>> Announcer: From the VMware campus in Palo Alto, California, it's the Cube, covering Women Transforming Technology. >> Hi, Lisa Martin with the Cube, on the ground at VMware in Palo Alto, at the third annual Women Transforming Technology event, we're excited to welcome to the Cube, Caroline Hubbard, an Analyst at LinkedIn, and the founder of ThreadBred, Caroline, nice to have you here. >> Thank you for having me. >> So you, as young as you are, you're a speaker at this event, you spoke in >> Caroline: I am. >> The Emerging Leaders Track, tell me the name of your session, and what >> Caroline: Yeah. >> Some of the key messages were that you delivered today. >> Definitely, my session was called, "Stand up, Stand Out, "How to Become and Advocate for Change in the Workplace," and my session detailed my experiences thus far, navigating corporate America, not only as a woman, but as a person of color, and some of the really eye opening experiences I've had, in terms of the toxic cultures that are rampant in our organizations across America, and through this experience, I learned really valuable lessons. And two of those lessons are that performance and how you're perceived can only take you so far in an organization; ultimately, if you're not in a place that values your identity, or values you for your differences, not just in spite of your differences, then your chances of success are going to be limited, and if you allow toxic cultures to eat away at your own perception of self, then you're going to be in even more dangerous positions. So I sort of talked about how I learned those lessons, and provided a framework for which we can all go back to our companies and bring awareness to issues that are affecting underrepresented people. >> How did you hear about Women Transforming Technology? >> Yeah, so since I've moved here, 10 months ago, I've just been taking the city by storm, networking, joining lots of women's groups, to just try to find women with similar experiences as me; I'm from the east coast, so I don't really have that many friends or a network out here, and that's what I wanted to build, so through one of the women's groups I'm associated with, I was speaking with a friend, who was like, "Well, you should check out this conference," so I did that; I went online, and I connected with one of the program leads here, and we were able to talk a little bit about my experience, and I was invited to speak. >> Fantastic. >> Yeah. >> And now you can say you've spoken at an event where Laila Ali spoke this morning >> Caroline: I know >> That's an honor (laughing) >> She was so inspiring, because you know, you look at a woman like Laila, who's >> Right. >> Who you think is just born with confidence, and courage, and she talked about how a lot of that is true, very innate, but there was times where she kind of has to recheck >> Caroline: Yeah. >> Kind of do a gut check, and say, "Alright, I feel like "I'm kind of nocked back a bit," >> Caroline: Mm-hmm. >> I loved her recommendations for you know, like the Boy Scouts, what, always be prepared, >> Caroline: Yeah. >> But the preparation is really key; have you found that to be something that helps you kind of harness your inner mojo, your inner confidence? >> Absolutely. >> Whether you're speaking at Watermark, or you're here. >> Yeah, absolutely, and I come from a performing arts background, and I spent a lot of time on stage, and I just found that throughout my life, being on stage energizes me, and being able to connect with people and be fully transparent is something that's really refreshing, but with that, comes a lot of preparation, and I've spent hours, actually, last month when I did a similar talk, my mother and I were up until five A.M. the night before a big speech, just working and making sure it was perfect, and deliver the right message. So I definitely agree, preparation is always key; it helps you feel confident, but like she said, there are times when preparation isn't enough, and you just feel a little bit unprepared or un-confident, and that's okay >> Yeah. >> What really matters is how you bounce back from those instances in which you don't feel as confident. >> I agree, I felt very validated with Laila Ali >> Caroline: Yes. >> Saying sometimes I don't always feel my best, so tell me a little bit, before we get into ThreadBred, I want to talk to you about a little bit about this program that you're in at LinkedIn, where you get to in finance, you get to work in different parts of the business >> Caroline: Right. >> Yeah, it's a really unique program, it's a two year long program, for people directly out of college, that gives you a lot of exposure across the company, so it's technically under the business operations organization, so your first year is split between rotations in sales operations and business operations, and then the second year, you can have more of an elective choice, where you can sort of dabble in product marketing or corporate developments, so it's a really unique experience in that it allows you to see multiple parts of the business, and currently, I'm on the consumer product growth team, which is responsible for getting people to use our app, and I also focus a little bit on our SEO strategy, so it's really opened me up to the world of tech, and how large scale enterprise companies work, which has been exhilarating. >> What have been your experiences, in terms of the diversity not just at LinkedIn >> Caroline: Right, right. >> But as you say, you've been in the valley now, for about 10 months. >> Yeah. >> What are some of the observations that you have made? >> Yeah, I think that a lot