{"id":"oCP7TV199sQ","title":"Diversity Unleashed: 30 insights from 3 successful women [2021]","description":"Daml is a development framework for creating systems of record that securely connect across business processes and data boundaries while retaining privacy, guaranteeing data integrity, and enforcing strict authorization. Allowing such systems to cross boundaries — legal, regulatory, organizational, or other — enables them to form seamless economic networks.\n\n📚Check out Daml Learning Center: https://bit.ly/LearnDaml\n📖Join our forum and get started: https://bit.ly/tryDaml\n\nThis was a great session with tons of insights from some of the most successful women at Digital Asset.","channel_name":"Daml","published_at":"2021-03-08T00:00:00.000Z","thumbnail_url":"https://i.ytimg.com/vi/oCP7TV199sQ/hqdefault.jpg","transcript_text":"all right welcome everyone to today's webinar we're going to take the next few minutes to let other people join and then we'll get started all right just updating everyone uh welcome to today's webinar we're just taking the next minute or two to let everyone join um and then we'll get started okay okay so let's get started thank you everyone for joining today's webinar diversity unleashed 30 insights from three successful women we are excited to have you all here uh before we get going i have a few housekeeping items to go over um this webinar will be recorded and after today's discussion we will be sure to sign a follow-up email with that recording and we'll also leave time for questions at the end of the webinar so please post any that you have in the chat or the q a uh q a box below so with that said um i'd like to go and uh go go go ahead and welcome you all again to today's webinar my name is sarah breckenridge and i'll be the moderator of our discussion today and now i'll introduce our three panelists we first have kelly matheson our chief client experience officer at digital asset before d.a kelly spent 26 years at jpmorgan chase and three years at goldman sachs her roles at jpmorgan have included head of j.p morgan's global collateral management and securities clearing business head of global custody product head of online brokerage product massage asset management and others she was also instrumental in aiding the federal reserve bank of new york with the tri-party repo reforms post 2008 kelly also serves on the greater nyc board of the susan g komen breast cancer foundation next we have amnet rios our chief financial officer and chief operating officer at digital asset amnesty years of experience leading finance and operations organizations for both enterprise and early stage companies prior to digital assets she spent over 10 years with the royal bank of scotland where she was heavily involved in the bank's restructuring efforts following the global financial crisis earlier on in her career eminence spent five years at ibm in various leadership roles at the firm's corporate headquarters in new york and last but not least we have susan houser chairwoman of the board at digital asset susan spent 28 years at microsoft holding a number of executive positions including corporate vice president of the worldwide enterprise and partner group vice president of microsoft's worldwide industry and global accounts organization sales director for the financial services business and general manager of microsoft's customer advocacy and licensing group prior to microsoft susan worked in the financial industry at decision x and charter house financial she began her career as a special education teacher in the new york city public schools working with children with learning disabilities as a resource room teacher and then a classroom teacher ah so welcome panelists and thank you for being with us today all right um so today our panelists will share insights into how women can hold their own in the rapidly changing field of finance sales and technology um how to stay motivated pitfalls to watch out for and tips to accelerate impact without further ado let's jump right in um so starting with kelly followed by eminent would you eat about what you do at digital asset and what it's like being a c-suite executive at a technology company sure and thank you so much sarah for that introduction for everybody who's uh joining us today to be part of this important discussion during um during women's history month i'm just delighted to have the chance to talk about it again um but so while i've been involved in technology for years and am part of digital asset which is obviously a technology company i'm not a technologist myself and that might make you wonder why joining d.a was both interesting too and made sense for me well throughout my career which is in financial services as sarah mentioned jp morgan and goldman sachs every role i have ever had every product i was involved with or managed heavily relied on technology to define the product to operate the product to manage the product deliver it and so in my prior experience um this was was instrumental was critical to the delivery of the service that we had financial products or systems used to clear and settle trades the analysis and calculations to manage risk software used to interact with customers and i've also had the opportunity to live through some seminal events in the markets from the 1987 crash to the rise of online brokerage to internet and then the tech bubble and its demise 911 the effects of the global financial markets crisis and all of those experiences in all of those technology played a key if not essential roles so so simply put after working 30 years in an industry that had relied so heavily on technology and suffered frankly so greatly when technology didn't work as intended or as in needed i wanted to be part of a broader solution i wanted to be part of a team that was changing how the business of finance and business processes across industries was being done and that's what attracted me and why i joined a digital asset thanks kelly um eminent same question yeah thanks sarah um for the intro i'm i too am delighted to be here uh as you mentioned i'm the cfo and ceo here at digital asset um i oversee the day-to-day finance uh hr and operations functions for the organization maybe more generally i'd say i'm responsible for taking the vision of the company and of our co-founders and turning it into what i would say is an executable business and operating plan um complete with the controls necessary to govern the organization um it's also my job to provide transparency to our to our stakeholders around the progress that we're making both from a financial perspective and a strategic perspective and to ensure the various teams within da have the resources and the foundation that they need to execute on the company's objectives i joined d.a back in 2016 coming off of more than a decade-long experience uh working for a european bank um i'm not sure what i expected to find in a startup organization but on balance um i think it's fair to say i've been you know very pleasantly surprised in the past five years i've worked with just some of the most amazing and magnificently talented people um kelly and susan being among those magnificent people um we'll both attest to the fact that you know we're literally surrounded by passionate self-motivated highly intelligent individuals who all share really the same vision of fundamentally improving the way businesses operate and interact um through innovation and and technology so it's uh it's not hard to be inspired by that and uh and to want to step out of my comfort zone which is um i also don't have a technical uh background um but to contribute in any in any meaningful way um to to what is really a very positive uh vision thanks uh okay and now susan um i have a more specific question for you how did you come across digital asset um and why did you use it initially to start as an advisor and then a board member and now the chair of the board yeah thank you first of all thank you sarah for that wonderful uh introduction and uh and again it's such an honor to be on this panel with uh such great women yourself included and uh kelly and eminent uh you know as i think about my career and as you mentioned 28 years at microsoft uh in very a lot of ways it was a startup when i started at the company and throughout my experience at microsoft it was about being able to be part of something that started out uh with an idea or a passion and and really working with great people to bring it to market in a bigger way and so i had this incredible incredible career at microsoft where i had the opportunity to really grow businesses and to work with great people in a global way and really to have a a purpose that was bigger than myself in terms of the initial sort of mission of the company a pc on every desktop and then folding into more about how to achieve more for every individual organization in the world and globally and so when i left that i really had to think hard about you know what would i want to do in my next chapter and there were a couple of elements that drew me to digital asset one was you know is there a company out there where i could actually bring something but also learn a lot uh that was important to me second it was having a company to uh that was also had a purpose that i could really get excited about their innovation and when i met uh digital asset and i actually met digital asset i was introduced by my very first mentor uh from merrell lynch that i met in my early 90s and introduced me to digital asset i got excited about what uh what digital asset could mean to globally for innovation so that was really it got me so excited and all the passion there but the second and was equally as important maybe even more important was the people i got a chance to meet eminent and kelly and yourself by the way uh you're three people that made a very big difference in my decision first to become an advisor then to join the board and then to become chair but it was uh you know the people um the executive team but everyone in the organization that i met uh were not only bright but also just so passionate and the fact that it was really critical to them uh that there was initiative and a focus around diversity and inclusion so it was the passion it was the innovation and the people that really inspired me to join and um i'm even more excited the more i got to know the company and there's an incredible future ahead thanks susan um yeah so one of the the first things that uh you and i talked about was actually da's own diversity initiative which is called diversity focused on promoting inclusion and gender diversity in the tech industry so um i'd like to pose another question to kelly what's it like building a diversity and inclusion program from the ground up yeah so it's a great question um you know to be fair i think it's a question that i've sort of been asking and answering at different stages in my career whether joining a new organization such as in a in a new industry for me um such as that at d.a or whether you know i was joining a new team at jp morgan um i think the the way i sort of think about it is throughout my 35 plus year career diversity has been an industry issue in my case it was financial services now i would say technology or maybe it's an industry opportunity you know whether it was on trading floors in the late 1980s breaking glass ceilings so that women and people of diverse backgrounds has equal opportunity to more now making sure that women and people of diverse backgrounds are given the opportunity for both the education and the ongoing experiential skill sets to both join organizations and and get to leadership and position so what's it like um building one from the ground up well i think for us it means that we're we're we're rooted in in a couple of of important grounding points that diversity in the workforce is as important to driving business success as it is to personal empowerment it's been proven countless you know countless studies that diverse workforces produce more complete perspective on a product or service or on how to work with clients more sensitivities to the regions industries and client environments competitive companies deliver better products and services this way and and businesses grow more successfully to in time so building it has to be grounded in that the end goal here is that not just simply a better work environment importantly for the people that are doing it but that that is going to produce the best whatever it is that you make in our case it's a software product but whatever it is that you make better for the the industry and for the clients it will have a ripple effect um i think that the the second thing is is having an honest acknowledgement that there are and sort of not sugar coating that there are still many challenges across industries specific to these that need to be overcome um when women and people of diverse backgrounds enter an organization that that has a low diversity representation say in technology roles or in other organizations the risk is that they sort of can be branded as being different rather than being assessed for their actual skills or experience it's the female technologist or the person of color technologists rather than it's just the technologists so there's a real need and focus to requiring that women frankly at all levels of work work hard to ensure that they're just not seeing women and people of diverse backgrounds so they're not just seen as that definition but they're seen for the outstanding performer measured on equal standards and alike and it's really just having this this focus as a diversity organization of being really honest and candid and openly talking about the challenges whether consciously or unconsciously that occur with us as individuals and um and with us in the in the organization overall and i think it's also just having maybe a reasonable goal over the course of my career i've seen results but clearly not enough to eliminate the debate and there's much more to do so i don't you know the proverbial saying i think it's a journey not a destination yeah thanks um and yeah you talked about some of the challenges and kind of supporting diversity um and diversity initiatives and so i wanted to pose a question um specifically about digital asset to mnet um how is digital assets supporting diversity and could the company be doing more um if so how could we improve thanks sarah yeah i mean just to pick up where where kelly left off i mean i think when we set out to start diversity we we knew it would take time you know especially when you're in early stage company and there's plenty of distractions um you know we are very fortunate to have a tremendous amount of support from our board led by susan um our chairwoman and and from our ceo so we're able to explore different avenues and and make adjustments as necessary we're now in in our sixth year of operations as a company um and we have a really good balance of longer tenured employees and and more recent hires so i feel like we're constantly on the receiving end of excellent feedback either with respect to where we have gaps and could be doing more or on different approaches that we could take to drive further engagement um we're seeing incremental improvements i'd say in in awareness and in engagement um on the back of our efforts to to bring diversity to the forefront of the conversation um about our culture and our values um we've also seen improvements in our ability to attract members of underrepresented minority groups um but there's always going to be more to do as and as much as i enjoy scratching things off of my to-do list i think embracing concepts of diversity and inclusion or in the workplace or in society more generally is something that companies need to continuously work on and da is really no different in that regard yeah yeah and um uh yeah i agree i think it's a process um and uh you have to be patient but kind of going off of that idea um susan the discussion about diversity has been really gaining momentum um so how long will it take to see the results from the current debate yeah no it's great uh great question and you know picking up from both kelly and eminence comments it um it is a journey and uh you want to be able to see improvements along the way but if you treat it just as a sort of a program it needs to be part of the culture uh and it is so critical i i i so agree with both eminent and and uh kelly in terms of it is the right thing to do from a people standpoint but it also uh i have seen in my career that you know the your business results uh and what you can achieve is far greater when you have a you know diverse uh environment and it's important that it's diversity and inclusion i would say you know some lessons learned early in my career uh i and a few others sort of helped to establish and build our very first vertical organization for financial services and at the time i was an account manager for a group of of uh financial companies and i was very typically the only female in a room uh you know both internally at the company but also with customers and so when we did get this investment we said okay we're gonna post this position and we're gonna get you know diverse candidates and no one came uh to respond um because we weren't really known in the community and so we took a little bit of a longer term approach where each one of us became involved in a community diversity type of uh organization like i joined women in wall street someone else joined blacks and technology and we really uh became engaged in the community so people would get to know us and we could attract attract great talent but over time we started to see the results uh that when we posted a position we had a diverse slate of candidates now we always hired the very best for that role but we started to see that uh we had a better pool of candidates and over time we started to see that our teams became much more diverse and um making sure that we were providing them with an environment that they could best excel because not everybody wanted to be treated the same way so it's one of those where you have to keep sort of investing in it but i would say that part of it really is uh uh events like this you know having the open dialogue uh you know checking in with employees having surveys making sure that you know you're really listening and walking the shoes of your employees and i i will tell you that the results are so much better when you have you know a diverse and inclusive environment and uh i'm excited about uh what i've seen over this last almost two years being involved with digital asset but it's a journey and we're going to just keep going and i'll just add to that you know as a cfo i i tend to be very roi focused and for me diversity is just simply well worth the investment i mean it's not just something that businesses need to be concerned about from an optical or an ethical standpoint it's also important really important for the