Talent Connect Live: Day 1

♪ ♪ ♪ ♪ ♪ ♪ ♪ ♪ ♪ welcome to Talent Connect 2018 tina,alnid y know, Anaheim is nt only the home of Disneylnd and the guy with the big ears, and iu tim iomeo LdIalne rearnt falquiofena ihe wo

Weod y c mer o LdI seolnse t beshat intro So hi, everybody My name is Marty fend, I’m a leader on our customer success team for a talent solutions eiod a t bhoul talnefeam this w We have a fantastic couple of days ahead with some really inspirational keynote speeches and I think some fun last two along the way, so think you very much returning and duck sh r w iniha t mr o right now He is on the stage gettingearior esee lse.pses seh Jaang s natoveke fhen s olenerern talent development, and the future of the workplace, so stay tuned over these next few days as we kou bringing you a o teatu Iance >> Thanks, Janesh Marty, he called you out on your beard game, are you okay with that? >> I mean I heard him asking the makeup artist earlier to pencil him and so I’m not that concerned but I do appreciate that check-in We don’t want major drama onto a N >> Definitely don’t need be, save that for the third day >> Moving on now that we know there’s no drama there, we first want to say thank you to all of you for joining us on the lifestream whether you are in home or in the office, we know it is not easy to take time out of your day to watch the lifestream and we know that some of you wanted to be here with us and maybe instead you are at home with a viewing party, so we want to make it fun for you as weereav cot ur hgayits orseundenndsi, t Up teresm using the hashtag TC 18 live context It’s amazing Marty, I know you were taking selfies You are not qualified for this >> Really? >> Yeah, you can’t duck >> that was a waste of an hour, iddno tom will still appreciat edfiteplkiow Iak m >> of this is your chance We are actually going to be inviting an industry expert under the lifestream to review some of your linked in profile’s in real-time, so we have invited Tim Sackett who is the president of HR you technical resources and he is alsoen tal i otrug acoecerro m ry woor,t ths were shots of you are going to want to upload your profile with the hashtag rock my profile and include a link there ha btin f sar a t mifle Cct asl puhany ple out there who are watching on the lifestream to really up there profile gam o prsi, sitou t

Soin l tll,utom ozieahaeavin u l director of brand and community She’s really going to get us started off right It is going to be a fantastic cO oinoom Lec cndt’s going roic sty I saw him warming up yesterday, he is amazing You definitely don’t want to miss that session either >> Absolutely and then we are going to turn into a fireside chat between former editor-in-chief of teen Vogue, iheeaf dsieroth and Lee iniondmu a Sqspndhe wo ie Miley and Stacy Smith who is the founder and director of the Annenberg inclusion ltr ouse oand beyondt, keeecngea a all g t bosol idi a tihans t h Submit any questions you have, we’ll try to get them in front of those folks but you are inessinpithi Iin a t neeay sne t them, bring them here into our amazing studio and really hear from them their thoughts and go deeper on these topics that they are sharing on the main stage so it’s a really unique opportunity that I am super excited to be a t w mt s b y giny pafheveiooa youens t t lire we pass it over to our main stage, here are some of our tips for making the most of Talent Connect over the next three days Number one of coursehe ouhege eea lnwi TC 18 live so youumos can use that to get our attention a all r hse hmurma lp ser a cos Quer here But folks out there might miss something >> In case they missed something because you will definitely not because you will be glued to the sea, all of these presentations ygl d Ait t i toen o aceeb tnd o go tous o t mta tk o >> Cruising the information highway our brains jampacked with facts like rush hours in LA, we scrambled to find our e’het?isadivkird ghe t abncfnfti intod t t t t ofde w ttt our ability to retain and repeat Now answer a new reality where we have access to almost anything, the world at the touch of a screen, our thumbs extra bits from scrolling in this deep sea of information there is need oferesfecog thrila lneghuc lngns thnss more real human to human connections and knowledge exchanged here we merge the digital world of gnhenvr, bauut iel ghmp imagineopndheree’ f that The collective of our genius, beautifully LinkedIn

♪ ♪ elease welcome to the stage your Can we get one more round of applause for John Vaux, Jason Yang Is reasonable this is Intel and sevens and they just raise the bar superhigh, really amazing work Hey Marta, what’s up? >>ri o s LdIcoole Connect Yes This is t ne wst t esndanf yoavn w a a sbefout diashtnday le anc fsion here Raise your hand if you’ve been to two or more Talent Connect’s Keep them raise for three or more, four or more, five or more, six or more, seven or