of the workforces, actual workforces are reflective of the actual diversity that's in the city, and if you look at the city, first of all, it's not very diverse, so it's kind of impossible for the organizations to have that same diversity, so it's been a challenge; I think that LinkedIn has done an incredible job, given the fact that there are not equal amounts of multiple different demographics, and I think LinkedIn is very conscious of the problem, and we're actively working to solve it, so I feel good about that, but I have noticed that in terms of gender, in terms of race, not everyone is represented on equal levels, and representation is so important, because for other people who are coming in future generations, you can't be what you can't see, so if there aren't people that look like you, you're going to be discouraged from pursuing an opportunity there, when that opportunity might be perfect for you. So I'm really empowered and passionate about trying to increase representation for all people in these organizations. >> It's refreshing to be at a conference like WT squared, because the accountability is so key, and what they announced this morning, with VMware investing $15 million into an innovation lab for women's leadership; the fact that they're together, expanding this stand in VMware >> Caroline: Mm-hmm. >> Relationship it's been over the last five years, but actively going to be looking at what are these barriers; the diversity barriers that women are facing, how do they identify optimal ways to eradicate those barriers? >> Mm-hmm. >> Because VMware knows, and the McKinsey report that was actually cited in the press release >> Caroline: Yeah. >> That they came out with this morning, companies that have more diversity at the executive level, are 21% more profitable. >> Caroline: Yeah. >> So they're understanding this is going to not just be benefiting our culture and diversity or our chief people officer HR function >> Absolutely. >> This is actually something that will benefit the entire company. >> Yeah. >> And what does this company deliver? Technology that other businesses and people use, to better our lives, so they get that, and that's saying refreshing is >> Yeah. >> Kind of an understatement. >> That is, yeah. >> But it really is nice to see companies that are willing to go, "Hey, we want to know exactly what these problems "are, so that we can then be strategic "in how we can solve them." >> Exactly, it is refreshing, and I think that more and more companies are realizing that diversity is not a luxury or just sort of a platitude, it's something that is intrinsic to the business, and to the health of the business, and the retention of employees, and as more and more people begin to realize that, I think that we will get better at increasing representation down the line. >> You know, I talked with a lot of women today and wanted to get their thoughts on the MeToo movement, Time's Up; in the last six months, that erupted on the scenes >> Caroline: Yeah. >> Unlikely alliance with Hollywood, and the resounding opinions have been, actually, that's momentum that we can take advantage of; we should be leveraging this, because when you have a platform that's that big, and that global, >> Mm-hmm. >> For an issue that affects every industry, including us in technology >> Mm-hmm. >> That they actually saw that as kind of an elevation of the platform >> Caroline: Yeah. >> I'm curious what your thoughts are about that. >> Yeah, I actually spoke about MeToo, and a couple of other social movements in my talk earlier, and one of the reasons I started my blog, ThreadBred, is because I started to realize this really unique cultural moment, in which I've emerged into the workplace, which has been characterized by these social movements, and a lot of these social movements have been galvanized through social media; social media's been able to bring so much attention to important issues, and shift public perceptions, so with MeToo, a movement that was founded by an African-American woman in 2006, and then it sort of gained more momentum in 2017 when Alyssa Milano tweeted it out, and then to have, a month later, Jackie Speier, congresswoman of California, introduce the MeToo Congress Act, you know, changes happening at such a rapid pace. More so than it ever has in the past, so I'm really excited to be a part of that, and I'm really excited that we are seeing this much progress on this rate. >> We need to keep that going. >> We need to keep it going, absolutely. >> Tell me a little bit more about ThreadBred. >> Yeah, so ThreadBred started in 2014, just as a fun, personal blog; my friends and I were getting our first internships, the summer after our Freshman year of college, and we were all in different industries, and couldn't really, or didn't know where to go in terms of where to get advice about what to wear, and of course, we wanted to make a good impression, so I just started creating outfits, dressing my friends up, telling them, this is what you should wear when you go here or there, and it sort of turned into this personal branding, as a young professional blog, and I started writing more about what are some of the experiences that young people have, directly out of college? What are some of the things they wish they knew before they started their jobs? And then I restarted it when I entered the work world now, and because of what's happening in society, I wanted to shift the attention to focus on these important social issues, such as women's empowerment, the representation of underrepresented minorities, and I've been able to have a lot of great dialogs with people