bottom line so so many studies have shown that companies with more diverse teams have considerably higher revenue and especially when you're a company that's focused on innovation i think it's critical to incorporate the broader set of perspectives particularly when you're playing in a space where your customers are from a variety of industry verticals business backgrounds geographies and so on absolutely you know you know that's so true uh i think in every possible role you know whether it's engineering and how you build a product uh to all the way to front line customer engagement uh being able to reflect your clients and be able to be empathetic to that i i completely agree that the results are there yeah um and you the three of you clearly have a lot of experience and knowledge when it comes to this so i kind of wanted to also get into how you got to where you are today um or the path that led you to where you are so kelly uh and then um eminent and then susan what were some of the challenges and how did you overcome them and uh also please mention um any mistakes or pitfalls that women should look out for yeah yeah it's a it's a it's a great question i was thinking about it earlier today sort of you know how would i answer it and i kept just coming back in my head to saying i might slightly turn the question around a bit and say what are the challenges that women and people of diverse backgrounds face today that hope it hopefully are even likely to start changing over the next uh several years and so what is it that we are doing now that's causing positive change that's starting to overcome the historic pitfalls and mistakes and i think the obstacles we face as women and people of diverse backgrounds in technology and then i'm going to go on a particular path here with regard to to education because i think it's something we can we tend to overlook and not spend perhaps enough time in is we can start early in in the education system most technology science engineering math stem programs tend to attract men over women over time particularly at higher education levels and and i think that we as individuals and even as organizations such as d.a we we can and we must create um or contribute to the creation of curriculum in these fields of study that appeal to both genders from all the way down to elementary school through through um college and and postgraduate graduate programs and i think as as technology leaders in the industry either as individuals or like eminent and susan or our organization i mean that sort of at every level of our organization we need to have a real sense of responsibility for creating a path for girls young women people coming out of a university we need to make sure the technology companies and i know susan you've done a ton of this in the past at microsoft so i'm probably leaning heavily on your experience but the technology companies are purposely working to attract female applicants they're principally making sure that they're eliminating male dominant uh cultures and this starts with everything like what we've done at d.a around rewriting job descriptions to be gender attractive across offering flexible work environments which is you know an interesting change postcova but i think that it's you know it's for me it's it's the focus on that what are we doing now that that you can see is starting to affect change and what should we keep doing what do we want to get momentum about i think that many technology leaders who come from diverse professional backgrounds diverse experiential backgrounds bring unique perspective to organizations da included that really can begin to to get some momentum and so i i know that a lot of this focus is on what i should do and what should pitfalls should i avoid but i think i think there also has to be a good measure of focus on what we can do as a collection of people as industries and organiz as companies in industries um to begin perpetuating the good things that are starting to happen now you know for me i i guess i'd say i've been really fortunate in my career and that i've worked for and amongst some very supportive and inspirational leaders um my current boss and our our ceo here at da for example invested a fair amount of time with me when i first started helping me to understand the value that i i contribute notwithstanding the fact that i don't come from a technical background um simply said i i needed to get over the fact that you know i wasn't going to be able to contribute to every single important decision in the company in a meaningful way but that didn't necessarily translate into me not being the right person for the job so i i think a common problem today is that as women we we sometimes tend to underestimate our accomplishments and and overweight our shortcomings and and that can result in a lack of confidence if you're lucky and intense feelings of self-doubt in more extreme circumstances so i think having a supportive environment is um is critical i i learned recently in one of our um diversity uh meetings that most women will only apply to a role if they feel they meet a hundred percent of the job requirements as as advertised whereas men will apply um if they meet 60 and i don't know how accurate that stat is but it resonated with me personally because um you know it it speaks to the fact that as as companies think about how to embrace concepts of diversity and inclusion in their cultures and in their hiring practices um i think they need to be very mindful of these differences in in perception that's i think both kelly and emma raised such incredible points and you know before i answered the specific uh question sarah you know it it does remind me that i really do feel strongly that you know rising tides sort of raises all boats so uh when you do it well and you really have focus on here we're talking about women it's really you know better for everyone and and so to bring it to your question about you know lessons learned and some of the challenges when i started uh early in my career at microsoft i was the only person in in the office at the time that had young children and um i would leave at five o'clock to get home to sort of have dinner with them and then i would go back to work but that mostly everyone sort of stayed in the office late hours and at some point uh my manager had brought me in and i i think i almost got fired because he thought that i wasn't happy or i wasn't really doing the work and i realized that i was kind of hiding the fact of what my lifestyle was instead of sharing it and i basically said look don't you know sort of judge me for the way i work but judge me for my outcomes i never want to be treated you know special but i needed to have that conversation and he you know sort of like lightbulb went on and he realized that maybe i worked differently but my outcomes were great so i wasn't getting fired thank goodness you know and uh and then we ended up having a conversation with the whole team and one of my co-workers at the time a gentleman his grandmother was very ill and he sort of messed up that you know he'd like to leave in the middle of the day to visit her and if we could sort of help out and cover him and so all of a sudden by being open and having the conversation everyone sort of then started to speak up about maybe they had something unique and uh it was just changed the environment and so i always think about that in terms of being transparent about that and being comfortable second part of it i would say is that really developing and growing my network of people um around me that i could feel comfortable to have those conversations uh and i was so fortunate i had there were a number of other women over the years who also had young children and we'd sort of you know kind of get together at these sales meetings and sort of talk about all these you know challenges and you know and our concerns and whether we were all able to apply for certain roles because uh the fact that we did wear you know multiple hats and getting the confidence i think you hit the nail on the head there i think uh having confidence but sometimes you have to sort of branch out and make sure you spend the time with other people um as well and build those relationships up along the way to build up that confidence to be able to go for those jobs so you know i encourage that and this is a great forum um yeah and thank you i just noticed we have a question so um why don't i why don't i ask you guys uh right away if if leader lair has boys club culture at the top how to positively tackle with this kind of culture i guess uh the question is if there exists a boys club at the top how do you positively interact with that yeah i mean i think i think unfortunately we don't have that at d.a so it's a it's been refreshing to come to an organization that has a different culture and a you know a different leadership model but you know i've mentioned to all of you that i grew up in the financial markets in the 80s and 90s so it would be um be crazy frankly for me to say that um that i i haven't personally experienced that environment i think you know i think it's a couple of things i think first it's you have to be able to to control and and manage what what what you could do which is which is your performance and and this might not be particularly popular but you have to be prepared to work really hard you don't let opportunities wait to present themselves to you go pursue them um you know as a saying you're the best author of your own career path so so seek to define it and sort of actively and aggressively pursue it and and i say that not to mean that the environment is the responsibility of a single individual but in order to be able to begin to affect real change to break those glass feelings um that i mentioned you you first have to have your own platform of success and of track record to be able to do that then i'd say the second thing is i'm going to pick up on on one of susan's points that was was excellent um it's important to build your network of of influencers of people that can give you different perspective different counsel expand your knowledge or your understanding of a topic with that knowledge combined with your own performance you are best equipped to argue present and begin to enact a different change i mean yes you're going to want a need for those leaders to have an audience to listen to it to be open to hearing it but if you can come from a position of strength where it's your performance or the evidence of effort and you're expanding your information so that you can equip yourselves with some of the comments as susan said about really being able to serve clients better or competitively improve the strength of the company or eminence point about roi if you can equip yourself with that and do so with the strength of numbers um in my experience some of the glass ceilings that i've seen broken and frankly been part of breaking have always come when it's the the strength of an individual surrounded by a team of people or a network of people that are willing to voice the same points yeah i think you know this whole uh concept of uh making the time to network one of the things i did every year was uh actually sort of uh sit down and think about what was my non-negotiable for the year both personally and professionally um you know personally it could have been you know i i wouldn't travel on my kids birthday you know for whatever reason that was my personal and didn't matter what meeting but that was my decision and then professionally i'd always sort of uh ensure that i did something to grow my knowledge whether it was getting a certification or going a training etc but also i would also uh sort of make a list of people that i was going to try to network with or get to know outside of my own group and as the years went on that really became important because they would either be supporters to your point or give me opportunities as well the one thing i would say in terms of you know the the club so to speak um and again for me personally i just i just didn't want to imitate them i tried to be true to myself and and drive the best results whatever it was that i did i held that bar up really high yeah and i'll just add to that i mean at the risk of being repetitive um i i i think it's all about really believing in yourself and and your abilities i mean you are where you are for a reason and if there's an opportunity that you think you're qualified for or that you want um you know you need to go for it don't don't be your own naysayer because i think you think you know everyone on you know can probably attest to the fact that there is no shortage of of naysayers out there so whatever it is you decide to do and for whomever it is you decide to do it i think you know committing to doing your best removing the self-doubt that tends to paralyze us all at times um and always be open to if not purposeful about stepping out of your comfort zone yeah i think that's really important and a lot of uh women especially i think in age can identify with the confidence piece um it's sometimes hard to remember that you are qualified and uh totally equipped to to be where you are um it's all late and yeah you can't psych yourself out oh there's no doubt definitely all ages well the more reason surround yourself with people who are going to build you up and and and give you the objective perspective of no you really are that good yeah yeah uh yeah these are all great points so um so now let's move on to our next section of questions um uh kind of comments on the future of uh the future for women and uh technology so uh kelly we'll start with you again um what are two one or two key principles or experiences or activities that you think will propel women forward in financial services and technology okay some of them are gonna just because they're so important i'm gonna say them they sort of reflect on some of the points that we've made now but but i'll try and say them a little bit differently um but what i would say is sort of take on new challenges and experiences it kind of leverages a little bit from the point that we're just making of have confidence in yourself to know that you don't need to be 100 qualified for a particular role but i would also say extend that to a a problem or an issue or a crisis like as has marked my career run towards those they're going to be the moments that you not only gain the issue experience but you begin to advance your ability to make decisions your network your comfort with risk or not having full information to make decisions you're knowing what to look for the next time so so so embrace those opportunities to add to your experience not just sort of piece by piece step by step you know just in increments beyond your existing boundaries like really you know challenge yourself to work on something that is is outside of your comfort zone or to be part of something where you go into it not quite knowing how you're going to handle it or how you're going to do it and then the second thing i would say is just to resonate on the point build your network and i say this knowing that the folks on this call are already investing in their experience and their skill sets so to me just to say it a little bit differently building your network yeah yeah it expands your contacts your contacts and the people you call on but really more importantly it begins to expand the available information to you it expands the different opinions and perspectives on on which you can rely i always like to say you're the grandson of your experiences at any moment but that grand sum can include the network of people on which you can rely for close counsel and information so you know what i tend to hear from people is oh i i have to remember to do that i don't have time for it but but build it into your schedule schedule one-on-ones with particularly in this age of covid where communicating with people on zoom is probably easier than it's ever been before take a few minutes to have a virtual coffee learn about someone expand your network because by doing so you're increasing the denominator of the knowledge and the information that you know yeah um yeah great answer thank you um and similarly uh another question for eminent um what steps can women take to accelerate their impact um i would say i mean i'd say a couple of things it was something like 80 percent of consumer overall consumer spending controlled by women i think the opportunities for women to um have an impact are are really countless um internet companies as an example exist you know largely to address the needs of people so if women aren't sufficiently represented then i think you know or organizations like amazon or wayfair or airbnb you know regardless of their success to date or are clearly missing out um and then the one thing i i would say that that we can all do to have um to have an impact is to pay it forward i mean if you've ever been inspired in one way or another which most people have make a commitment to inspire others um i think you'll be surprised by the network effects yeah um yeah and that's kind of similar to the the networking point that kelly made and um so so i i guess pay it forward um a similar theme susan uh how can others play a part in inspiring the next generation workforce yeah i think you know really great points in terms of you know pay it forward i think early in my career you know in i would volunteer for projects uh even when i wasn't comfortable it sort of exposed me to new people and even though i didn't have an official mentor i called them mini mentors and i would make sure that i would grab coffee or just spend 15 minutes with a variety of people each year that i would sort of grow that exposure and that always led me to new roles and new opportunities that i couldn't even sort of be able to see at that moment but it was just continuing again uh growing your network and and feeling comfortable enough to taking that leap uh for a project that you might not be fully uh you know uh ready for and uh taking that plunge but part of it is also you know i think mentorship and so as i sort of you know went through my career i was able to sort of turn around and help others and be a mentor to them but what's interesting about those mentorship roles that very often uh when i would mentor someone that uh is maybe younger in their career i would learn just as much from them as they would learn from me because all of a sudden i was able to get exposed to the next generation of potential great uh employees that i could really understand what they were thinking about and i think that's really critical is to be able to not only be a mentor but to be a mentee and even in my last role uh at microsoft which was you know running the largest sort of sales organization um i had a mentor who was just you know at a school and i wanted to make sure that i did a bit of a reverse mentorship where i learned from that person and i did i learned so much from