more, eight more, nine oreople,t together afterwards and we can hang and go down memorye f o cme ne aerteelseope yluim w ohexts.s marketing team We are the team that thinks about how to uplift and inspire tst d oou, thinkutal om all of our customers when we are planning this event each year >> Also, so we are so excited for the submit for many reasons 1 of them is this community, to tro t g00Rofonogrro 4 ab s braes t otunity to build and nurture this community We’re also really excited about being able to share what we’ve fo b tttime t ee pct inige,o hkeand ihtel imeear we are really excited about inviting more of your colleagues from HR here to Anaheim.blarhae’eekin thilel as t lns a ictas that pinit we have intended to inquire glint, the world’s leaders and employee engagement out there’s a lot of exciting things happening right now and we look back in the OC.ing some ose It’s been a few years A couple of OC folks in the house >> Any orange county people in the house? Yeah >> Nice So what’s going on in OC? Well we have about 1.4 million LinkedIn members raised here in Orange County esd o LdIosomeshee number ra t s with last night that flew in from places where maybe the weather is not so nice right now, they are hiring, that OC is hiring in case you are interested, so this year’s theme is insights to impact, in a few days I’m going vernome back on stage ward aoi w Wee yea aotro i that are going to help you bring these ideas back to your work so you can make even a bigger impact on your business than you do today What specifically, Marta? What we have in store? >> There’s a lot in store so it is our goal to make sure that cniomogrnnect is a place w bepioned aleed ahe we can share press best practices facing theutoreh e we a su giv of your feedback and we use every single piece of feedback I am telling you, we read every single verbatim that you give us inimoet ann wree a ytomorrow ino over the next three days it istk gsl o treew see those twinkling lights in the in lounge? Anybody? Yeah, that’s are in lounge stage that is pretty cool There’s 20 minute lightning talks from productxp aflern t de headphones on to hear what is going on That is new and also one of our values that Talent Connect is that everyone is a VIP here rt ahery fj ely lihe bgennn sseaav crdbe oce

shared experiences, people with shared passion, similar identities are h ts t c are going, mine has I am on a diversity and inclusion journey and as I mentioned, I was a customer, I vssteboonin t dopo rre ft ser y guand m’r inst it.mpy t tbo is, we decided to get a puppy recently so if you want any advice to not do something, it is don’t get a puppy with three young kids >> Whether it is puppy, defers the DAD, inclusion, peach amount that’s her city, whatever yesieg in different ways based on how people might be more comfortable iouen already It has all of the programming for all of these things including our lineup for the wellness zone which is also new this year It has everything from yoga, Mark, do do yoga? >> I don’t Arthritis >> That’s totally cool There’s also journey laying with intention, there spun runs, I’m not a runner I don’t think running is fun but if you put fun in front of it I might try it out There are a lots of you are into running so that is cool, so there’s that, there’s also guided meditations including one with one of our featured speakers Lots of new stuff, so you guys ready? Should be kicking off? All right >> I am ready Let’s do this >> We’re ready With that, now that you are already, let’s walk into the stage our first speaker who is an all in entrepreneur He is the CEO of the business t st t w fer Tiebht >> Thank you, Marta Hi, really wonderful to be back in Southern California I actually went to grad school here 15 years ago, it’s where I met my wife who is now watching from Berlin, Germany via live stream together with our daughter, who is turning nine today, so happy birthday, pp Aaco houtp. lea wedro of Gnyaythelt s wrod a understatement So suddenly, we were surrounded by street signs that look like this I’m still trying to figure out what it could possibly mean Whatever the activity is that’s being described here, is certainly is forbidden atiha s teheo tercha w whweffnc t o hndivoraunhe on the other hand, romanticism And I believe it’s actually a very universal struggle, and it has taken me 40 yea witisnuluytoe co rze epur I a had morea romance in our lives And I’m convinced we must find it and create it in and through business Now how about you? You if you are a romantic and you lead your life in a romantic way, you look at the world in a n’e shy, I know it is hard in front of peers and colleagues Okay I think I would estimate it’s about 33.5% of the audience And how many of you are romantic when it comes to business? How many of you have a romantic relationship to work? Raise your hand if that is the case Okay All right, well it is not quite 33%, maybe 21.7, and that’s very common because business and romance really seem to be adults Businesses about making rational decisions, it’s about managing what you can measure, it’s about being in control Romance however is about experiences of all in beauty It’s about experiences that make our hearts beat faster, that make our adrenaline rush It’s experiences that make us lose control and fall in love with the project, an idea, brand, and organization, the whole world around us By the way, the romantic is also different from the idealist and the optimist For the optimist, the glass is always half full The idealist insists the glass always be utterly pool and the romantic looks at the glass and says, isn’t it beautiful? Hard to find but it’s hard to find be many of us were still are, I hope not, stuck in corporate

structures tha technologies role in all of this? Of course on the one hand digital tected that those efficiencies and efficiency pressures are only going to increase with the fourth Industrial Revolution, with the rise of so-called exponential technologies such as artificial intelligence and robotics 50% of the human workforce according to one study is expected to be replaced by AI and robots over the next 20 years My friend and colleague puts it this way He says if you can describe your job in one sentencs eiehaoud i Buhe a ae are suddenly going to disappear Andrew McAfee is one of them and he says AI is not going to ree hsho ct.ns aiwompnteen aat ing questions One, what will it means to be human? In an age of machines And the second, will exponential technology actually make us more or less human? And like with any technology, course we can use exponential technology to humanize or to dehumanize We can use or example sensor technology to enhance human creativity and expression and we can use that very same b to,logy aseetrs We can use so-called artificial emotional intelligence to allow autistic children to recognize their emotions and to relate pendirnvme Weo u tere telo aic eonteence to track our emotions, analyze them, optimize them, and ultimately, manipulate them And that emotional engineering is already happening at the workplace as part of the quantified self, quantified workplace men a issha whte a workplace soon where there are apps like this one, don’t worry, be happy it is called and it tracks your spatial expressions while you are performing a task in front of my computer and if you stop smiling, if you stop being happy, then it deletes all oyagt.fosngress that you hderheh And this obsessiit qufion df neon timiof ouve itr the most private, the most intimate parts of our life Case and point is an app called spreadsheets that promises you this to enhance your sexual performance based on regular his k tc u ter,ulysis c o Its y som messages That might be worth trying out And soon we might indeed be %falling in love with a machine, with the chat bot, with NAI as was beautifully portrayed in the movie Her by Spike Jones about which the New York Times wrote k,ucigstt mneileblo ecrtwumll a fregeha ourselves? Because when everything is automated, ou eie tnce o rneheetrrsres trat mell we have been at a point of similar disenchantment before and I was about 200 years ago when the original romantic French poets and philosophers revolted against the Enlightenment, the regime of practical science reason and scientific rationality They thought it was too narrow