that I know, and people that I have just met, who might have opinions that are different from me, and I think those are the most interesting ones, because they're the learning opportunities, and it sort of transformed into this story space, where we can consolidate information and learn from each other. >> I love that; one of the things that I thought was really cool, when I walked into the event today, was there's a headshot area >> Caroline: Yeah. >> And there's a resume writing clinic and a LinkedIn profile clinic, as well, and you kind of think, those are really foundational pieces to help someone have a professional looking photo, that doesn't have like somebody's arm that you need cropped out. >> Caroline: Absolutely, yeah. >> Or you know, a strong LinkedIn profile, especially if you're young, maybe just finishing with school and don't have a ton of experience; those are really important foundational elements, and it sounds like what you've done with ThreadBred, >> Caroline: Yeah. >> To advise young people on how should you look professional; that's a really cool thing that you've done, there. >> Caroline: Thank you. >> It's an area where you might think it's a small thing, but I think that can be very impactful. >> Yeah, it's kind of like the things that nobody tells you once you go in, it's just we're trying to capture all of that knowledge in one place, and share it with as many people as possible. >> Yeah. >> Yeah. >> So if you look down, finishing in the next what, year or so, >> Caroline: Yeah >> Your two year program at LinkedIn. >> Caroline: Yeah. >> What direction do you think you'd want to go in? >> Well, I love LinkedIn, and when I interviewed, I actually said that I was like the physical manifestation of LinkedIn; I am a networking person, I love connecting people with opportunity, and I love LinkedIn's message of trying to create economic opportunity for the global workforce, and I think that it's really rare that you find a company that's for profit, that also has this really social impact admission, and I want to stay in this space as long as possible, but years down the line, I could envision myself being an entrepreneur, and starting my own company to focus specifically on problems affecting people of color and underrepresented people around the world. I think that that's what I've identified I'm passionate about, and that's what I want to pursue. >> I can feel that from you, so I think definitely entrepreneurial. >> Caroline: Thank you. >> Kind of in summary, what are some of the things that you're going to be taking away from this third annual Women Transforming Technology event? >> Yeah, absolutely, well, from the keynote earlier this morning, it's about listening to the inner voice inside of you, always finding that inner warrior as Leila Ali mentioned, because I think that's so important; I think life is about just having good days, and then having days where you're encountering adversity, and it doesn't matter how much adversity happens to you, it matters how you respond to that, so always leaning into that inner voice and then using your voice to empower other women around you, who might have similar experiences, but who don't necessarily know how to navigate the same situations is where you can be most helpful, so supporting women and always finding your inner strength is what I'm going to take away from today. >> I love that; I'm going to borrow that from you, that was fantastic >> Caroline: Okay. >> Well, Caroline, you're going to be a big star, I can already tell >> Caroline: Oh, thank you. >> It's really nice to hear someone that's so young, that sees the opportunities here, and wants to very naturally, make a difference in it; you're one to watch, >> Caroline: Thank you. >> For sure. >> Thank you. >> Lisa: Thanks for joining us. >> Thank you. >> We want to thank you; I'm Lisa Martin with the Cube, we are on the ground at VMware, at the third annual Women Transforming Technology event, thanks for watching. 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>> Announcer: From the VMware Campus in Palo Alto, California It's the CUBE. Covering Women Transforming Technology >> I'm Lisa Martin with the CUBE and we are on the ground in Palo Alto at VMware headquarters with the third annual Women Transforming Technology event. Excited to be speaking with Kathy Chou, the VP of R&D Operations and Central Services from VMware. Kathy, nice to meet you. >> Nice to meet you, as well. >> So, third annual Women Transforming Technology event. Sold out within hours. It was standing room only in the keynote this morning. We got to hear from Laila Ali. So inspiring. What a strong female, who used the word purpose a lot during her talk this morning. You're a mom of four boys. You've been a female in tech for a long time, now. What is it that has kept you in tech and pursuing a career in technology as a leader? >> Well, I have been in tech for over 25 years. And it has been an absolute amazing journey. From early career to mid career to now, I'm going to say mid-to-late career, it's just a passion that's I've had. When I was a young girl, I was just good at math and science. And I pursued that passion and ended up with a mechanical engineering degree. And there are many steps along the way where I was getting discouraged. "Why do you want to do this tech thing? "You should maybe drop out, do something else." But I'm so glad I stuck with it. And really, as you mentioned, the four boys. I want to be an example for my sons because I want them to understand there can be women with all sorts of talents. And if they happen to find someone who is technical and