them and it was so important to uh to be exposed to that and to be able to get that opportunity uh so i think it's you know making the time and making sure that you uh kind of continue to do that but investing in yourself i can't you know stress that enough especially now in technology i think it's such an exciting time because you know things like empathy user experience things that i think in quality wise that uh people uh women and people with uh diverse backgrounds can play such an important role in terms uh both you know the impact and the innovation uh so i think now more than ever there's an incredible opportunity for women and others to really have a different kind of career i think obviously coding is very important and it's great in the deep technology but there's also so many other kinds of roles that people could really excel and contribute to in the world of innovation and impact on individuals and organizations yeah um yeah all really all really great points um and so now uh so after we've we've discussed the future of women diversity um all of your pops to where you are now i wanted to ask uh uh a rapid fire uh kind of short answer uh question or two um to all of you uh so just answer uh when you when you know what to say so um let's start with if you could have dinner with someone alive or dead who would that be okay okay no no go ahead do you go please i i said amy schumer i think we all need to laugh a little and he just cracks me up that's good that's good i i shoot a form i can't pick one but i'll pick i'll say them really quickly picking up on eminence walt disney einstein eleanor roosevelt eleanor roosevelt was mine actually uh i just you know just because of her you know uh philanthropy and you know sort of was an incredible uh impact and uh yeah anyway i thought that would be fun but they all sound great maybe we can join together and we'll have dinner together you know we'll resume i love that question it changes over time but such a great question it is and who inspired you actually for me it was someone that i met earlier in my career that was one of the first sort of female executive that i i got to know this woman uh her name is jerry elliot she's actually an executive at cisco right now uh but what what was so great about her was that she was incredibly professional and i learned so much by watching her but at the same time when we were you know sitting around you know we could chat about things that were just typical things she was a real person and i and it was the first time that i realized that you could be a a female woman a leader you know be on that stage command you know thousands of people but yet be a really nice person and actually you know ask about your kids or talk about your kids getting into the you know college etc and she really inspired me and she's continues to be someone that i um i'm always inspired by for me i mean it's too it's it's too many people to name i mean i i i candidly i know this is gonna sound cliche but i get i get inspiration from the three of you every every single day um and i try to get inspiration um through most of my interactions so i i can't always say i'm successful probably echo it's probably echo eminence point i mean there's so many but but the theme that ties them all up it's whether it's family friends or colleagues it's people that are i can use the sounding boards and what i mean by that is that they also keep me very grounded like to make you know to think about decisions or impact on my life or aspects that you know that have a foundation of common sense right and and they allow me to sharpen my perspective see things from another angle i mean some of my best um people that inspire me are people that i pretty much never agree with me right right but you know i trust their judgment so it's it's all of those people that create this constant sounding board for me where i can kind of it sounds corny but it's true become my best self right definitely having that honest conversation is so critical kelly and i have it every week um okay and the last one is uh what technology will transform the future i think we can we we all know it can say it together ready for sure but true the elements of damo and that's really kind of goes back to your very first question is why i got excited is that i truly believe that damil uh is a way for you know companies uh to really transform and innovate and i think about some of the struggles uh you know formally where i saw companies not being able to innovate because it was too costly or they had to they had too many different systems and or it took too long and or they were afraid of things like security and privacy and they'd have to build all of that i do believe that damil has just an incredible opportunity to really modernize and innovate uh workflow multi-party really create new businesses so i think that's so exciting you know and i do think that there's a lot of technology and i although like uh i think eminent and uh kelly my background is in technology in that i'm not a deep technologist but i get so excited about what technology can do and it's always the sort of the outcomes whether it is autonomous uh vehicles or it's uh things like ai or the change of future of agriculture so we can provide food and make sure that people uh aren't going to starve and be able to create other ways of you know climate control there's so much of that but in a lot of ways the underpinning will be the ability for multi-parties to trust each other so there's the outcome and what it's going to be able to do and then there's what's behind the scenes so so much to you know to look forward to you know you make a really good point um susan as you're i'll tell you what i'm thinking about you and about the the topic that you're referencing when you say that it's like in the age of covid landing on mars non-astronaut space travel all of which mark meaningful contributions by brave influential women and people of diverse backgrounds and experiences so you know the underpinning of what you're saying is maybe it's not the technology but it's rather the technologists that will transform the the future and and the way you're referring to what we're doing i would say in large part comes from the the people itself men and women that are contributing to that all right so we have um we have some time for uh some questions from our participants um and i'll read the first one here is uh from francesco and this question is for susan it's well known that large organizations like microsoft have initiatives to hire and promote women as women leaders do you have to now deal with people believing that you were promoted simply because you filled a quota any tips in dealing with this challenge you know it's a great question and it came up you know very often and you know i thought about it a lot as well and so it is it is really critical that uh when you know there's a position that one you do want to have a we would sort of call it a diverse slate of candidates but they have to be qualified candidates and then you hire the very very best person for that role and i think that is really critical in demonstrating two organizations that in fact that if you have a diverse slate you're going to have exposure to different people but you always hire the very very best person on the flip side i have seen where early on where there was a push for diversity and it became a scorecard item versus a culture i saw some behavior that maybe not was not the right behavior where people brought diverse candidates in to fill something that was a scorecard and they weren't necessarily the best candidate or uh had the qualities or could do the role and that's the worst thing that you could possibly do because that sort of backfires so i think it really is about making sure that you are getting uh and investing whether it is investing in education as kelly had mentioned of kids early on to sort of ensure that you have a runway of potential candidates for the future but always hiring the very very best person for the role and making sure that it's very clear what the expectations are yeah um and uh we we have a few questions so i'll go ahead with the next one you have a wealth of experience between you um based on all that you have seen if you could ask your male colleagues to do one thing to better support gender diversity in your company or the industry as a whole what would that be i'm happy to start i'm sure that um susan and eminent have a great perspective on this too i'm gonna go back to um uh or to lift from a point that susan made when she was talking about her career and being evaluated on on the outcomes and i think and and sort of what i was saying earlier about um overcoming the um sort of the um the statements we put on people like she's a female technologist she's a person of color technologist so she's of this or he's or that and and look at people not um you know as if they're not humans but look at them for the humans that they are and evaluate them on their outcomes transfer you know create an environment where it's the performance whether where it's the results where it's the effort that is being made i mean they could all be different depending on on the business but where it's the the result of someone working hard or doing something with effort and not on the the person that's doing it themselves you have to sort of take them as as whole beings and don't see them as as gender or diverse see them for the results they contribute to the companies or the team's goal yeah i totally agree and i think the only thing i would add is you know maybe maybe you know see the value of of all perspectives i think that's that's super super important not to um to be close-minded or to shut off something that just doesn't resonate with you immediately i think it's important that we all keep an open mind and and um especially at a company like digital asset where we're so geographically distributed and we have people literally from every corner of the world um you know with that you the benefit of having an organization like that is um is that you get the value of a very diverse array of um of experiences and perspectives and i think it's very important that we as leaders um you know are keeping our ears open and an open mind about about you know the different angles that people come from totally yeah i think so well said and you know i i always think about this as it's it's not a one-size-fits-all and and being able to uh allow people to sort of get to the outcomes and and giving them the room to get there um i found as i you know sort of went up my career ladder and and became an executive which you know you're always crunched with time and there's not a lot of time and so there's very often i want to just tell someone okay i've done this before here's what you do and hear the steps and sort of sitting on my hands and saying okay don't say that because you know what they may have a different you know a path to get there and matter of fact they may have a better path but you know just giving people that room and and not sort of succumbing to the pressure of you know we've got to get this done and here i've done it before so just do it this way yeah and i think um back to kind of what we were talking about earlier about just starting the honest conversation that kind of uh at least with the experience we've had at digital asset starting that conversation starting an initiative dedicated to diversity and then you kind of look up and you find that everyone is in agreement um especially we i mean we have a mostly male uh employee count and so um i think the there's actually probably more men than women in our diversity group um as it stands now so it's it's all about starting that conversation and um and you'll realize that everyone is on board and everyone just wants to help uh push the clause forward um and this is another interesting question um have any of you taken time off for child care or elderly care and if so how was your transition back to the workforce uh what did you appreciate most about a successful transition or what would you have changed about a challenging one well i'll take that one um so uh i took actually took off time before i after my second child and a matter of fact at that very same time i had applied for uh a position at microsoft it was a part-time position so i actually started at microsoft part-time and the only reason i applied was the fact that i had just had a second child and i thought it would be a good way to balance uh and i i'll show this real quick but i remember at the interview a male person who i think meant well pulled me aside and said by the way there's a full-time position available and i said well no i really want this part-time role because i have two young kids they said well you know if you take this part-time role you'll never amount to anything here uh and your career will be uh you know you won't have a career so of course i said well that's okay because i made a trade-off and i decided but in my mind i was like okay one i'm gonna prove that person wrong one day but um and uh and that person didn't do well but anyway just but uh i did take the slow round yeah exactly i did take the slow route um when my kids were younger and at some point uh we decided and my husband became a stay-at-home dad but sort of that's a side story but um but the point was that it was a personal choice uh and and making it and taking the time and then starting with this company and then sort of taking my time until a certain point but i do remember when at microsoft uh there was a change in policy where men could take off a month uh and i think that's more now but anyway i remember the first male that took off he was so nervous um you know that he was going to be the first male to take off and remember having this conversation with him and trying to support him saying yes go and once he did it you know all the other men sort of did it too but i think to your point is you know um if there is a it's a personal choice you have to bounce i always say you're going to always feel guilty and that doesn't go away because you're always going to feel like you're you know you need to be doing something else but i think it's you know all the things that we said before it's the networking it's the feeling the confidence it's the investing in yourself um through that process is the you know is the most important and i'll just take the flip side of that so i i uh have been very fortunate my husband has a pretty flexible um job so i didn't take much uh much time off um to to be with my daughter but um i got just as many comments and remarks saying you know why aren't you going home and why you know aren't you as as um you know as focused on on parenting or whatever the case may be so i think the bottom line is you just have to do you and you know what's best for you you know what's what choices you need to make and and just have confidence in those and and keep moving forward totally if i can just pick up on on the confidence point that um eminence made but maybe talk about something different i had gotten to a point um where uh my father had gotten to a point where he was very likely at at end of life and i knew that i wanted to take time off to be with him uh and have have sort of uninterrupted time with him uh during that period and also to help my mom with what was going to be a you know an a difficult transition but i remember i remember being like literally unashamed about asking for this this was going to happen here's what i was going to do i planned for it going into it obviously it's hard to plan something coming out of that but but i plan going into it i set expectations on how i'd be reachable and when i would not and what priorities would it going to be so i brought an unashamed but sort of a very structured way of dealing with it and the reality was is at that point i had been with an organization for a long time i had performed well i had certainly given more than my fair share of hours outside the normal working hours so you know i had contributed in a way that i felt i could take this draw down and and and i think more than anything else it was my attitude this was just going to happen now i realize you can do that differently at different stages of your career my real point is it all just contributes to whereas as you're you're sort of building up a reputation of strong performance organizations tend to give more latitude for things like this um and i think that's that's just a really important question i'm sure a lot of people wonder um how to go through with that and we are we've run a little bit over um but uh i just wanted to thank the three of you again for participating today it was a really wonderful conversation i learned a lot and i'm sure um all of our participants did as well um and any of the questions that we did not get to uh we will answer offline um and another reminder that this recorded uh recording will also be distributed to um all of the all of those who registered so thanks again thank you sarah by the way kelly and eminent it's been an incredible conversation and thank you for everyone joining thank you all thank you too sarah you were amazing thank you for organizing so well thank you thank you thank you guys all right have a great day you too","transcript_synced_at":"2026-10-26T04:12:20.413Z","segments":[{"start_seconds":22,"text":"all right welcome everyone to today's webinar we're going to take the next few minutes to let other people join and then we'll get started","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=22s"},{"start_seconds":56,"text":"all right just updating everyone uh welcome to today's webinar we're just taking the next minute or two to let everyone","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=56s"},{"start_seconds":64,"text":"join um and then we'll get started","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=64s"},{"start_seconds":84,"text":"okay okay so let's get started thank you everyone for joining today's webinar","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=84s"},{"start_seconds":92,"text":"diversity unleashed 30 insights from three successful women we are excited to have you all here uh before we","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=92s"},{"start_seconds":100,"text":"get going i have a few housekeeping items to go over um this webinar will be recorded and after today's discussion we will be sure","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=100s"},{"start_seconds":108,"text":"to sign a follow-up email with that recording and we'll also leave time for questions at the end of the webinar so please","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=108s"},{"start_seconds":115,"text":"post any that you have in the chat or the q a uh q a box below so with that said","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=115s"},{"start_seconds":123,"text":"um i'd like to go and uh go go go ahead and welcome you all