of a concept to grasp the expensive, rich human soul so they espoused virtues and qualities such as suffering, inconsistency, mystery, ambiguity, unpredictability in response to that And I believe we are now in a similar moment in time We need a new romantic revolution This time coming from the heart of business in response to the date of Acacia, the automation, the optimization of everything including ourselves For romance is what makes us human And romance is also the old cement differentiator when everyone else is just maximizing and optimizing He knows this ntou o g Aough cofounder until Bae h remarkable appearance that doubles earlier t ateciv int obs, and do them more efficiency, soon the most important work is not the only remaining work for us humans is the kind of work that must be done beautifully rather than efficiently Empathy, imagination, and love But how? How do you do that? So I would like to propose three principles, I called them the rules of enchantment and that might help you lead more beautifully in business ceortpatthe unnecessary wahe rtf age werid outsourcing firm and a small design boutique firm We were bringing together 9000 software developers predominantly from India with a thousand creative types, eruls,eer rewnddey nera cngo Nose goheunn tanen t balloons which we had meant to distribute to staff worldwide They just seemed cute, unnecessary or as the CFO put it, not mission-critical So we cut them ooke tegngfe merger eventually failed.net that it failed because there weren’t any orange balloons? No, not entirely, but it was that mindset behind that ea eth e isicuera To lead with beauty means to rise above what is merely necessary so whatever you do, do not kill your orange balloons He knew about the power of the invisible, the power of the unnecessary, Steve Jobs gnhentrfmps,heotir it, but they can feel it That is the power of the company And placed ads in leading US newspapers at the height of shopping season saying don’t buy this jacket, don’t buy our tli ce with all commercial means possible, so it was a stance against radical consumerism Sales actually went up and got them lasting values aligned brand attachment It’s really true with this German entrepreneur said once it Customers andauf we nel ce,paatckotitive advantage More than ever before I believe companies can be the meaning

eanty.eofrelsatcier neserindhaacross a study,y oonnt f y sh tpe s oge so itindgefneliness, lonelinessc which is really strange given the fact that we have never been more connected, never been more communicative than at this point in history nation He says the opposite of loneliness is not togetherness, iheol walker so he t offers a service for a few ha ryndorswalks with strangers e inuranio A streererd aaf intimacy Take performance artist Marina who once held a show in New York City called the artist is present and that is exactly what she was She was present Verse 718 hours she just sat there five minutes a visitor at ern,ebng tndimtesicoking i presence that is now also entering board rooms and offices For one in the form of teegeesita thil mes there are even more radical format such as silent dinners that some companies have begun to implement I took part in one and let me tell you, I’ve seen many strange things in my career, but an bes etiesh sily oin inibwa But aut es teoro m, th lets on their guard, and in silence, we actually began to communicate more than we would have in the transactional networking Smalltalk setting of a traditional business event, so this is how you create intimacy but no masks or lots of masks This food company, it gathered its 200 L for a strategy retreat and then it asked them to wear silly costumes, feather bolus, wigs, hats, crazy hats for the entire three-day meeting This is actually the CEO I think on the left, they left with concrete decisions and a lot of enthusiasm so the meeting was really a success and when I asked the woman who had designed it she simply says, Tim, it’s very simple The meeting was successful because never underestimate the aril iacorheOheerkey hrc If wnty you have to remove hierarchy And that is what this organization did This judge caregiving organization did something remarkable a few years ago, it removed all job titles, manager roles, and instead formnt decis Why? Because they no longer only rely on abstract segments of data, they made decisions based on intuitive personal relationships with the customers The question is is it possible to b bma a ddrndto cimnkrsd elef thou ceavs ssmhe heart of theird promise lies a romantic premise Which is to step into the life

Intimacy, of course, is what we really want regiornty Wet bogds univlsubivma bsothe targets of algorithmic recommendation engines Don’t want personalized experiences, we want personal experiences But intimacy requires one quality and that is vulnerability And vulnerability requires one key human quality that machines cannot emulate and that is inherently romantic, and it’s the ability to suffer.oeest o ifioax costece icaossihesita %comfort, ease-of-use, efficiency Amazon being the poster boy will soon deliver everything the heart can possibly desire to our doorstep via drone got in Japan you can order already a priest via Amazon And then of course there is Amazon go, the fully automated supermarket the Amazon launched in Seattle and I believe elsewhere The premise was no nasty lines, nsanoinro check nan tvece and that is experience, shared experience especially if it involves just a tiny little bit of suffering Because it is true what you say t pe cp foay as a dn omalmm t Aoecois tan pertatnhian whyum into ice cold water at the same time in cities worldwide, not very convenient This is why 80,000 people embark on the pilgrimage to the back black rock desert Nevada to celebrate burning men, weeklong festival of gift economy, of essentially testing the boundaries of your identity, for losing control to some degree So when you talk to evolutionary psychologists, they will tell you that our brains are still wired for the Stone Age That we are still looking for these life-threatening precarious existential threat that gives us a sense of esni b al ihee oge hor, we a b bdosrilxpncmrereste Thank God, they are not as dangerous anymore, but we need these experiences to feel alive recruit so what do we do? We create surrogae experiences, bungee jumping, skydiving a I mehiit ges ret. i lf l Ifn an IKEA it is like the seventh circle of hell and if you tried to self assemble a piece of their furniture it is a reminder of your own existential incompetence The same principle of frustration, by the way, is also e cmlym,or any customer loyalty Noheutel gratification, permanent it offe social network, build some social curled currency before they were able to apply so they actually made it harder for them in some way to apply then ea England to victory

