 Good afternoon. We're going to get started in a couple of minutes. Let's make sure everyone's got a seat. Hi. Come on in. There's still seats available. Yes. There's some seats down here. This is amazing, can I say, that I always expect every time this is the fourth diversity event at Sea of Summit. And every time I think no one's going to show and every time I can say that it is pretty awesome. And even more awesome as I get to introduce my fabulous friend Cornelia Davis, Senior Director of Technology at Pivotal, is going to give us an amazing talk. And after that, after her keynote and after her, you know, kind of walking through some of her stories, which I love to hear over and over again, we're going to do something a little bit different. And I pulled this from the Berlin Summit where on the table, each table has four cards. Each card has different questions on it. And the intent is to really build a conversation at each table and give you the opportunity to talk about what diversity and inclusivity mean to you and how those can be best reflected in our open source community here at Cloud Foundry. We want to make this an engaging and community driven conversation and an opportunity for us to continue that throughout the year and continue to build that practice and that culture in our community here. So with that, I'm going to turn it over to Cornelia and then after her talk, then we'll talk some more. Awesome. Thank you, Abby. And I think I'm on. It sounds like I'm on. You can hear me in the back. Excellent. So you'll notice that the screen is dark. We're going to start off with a video and I'll show that in just a moment. But before we go there, I want to let you know what my goals are with this talk. There's really two goals. One is that I'm hoping that each one of you will personally be reflective and personally look inside about what diversity means and what it means for our community. And I don't just mean the Cloud Foundry community, but our community as members of the human race, just being in the world. The other thing that I want to do is I want us to reflect on what it means for us in this community, the Cloud Foundry community, and what benefit diversity brings to us in that community. So those are the goals of this talk. I'm going to talk maybe for about 20 minutes and I'm super anxious to get going with the exercises that Abby has worked out here. So hopefully we're going to have audio on this. I'm warning the folks in the back that we're going to go audio on the video. So let's go ahead and take a look to start with this. There will be 1.4 million jobs by 2020 in the computing related fields. Less than 29% of them are going to be filled by Americans and less than 3% of that 29% are going to be women. I don't think software engineering is a meritocracy. Being excellent or being good at your job isn't enough if you're a woman in tech. This sort of phenomenon of the programmer has really interested me. Programmer. Programmer. Programmer. It's hard to encourage more women to come into an environment that will sexually harass them and not fund them. As soon as a woman gets introduced, it's like a lot in the water. When companies started putting these full diversity disclosure reports out there, it became very obvious, wow, there really is a problem. This is something that we need to be trying to address. Women with a pioneer programmer, they've been written out of history, unfortunately. Grace Hopper came up with the concept of real programming languages. Ha, coding is magic. I like coding because instead of us being consumers, we could be like a producer. In the same way that everyone should know a little bit about law and everyone should know a little about economics, you probably should know a little bit about computer science. Growing up, I was actually a system kid. I didn't know that I could learn how to code like so quickly. The reason that there's a gap is actually related to some really real structural factors. Girls aren't encouraged to pursue computer science. They're overlooked because, you know, it's the boys that are good at science. It's the boys that are taking apart computers at age nine. Most students have no exposure to programming. Computer science should be a requirement in all public schools. This is a Rosie the Riveter moment because the jobs are here and we don't have the workers to fill them. For the digital revolution to truly be great, it can't just be for a certain set of people. I'm hopeful because I think that the tech industry could move the fastest. If we see the problem, we can debug it. This is our country, our cities, our communities, our children, our code. Debugging the gender gap. So that was a trailer for a film, a documentary that was produced over the last two years and has been circulating since about April of last year where it premiered at the Tribeca Film Festival. How many folks in the in the room have heard of the code documentary? Okay, and of you, how many of you have seen it? Okay, it's a fantastic film. Let me move ahead and show you some of those statistics went by pretty quickly. But these are the statistics that I pulled off of the trailer there and out of the film. So these are the statistics that show the number of women and the number of men that are in these technology companies here and these technology related professions. And they're pretty abysmal. Now I'll tell you that the code debugging the gender gap is a film that focuses on gender diversity. As filmmakers need to do, they need to focus on a theme to really be able to drill into that. You have to focus on something and can't boil the ocean. And while the elements are going to be different across different or different groups, under represented groups, the themes of inclusion and diversity are the same. So I'm going to continue to refer back to this particular angle of diversity several times in part because it's part of my personal story. And that's what I want to move ahead with