wants to do something in this world or do something in hi-tech or management or whatever that is, that they support them in every way, shape, or form. >> How have you gotten the coveted or sought-after work-life balance? What are some of you tips and tricks we can learn from? >> Well, first of all, I call it work-life integration. Because it's really not a balance. You've got to integrate it. And one of the things I've also ... First thing, I've chosen companies that really believe in that. VMware is a company that really believes in this bringing your authentic self to work and making sure that you can integrate your work with your life. And you need to have that balance. In fact, I do a career journey. And when I talk about my career journey, there's above line, below line. And above the line is the work stuff, and below the line is the life stuff. And you need to make sure that they're equally full. Because I believe that if you have a very, very full and busy life outside of work, it'll actually make you a better employee. So I encourage my folks, as a leader now, I'm finally a leader and I manage a team, that if folks have to go and do something in the middle of the day, doctor's appointment, do something with the kid, go do it. Because as long as you get your job done, you can integrate both work and life. >> Lisa: I love that. I think you're absolutely right, that it isn't about ... It's integration. They have to work together. So, from your career in mechanical engineering, what were some of the things that ... Were you just sort of born with an innate, "I'm really interested in this," in terms of keeping your head down and focused and getting into a fairly male-dominated industry and field? Was it just sort of that innate, that you were born with, "Hey I like this. "Yeah, I'm in a male-dominated field, but I don't care?" >> Yeah, it kind of was. Because, you know, my love ... So I had two focus areas in mechanical engineering. One was material science. I just loved material science. And so I ended up working for my first job out of Stanford was Instron Corporation which was a materials testing firm. My other love was robotics. So, I had actually worked for GM on the production line and helped program some of those early robots. And so, I was able to combine those two passions when I ended up going to Instron and developed their robotics line. Now, here's the thing. As I'm going through all of this, am I looking around and realizing, "My goodness, there are no other females here?" That was the case. But my passion for learning new things, and doing something, and making a difference seemed to outstrip the fact that there weren't females. And now that, as I'm getting, again, more advanced in my career, I'm realizing that I have a duty to play as a role-model to say "Hey, you can do it. "You can have a family. "You can have a great job. "You can have a great life outside of work. "You know, as long as you integrate all of those things." So I think with that perseverance, that's how you can get through. >> And I think that there is such a need for those role models because like we were talking about Laila Ali this morning who clearing was born with this natural confidence, which not a lot of women are, >> Kathy: Yes. >> Not a lot of people are, in general. So, I think it's really important that you've recognized you're in this position to be a mentor. >> Kathy: Mm hmm. >> What are some of the ... How do you advise, either women that are in their early stage careers or even those maybe in the middle of their careers that are pondering, "Hey, I don't see any "or a lot of strong female leaders "in the executive suite. "Should I stay here?" You had that internally, but what is your advise to women who might be at that crossroads. >> Yeah. I think the first and most important thing is that it takes courage to stay the course. I know that sounds a little odd, but don't care about what you see around yourself, right? Just know about what do you love? What is your passion? And, you know, I always say that there is something I call the sweet spot. It's where your passion meets your talent. And if you're in a place like that, you're in a very special place. Because that means it's a strength of yours that you also love. And if you do that, it doesn't matter who else is around you. You know, one thing Laila said that I really loved and I really, really believe in myself is preparation. You have to be prepared so as long as you are prepared that's what gives you the confidence. We don't ... Okay, maybe she was born confident. She came out of the womb confident. I certainly wasn't. I was someone who grew up with ... I really lacked a lot self confidence. I was painfully shy. I had trouble speaking in front of people. I worked very, very hard. I was prepared to get over that fear. You know, I put myself ... She mentioned this thing about being uncomfortable. And I think I put myself in a lot of uncomfortable situations as well. I was really resonating with what she said. Speaking in front of large audiences. In fact, I used to memorize a lot of my speeches and then I remember I would forget it in the middle of it and- (gasp) I would be horrified. But you know what? You do a few of those things, you get better and better at it and if you just get out of that comfort zone and you have those little butterflies. I always say if you have those little butterflies, you're stretching your learning and that's what helps you achieve. >> I couldn't agree more. I think that, you know, I think that I always say, "Get comfortably uncomfortable." >> Kathy: Yeah. >> No matter what you're doing. If