Owens goal turn the chancing into euphoria.f passengers waito board flights irruption into hethtatad fat yet birth of celen and optimism in hroo. Ink l weorth Waleser io a je’tav borbo a ro, the sports man The true fan of course wants their team to win, but what is even more important is how the team wins and by the way, also how the team loses Right? The most painful defeats are actually much more a part of brand folklore and build a relationship to a club than the most legendary victories, but not so in business Ri I bes atuauoro u pl win I would argue though that in the future, we’re all going to be ileostro little b soegrurnd w exit relationships in organizations much more often We will have to reinvent herself much more often and we need rituals and practices to help us h to soccer connection teach us a lesson This is the story of Andres, the legendary midfielder of the soccer club as FC Barcelona He recently played as last game the club after 22 years in Barc te iuel mie theead a sownhentirfhei life and his new life, it was a ritual symbolic acts and it is exactly that kind of space and ritual that we need in business, too We don’t need only positive emotions, happiness and joy A truly human workplace also appreciates and enables negative emotions, sadness, morning, and grief We need to become not only good at starting things, but also at ending them So this is the queue for me and wrapping up These are the three rules of enchantment, the three principles that I wanted to share with you Do the unnecessary, create intimacy, and suffer a little And I do believe that they indica ber cra shy fhertnnd,heinra where with a ernsfeagnale, doniootstneit pnt Big intuition, not just big data Vulnerability instead of calculated risk Passion over liking strength and frustration, suffering a little bit instead of user-friendliness Significance in meeting instead of excellence and efficiency and yes, in case you wondered, romance comes with an ROI.an yorgats f seldtsotutld be, then you are not going to be

truly disruptive and innovative 2nd, customer loyalty If you wou cmend ygandgandaie give them more than just solutions to problems And then thirdly, I believe it’s exactly those romantic traits that I inherently human that will actually make the fabric thui,matiand skills, i ncore,t ve simple The ultimate ROI of romance for me is more romance And that is important, because we live in this strange age of dissonance where are more connected than ever come about her blood also lonelier than before We are drowning in an abundance of data and information but the prevailing sentiment of our time appears to be one of loss, losing stability certainty, maybe identity, even our human agency in light of AIN automation And this is why it’s so important that we build and nurture workplaces, brands and organizations that are like gardens and not machines, that value again what we cannot measure, that create products sees aussod experiences that are not only more useful, but also more beautiful And I’m not only a romantic, I’m also an optimist I believe if we combine the power and the magic of exponential technology with those inherent Lee human qualities that are described which for me are essential romantic traits, then perhaps we can not only be exponentially more efficient or exponentially more productive, but just a tiny bit more human and that, I hope, is a vision for the future of work and our styt n on rti le c k very much >> Thank you ♪ >> Please welcome to the stage Lisa Lee >> Hello Hello, everybody Hi of us together Thank you so much %And hi to everybody who is tuning in on live stream, we are sopy hounis. nsa L ad orocposi ability at Squarespace We are a platform that empowers millions of people with creative ideas to succeed But we also know that individuals without a team, without a community aren’t successful if we don’t do it together That is Elaine? She is an incredible spark of joy She is an award-winning journalist, author, and she was also the former editor-in-chief of teen Vogue and under her watch, teen Vogue transformed into this publication, this %platform that really specifically engaged audiences that we did not think could be possible, and not to mention, she is also the youngest editor-in-chief and the second African-American supreme names in that role and Condé Nast’s hundred and seven-year-old history She is also a lover of boomerangs She loves to tap dance, so please put your hands together and help me welcome Elaine onto the stage We match for you guys >> Yeah, this was intentional Hi, everyone All right >> Hi, everyone thought >> hi >> That is more like it >> I think people had their coffee this morning, right? >> Okay, I wrote a hi Cooper you To show our brightness >> That touched my heart