now. So let me tell you a little bit about my personal story. So I have been a I have a degree in computer science. I have been a technologist my entire career. As I just said yesterday evening at a different event, over my 25 plus year career, I have stayed as a hardcore technologist. Occasionally I've gone off and maybe dabbled in a little something different like management or something else. But I very literally, every time I've tried that end up getting pulled back into the hardcore tech. I personally love the hardcore tech. So I've been doing this for like I said 25 plus years. And yes, I am often find myself in a room of 50 people where I am the only woman or the only one of two women in that room. And that's been my career, my pretty much my whole career. And I have a confession to make that up until about two years ago, I noticed, but I did nothing about it. I never really did anything about it. Until I got to know, Robin has a Reynolds and Stacy Hartman, who are the two filmmakers behind this film. We got to know them when they were early on in the stages of producing the film. They did some filming at pivotal where I work. And they and pivotal became a sponsor of the film. So we actually put some financial backing behind the film. And it was when I met Robin and Stacy that I started to really pay attention. I really started to pay attention to more than huh, once again, I'm the only woman in the room. I was by the way once in a room of about 250 people, only woman, 250 people. So that was a little extreme. But I started paying attention. And I started reading things. And I started reading research reports. And I started having conversations with other people. And I can tell you now that two years later, I'll tell you that I am a computer scientist. I am a member of the pivotal technical staff. I'm a mom, I'm a wife, and I'm now an activist as well. And so I'm in fact, I'm not very good at holding my punch lines and reserve. I'm inviting all of you to become activists as well. All of you. And so let's talk about that. So let me back up a little bit and tell you a little bit about my personal story. And I think that's maybe, my hope is that's going to bring some lessons. And I have spent in the last two years, a lot of time reflecting on my personal story and how that relates to all the research and the other conversations that I've been having. So I would like to introduce you to my niece Samantha. This is Samantha when she's in about the fifth grade. And she is a wonderful young lady. She is outgoing. She's athletic. She's really good at math and science. And you know what? She's proud of the fact that she's good at math and science. Well, here's another person. Any guesses? Yep, that's me. About the same age, around the fifth grade. And I am, aside from being far less athletic and far less outgoing, I share one thing in common with Samantha and that is I'm really good at math and I'm really good at science. And I like the fact, I'm proud of the fact that I'm really good at math and really good at science. So let's fast forward a little bit. Here's Samantha in high school. And so let's eavesdrop on a conversation. Here's a conversation that I looked in on. And Samantha says, today was a moderately good day. And one of her friends, one of her girlfriends says, yeah, except math. And then Samantha says, yeah, I know, I'm just so confused. WTF. Sorry, I probably shouldn't say that. But where did she go from being this person who was really good at math and proud of being good at math to all of a sudden, is she not good at math or is there something else that's going on here? Well, here our stories are still very similar. Here's me in high school. And you know what? I am way too cool for math and science. Way too cool for math and science. I don't want to do that. I'm out there. I want to be a horse trainer. I'm not going to spend my life in front of a computer terminal. And by the way, this was back in the 80s. So it wasn't quite as popular as it is now. So our stories are similar. And it wasn't that I all of a sudden wasn't good at math and science. It was all of a sudden I didn't want to be known as somebody who was good at math and science. That was the difference. It wasn't that I all of a sudden couldn't do it. So then something really, this is where our paths diverge. I had a brilliant moment of luck. The beginning of my junior year in high school, I found myself enrolled in a computer science class in high school. This was in 1981. I was extraordinarily lucky. Incredibly lucky. Because I, in 1981, went to a high school where we had a computer science class. And I remember I'm too cool for this. I am not going to do this. So I literally ditched the class for the first two or three days. And for those of you who are not English speakers, by ditching the class I mean I just didn't go. I was like, no, not doing that. Too cool for this. And I finally showed up on like the third day. And the teacher had this program written on the board. We didn't each have computers or were a bank of five computers on the side of the room. And she said, who wants to try it? And I've got my arms folded and I'm like, maybe I'm starting to get a little curious. So I'm like, all right, I'll try it. So I go over and I type this program onto the terminal. It was a green screen terminal. No graphical use interface. Green screen terminal. And I type R-U-N and hit enter. And it starts to count on the screen. And I went, oh, now that is cool. And from that moment on, I knew that I was going to do computer science. I literally had this really lucky moment. Now the thing that I'll tell you in the film talks about the statistics on this is that even today being a young woman or a young man at a high school where there is a computer science class is still extraordinarily rare. It just doesn't happen. It's on the order of 25 percent or something like that. It is, I don't remember the exact number, but it's extremely low. So you can