again to today's webinar my name is sarah breckenridge and i'll","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=123s"},{"start_seconds":130,"text":"be the moderator of our discussion today and now i'll introduce our three panelists","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=130s"},{"start_seconds":138,"text":"we first have kelly matheson our chief client experience officer at digital asset before d.a","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=138s"},{"start_seconds":145,"text":"kelly spent 26 years at jpmorgan chase and three years at goldman sachs her roles at jpmorgan have included","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=145s"},{"start_seconds":153,"text":"head of j.p morgan's global collateral management and securities clearing business head of global custody product head of","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=153s"},{"start_seconds":160,"text":"online brokerage product massage asset management and others she was also instrumental in aiding the federal reserve bank of new york","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=160s"},{"start_seconds":169,"text":"with the tri-party repo reforms post 2008 kelly also serves on the greater nyc board of the susan","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=169s"},{"start_seconds":176,"text":"g komen breast cancer foundation next we have amnet rios our chief financial officer","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=176s"},{"start_seconds":183,"text":"and chief operating officer at digital asset amnesty years of experience leading finance and operations organizations for both","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=183s"},{"start_seconds":191,"text":"enterprise and early stage companies prior to digital assets she spent over 10 years with the royal bank of scotland where she","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=191s"},{"start_seconds":199,"text":"was heavily involved in the bank's restructuring efforts following the global financial crisis earlier on in her career eminence spent","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=199s"},{"start_seconds":207,"text":"five years at ibm in various leadership roles at the firm's corporate headquarters in new york and last but not least we have susan","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=207s"},{"start_seconds":216,"text":"houser chairwoman of the board at digital asset susan spent 28 years at microsoft holding a number of executive positions including","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=216s"},{"start_seconds":225,"text":"corporate vice president of the worldwide enterprise and partner group vice president of microsoft's worldwide industry","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=225s"},{"start_seconds":233,"text":"and global accounts organization sales director for the financial services business and general manager of microsoft's","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=233s"},{"start_seconds":241,"text":"customer advocacy and licensing group prior to microsoft susan worked in the financial industry at decision x and","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=241s"},{"start_seconds":249,"text":"charter house financial she began her career as a special education teacher in the new york city public schools working with children","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=249s"},{"start_seconds":257,"text":"with learning disabilities as a resource room teacher and then a classroom teacher ah so welcome panelists and thank you","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=257s"},{"start_seconds":265,"text":"for being with us today all right um so today our panelists will","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=265s"},{"start_seconds":273,"text":"share insights into how women can hold their own in the rapidly changing field of finance sales and technology","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=273s"},{"start_seconds":281,"text":"um how to stay motivated pitfalls to watch out for and tips to accelerate impact without further ado let's","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=281s"},{"start_seconds":288,"text":"jump right in um so starting with kelly followed by eminent would you","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=288s"},{"start_seconds":295,"text":"eat about what you do at digital asset and what it's like being a c-suite executive at a","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=295s"},{"start_seconds":303,"text":"technology company sure and thank you so much sarah for that introduction for everybody who's uh joining us today to be part of this","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=303s"},{"start_seconds":312,"text":"important discussion during um during women's history month i'm just delighted to have the chance to talk about it again um but so while i've been involved in","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=312s"},{"start_seconds":321,"text":"technology for years and am part of digital asset which is obviously a technology company i'm not a technologist myself","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=321s"},{"start_seconds":329,"text":"and that might make you wonder why joining d.a was both interesting too and made sense for me well throughout my career which is in","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=329s"},{"start_seconds":338,"text":"financial services as sarah mentioned jp morgan and goldman sachs every role i have ever had every product i was involved with or managed","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=338s"},{"start_seconds":346,"text":"heavily relied on technology to define the product to operate the product to manage the product deliver it","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=346s"},{"start_seconds":352,"text":"and so in my prior experience um this was was instrumental was critical to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=352s"},{"start_seconds":359,"text":"the delivery of the service that we had financial products or systems used to clear and settle trades the","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=359s"},{"start_seconds":366,"text":"analysis and calculations to manage risk software used to interact with customers and i've also had the opportunity to live","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=366s"},{"start_seconds":374,"text":"through some seminal events in the markets from the 1987 crash to the rise of online brokerage to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=374s"},{"start_seconds":382,"text":"internet and then the tech bubble and its demise 911 the effects of the global financial markets crisis","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=382s"},{"start_seconds":391,"text":"and all of those experiences in all of those technology played a key if not essential roles so","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=391s"},{"start_seconds":398,"text":"so simply put after working 30 years in an industry that had relied so heavily on technology and suffered frankly so greatly when","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=398s"},{"start_seconds":407,"text":"technology didn't work as intended or as in needed i wanted to be part of a broader solution i wanted to be part of a team","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=407s"},{"start_seconds":415,"text":"that was changing how the business of finance and business processes across industries was being done and that's what attracted me and why i","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=415s"},{"start_seconds":424,"text":"joined a digital asset","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=424s"},{"start_seconds":434,"text":"thanks kelly um eminent same question yeah thanks sarah um for the intro i'm i too am delighted to be here uh","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=434s"},{"start_seconds":442,"text":"as you mentioned i'm the cfo and ceo here at digital asset um i oversee the day-to-day finance uh hr and operations functions for the","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=442s"},{"start_seconds":450,"text":"organization maybe more generally i'd say i'm responsible for taking the vision of the company and of our co-founders and turning it into what i","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=450s"},{"start_seconds":459,"text":"would say is an executable business and operating plan um complete with the controls necessary to govern the organization","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=459s"},{"start_seconds":467,"text":"um it's also my job to provide transparency to our to our stakeholders around the progress that we're making both from a financial perspective and a strategic","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=467s"},{"start_seconds":475,"text":"perspective and to ensure the various teams within da have the resources and the foundation that they need to execute on the company's","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=475s"},{"start_seconds":484,"text":"objectives i joined d.a back in 2016 coming off of more than a decade-long experience uh working for a european","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=484s"},{"start_seconds":493,"text":"bank um i'm not sure what i expected to find in a startup organization but on balance um i think it's fair to say i've been you","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=493s"},{"start_seconds":501,"text":"know very pleasantly surprised in the past five years i've worked with just some of the most amazing and magnificently talented","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=501s"},{"start_seconds":510,"text":"people um kelly and susan being among those magnificent people um we'll both attest to the fact that you know we're literally surrounded by","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=510s"},{"start_seconds":518,"text":"passionate self-motivated highly intelligent individuals who all share really the same vision of fundamentally improving the way businesses","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=518s"},{"start_seconds":527,"text":"operate and interact um through innovation and and technology so it's uh it's not hard to be inspired by that and uh","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=527s"},{"start_seconds":535,"text":"and to want to step out of my comfort zone which is um i also don't have a technical uh background um but to contribute in any in any","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=535s"},{"start_seconds":543,"text":"meaningful way um to to what is really a very positive uh vision","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=543s"},{"start_seconds":550,"text":"thanks uh okay and now susan um i have a more specific question for you","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=550s"},{"start_seconds":557,"text":"how did you come across digital asset um and why did you use it initially to start as an advisor and then a board member and now","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=557s"},{"start_seconds":565,"text":"the chair of the board yeah thank you first of all thank you sarah for that wonderful uh introduction and uh and","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=565s"},{"start_seconds":573,"text":"again it's such an honor to be on this panel with uh such great women yourself included and uh","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=573s"},{"start_seconds":579,"text":"kelly and eminent uh you know as i think about my career and as you mentioned 28 years at microsoft uh in very","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=579s"},{"start_seconds":588,"text":"a lot of ways it was a startup when i started at the company and throughout my experience at microsoft","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=588s"},{"start_seconds":595,"text":"it was about being able to be part of something that started out uh with an idea or a passion","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=595s"},{"start_seconds":602,"text":"and and really working with great people to bring it to market in a bigger way and so i had this incredible incredible","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=602s"},{"start_seconds":610,"text":"career at microsoft where i had the opportunity to really grow businesses and to work with great people in a global way and really to have a","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=610s"},{"start_seconds":620,"text":"a purpose that was bigger than myself in terms of the initial sort of mission of the company a pc on every desktop and","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=620s"},{"start_seconds":628,"text":"then folding into more about how to achieve more for every individual organization in the world and globally and so when i","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=628s"},{"start_seconds":636,"text":"left that i really had to think hard about you know what would i want to do in my next chapter and there were a couple of elements that drew me to digital asset","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=636s"},{"start_seconds":644,"text":"one was you know is there a company out there where i could actually bring something but also learn a lot uh that was important to me second it","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=644s"},{"start_seconds":653,"text":"was having a company to uh that was also had a purpose that i could really get excited about their innovation and when i met","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=653s"},{"start_seconds":662,"text":"uh digital asset and i actually met digital asset i was introduced by my very first mentor uh from merrell lynch that i met","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=662s"},{"start_seconds":670,"text":"in my early 90s and introduced me to digital asset i got excited about what uh what digital asset could mean to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=670s"},{"start_seconds":679,"text":"globally for innovation so that was really it got me so excited and all the passion there but the second and was equally as","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=679s"},{"start_seconds":686,"text":"important maybe even more important was the people i got a chance to meet eminent and kelly and yourself by the way","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=686s"},{"start_seconds":693,"text":"uh you're three people that made a very big difference in my decision first to become an advisor then to join the board and then to become","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=693s"},{"start_seconds":702,"text":"chair but it was uh you know the people um the executive team but everyone in the organization","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=702s"},{"start_seconds":708,"text":"that i met uh were not only bright but also just so passionate and the fact that it was really critical to them","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=708s"},{"start_seconds":716,"text":"uh that there was initiative and a focus around diversity and inclusion so it was the passion it was the innovation and the people that really","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=716s"},{"start_seconds":725,"text":"inspired me to join and um i'm even more excited the more i got to know the company and there's an incredible future ahead","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=725s"},{"start_seconds":734,"text":"thanks susan um yeah so one of the the first things that uh you and i talked about was actually","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=734s"},{"start_seconds":741,"text":"da's own diversity initiative which is called diversity focused on promoting inclusion","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=741s"},{"start_seconds":748,"text":"and gender diversity in the tech industry so um i'd like to pose another question to kelly what's it like building a","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=748s"},{"start_seconds":757,"text":"diversity and inclusion program from the ground up yeah so it's a great question um you know to be fair i think it's a question","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=757s"},{"start_seconds":764,"text":"that i've sort of been asking and answering at different stages in my career whether joining a new organization such as in a","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=764s"},{"start_seconds":772,"text":"in a new industry for me um such as that at d.a or whether you know i was joining a new team at jp morgan um i think the the way i","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=772s"},{"start_seconds":781,"text":"sort of think about it is throughout my 35 plus year career diversity has been an industry issue in my case it was financial services","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=781s"},{"start_seconds":788,"text":"now i would say technology or maybe it's an industry opportunity you know whether it was on trading floors in the late 1980s","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=788s"},{"start_seconds":796,"text":"breaking glass ceilings so that women and people of diverse backgrounds has equal opportunity to more now making sure that women and","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=796s"},{"start_seconds":805,"text":"people of diverse backgrounds are given the opportunity for both the education and the ongoing experiential skill sets","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=805s"},{"start_seconds":813,"text":"to both join organizations and and get to leadership and position so what's it like um building one from the ground up well i think for us","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=813s"},{"start_seconds":822,"text":"it means that we're we're we're rooted in in a couple of of important grounding points that","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=822s"},{"start_seconds":830,"text":"diversity in the workforce is as important to driving business success as it is to personal empowerment","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=830s"},{"start_seconds":837,"text":"it's been proven countless you know countless studies that diverse workforces produce more complete perspective on a product","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=837s"},{"start_seconds":846,"text":"or service or on how to work with clients more sensitivities to the regions industries and client environments","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=846s"},{"start_seconds":854,"text":"competitive companies deliver better products and services this way and and businesses grow more successfully to in time so building it has to be","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=854s"},{"start_seconds":863,"text":"grounded