Thank you Everyone give her a round of applause I think I have a career in about you and obviously your bio and all of that but why don’t we start with you telling you telling us a little bit about your upbringing, yourSo I am frn in northern California called Newark, not New Jersey Wow, people have actually heard event >> There is one over there, I see you , wherever you are, hi, Eric You could say I sort of came out of the womb into a very diverse household, but my community was predominantly white, and so I got very used to being what Chandra rhymes calls and FOD, which is first only and different I was usually the only person who looks like me in my classrooms, my sports teams, and you know, I think I developed a real love for magazines from that place of wanting to see myself represented somewhere and so my mom always had essence magazines in the house and it was really my only exposure to this broader world where there are sophisticated you know career driven black women doing amazing thing in the world who are also stylish and I just poured over those pages and I would make collages and I look back now and I think those were definitely my first magazines, but you know as they say, you can’t be what you can’t see and I didn’t grow up in a place where there were many people who had big dreams that took them to big cities like New York City, so I really, and I had no connections in New York City or with anyone in the media, so it took a while for me to sort of wake up to my own dream of wanting to be a magazine editor because I never saw myself in that role in love with her career trajectory, thank you, coffee, needs to taken But I fell in love with what she was able to do in her career and she was a black woman who spent her first 11 years of her career as a magazine editor and I loved the way that she showed up so authentically in her work and I just decided to stop her, so I called the >> we have all done that here >> I was insistent and eventually she was nice enough to give me an informational interview, which just sort of cracked open the possibilid somk for her for $250 the day and I said I am in and it turned out to be a cover story with Serena Williams, you guys scurity under and I started under her, she was editor-in-chief of Ebony, I moved to New York in my whole career unfolded from there >> Amazing, yet got >> I know that you and I have talked about this being almost like aaile o crorthiin egl onfse, we can all relate to that in some ways, that somebody at one point gave us that opportunity, right, whatever that opportunity is and we didn’t make it here by ourselves >> Of course

>> So I once go deep with you >> Let’s go there Let’s go there >> Add color is this conference that I attended earlier in September, and it’s this amazing lih,fa are worn, shut out to her and the team from putting on just such an incredible gathering, community of people, and the theme of at color this year was the moment of truth, and you know, going through that conference, the entire time I was thinking so, this Asian w rzit aun ahe ra woman who grew up in South Africa, had parents who didn’t really give us a reason of why we moved to their, even to this day, and somebody who is just like so extremely passionate about diversity and inclusion at work, even though a lot of the times, Asians are not included in that conversation >> That is starting to change start >> it is, which is really important, but having a moment of truth of, well, you know what? If we are going to be in FOD, then let’s lean all the way into it, let’s really embrace that and figure out what to do with that, and I’m curious to hear from you I’m sure there has been so many moments of truth, but what is one that stands out to you as it relates to the conversation that we’re having today? >> Is such a good question, and I love the framing of it becausI like as well It probably was the moment when I first saw my name in alacked é Nast history, and then, years later, 2016, Elaine becomes second ever black editor-in-chief in Condé Nast history And then the youngest, so it surprised me, I didn’t sign up for the job of the first or the m pe c,just wony cdeemesth minority, I was dealing with what I call assimilation syndrome I was attempting to fit in, to shrink my hair, to change the way I spoke, it’s not necessarily draw attention to my race as a way of advancing in my career, as a way of building trust and credibility and climbing the ladder and I think that we’re all sort of taughto matter how I speak, no matter what ideas that I share and it was an important moment for me to just recognize for once in my the table, I was suddenly given a seat at thety s ?dusel t weight of it, but I also felt energized by it It was like, there was a social responsibility that came with this job and I leaned all the way into it, as sure old San Berg says, I leaned into my otherness and I think the lesson there for me and anyone in this room, to bring more of yourself to the work because that is what is transformative Hiding behind the guise of assimilating only gets you so far I think I didn’t really crack open my career and I couldn’t have transformed or repeated contributed to the transformation of teen Vogue in the way that I had had I not first recognized that I needed to bring more of my authentic ap is somebody asking us to close

our eyes and just think about the seven people in your life that you would call if you needed to be bailed out of jail Kind of just was take a second, think about the seven people in your network, who would you call? And now that you have the seven people, roughly, in mind, what are their gender? What other race? What’s their ability status? Did everybody go to college? The reason why in the reason why this exercise, this very tind hd you to really then step forward and say, this is what I envision teen Vogue could beat that >> absolutely, and it also help me ask a question of one of the stories that only I can tell? One of the perspectives that only I can bring? And what are the ways that I can champion communities of color and people who are in marginalized communities that maybe never had the opportunity to have their voices heard? And I think that was the>> Yeah So here’s a confession I subscribe to teen Vogue for many years, even though I was not the targeted demographic, but let’s talk a little bit more about that because I want to read you some headlines as they pertain to your time at teen Vogue Glen Cathey How teen Vogue Elaine Welteroth is shaking up expectations for a new generation of young women Elaine blank who shook up teen Vogue says diverse newsrooms are vital So under your leadership, team Coke went through what I would call and I think what many people in this room would call a transformation, some and I remember the kind of very moment that teen Vogue was just everywhere, people started talking about and said wow made, and even shifting the players, inside the word, Ray, one of the closer you gave that I thought was so powerful is in order for you to change the story, you have to change the storytellers, so I would love to hear more about how you were able to do that >> How much time do you have? >> Well >> We can talk about this all day Thank you, I mean that is very flattering but it is interesting because the world loves the headline, and the world loves the idea that there behind the scenes that never made headlines that helped us arrive at a place where we could do more meaningful work and it really did start with changing the players and also changing the culture internally and it took time I mean, I was at teen Vogue for about six years, and five of those years were sort of under the radar and then there was this big peak and I think it’s important that you have to chane the storytellers in order to change the story if your goal is authentic representation because at a time like this I think the terms diversity and inclusion ,uteon rynow someha teansdhi that especiallyn this data-driven world that we live in, sometimes we lose sight of the power of just human instincts and we forget that the issue of diversity and inclusion is a human issue and we need to look at it through a human lens and so a lot of the insights that myself and other people on the team arrived at that helped us transform this brand came from just listening, observing, asking hard questions, having hard conversations They didn’t necessarily come from the data, you know, when I inherited this brand, it was a