see here that there is a difference in experience. And a difference in experience is going to cause a very dramatic difference in outcomes. And so we'll come back to that theme as we talk through it. So let's talk a little bit about that dynamic of I was too cool for this or my niece saying, no, I'm confused now all of a sudden. And it really comes down to what is discouraging young women, in this particular case I'm talking about young women, what is discouraging them from going into computer science. And one of the biggest factors that the research is finding, and even just anecdotal conversations is the perception of what computer science is. And this is the face of computer science in the media, right? Silicon Valley. Now, satire or not, I have to tell you, I don't watch a lot of TV, and I finally watched my first Silicon Valley not that long ago. And I was devastated, absolutely devastated, because yes, people say, oh, well, it's just satire. But a lot of people don't get satire. And so when young women see that film and they see that they're objectified and that they're not any of the smart folks on there, how encouraging is that? So let me show you another face of computer science. And that's this one. Does anybody recognize this, the woman right in the middle? That's Reshma. She is the founder of Girls Who Code. Now, let me tell you a few things about Girls Who Code. Girls Who Code was formed about four years ago. And Reshma, by the way, did a TED talk this last year, and I encourage you to watch it, because she talks a little bit about what led her to create Girls Who Code. Extraordinarily interesting talk. So Reshma founded the Girls Who Code about four years ago. Four years ago, her operating budget was about 250,000. And what she did is she took, and I believe in the first year, it was about 80 young women, and did a summer immersion program where for six or seven weeks they got together and did a long summer camp. All day, every day, five days a week, nine to five, they taught them how to program. So for $250,000 she put on this program and touched about 80 students. Now, four years later, last year, her operating budget was $15 million. And at this point, they have educated 10,000 young women. Extraordinarily amazing program. Now, we were talking about outcomes. Different experiences generate different outcomes. Let me share with you, and there's another beautiful picture of Girls Who Code. Let me share with you some of those outcomes. I pulled this off of their website just this morning. I wanted to make sure that I had the very latest statistics. So you can see here there's over 10,000 girls who code alumni. Let's check out those things. 90% of them have gone on to major in computer science or something like that. And just as interestingly as the statistic in the middle to say that 77% of them didn't come into this thinking they were going to do computer science. 77% came into this thinking they were going to go into a different field. So exposing them to this incredibly exciting and interesting field makes a difference. And they also go on to become teachers themselves. The network effect. Sam talked about the network effect yesterday in his keynote. The network effect is huge, huge. Alright. So let's continue on in the story. So here is my niece Samantha now as a high school graduate. And I will tell you that I am delighted that at least for now and I'll come back to that in just a second. Samantha is a freshman in computer science at Cal State University Northridge. And here is me in high school. That's me with my back to you sitting in the back of an El Camino. I did spend my summers outside in the sunshine. I worked in summer camps and had a blast doing that. And maybe we did kind of partied a little bit on the weekend, you know, that type of thing. But let me share with you. So right here, we're both computer science majors, but I want to share with you again a place where our stories are a little bit different. When I was in computer science in the mid 80s, we were at the peak. Roughly 35% of the people graduating with degrees in computer science were women. That was the peak. When Samantha went to her orientation last summer, she went to an orientation that was just for engineering and computer science. And I called her that night and I said, how was it? I was so excited. And I said, how was it? And she said, girls there. There were about 200 people and I don't know, there were maybe 20 girls. And she was just about done right at that moment. She was just about out. And I can tell you that I spend a lot of time with her and I'm constantly trying to keep her in. She is not feeling comfortable there. She wants out. And in part, there's a lot of reasons for that. She's underrepresented, but then there's other things. So let's explore some of those things. I'm going to use, instead of exploring the negatives, I'm going to explore the positives here. This is the logo for the University of Washington. The University of Washington is actually a phenomenal success story. What they have done was they have focused on this. Their statistics weren't much different than what we saw in their previous slide. A number of years ago they were roughly 13 percent of the computer science majors were women. Now they did some very, very deliberate things. Deliberate things that didn't cost a lot of money, but they were very deliberate nonetheless. They did things like they said we are going to focus our initial, our very first course in computer science that is offered not just to computer science majors, but to other majors as well. We're going to offer that and we're going to have projects in that that are speaking to some of the things that women tend to relate to. Things like biology or social sciences, social programs. We're going to start talking about those as the use cases, not just video games, for example. So that's one thing that they did. They did another thing where they said okay after those women