it's above the line or below the line as you were saying before. But you're right, she talked about preparation, being prepared and we talk a lot about imposter syndrome. >> Kathy: Mm hmm. >> Often times at Women and Technology events, just because it comes up, it's something I didn't even know what it was until a few years ago. And I think just simply finding out that this is a legitimate issue that many people face of any industry, gender, you name it. That alone, knowing that that was legitimate, was, "Okay, I'm not alone here." But if you can go, "Let me prepare and get prepared for what I need to do." That preparation part is, I think, a huge key that, if more people understand that just work and be prepared, you're not alone in feeling that. Sort of maybe setting the level setting there. I think that can go a long way to helping those women in any stage of their career just get that little bit more courage that you said. >> Yes. >> That you need to get out of that comfort zone. And I agree I think goals that make you a little nervous, are good goals to have. >> Totally agree. I have some tips on how to get out of that comfort zone, Or get out of your comfort zone. So, I find, okay, there's always the smartest-person-in-the-room thing you hear about, and, forget about that, okay? Ask questions. You always here this: There's no such thing as a dumb question. And there really is no such thing. I know how many times someone has asked a question say, "I asked that question." >> Lisa: Absolutely. >> And actually it's a brilliant way to be heard. Because a lot of times, a lot of women ... Actually, it doesn't matter. A woman, unrepresented minority, it could be a white male who's shy, right? In an inclusive environment, if you don't speak up, you're not heard. And a lot of the brilliant things that people have, are those questions that people have. Because if they don't understand something, I'm sure there's someone else who doesn't either. And so if you just ask some questions, you'll find that you'll get that courage to ask a few more. And then eventually you get to the point where you actually can advocate. >> I agree. You have to be willing to try and I love that. So, the theme of this event, Inclusion in Action. >> Kathy: Yes. >> I'd love to get your perspective on how do you see inclusion in action here at VMware in engineering, for example in R&D. >> Yes. First of all, I'm on the Diversity and Inclusion Council. So I represent R&D. Yes, I just had a meeting with Betsy Sutter. We had our Diversity and Inclusion Council for VMware so I was representing R&D. So it's something that is very, very important to us. One thing I will say that I've learned at this conference is it's not about the stats. It's not about the fact that you have meetings or goals. It's something you must internalize. It's something, as a leader, I think it's my job and duty to exude it, you know, through example, through being inclusive, to making sure, like I was at an event the other day here at VMware I was talking about I was at the Watermark Conference, and I was basically doing a replay of what I did at the Watermark Conference. And in there, I saw three men. And I said to myself, "You know what? "We need more men at this event." And so, even at this conference today, I want to see more men. It's all about inclusion, right? And I think people sometimes forget that, even though it says Women Transforming Technology, men, women, whatever your sexual orientation, whatever that is, we all care about how women can transform technology. You don't have to be a woman to do that. >> Right. Well one of the things that came out today was the great news about this massive investment that VMware is doing. 15 million to create this lab at Stanford. >> Kathy: Yeah. >> This innovation lab. And we were talking with Betsy earlier. And actually, in the press release, it cited that McKinsey report that states that, companies that have a more diverse executive team, >> Yes. no stats or anything, more diverse, are 21 percent more profitable. And it just seems like a no brainer. Every company wants to be profitable, right? Except for an NPO. So, if all you need to do is to increase that thought diversity alone and you're more profitable, why is this so difficult for so many other organizations to culturally adopt that mindset? >> Yeah. What I find fascinating is that diversity and inclusion is obviously a very hot topic in Silicon Valley, right? Every company is either fearing having their numbers publicly outputted or their working on these things. And yet we're doing a lot of things, but the needle isn't moving, right? So, I think it was mentioned today, by a professor from Stanford. She was saying there's not a silver bullet. Some of these things will take a long time. One of the things that we had talked about was this pipeline of, it doesn't matter again, young women, under-represented minorities, whatever you say in the STEM fields. We need to encourage more of that, okay? And so, what's interesting is there's more, well certainly more females than males that are graduating these days, yet, when you start off in a hi-tech company, you will see quite a bit of balance between male and female, I'll just use that as an example. It's even worse as far as under-represented minorities. But as you move up the chain, what happens is the numbers just fall off. And, one of the root causes that I see as an issue, is that when these women look up at the top and say, "I don't see women." Or if I am a person of color, "I don't see a person of color in this leadership position. "Why should I continue?" And then you see just a