beauty and fashion magazine for teens, but we saw that there was white space to fill When I looked online, we did what we at teen Vogue called social listening and really, it was just stocking our readers online and the thought leaders that they follow and seeing that they are talking about so much more than just what’s on their bodies They are talking about their identities, and this is also the most connected and informed generation and I think we all could see very clearly upon introspection that we were under serving them and I think I realized that I wanted to be a home for all of their identities,ecfhe idti and is stuk with me, he said we aren’t born woke, there are moments of awakening for each of us and I love that quote Although the world word woke jut overuse it, use this sparingly, but what I loved about it was this idea that woke this doesn’t work like a light switch You don’t just turn it on, flip it on and say I got this, I’m woke It’s a process of unlearning what you’ve been taught It’s a proces of intentionally seeing beyond your privilege and to see the injustices that face people and communities that may not affect you, and learning how to better service those communities, to be allies for those communities and also to start with in you, you know? We talk about changing the world so much but I think the most important thing that we can do is look inside of our own lives, our organizations, our offices, to make sure that the team that you are building and the environment that you are cultivating is one of belonging and inclusivity and that it reflects the audience that you are trying to reach and for us, it’s not fashion We really had to make sure that we were changing our practices and that we were changing who was on the team and I think that is what really let us to success You know, one thing I have to say is that there was a team that was put together It was myself at 29, biracial girl, you know, with all this big hair, let’s give her the job with this 20 I think six-year-old gay guy from Boston who was not from a fashion background, who was leading our digital team and diversity and inclusion experiment in the history of modern media because teen Vogue like many magazines was in a very challenging time like teen Vogue? And we had to answer that question and so I don’t think that there were high hopes for the brand, if I’m completely candid so we got these jobs and it was sort of like, digital fot grow from 2 to 12 million We were able to reach and cultivate relationships, meaningful, add value to the meaningful relationships w compf our team and then changing the conversations that we were having in order to change the work that we were, that was coming out of our brands and luckily, we did it under the radar, we didn’t have to ask for permission, we really just kind of asked for permission for

forgiveness and when it works, it was a bit of a surprise for all of us, we took a lot of risks and when it workedesults n innovation >> Absolutely, and I’m so glad that you talk about the human instinct portion because I think this audience here, and think we all wyour office looks like andt perspectives are lacking Is not uncommon that I would go into a meeting and then halfway through the presentation the senior leadersil snd eyeta lonms ohnrstecaorce nd age tore it? Okay, here you go And it just, you know, people in DNI roles get put in this really weird position of chasing the data and at some point we really just have to stop and gtes ryatc isouav Xerag o unepresented people in your company, and you know that had when we start to over intellectual lies the data, we have lost people So I love that you said that Let’s talk a little bit more about the hiring aspects of things and changing the makeup arheriau a around are putting culture appreciation and that was a piece, and I will let you tell a little bit more about it, but that was something where you center the storytellers, and I think when we talk so much about diversity and inclusion, we talk about it, yes, absolutely in the terms of it is the right thing to do and it absolutely is, but we forget exactly to your point, the innovation that comes out of that, right? Without a diverse and inclusive audience or wo just something nice to talk about It is really a business imperative, especially in an age like this one, especially if you want to be a competitor in the global economy, you have to open up your eyes and say are we reflecting that global economy internally? So, you know, it is a two-part question dotted think the first part regarding hiring, we set the intention that we wanted to create a masthead where there was someone on it that anyone we were hoping to reach could point to and say, I see myself in that person And Harvard business review did a story about how diversity leads to innovation and in it they say that when there’s at least one person on the team that is reflective of an underserved demographic that you are hoping to reach, the whole team better understands that under leverage market opportunity >> I think it is funny you are using that quote because I use it all the time >> Do you? >> I do doubt we should go on the road with our floral dresses and matching quotes >> But it is true, just one person on the team helps the entire team to understand how to better serve the audience >> Absolutely, and we saw that with every higher And so the story you are mentioning, cultural appropriation which we call cultural appreciation was kind of an interesting case study in that, and also recognizing when even the most diverse team or in our case, masthead can’t always tell the stories, we can’t always tell the story better than someone from the community that we are hoping to reflect Sometime it’s it’s about passing the mic and amplifying the voices from the community and limiting your platforms of them and so this was an example of that, so we saw online on social media every season, especially around Coachella and New York fashion week, Teen Vogue among many other magazines and designers were being called out for cultural appropriation Do y’all know what cultural appropriation is? Some costs were like no Basically, in a nutshell, it is