took that first course in computer science, we had the professors reach out to them personally and encourage them to take the second class. So these are really simple techniques and you know what they were able to do is today they are around 33, 35 percent. They at the University of Washington are back where we were US wide back in the 1980s when we were close to the peak. So it makes a difference. But one of the most interesting statistics is this one. Of the women that went on to graduate with degrees in computer science from the University of Washington, 58 percent of them said that they were not initially interested in computer science. And I can tell you from a personal perspective I had an intern last year who, very similar story at Berkeley, and Berkeley by the way is another example of a university that does these types of things. They finessed their programs, they've gotten their professors to reach out. She came in in chemistry and told me that I didn't even know what computer science was before I came to the university level. So really, really interesting. Notice that this tracks to what we just saw in the Girls Who Code, right? 77 percent of them said that they wouldn't have done this if they hadn't been exposed to it. It was something that they learned. So really one of the big punchlines here is exposure. It's exposure. It's exposing young women and young men and anybody to this really super interesting and exciting field. And I have some, I can give you URLs, in fact maybe I'll tweet some of the URLs of where you can get these stories and get the statistics. So I'm going to fast forward a little bit to the next story which is we're going to continue on in time and this is where we're going to leave my wonderful niece behind because she's not in the working world yet. And I'm going to bring in a different character. Anybody recognize this person? A handful of you. Okay, so this is Isis. Isis, a couple of years ago, I guess it was about a year ago, appeared on a poster. So she works for One Logic and One Logic, their recruiting department had put together a campaign where they created some posters of photos of their engineers with quotes on why they liked working at One Logic so much. They posted those posters all over San Francisco, One Logic is in San Francisco, in things like the BART stations and in various other locations. And like I said, that was their marketing campaign. Well people started tweeting and what they started tweeting was pretty ignorant, quite frankly. Some people were saying oh, One Logic hired an actress to be on these posters. And when they were challenged on why would you say that? They were like well she doesn't look like an engineer. Really? Really? Well what Isis did was she wrote a medium post and she talked about some of the other microaggressions and even macroaggressions that she's experienced while she's had this career in technology. And then she did something that went viral. She tweeted a photo of herself with the hashtag of I look like an engineer. And it went viral. And we staged a protest on Twitter and myself and thousands, if not tens of thousands of other women and men posted their photos on Twitter with the I look like an engineer hashtag. So the thing that I want to talk about here is not so much the movement that we had. The movement was important. But what the movement started to do was it started to expose these initial tweets where they charged her with being a model. Why was that? And what it really comes down to is it comes down to biases. It comes down to implicit biases. We have these views and every single one of us has these views. We categorize. We get so much information coming in that we have to categorize. And we categorize things into various buckets. And the bucket that Isis was categorized into was not the technologist bucket. And so those people who had tweeted that she couldn't possibly be an engineer because she didn't look like one really were reflecting their implicit biases. Now again, I'll emphasize that we all have them and I have another confession to make. I confess in spite of the fact that I am a woman in technology, when I meet another woman who's a technologist, I'm still a little surprised because in spite of the fact that I am one, I see so few of them that I've categorized that. So that's a confession. But here's the thing. We all have those biases and it's just a matter of what we do with them. Now when I'm surprised, I go, there it is again, that bias. And I can tell you that over the course of the last two years as I become an activist, just recognizing that bias, I've become less surprised when I meet another female engineer because I've recognized it and said, there it is again. And I practice yoga and we sometimes talk about when those thoughts come in, when you're trying to meditate or focus, just acknowledge the thought and let it go on its way. And that's what I do now with those implicit biases. I'm looking for them. I'm always vigilant of them and I recognize them and then I let them go by. But then I want to do something I want to compensate for those. So I've got those compensating behaviors and because I'm a technologist and I'm a tools person, here's a whole bunch of different tools that can help you combat those. Now tools are not enough. You have to and this is where I go back to the original goal, one of the original goals that I talked about at the beginning of the talk, which is I want you to all be very reflective. Now I want to share something with you. I gave this talk at an internal event earlier this year. We had about a thousand people within the pivotal organization that listened to this talk. And I'll tell you that the response knocked me on my heels. It was overwhelming and I had so many parents come up to me and talked to me about how it made them think differently and how I had one gentleman come up to me and say, you know what, I have brought my son into pivotal labs to show him around. I