in that the end goal here is that not just simply a better work environment importantly for the people that are","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=863s"},{"start_seconds":870,"text":"doing it but that that is going to produce the best whatever it is that you make in our case it's a software product but whatever it is that you make","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=870s"},{"start_seconds":878,"text":"better for the the industry and for the clients it will have a ripple effect um i think that the the second thing is is having an","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=878s"},{"start_seconds":885,"text":"honest acknowledgement that there are and sort of not sugar coating that there are still many challenges","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=885s"},{"start_seconds":893,"text":"across industries specific to these that need to be overcome um when women and people of diverse backgrounds enter an","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=893s"},{"start_seconds":901,"text":"organization that that has a low diversity representation say in technology roles or in other organizations the risk is that","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=901s"},{"start_seconds":910,"text":"they sort of can be branded as being different rather than being assessed for their actual skills or experience it's the female technologist or the person of","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=910s"},{"start_seconds":918,"text":"color technologists rather than it's just the technologists so there's a real need and focus to requiring that women","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=918s"},{"start_seconds":926,"text":"frankly at all levels of work work hard to ensure that they're just not seeing women and people of diverse backgrounds so they're not just seen as","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=926s"},{"start_seconds":935,"text":"that definition but they're seen for the outstanding performer measured on equal standards and alike and it's really just having this","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=935s"},{"start_seconds":944,"text":"this focus as a diversity organization of being really honest and candid and openly talking about the challenges","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=944s"},{"start_seconds":951,"text":"whether consciously or unconsciously that occur with us as individuals and um and with us","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=951s"},{"start_seconds":958,"text":"in the in the organization overall and i think it's also just having maybe a reasonable goal over the course of my","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=958s"},{"start_seconds":966,"text":"career i've seen results but clearly not enough to eliminate the debate and there's much more to do so i don't you know the proverbial saying i think","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=966s"},{"start_seconds":973,"text":"it's a journey not a destination yeah thanks um and yeah you talked about some of the","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=973s"},{"start_seconds":981,"text":"challenges and kind of supporting diversity um and diversity initiatives and so i wanted to pose a question um specifically about digital asset to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=981s"},{"start_seconds":990,"text":"mnet um how is digital assets supporting diversity and could the company be doing more um if so","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=990s"},{"start_seconds":998,"text":"how could we improve thanks sarah yeah i mean just to pick up where where kelly left off i mean i think when we set out to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=998s"},{"start_seconds":1005,"text":"start diversity we we knew it would take time you know especially when you're in early stage company and there's plenty of distractions um you","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1005s"},{"start_seconds":1013,"text":"know we are very fortunate to have a tremendous amount of support from our board led by susan um our chairwoman and","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1013s"},{"start_seconds":1020,"text":"and from our ceo so we're able to explore different avenues and and make adjustments as necessary we're now in","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1020s"},{"start_seconds":1027,"text":"in our sixth year of operations as a company um and we have a really good balance of longer tenured employees and and more recent hires so i feel like","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1027s"},{"start_seconds":1036,"text":"we're constantly on the receiving end of excellent feedback either with respect to where we have gaps and could be doing more or","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1036s"},{"start_seconds":1044,"text":"on different approaches that we could take to drive further engagement um we're seeing incremental improvements i'd say in in awareness and in engagement um","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1044s"},{"start_seconds":1052,"text":"on the back of our efforts to to bring diversity to the forefront of the conversation um about our culture and our values um","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1052s"},{"start_seconds":1059,"text":"we've also seen improvements in our ability to attract members of underrepresented minority groups um but there's always","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1059s"},{"start_seconds":1067,"text":"going to be more to do as and as much as i enjoy scratching things off of my to-do list i think embracing concepts of diversity and inclusion or in the workplace or","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1067s"},{"start_seconds":1076,"text":"in society more generally is something that companies need to continuously work on and da is really no different in that regard","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1076s"},{"start_seconds":1084,"text":"yeah yeah and um uh yeah i agree i think it's a process um and uh you have to be patient but","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1084s"},{"start_seconds":1093,"text":"kind of going off of that idea um susan the discussion about diversity has been really gaining momentum","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1093s"},{"start_seconds":1101,"text":"um so how long will it take to see the results from the current debate yeah no it's great uh great question and","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1101s"},{"start_seconds":1108,"text":"you know picking up from both kelly and eminence comments it um it is a journey and uh you want to be able to see","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1108s"},{"start_seconds":1117,"text":"improvements along the way but if you treat it just as a sort of a program it needs to be part of the culture","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1117s"},{"start_seconds":1124,"text":"uh and it is so critical i i i so agree with both eminent and and uh kelly in terms of","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1124s"},{"start_seconds":1131,"text":"it is the right thing to do from a people standpoint but it also uh i have seen in my career that you know the your business results uh","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1131s"},{"start_seconds":1140,"text":"and what you can achieve is far greater when you have a you know diverse uh environment and it's important that it's diversity","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1140s"},{"start_seconds":1149,"text":"and inclusion i would say you know some lessons learned early in my career uh i and a few others","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1149s"},{"start_seconds":1157,"text":"sort of helped to establish and build our very first vertical organization for financial services and at the time i was an account manager","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1157s"},{"start_seconds":1165,"text":"for a group of of uh financial companies and i was very typically the only female in a room uh you know both internally at the","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1165s"},{"start_seconds":1174,"text":"company but also with customers and so when we did get this investment we said okay we're gonna post this position and we're gonna get you know diverse","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1174s"},{"start_seconds":1182,"text":"candidates and no one came uh to respond um because we weren't really known in the community and so we took a little bit of a longer","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1182s"},{"start_seconds":1191,"text":"term approach where each one of us became involved in a community diversity type of uh organization like i joined women in","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1191s"},{"start_seconds":1200,"text":"wall street someone else joined blacks and technology and we really uh became engaged in the community so people would get to know","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1200s"},{"start_seconds":1208,"text":"us and we could attract attract great talent but over time we started to see the results uh that when we posted a position we had","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1208s"},{"start_seconds":1218,"text":"a diverse slate of candidates now we always hired the very best for that role but we started to see that uh","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1218s"},{"start_seconds":1225,"text":"we had a better pool of candidates and over time we started to see that our teams became much more diverse","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1225s"},{"start_seconds":1232,"text":"and um making sure that we were providing them with an environment that they could best excel because not everybody wanted to be treated the same way so","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1232s"},{"start_seconds":1241,"text":"it's one of those where you have to keep sort of investing in it but i would say that part of it really is uh uh events like","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1241s"},{"start_seconds":1249,"text":"this you know having the open dialogue uh you know checking in with employees having surveys making sure that","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1249s"},{"start_seconds":1257,"text":"you know you're really listening and walking the shoes of your employees and i i will tell you that the results are so much better when you have you know a","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1257s"},{"start_seconds":1266,"text":"diverse and inclusive environment and uh i'm excited about uh what i've seen over this last almost two years being","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1266s"},{"start_seconds":1273,"text":"involved with digital asset but it's a journey and we're going to just keep going and i'll just add to that you know as a","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1273s"},{"start_seconds":1281,"text":"cfo i i tend to be very roi focused and for me diversity is just simply well worth the investment i mean it's not just","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1281s"},{"start_seconds":1288,"text":"something that businesses need to be concerned about from an optical or an ethical standpoint it's also important really important for the bottom line so","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1288s"},{"start_seconds":1296,"text":"so many studies have shown that companies with more diverse teams have considerably higher revenue and especially when you're a company that's focused on","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1296s"},{"start_seconds":1304,"text":"innovation i think it's critical to incorporate the broader set of perspectives particularly when you're playing in a space where your customers are from a variety of industry verticals","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1304s"},{"start_seconds":1313,"text":"business backgrounds geographies and so on absolutely you know you know that's so true uh i think in every possible role you know whether it's engineering and","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1313s"},{"start_seconds":1322,"text":"how you build a product uh to all the way to front line customer engagement uh being able to reflect your clients","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1322s"},{"start_seconds":1329,"text":"and be able to be empathetic to that i i completely agree that the results are there","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1329s"},{"start_seconds":1339,"text":"yeah um and you the three of you clearly have a lot of experience and knowledge when it comes to this so i","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1339s"},{"start_seconds":1346,"text":"kind of wanted to also get into how you got to where you are today um","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1346s"},{"start_seconds":1353,"text":"or the path that led you to where you are so kelly uh and then um eminent and then","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1353s"},{"start_seconds":1360,"text":"susan what were some of the challenges and how did you overcome them and uh","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1360s"},{"start_seconds":1367,"text":"also please mention um any mistakes or pitfalls that women should look out for","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1367s"},{"start_seconds":1374,"text":"yeah yeah it's a it's a it's a great question i was thinking about it earlier today sort of you know how would i answer it and i kept just coming back in my head","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1374s"},{"start_seconds":1382,"text":"to saying i might slightly turn the question around a bit and say what are the challenges that women","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1382s"},{"start_seconds":1390,"text":"and people of diverse backgrounds face today that hope it hopefully are even likely to start changing over the next uh several years","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1390s"},{"start_seconds":1399,"text":"and so what is it that we are doing now that's causing positive change that's starting to overcome the historic pitfalls and mistakes and i","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1399s"},{"start_seconds":1408,"text":"think the obstacles we face as women and people of diverse backgrounds in technology and then i'm going to go on a particular","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1408s"},{"start_seconds":1417,"text":"path here with regard to to education because i think it's something we can we tend to overlook and not spend perhaps enough time in is we","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1417s"},{"start_seconds":1425,"text":"can start early in in the education system most technology science engineering math stem programs tend to attract","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1425s"},{"start_seconds":1433,"text":"men over women over time particularly at higher education levels and and i think that we as","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1433s"},{"start_seconds":1440,"text":"individuals and even as organizations such as d.a we we can and we must create um or contribute to the creation of","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1440s"},{"start_seconds":1449,"text":"curriculum in these fields of study that appeal to both genders from all the way down to elementary school through through um college and and postgraduate","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1449s"},{"start_seconds":1456,"text":"graduate programs and i think as as technology leaders in the industry either as individuals or","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1456s"},{"start_seconds":1463,"text":"like eminent and susan or our organization i mean that sort of at every level of our organization we need to have a real","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1463s"},{"start_seconds":1471,"text":"sense of responsibility for creating a path for girls young women people coming out of a university we need to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1471s"},{"start_seconds":1481,"text":"make sure the technology companies and i know susan you've done a ton of this in the past at microsoft so i'm probably leaning","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1481s"},{"start_seconds":1488,"text":"heavily on your experience but the technology companies are purposely working to attract female applicants they're","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1488s"},{"start_seconds":1495,"text":"principally making sure that they're eliminating male dominant uh cultures and this starts with everything like what we've done at d.a","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1495s"},{"start_seconds":1503,"text":"around rewriting job descriptions to be gender attractive across offering flexible work environments which is","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1503s"},{"start_seconds":1511,"text":"you know an interesting change postcova but i think that it's you know it's for me it's it's the focus on that what are we","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1511s"},{"start_seconds":1519,"text":"doing now that that you can see is starting to affect change and what should we keep doing what do we want to get","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1519s"},{"start_seconds":1527,"text":"momentum about i think that many technology leaders who come from diverse professional backgrounds diverse","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1527s"},{"start_seconds":1535,"text":"experiential backgrounds bring unique perspective to organizations da included that really can begin to to get some","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1535s"},{"start_seconds":1543,"text":"momentum and so i i know that a lot of this focus is on what i should do and what should pitfalls should i avoid but i think i think there also has","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1543s"},{"start_seconds":1551,"text":"to be a good measure of focus on what we can do as a collection of people as industries and organiz as companies","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1551s"},{"start_seconds":1559,"text":"in industries um to begin perpetuating the good things that are starting to happen now","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1559s"},{"start_seconds":1568,"text":"you know for me i i guess i'd say i've been really fortunate in my career and that i've worked for and amongst some very supportive and inspirational","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1568s"},{"start_seconds":1577,"text":"leaders um my