appropriating, it’s when sort co you see it happen all the time You see headdresses being worn at Coachella Dave You see been these being worn on runways and so we had to to make stopped becoming culprits every season, and we had to create a safe environment for people ask questions, like, why is it wrong to put cornrows on a Caucasian girl with blonde hair? It is still burning a culture Why is that wheua ithy i wgggnfee tyeo to our comy to address it and so hopefully contribute something productive to this very controversial, very contentious conversation about race and identity, and so what came out of that meeting and that very hard conversation, very uncomfortable conversation for some people was a story that we called cultural appreciation where we tapped real girls from routinely appropriated communities, marginalized communities and we asked them to come and let us shoot them and their sort of natural beauty and we also asked them to explain on camera the difference between cultural appropriation and cultural appreciation We asked them to talk about what these beauty looks men’s in their culture, and it was a risky move for a brand that had been routinely called out for cultural appropriation, we could’ve very easily gotten a team and that is exactly what we did We had a Native American girl named Don that come with her three or 4 foot feather that no one onset could touch and she educated us about it and educated the world through our platform and I cannot tell you how good it felt when that story came out and it made waves in our community It became a twitter moment, when asked what her moment was a thing back in 2016 Really it really reinforced for our team that this is a direction that we need to continue moving in and we need to continue pushing past what we normally do and we need to throw the old formulas from having those hard conversations internally >> Yeah, and I feel like for all of us here in the room, you know, we all work at companies where we so often forget when we are so customer driven or sold user driven, that we forget that our employees are the ones first and foremost, right, making those experiences for the people that we want to reach, so how do we censor ourow a company that you formerly worked for, if you want to show the story, addressed the lack lives matter conversation and how that ended up being a moment of awakening for you >> Yeah, absolutely So, you know,umf 2 amet Iileror af tth of the Lando Castille and Allison Easterling, at the hands of law enforcement, quite a few tech companies came out publicly to talk about

oss cny itlooked around at thes that I was trying to explain what this movement is about, what this hashtag stands for, that it overwhelms me in ways that I can’t even really explain, but what came out of that is just such an incredible, strong conviction for me that as we move along in our journeys, it is so incredibly important to create communities You hear so often, I think, from women, people of color that move up the ranks, we all know this, the data shows that, that people of color, women of all backgrounds just drop off, right? We go from something like 38% in entry-level, success 17%, etc. And so on as we move up. tt you have used which is how do we pass the mic? So let’s talk a little bit about that, about our ng ts thasr iki muboll s st doteao a gy? Wneint on the clock, I will say this We will not always have all of the answers, and that’s okay and sometimes our role is to just create space to, and to create an opportunity for someone else whose voice or voices have not been heard, to have an opportunity to share t you or ae from, familiar to you, I think it is important to recognize that you are in an unconscious bias rights and the only way to get out of that is to intentionally and consciously breakouts of the really, it’s human nature to gravitate toward people who are like you, but to break out of that and break away from the notion that you know people need to fit into a corporate culture and instead, it’s not about a culture FIT, all socialized and we’re all a part of the problem and we can all be a part of the solution >> Absolutely My name is Marty fine I am the Thank you so much for this Thank you so much >> Thank you Thank you This way Please welcome back to the stage >> Thank you for joining us, my of besma >> Really exactly what I’m doing I really wanted to be a writer, I wanted to run an agency which I am I wanted to run an agency whiche involved in events and put on my own conference g football fan >>Was your team tax >>Barcelona that easy because they always win. f ralannk a little bit about what that means to you? >> I think what we’ve seen over the past decade is a real sid counterbalance becausepastty the cheapest with automation, with algorithmic marketplaces, with exponential technology

really invading the workplace human, inherently human aspects will become more valuable and more important And it’s very important I believe that we don’t only associate data with the only truth, and that we create a space and maintain a space where we can be human so that we can create a space for intuition, creativity, and imagination All those things at this point at least only humans can do >>Right, it can be programmed, right? >> Right >>You mention the past that the way people determine whether or not they will work depends on their relationships they have at work So I have a work life, people have close to their colleagues once workplace artificial intelligence are more that starts to take place? >>I think that is certainly a risk because so many of the micro interactions that make for these relationships that work daed by a m b processes that are driven by by AI So the relationships to our colleagues, to her peers, to her manager as many studies show are really paramount for satisfaction at work We do be careful that we don’t hesign any humanntti private chef and some nice tos and a happy day That really creates an authentic workplace, that really creates intimacy and I think that will be a differentiator for at least those companies that want to remain human going forward >>And suffer companies I agree with theneli p. tbo I am a linkn employee that we have spoken a lot about it and tell and connect in previous years What is a set that you think companies can take tolly showing demonstrate that it is okay to be vulnerable Satya Nadella is a great example when it comes to empathy and invulnerability On the employee side of think there are things that one can do, for example mindfulness is a great tool to actually connect with your peers, with your colleagues in a different way Just so to recognize each other differently, for example there are now silent dinners or silent minutes at least in the beginning of meetings that companies have begun to implement >>What is this? I have never heard of this >> I think it was actually created in Australia, and it is a worldwide movement and companies is a musical soundtrack which makes it easier The more vertical version is that there is nothing It is quite strange speaking of intimacy it is very nice because you really begin to see each other and to actually tolerate the silence together and it creates a bond that is perhaps even deeper than, you know language >>Nonverbal That is really interesting So speaking again about automation technology, if this eventually helps to create a shorter workweek for humans, if that is so how do you think that could impact our relationship that we have with work docs and maybe even potentially people self-worth docs >> There is a utopian or positive scenario, there is a dystopian scenario The utopian scenario at least assumes that automation Now I think the challenge is of course that it is going to be on the one hand not easy-to-read skilled people, so if that is oe challenge Nothing the other challenge is that we are actually not used to having unstructured time