lot of attrition happening at those levels. And so, what it takes is every single one of us internalizing how important this is. And I think when that happens, when it's not a, "Oh, it's a project." Or, "Oh, it's an initiative." Or, "Oh, it's a goal." And this, by the way, may take a decade or more. But once we all internalize this, I think that's when the needle's going to move. >> Yeah, we talked a lot earlier about accelerating this. Because you're right, the attrition rates are incredibly high, much higher for women leaving technology than leaving other industries. And a lot of women are looking for those role models, like somebody like you for example. But, I think the more awareness, the more consistent awareness we can get ... And also the fact that, you know, in the last six months we've had the Me Too Movement explode onto the scene, getting this unlikely alliance with Hollywood, Time's Up, Brotopia coming out a couple of months ago, and was something that I actually put off reading because I thought, "I don't think I want to know", and I thought, "Actually, yes I do." Because there's no reason that these things should continue. >> Right. >> But, to your point, it's not just about getting more women involved. It's really about integrating and including everybody. >> Kathy: Absolutely. >> To move the needle, but much faster. Half of 2018 is almost over. There were no big females onstage for CES five months ago. And there's really no reason for that. So the more we can all come together and just identify role models and examples and share the different things that we've been through, the more I think we can impact this acceleration of this movement. >> Totally agree. I actually have a thought that you just triggered around perhaps accelerating this in the best way we can. Knowing, again, there's no silver bullet. But I was at my business school reunion and I was shocked to see that 80 percent of my business school graduates were not working. And what happened is many of these women had taken jobs in consulting firms, investment banking firms, that weren't that friendly. And when they started to have children, they stopped out. And they didn't want to compromise their family. Who does? Nobody wants to do that. But when they wanted to come back, they found that they had either gotten off, they call it the mommy track, right? The train left the station, they couldn't make it back on. Or they weren't willing to take a lower job. And so, because of that, many of them ended up not working. And, you know, that's sad. Because these are really, really smart, brilliant ... >> Lisa: These are Harvard graduates, right? >> They are. Harvard Business School graduates that were not working. And so, like you said, it requires everyone to understand, right? It's the employers, a lot of these men, need to understand that women, if they want ... And by the way, it's not even women these days. It's young men who want to be with their families, as well. Paternity leaves, time off with the kids, those sorts of things. If you allow those people that freedom. You know, when I was young, I felt like I went through this by myself. So I had three kids five and under. My career was not progressing. I was just doing lateral moves and I didn't feel like I was successful in anything. Not successful in my job, not successful at home. And then I had no friends, 'cause I was too busy and work and home. But if I had more of a support network at the time, fortunately I didn't drop out. I could have. I think many people do. So, if we can provide more support at that really important time when they're raising their families, people can see that, "Hey, I can have a great family life and also a great work life." >> So key, just for support alone. And that's one of the things that I think is really exciting about Women Transforming Technology. It's this consortium of organizations and industry and academia and non-profits, coming together to identify and tackle these issues that we're facing. 'Cause the issues that women are facing are issues that corporations, profitable corporations, are facing. But to connect on these challenge points, provide that support and that network, and also, to your point, maybe even providing an unlikely mentor to somebody who might have in your position where, "I don't think I'm being successful anywhere." But you stuck with it, and you might have at times gone, "I don't know why I'm sticking with this." But you had some intestinal fortitude to do that. More of those supportive and mentoring voices and people, the more we can elevate them, and show them to other people who might be struggling, the better we're going to be able to move this needle. >> Completely agree. And you know what? They always say "it takes a village," right? It takes a village to raise a family. It takes a village to work and do what you need to do and make a change in the world, and we all need to do this together. And, by the way, there's nothing more inclusive than that, is there? >> Lisa: Right. >> We all have to deal with this. It doesn't matter your sexual orientation, your age, your gender, your ethnicity, doesn't matter. We all share in this common bond, right, around how do we integrate our work and our life. >> Kathy, brilliantly said. Thank you so much for stopping by the CUBE and sharing your experiences and your wisdom. I, for one, was very inspired. So thank you for your time. >> Thank you, I was inspired as well. I really appreciate it. >> Oh, thank you. Thank you for watching the CUBE. We are on the ground at VMware for the Women Transforming Technology event. Thanks for watching. (music)