never brought my daughter. This is an individual that I have a lot of respect for and really, really feel strongly about a really great person. But he had these internal biases that were that were resulting in an outcome that was less than positive. My next question was when are you bringing her next week? Awesome. Spoke with a mom who said, I signed up my son for a coding camp in the summer. I never thought to sign up my daughter. She signed up now? Oh, you bet. She signed up now. So men, women, we all have those biases. Parents who want nothing but the best for their kids have those biases and those biases are having an impact on their children. We all have them. Let's pay attention to them. So I can't remember what my next slide is. Where are we going? Ah, yes. So it's important and doing the right thing is just important because it is the right thing to do. One of the pivotal core values is do what's right. And everything that I'm talking about here, I would say I've given you reason enough to do what's right. But as it turns out, diversity is also good for business. Companies with more diverse executive boards have a higher return on equity and higher EBIT. And I think, oh yeah, the numbers, the percentages are in there. It's good for business. And when it comes to bringing in employees into your company and what could be more important for the success of your company than having the right staff, the right innovative staff, when we ask individuals how important is that there are the diversity policies in the company to you deciding whether you're going to work there or not, it's huge. It's an overwhelming majority. Now I'm going to pause here for a moment and say I'm talking about companies here who are for-profit companies. And now I'm going to transition over to does this make sense in an open source community? Forgive my language, but damn straight it does. Our community needs to be diverse to bring in more diverse individuals into the community. That same question on the right-hand side is just as relevant on are you going to participate in an open source community if you don't feel welcome there? If it's not diverse and an inclusive, you won't. And is the community going to thrive? Is it going to generate new and better products and new businesses as a result of those new and better products? Diversity is going to make a difference there as well. So in closing, I want to say that again that it's up to every one of us. It's up to us as organizations and the fact that this is our fourth diversity event at the Cloud Foundry Summit means that the organization is putting skin in the game. And that's fantastic. And then I'm also asking each one of you to put skin in the game. You can get involved. One of the things that I talked about a fair bit was implicit bias. I invite you to watch this video. This video is done. It's a talk by somebody from Google and talks about implicit bias. It's about an hour-long talk. I can tell you it is worth your hour. It is entertaining, interesting, and all of those things. Please watch it. It will help you understand what some of those implicit biases are. And then get involved. Get involved in programs. Get involved in Girls Who Code, Khan Academy, Black Girls Code. Hack for Hope is in the St. Louis area. We're partnering with them to put on an event on June 9th. So if anybody's in the St. Louis area, come see me afterward and I can tell you more about that. Get involved in those programs. Volunteer. Model behaviors. Model those behaviors for your children, for your nieces and nephews, for your children's friends. One of the other things that I chatted with after I did this event earlier this year was one of my colleagues came up to me and said, you know, that really made a difference for me. And I already am acting on this. Next Thursday, I'm doing a coding play date with my eight-year-old daughter and her friends. So he has the ability, he knows how to program. And so instead of just doing some other playing, he's doing a coding play date. So they're going to start programming using scratch or codable or something like that to expose not only his daughter but his daughter's friends. And she's more likely to do it if her friends are coming along. So model those behaviors. We can all make a difference. It's that network effect that Sam talked about. If we're all focusing on this problem, we can make a big impact. And so I thank you very much and I'll invite Abby to come back up and kind of let us know what we're going to do next. Thank you Cornelia. That was awesome and very motivating. I hope for the rest of you as much as for me. So our next event, we're going to do a little bit of an exercise that we did in Berlin but this is on a little bit of different scale. And each table has four cards. Each of the cards have different questions on them. And I would invite you to ask the questions and have a discussion on each of them at your table. Some of the people at your table you may know, others you may not, which is the point. I want everyone to talk to each other and really discuss the questions, your thoughts on them. And at the end of the day, the goal is to say how do we take this, what we're talking about here and this microcosm event and a very large event at Sea of Summit. And how do we turn this into a larger movement? We want to be inclusive and we want to build that type of community or to take the words away from Jim Zimlin at the Linux Foundation, build a bigger tent. We need to do it all together and we really need everyone here to help drive that. Yes. Yes, we will post the slides. But for the next 45 minutes, I would invite you to have a conversation on the topics on the table and eat an amazing lunch. And I'll let us know when we wrap up. But thank you all very much for coming. I do want to say one more time, I am always blown away by the people that come and show up. And it means so much to me that everyone is here and wants to participate in this conversation.