current boss and our our ceo here at da for example invested a fair amount of time with me when i first started helping","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1577s"},{"start_seconds":1585,"text":"me to understand the value that i i contribute notwithstanding the fact that i don't come from a technical background um simply said i i needed to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1585s"},{"start_seconds":1593,"text":"get over the fact that you know i wasn't going to be able to contribute to every single important decision in the company in a meaningful way but that didn't necessarily translate into","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1593s"},{"start_seconds":1602,"text":"me not being the right person for the job so i i think a common problem today is that as women we we sometimes tend to underestimate our","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1602s"},{"start_seconds":1610,"text":"accomplishments and and overweight our shortcomings and and that can result in a lack of confidence if you're lucky and","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1610s"},{"start_seconds":1617,"text":"intense feelings of self-doubt in more extreme circumstances so i think having a supportive environment is um is critical i i","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1617s"},{"start_seconds":1626,"text":"learned recently in one of our um diversity uh meetings that most women will only apply to a role if they feel they meet a hundred percent of the job","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1626s"},{"start_seconds":1634,"text":"requirements as as advertised whereas men will apply um if they meet 60 and i don't know how accurate that stat is but it resonated with me personally","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1634s"},{"start_seconds":1643,"text":"because um you know it it speaks to the fact that as as companies think about how to embrace concepts of diversity and inclusion","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1643s"},{"start_seconds":1651,"text":"in their cultures and in their hiring practices um i think they need to be very mindful of these differences in in perception that's","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1651s"},{"start_seconds":1660,"text":"i think both kelly and emma raised such incredible points and you know before i answered the specific uh question sarah you know","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1660s"},{"start_seconds":1668,"text":"it it does remind me that i really do feel strongly that you know rising tides sort of raises all boats so","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1668s"},{"start_seconds":1675,"text":"uh when you do it well and you really have focus on here we're talking about women it's really you know better for everyone and and so to bring it to your question","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1675s"},{"start_seconds":1684,"text":"about you know lessons learned and some of the challenges when i started uh early in my career at microsoft i was the only person in","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1684s"},{"start_seconds":1692,"text":"in the office at the time that had young children and um i would leave at five o'clock to get home to sort of have dinner with them and","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1692s"},{"start_seconds":1701,"text":"then i would go back to work but that mostly everyone sort of stayed in the office late hours and at some point uh my manager had brought","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1701s"},{"start_seconds":1708,"text":"me in and i i think i almost got fired because he thought that i wasn't happy or i wasn't really doing the work and i realized that i was kind","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1708s"},{"start_seconds":1716,"text":"of hiding the fact of what my lifestyle was instead of sharing it and i basically said look don't you know sort of judge me for the way i","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1716s"},{"start_seconds":1725,"text":"work but judge me for my outcomes i never want to be treated you know special but i needed to have that conversation and he you know sort of like lightbulb","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1725s"},{"start_seconds":1733,"text":"went on and he realized that maybe i worked differently but my outcomes were great so i wasn't getting fired thank goodness you know","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1733s"},{"start_seconds":1741,"text":"and uh and then we ended up having a conversation with the whole team and one of my co-workers at the time a gentleman","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1741s"},{"start_seconds":1748,"text":"his grandmother was very ill and he sort of messed up that you know he'd like to leave in the middle of the day to visit her and if we","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1748s"},{"start_seconds":1756,"text":"could sort of help out and cover him and so all of a sudden by being open and having the conversation everyone sort of then started to speak","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1756s"},{"start_seconds":1765,"text":"up about maybe they had something unique and uh it was just changed the environment and so i always think about that in terms of being transparent about that","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1765s"},{"start_seconds":1774,"text":"and being comfortable second part of it i would say is that really developing and growing my network of people um","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1774s"},{"start_seconds":1781,"text":"around me that i could feel comfortable to have those conversations uh and i was so fortunate i had there were a number of other women","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1781s"},{"start_seconds":1788,"text":"over the years who also had young children and we'd sort of you know kind of get together at these sales meetings and sort of talk about all these","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1788s"},{"start_seconds":1796,"text":"you know challenges and you know and our concerns and whether we were all able to apply for certain roles because","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1796s"},{"start_seconds":1804,"text":"uh the fact that we did wear you know multiple hats and getting the confidence i think you hit the nail on the head there i think","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1804s"},{"start_seconds":1811,"text":"uh having confidence but sometimes you have to sort of branch out and make sure you spend the time with other people um as well and build those relationships","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1811s"},{"start_seconds":1821,"text":"up along the way to build up that confidence to be able to go for those jobs so you know i encourage that and this is","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1821s"},{"start_seconds":1829,"text":"a great forum um yeah and thank you i just noticed we have a question so um why don't i why don't i ask you","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1829s"},{"start_seconds":1839,"text":"guys uh right away if if leader lair has boys club culture at the top","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1839s"},{"start_seconds":1848,"text":"how to positively tackle with this kind of culture i guess uh the question is if there","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1848s"},{"start_seconds":1856,"text":"exists a boys club at the top how do you positively interact with that","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1856s"},{"start_seconds":1864,"text":"yeah i mean i think i think unfortunately we don't have that at d.a so it's a it's been refreshing to come to an organization that","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1864s"},{"start_seconds":1872,"text":"has a different culture and a you know a different leadership model but you know i've mentioned to all of you that i grew up in the financial markets in the","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1872s"},{"start_seconds":1881,"text":"80s and 90s so it would be um be crazy frankly for me to say that um that i i haven't personally experienced that environment i think","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1881s"},{"start_seconds":1890,"text":"you know i think it's a couple of things i think first it's you have to be able to to control and and manage what what what you could do","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1890s"},{"start_seconds":1899,"text":"which is which is your performance and and this might not be particularly popular but you have to be prepared to work really hard you don't let opportunities wait to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1899s"},{"start_seconds":1908,"text":"present themselves to you go pursue them um you know as a saying you're the best author of your own career path so so seek to define it and sort of","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1908s"},{"start_seconds":1917,"text":"actively and aggressively pursue it and and i say that not to mean that the","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1917s"},{"start_seconds":1924,"text":"environment is the responsibility of a single individual but in order to be able to begin to affect real change to break those glass","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1924s"},{"start_seconds":1932,"text":"feelings um that i mentioned you you first have to have your own platform of success and of track record to be able to do","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1932s"},{"start_seconds":1940,"text":"that then i'd say the second thing is i'm going to pick up on on one of susan's points that was was excellent um","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1940s"},{"start_seconds":1948,"text":"it's important to build your network of of influencers of people that can give you different perspective","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1948s"},{"start_seconds":1956,"text":"different counsel expand your knowledge or your understanding of a topic with that knowledge combined with your","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1956s"},{"start_seconds":1964,"text":"own performance you are best equipped to argue present and begin to enact","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1964s"},{"start_seconds":1973,"text":"a different change i mean yes you're going to want a need for those leaders to have an audience to listen to it to be open to hearing it","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1973s"},{"start_seconds":1981,"text":"but if you can come from a position of strength where it's your performance or the evidence of effort and you're expanding your information so","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1981s"},{"start_seconds":1990,"text":"that you can equip yourselves with some of the comments as susan said about really being able to serve clients better or competitively improve the","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1990s"},{"start_seconds":1998,"text":"strength of the company or eminence point about roi if you can equip yourself with that and do so with the strength of numbers","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=1998s"},{"start_seconds":2006,"text":"um in my experience some of the glass ceilings that i've seen broken and frankly been part of breaking have always come when it's the the","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2006s"},{"start_seconds":2015,"text":"strength of an individual surrounded by a team of people or a network of people that are willing to voice the same points yeah i think you know","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2015s"},{"start_seconds":2023,"text":"this whole uh concept of uh making the time to network one of the things i did every year was","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2023s"},{"start_seconds":2031,"text":"uh actually sort of uh sit down and think about what was my non-negotiable for the year both personally and professionally um","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2031s"},{"start_seconds":2039,"text":"you know personally it could have been you know i i wouldn't travel on my kids birthday you know for whatever reason that was my personal and","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2039s"},{"start_seconds":2047,"text":"didn't matter what meeting but that was my decision and then professionally i'd always sort of uh ensure that i did something to grow my","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2047s"},{"start_seconds":2055,"text":"knowledge whether it was getting a certification or going a training etc but also i would also uh sort of make a list of people that i was going to try","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2055s"},{"start_seconds":2064,"text":"to network with or get to know outside of my own group and as the years went on that really became important because","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2064s"},{"start_seconds":2072,"text":"they would either be supporters to your point or give me opportunities as well the one thing i would say in terms of you know","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2072s"},{"start_seconds":2080,"text":"the the club so to speak um and again for me personally i just i just didn't want to imitate them i tried to be true to myself","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2080s"},{"start_seconds":2088,"text":"and and drive the best results whatever it was that i did i held that bar up really high","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2088s"},{"start_seconds":2095,"text":"yeah and i'll just add to that i mean at the risk of being repetitive um i i i think it's all about really believing in yourself and and your abilities i mean you are","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2095s"},{"start_seconds":2104,"text":"where you are for a reason and if there's an opportunity that you think you're qualified for or that you want um you know you need to go for it don't","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2104s"},{"start_seconds":2111,"text":"don't be your own naysayer because i think you think you know everyone on you know can probably attest to the fact that there is no shortage of of naysayers out there","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2111s"},{"start_seconds":2119,"text":"so whatever it is you decide to do and for whomever it is you decide to do it i think you know committing to doing your best removing the self-doubt that","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2119s"},{"start_seconds":2127,"text":"tends to paralyze us all at times um and always be open to if not purposeful about stepping out of your comfort zone","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2127s"},{"start_seconds":2136,"text":"yeah i think that's really important and a lot of uh women especially i think in","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2136s"},{"start_seconds":2143,"text":"age can identify with the confidence piece um it's sometimes hard to remember that you are","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2143s"},{"start_seconds":2151,"text":"qualified and uh totally equipped to to be where you are um it's all late and yeah you can't psych yourself out","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2151s"},{"start_seconds":2160,"text":"oh there's no doubt definitely all ages well the more reason surround yourself with people who are going to build you up and and and give you the objective","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2160s"},{"start_seconds":2169,"text":"perspective of no you really are that good yeah yeah uh yeah these are all great","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2169s"},{"start_seconds":2176,"text":"points so um so now let's move on to our next section of questions","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2176s"},{"start_seconds":2182,"text":"um uh kind of comments on the future of uh the future for women and uh","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2182s"},{"start_seconds":2190,"text":"technology so uh kelly we'll start with you again um what are two one or two key principles or experiences","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2190s"},{"start_seconds":2198,"text":"or activities that you think will propel women forward in financial services and technology okay some of them are gonna just because","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2198s"},{"start_seconds":2207,"text":"they're so important i'm gonna say them they sort of reflect on some of the points that we've made now but but i'll try and say them a little bit","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2207s"},{"start_seconds":2215,"text":"differently um but what i would say is sort of take on new challenges and experiences it kind of leverages a little bit from the point","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2215s"},{"start_seconds":2223,"text":"that we're just making of have confidence in yourself to know that you don't need to be 100 qualified for a particular role but","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2223s"},{"start_seconds":2230,"text":"i would also say extend that to a a problem or an issue or a crisis like as has marked my career run towards","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2230s"},{"start_seconds":2238,"text":"those they're going to be the moments that you not only gain the issue experience but you begin to advance your ability to make decisions","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2238s"},{"start_seconds":2247,"text":"your network your comfort with risk or not having full information to make decisions you're knowing what to look for the next","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2247s"},{"start_seconds":2255,"text":"time so so so embrace those opportunities to add to your experience not just sort of piece by piece step by step you know","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2255s"},{"start_seconds":2263,"text":"just in increments beyond your existing boundaries like really you know challenge yourself to work on something","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2263s"},{"start_seconds":2271,"text":"that is is outside of your comfort zone or to be part of something where you go into it not quite knowing how you're going to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2271s"},{"start_seconds":2278,"text":"handle it or how you're going to do it and then the second thing i would say is just to resonate on the point build your network and i say this","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2278s"},{"start_seconds":2285,"text":"knowing that the