would say, "Oh, you're a woman, "you're so emotional," and she was tired of that. So, it's an interesting question to look at. I don't know, I don't have the data in front of me but it would be interesting to look into that. >> Yeah, great, that's the next GroundTruth project. Excellent, well Hilary, Caroline, Tori, thanks so much for being on theCube, we've had great fun talking to you. >> Yes, thanks for having us. >> Thank you. >> We will have more from the Orange County Convention Center, the Grace Hopper Celebration of Women in Computing, just after this. (upbeat music)