folks on this call are already investing in their experience and their skill sets so to me just to say it a little bit","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2285s"},{"start_seconds":2293,"text":"differently building your network yeah yeah it expands your contacts your contacts and the people you call on but really more importantly","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2293s"},{"start_seconds":2300,"text":"it begins to expand the available information to you it expands the different opinions and perspectives on on which you can rely","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2300s"},{"start_seconds":2309,"text":"i always like to say you're the grandson of your experiences at any moment but that grand sum can include the network of people on which you can","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2309s"},{"start_seconds":2318,"text":"rely for close counsel and information so you know what i tend to hear from people is oh i i have to remember to do that i don't","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2318s"},{"start_seconds":2325,"text":"have time for it but but build it into your schedule schedule one-on-ones with particularly in this age of covid where","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2325s"},{"start_seconds":2333,"text":"communicating with people on zoom is probably easier than it's ever been before take a few minutes to have a virtual coffee learn about someone","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2333s"},{"start_seconds":2341,"text":"expand your network because by doing so you're increasing the denominator of the knowledge and the information that you know","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2341s"},{"start_seconds":2350,"text":"yeah um yeah great answer thank you um and similarly uh another question for","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2350s"},{"start_seconds":2358,"text":"eminent um what steps can women take to accelerate their impact","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2358s"},{"start_seconds":2367,"text":"um i would say i mean i'd say a couple of things it was something like 80 percent of consumer overall consumer spending controlled by women i think the","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2367s"},{"start_seconds":2375,"text":"opportunities for women to um have an impact are are really countless um internet companies as an example exist","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2375s"},{"start_seconds":2382,"text":"you know largely to address the needs of people so if women aren't sufficiently represented then i think you know or organizations like amazon or wayfair","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2382s"},{"start_seconds":2392,"text":"or airbnb you know regardless of their success to date or are clearly missing out um and then the one thing i i would say","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2392s"},{"start_seconds":2399,"text":"that that we can all do to have um to have an impact is to pay it forward i mean if you've ever been inspired in one way or another which","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2399s"},{"start_seconds":2407,"text":"most people have make a commitment to inspire others um i think you'll be surprised by the network effects","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2407s"},{"start_seconds":2416,"text":"yeah um yeah and that's kind of similar to the the networking point that kelly made and um so so i i guess","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2416s"},{"start_seconds":2426,"text":"pay it forward um a similar theme susan uh how can others play a part in inspiring the next generation workforce","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2426s"},{"start_seconds":2435,"text":"yeah i think you know really great points in terms of you know pay it forward i think early in my career you know in i","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2435s"},{"start_seconds":2442,"text":"would volunteer for projects uh even when i wasn't comfortable it sort of exposed me to new people","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2442s"},{"start_seconds":2450,"text":"and even though i didn't have an official mentor i called them mini mentors and i would make sure that i would","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2450s"},{"start_seconds":2458,"text":"grab coffee or just spend 15 minutes with a variety of people each year that i would sort of grow that exposure and that always led me to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2458s"},{"start_seconds":2466,"text":"new roles and new opportunities that i couldn't even sort of be able to see at that moment but it was just continuing again","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2466s"},{"start_seconds":2474,"text":"uh growing your network and and feeling comfortable enough to taking that leap uh for a project that you might not be","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2474s"},{"start_seconds":2481,"text":"fully uh you know uh ready for and uh taking that plunge but part of it is also","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2481s"},{"start_seconds":2488,"text":"you know i think mentorship and so as i sort of you know went through my career i was able to sort of turn around","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2488s"},{"start_seconds":2496,"text":"and help others and be a mentor to them but what's interesting about those mentorship roles that very often","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2496s"},{"start_seconds":2503,"text":"uh when i would mentor someone that uh is maybe younger in their career i would learn just as much from them as they would","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2503s"},{"start_seconds":2510,"text":"learn from me because all of a sudden i was able to get exposed to the next generation of potential great","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2510s"},{"start_seconds":2518,"text":"uh employees that i could really understand what they were thinking about and i think that's really critical is to be able to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2518s"},{"start_seconds":2526,"text":"not only be a mentor but to be a mentee and even in my last role uh at microsoft which was you know","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2526s"},{"start_seconds":2533,"text":"running the largest sort of sales organization um i had a mentor who was just you know at a school and i","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2533s"},{"start_seconds":2542,"text":"wanted to make sure that i did a bit of a reverse mentorship where i learned from that person and i did i learned so much from them","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2542s"},{"start_seconds":2549,"text":"and it was so important to uh to be exposed to that and to be able to get that opportunity uh so i think it's you know","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2549s"},{"start_seconds":2556,"text":"making the time and making sure that you uh kind of continue to do that but investing in yourself i can't you know stress that enough especially now","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2556s"},{"start_seconds":2565,"text":"in technology i think it's such an exciting time because you know things like empathy user experience","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2565s"},{"start_seconds":2572,"text":"things that i think in quality wise that uh people uh women and people with uh diverse backgrounds can","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2572s"},{"start_seconds":2580,"text":"play such an important role in terms uh both you know the impact and the innovation uh so i think","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2580s"},{"start_seconds":2588,"text":"now more than ever there's an incredible opportunity for women and others to really have a different kind of career","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2588s"},{"start_seconds":2596,"text":"i think obviously coding is very important and it's great in the deep technology but there's also so many other kinds of roles that","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2596s"},{"start_seconds":2605,"text":"people could really excel and contribute to in the world of innovation and impact on individuals and organizations","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2605s"},{"start_seconds":2617,"text":"yeah um yeah all really all really great points um and so now uh so after we've we've discussed the","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2617s"},{"start_seconds":2626,"text":"future of women diversity um all of your pops to where you are now i wanted to ask uh uh a rapid fire","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2626s"},{"start_seconds":2635,"text":"uh kind of short answer uh question or two um to all of you uh so just answer uh when you when you know what to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2635s"},{"start_seconds":2644,"text":"say so um let's start with if you could have dinner with someone alive or dead","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2644s"},{"start_seconds":2652,"text":"who would that be okay okay no no go ahead do you go please","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2652s"},{"start_seconds":2660,"text":"i i said amy schumer i think we all need to laugh a little and he just cracks me up that's good that's good","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2660s"},{"start_seconds":2670,"text":"i i shoot a form i can't pick one but i'll pick i'll say them really quickly picking up on eminence walt disney einstein eleanor roosevelt","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2670s"},{"start_seconds":2680,"text":"eleanor roosevelt was mine actually uh i just you know just because of her you know uh philanthropy and you know","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2680s"},{"start_seconds":2689,"text":"sort of was an incredible uh impact and uh yeah anyway i thought that would be fun but they all sound great","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2689s"},{"start_seconds":2697,"text":"maybe we can join together and we'll have dinner together you know we'll resume i love that question it changes over time but such a great question","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2697s"},{"start_seconds":2705,"text":"it is and who inspired you","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2705s"},{"start_seconds":2713,"text":"actually for me it was someone that i met earlier in my career that was one of the first sort of female executive that i i","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2713s"},{"start_seconds":2721,"text":"got to know this woman uh her name is jerry elliot she's actually an executive at cisco right now uh but what what was so","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2721s"},{"start_seconds":2729,"text":"great about her was that she was incredibly professional and i learned so much by watching her but at the same time when we were you","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2729s"},{"start_seconds":2737,"text":"know sitting around you know we could chat about things that were just typical things she was a real person and i and it was the first time","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2737s"},{"start_seconds":2745,"text":"that i realized that you could be a a female woman a leader you know be on that stage command you","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2745s"},{"start_seconds":2752,"text":"know thousands of people but yet be a really nice person and actually you know ask about your kids or talk about your kids getting into","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2752s"},{"start_seconds":2761,"text":"the you know college etc and she really inspired me and she's continues to be someone that i um i'm always inspired by","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2761s"},{"start_seconds":2772,"text":"for me i mean it's too it's it's too many people to name i mean i i i candidly i know this is gonna sound cliche but i get i get inspiration from the three of you","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2772s"},{"start_seconds":2780,"text":"every every single day um and i try to get inspiration um through most of my interactions so i i can't always say i'm","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2780s"},{"start_seconds":2787,"text":"successful probably echo it's probably echo eminence point i","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2787s"},{"start_seconds":2794,"text":"mean there's so many but but the theme that ties them all up it's whether it's family friends or colleagues it's people that","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2794s"},{"start_seconds":2802,"text":"are i can use the sounding boards and what i mean by that is that they also keep me very grounded like to make you know to think about decisions or","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2802s"},{"start_seconds":2810,"text":"impact on my life or aspects that you know that have a foundation of common sense right and and they allow me to sharpen my","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2810s"},{"start_seconds":2818,"text":"perspective see things from another angle i mean some of my best um people that inspire me are people that i pretty much","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2818s"},{"start_seconds":2824,"text":"never agree with me right right but you know i trust their judgment so it's it's all of those","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2824s"},{"start_seconds":2831,"text":"people that create this constant sounding board for me where i can kind of it sounds corny but it's true become my best","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2831s"},{"start_seconds":2840,"text":"self right definitely having that honest conversation is so critical kelly and i have it every week","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2840s"},{"start_seconds":2852,"text":"um okay and the last one is uh what technology will transform the future i think we can we we all know it can say","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2852s"},{"start_seconds":2861,"text":"it together ready for sure but true the elements of damo","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2861s"},{"start_seconds":2872,"text":"and that's really kind of goes back to your very first question is why i got excited is that i truly believe that damil uh is a way for","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2872s"},{"start_seconds":2881,"text":"you know companies uh to really transform and innovate and i think about some of the struggles uh you know formally where i saw companies not","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2881s"},{"start_seconds":2890,"text":"being able to innovate because it was too costly or they had to they had too many different systems and or it took too long","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2890s"},{"start_seconds":2897,"text":"and or they were afraid of things like security and privacy and they'd have to build all of that i do believe that damil has just an","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2897s"},{"start_seconds":2905,"text":"incredible opportunity to really modernize and innovate uh workflow multi-party really create","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2905s"},{"start_seconds":2913,"text":"new businesses so i think that's so exciting you know and i do think that there's a lot of technology and i","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2913s"},{"start_seconds":2919,"text":"although like uh i think eminent and uh kelly my background is in technology in that i'm not a deep technologist but","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2919s"},{"start_seconds":2927,"text":"i get so excited about what technology can do and it's always the sort of the outcomes whether it is autonomous uh vehicles or it's","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2927s"},{"start_seconds":2937,"text":"uh things like ai or the change of future of agriculture so we can provide food and make sure that people","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2937s"},{"start_seconds":2945,"text":"uh aren't going to starve and be able to create other ways of you know climate control there's so much of that but","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2945s"},{"start_seconds":2953,"text":"in a lot of ways the underpinning will be the ability for multi-parties to trust each other so there's the outcome and what it's going to be able to do and","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2953s"},{"start_seconds":2961,"text":"then there's what's behind the scenes so so much to you know to look forward to you know you make a really good point um","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2961s"},{"start_seconds":2969,"text":"susan as you're i'll tell you what i'm thinking about you and about the the topic that you're referencing","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2969s"},{"start_seconds":2977,"text":"when you say that it's like in the age of covid landing on mars non-astronaut space travel all of which mark meaningful","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2977s"},{"start_seconds":2985,"text":"contributions by brave influential women and people of diverse backgrounds and experiences so you know the underpinning of what you're","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2985s"},{"start_seconds":2993,"text":"saying is maybe it's not the technology but it's rather the technologists that will transform the the future and","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=2993s"},{"start_seconds":3001,"text":"and the way you're referring to what we're doing i would say in large part comes from the the people itself","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3001s"},{"start_seconds":3008,"text":"men and women that are contributing to that","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3008s"},{"start_seconds":3016,"text":"all right so we have um we have some time for uh","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3016s"},{"start_seconds":3023,"text":"some questions from our participants um and i'll read the first one here","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3023s"},{"start_seconds":3030,"text":"is uh from francesco and this question is for susan it's well known that large organizations","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3030s"},{"start_seconds":3038,"text":"like microsoft have initiatives to hire and promote women as women leaders do you have to now deal with people","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3038s"},{"start_seconds":3046,"text":"believing that you were promoted simply because you filled a quota any tips in dealing with this challenge you know it's a great question and it","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3046s"},{"start_seconds":3054,"text":"came up you know very often and you know i thought about it a lot as well and so it is it is really critical that","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3054s"},{"start_seconds":3062,"text":"uh when you know there's a position that one you do want to have a we would sort of call it a diverse slate of candidates","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3062s"},{"start_seconds":3070,"text":"but they have to be qualified candidates and then you hire the very very best person","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3070s"},{"start_seconds":3077,"text":"for that role and i think that is really critical in demonstrating two organizations that","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3077s"},{"start_seconds":3084,"text":"in fact that if you have a diverse slate you're going to have exposure to different people but you always hire the very very best person","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3084s"},{"start_seconds":3093,"text":"on the flip side i have seen where early on where there was a push for diversity and it became a","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3093s"},{"start_seconds":3100,"text":"scorecard item versus a culture i saw some behavior that maybe not was not the right behavior where people","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3100s"},{"start_seconds":3108,"text":"brought diverse candidates in to fill something that was a scorecard and they weren't necessarily the best candidate or","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3108s"},{"start_seconds":3116,"text":"uh had the qualities or could do the role and that's the worst thing that you could possibly do because that sort of backfires so","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3116s"},{"start_seconds":3124,"text":"i think it really is about making sure that you are getting uh and investing whether it is investing in education as kelly had mentioned of kids","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3124s"},{"start_seconds":3134,"text":"early on to sort of ensure that you have a runway of potential candidates for the future but always hiring the very very","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3134s"},{"start_seconds":3142,"text":"best person for the role and making sure that it's very clear what the expectations are","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3142s"},{"start_seconds":3150,"text":"yeah um and uh we we have a few questions so i'll go ahead with the next one","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3150s"},{"start_seconds":3158,"text":"you have a wealth of experience between you um based on all that you have seen if you could ask your male colleagues","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3158s"},{"start_seconds":3166,"text":"to do one thing to better support gender diversity in your company or the industry as a whole what would that be","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3166s"},{"start_seconds":3175,"text":"i'm happy to start i'm sure that um susan and eminent have a great perspective on this too i'm gonna go back to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3175s"},{"start_seconds":3182,"text":"um uh or to lift from a point that susan made when she was talking about her career and being evaluated on","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3182s"},{"start_seconds":3189,"text":"on the outcomes and i think and and sort of what i was saying earlier about um overcoming the","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3189s"},{"start_seconds":3197,"text":"um sort of the um the statements we put on people like she's a female technologist she's a person of color technologist so she's of","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3197s"},{"start_seconds":3206,"text":"this or he's or that and and look at people not um you know as if they're not humans but look at them for the humans that they","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3206s"},{"start_seconds":3214,"text":"are and evaluate them on their outcomes transfer you know create an environment where it's the performance whether where it's the","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3214s"},{"start_seconds":3223,"text":"results where it's the effort that is being made i mean they could all be different depending on on the business","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3223s"},{"start_seconds":3230,"text":"but where it's the the result of someone working hard or doing something with effort and not on the the person that's doing","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3230s"},{"start_seconds":3239,"text":"it themselves you have to sort of take them as as whole beings and don't see them as as gender or diverse see them for the","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3239s"},{"start_seconds":3247,"text":"results they contribute to the companies or the team's goal yeah i totally agree and i think the only thing i would add is you know maybe","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3247s"},{"start_seconds":3254,"text":"maybe you know see the value of of all perspectives i think that's that's super super important not to um","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3254s"},{"start_seconds":3262,"text":"to be close-minded or to shut off something that just doesn't resonate with you immediately i think it's important that we all keep an open mind and","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3262s"},{"start_seconds":3269,"text":"and um especially at a company like digital asset where we're so geographically distributed and we have people literally from every corner of the world","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3269s"},{"start_seconds":3278,"text":"um you know with that you the benefit of having an organization like that is um is that you get the value of a very diverse","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3278s"},{"start_seconds":3285,"text":"array of um of experiences and perspectives and i think it's very important that we as leaders um you know are keeping our ears open","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3285s"},{"start_seconds":3293,"text":"and an open mind about about you know the different angles that people come from totally yeah i think so well said and","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3293s"},{"start_seconds":3301,"text":"you know i i always think about this as it's it's not a one-size-fits-all and and being able to uh allow people to sort of get to the","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3301s"},{"start_seconds":3310,"text":"outcomes and and giving them the room to get there um i found as i you know sort of went up my career ladder and and became an","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3310s"},{"start_seconds":3319,"text":"executive which you know you're always crunched with time and there's not a lot of time and so there's very often i want to just tell someone okay i've done this before","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3319s"},{"start_seconds":3328,"text":"here's what you do and hear the steps and sort of sitting on my hands and saying okay don't say that because you know what they may have a different you know a","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3328s"},{"start_seconds":3336,"text":"path to get there and matter of fact they may have a better path but you know just giving people that room and and not sort of succumbing to the","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3336s"},{"start_seconds":3344,"text":"pressure of you know we've got to get this done and here i've done it before so just do it this way yeah and i think um back to kind of what","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3344s"},{"start_seconds":3353,"text":"we were talking about earlier about just starting the honest conversation that kind of uh at least with the experience we've","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3353s"},{"start_seconds":3360,"text":"had at digital asset starting that conversation starting an initiative dedicated to diversity and then","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3360s"},{"start_seconds":3368,"text":"you kind of look up and you find that everyone is in agreement um especially","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3368s"},{"start_seconds":3375,"text":"we i mean we have a mostly male uh employee count and so um i think","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3375s"},{"start_seconds":3382,"text":"the there's actually probably more men than women in our diversity group","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3382s"},{"start_seconds":3389,"text":"um as it stands now so it's it's all about starting that conversation and um and you'll realize that everyone","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3389s"},{"start_seconds":3397,"text":"is on board and everyone just wants to help uh push the clause forward","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3397s"},{"start_seconds":3403,"text":"um and this is another interesting question um","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3403s"},{"start_seconds":3410,"text":"have any of you taken time off for child care or elderly care and if so how was your transition back to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3410s"},{"start_seconds":3417,"text":"the workforce uh what did you appreciate most about a successful transition or what would you have changed about a","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3417s"},{"start_seconds":3425,"text":"challenging one well i'll take that one um so uh i took actually took off time before","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3425s"},{"start_seconds":3435,"text":"i after my second child and a matter of fact at that very same time i had applied","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3435s"},{"start_seconds":3442,"text":"for uh a position at microsoft it was a part-time position so i actually started at microsoft part-time and the only reason i applied","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3442s"},{"start_seconds":3450,"text":"was the fact that i had just had a second child and i thought it would be a good way to balance uh and i i'll show this real quick but i","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3450s"},{"start_seconds":3457,"text":"remember at the interview a male person who i think meant well pulled me aside and said by the way there's a full-time position available","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3457s"},{"start_seconds":3466,"text":"and i said well no i really want this part-time role because i have two young kids they said well you know if you take this part-time role you'll never amount to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3466s"},{"start_seconds":3474,"text":"anything here uh and your career will be uh you know you won't have a career so of course i said well that's okay","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3474s"},{"start_seconds":3481,"text":"because i made a trade-off and i decided but in my mind i was like okay one i'm gonna prove that person wrong one day but um and uh and that person","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3481s"},{"start_seconds":3490,"text":"didn't do well but anyway just but uh i did take the slow round yeah exactly i did take the slow route","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3490s"},{"start_seconds":3498,"text":"um when my kids were younger and at some point uh we decided and my husband became a stay-at-home dad but sort of that's a side story but","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3498s"},{"start_seconds":3505,"text":"um but the point was that it was a personal choice uh and and making it and taking the time and then starting with this company and","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3505s"},{"start_seconds":3513,"text":"then sort of taking my time until a certain point but i do remember when at microsoft uh there was a change in policy where","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3513s"},{"start_seconds":3521,"text":"men could take off a month uh and i think that's more now but anyway i remember the first male that took off","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3521s"},{"start_seconds":3528,"text":"he was so nervous um you know that he was going to be the first male to take off and remember having this conversation with him and trying to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3528s"},{"start_seconds":3537,"text":"support him saying yes go and once he did it you know all the other men sort of did it too but i think to your point is you know um","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3537s"},{"start_seconds":3544,"text":"if there is a it's a personal choice you have to bounce i always say you're going to always feel guilty and that doesn't go away because you're always going to feel like you're you know","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3544s"},{"start_seconds":3552,"text":"you need to be doing something else but i think it's you know all the things that we said before it's the networking it's the feeling the confidence","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3552s"},{"start_seconds":3561,"text":"it's the investing in yourself um through that process is the you know is the most important","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3561s"},{"start_seconds":3569,"text":"and i'll just take the flip side of that so i i uh have been very fortunate my husband has a pretty flexible um job so i didn't take much uh much","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3569s"},{"start_seconds":3577,"text":"time off um to to be with my daughter but um i got just as many comments and remarks saying you know why aren't you going","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3577s"},{"start_seconds":3585,"text":"home and why you know aren't you as as um you know as focused on on parenting or whatever the case may be so i think the bottom line is you just have","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3585s"},{"start_seconds":3593,"text":"to do you and you know what's best for you you know what's what choices you need to make and and just have confidence in those and and keep moving forward","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3593s"},{"start_seconds":3602,"text":"totally if i can just pick up on on the confidence point that um eminence made but maybe talk about something different i had","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3602s"},{"start_seconds":3610,"text":"gotten to a point um where uh my father had gotten to a point where he was very likely at at end of life and i knew that i wanted","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3610s"},{"start_seconds":3619,"text":"to take time off to be with him uh and have have sort of uninterrupted time with him uh during","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3619s"},{"start_seconds":3626,"text":"that period and also to help my mom with what was going to be a you know an a difficult transition but i remember","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3626s"},{"start_seconds":3634,"text":"i remember being like literally unashamed about asking for this this was going to happen here's what i was going to do i planned for it","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3634s"},{"start_seconds":3642,"text":"going into it obviously it's hard to plan something coming out of that but but i plan going into it i set expectations on how i'd be reachable and","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3642s"},{"start_seconds":3650,"text":"when i would not and what priorities would it going to be so i brought an unashamed but sort of a very structured way of dealing with it","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3650s"},{"start_seconds":3659,"text":"and the reality was is at that point i had been with an organization for a long time i had performed well i had certainly given more than my fair share","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3659s"},{"start_seconds":3668,"text":"of hours outside the normal working hours so you know i had contributed in a way that i felt i could take this draw down","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3668s"},{"start_seconds":3674,"text":"and and and i think more than anything else it was my attitude this was just going to happen now i realize you can do that differently at different stages of your","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3674s"},{"start_seconds":3683,"text":"career my real point is it all just contributes to whereas as you're you're sort of building up a reputation of strong performance","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3683s"},{"start_seconds":3692,"text":"organizations tend to give more latitude for things like this um and i think that's that's just a really important question i'm sure a lot","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3692s"},{"start_seconds":3700,"text":"of people wonder um how to go through with that and we are we've run a little bit over um","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3700s"},{"start_seconds":3708,"text":"but uh i just wanted to thank the three of you again for participating today it was a really wonderful conversation i learned a lot and i'm","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3708s"},{"start_seconds":3717,"text":"sure um all of our participants did as well um and any of the questions that we did not get to uh we will","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3717s"},{"start_seconds":3725,"text":"answer offline um and another reminder that this recorded uh recording will also be distributed to","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3725s"},{"start_seconds":3733,"text":"um all of the all of those who registered so thanks again thank you sarah by the way kelly and eminent it's been an","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3733s"},{"start_seconds":3741,"text":"incredible conversation and thank you for everyone joining thank you all thank you too sarah you were amazing thank you for organizing so","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3741s"},{"start_seconds":3750,"text":"well thank you thank you thank you guys all right have a great day you too","url":"https://www.youtube.com/watch?v=oCP7TV199sQ&t=3750s"}],"youtube_url":"https://youtube.com/watch?v=oCP7TV199sQ","url":"https://ccpedia.xyz/videos/oCP7TV199sQ"}