s relevant as it was over the past 50, 60 years or so So we need to actually become more entrepreneurs of our own career,ime I think that is incredible So what would you say to artificial intelligence skeptics who might be concerned about their job security tax so if a machine can do this I am not needed What would you say to those folks docs ewfe w ods not going to replace humans, not immediately but AI will very likely replace those humans who cannot work with AI So we have to do kind of almost like it is a stretched out on one hand we have to embrace AI, develop AI literacy and really acquire the skills and begin to work and cooperate with AI On the other hand those aspects of ourselves that are inherently human, empathy imagination creativity artistic thinking will become more precious work is based on a very vertical skill set that is very specialized, and that is very much driven by efficiency and focus on linear process driven work, then I think the future may not look so good >>For those peopl wigeI le a abt maybe companies are dealing with e’ so much concern aboutDo AIN it is this very serious concept sometimes And people forget that we are of course already everybody is using AI It starts with the Google search engine AI is already in the center of our lives I think with the demystified a little bit The best way to really learn about it, AIN how to work with that is to do projects And might be very, very small projects Experiment and with AI and also not knowing, admitting that we are not experts Because I think we are now at the point where a lot of executives or regular employees will Satan, AI, I should know about it but I don’t So think it is creating these small projects and organizations where it is okay to fail, it is okay not to know, but experiencing AI and becoming comfortable with that is becoming crucial >> Last question It is a LinkedIn tradition Tele-something, you honestly have a very extensive resume background linked in profile, congratulations on that What is something we would not know about you by looking at your linked in profile docs >> That I am very good at ironing And I really love ironing So, you know, when your shirts >>I am not kidding you, I really could’ve used you this morning It was touch and go for a while I almost had to go to my meditation Good to know I might now at Talent >> Thank you Marty Hey everyone, Janesh Rahlan once again coming to you live from the in lounge which is the center over here at talent connect oukeh me we have some great installations Look at this thing I’m pretty sure we took it from the MoMA I can confirm one way or another but if someone from the MoMA is watching, hashtag TCA team live To enter the contest and talk about talent connect Don’t take my word for it, we actually have drone footage to show you the rest of it Can we get the drone rolling docs cool We’ve got the drone Look around you, there’s some awesome stuff hap where people can kind of play around with it and see the new product, as well as our rock your profile booth Over there you can choose up that profile and handset digital footprint your mom will be proud Infected this area so beautiful, earlier today someone was crying tears of joy when they noticed how beautiful it was That person was me And joining me now we have a

wonderful brand marketing manager, Daniel Eugene Linus will the third Is that your full name docs >> No, not at all >> That is what I was told Can you tell us a little bit more about what is happening docs >>As you can see it is kind of the center of everything Behind us actually is a secondary stage where if you think of the silent disco format, it is a bunch of folks the get to tune into presentations I will be going on all day If you can’t hear over the crowd, that is okay because you have a headset These lights and everything are kind of the theme of us which is insights to impact You will notice the same trend, aesthetic, color throughout the entire show today Essentially what we are trying to do is promote folks to get analytical with their day-to-day careers in HR and recruiting, as well as learning and development, and what the impact has on various channels of your company >> Awesome man You have a cute purse you are holding Can you tell us a little bit more about this docs And the words of Steve Jobs, one more thing >>Take a look at >> If you are not at talent connect this year you are probably cold and thirsty But we canveha Hoanhe mtea as T t selecting one folk, a pair, for tickets next year to talent connect 2019.ank you for We will be coming to you with some more TC live 18 content Thank you for your time everyone Hope you get to see the in lounge from afar >> Have you ever applied for a job and as you spent the hour or so it can sometimes take to fill out a job application, you are wondering if your experience mattered? In the back of your mind you are thinking this is probably a pointless exercise? No, what women, candidates of color, veterans, professionals with a disability, nonheterosexual candidates, and %older professionals all strugge with this They want to know they are being assessed on their skills not being immediately rejected because of a particular dimension of diversity The act of diversity recruiting isn’t really any different than regular recruiting What is different is the mission and vision as well as the expected outcome Diversity recruiting is the active commitment to increase diversity within an organization It is in a concerted effort to overcome the traditional lens we are conditioned to look through and look toward engaging candidates were not usually on your radar for any number of reasons Each individual step in the diversity recruiting process impacts their desired outcome as a whole Therefore in order to create a successful process, your steps have to mimic those of the general recruiting process With deliberate attacks attempts to act without bias Each of the main steps, the job description, the sourcing, screening and interview process, you have to remain aware that bias, discriminatory practices, and unsavory behaviors all lurk there And be committed to identifying and overcoming those behaviors Take the example of a guy with the beard who was applying for a job You assume that no one cares if a guy has appeared We might care if it is bushy, extremely long, or dyed purple But if you have a general run-of-the-mill beard, no one gives it a second thought, right? Unless you are considering running for president of the United States There hasn’t been a single president with a beard and more than 100 years Is that a coincidence? Would you say that the people of the United States have a bias towards men without beards jacks if you could one for president, would you consider shaving your

beard in health and ready to take on the world, literally But you are spending time wondering if your beard would prevent you from even being considered as a candidate This makes your sourcing process extremely important because as a recruiter you have to overcome the section in the market place the candidates you haven’t traditionally been hired by your company are actually welcome You have to act, resource and network and meet people and let them know your company is interested in a candidate like them CEO is another example Of the 479 male CEOs of Fortune 500 companies in the US, monosyllabic names were most prevalent Pete was at the top followed by Bob, Jack, Bruce, and Fred Is there a bias against men named Jeffrey or Thomas? Have they shortened their names to Jeff and Tom coincidentally Russian Mark wears is coming to play in the recording process? Who is doing your screening? How were they trained? What traits are they told to look for? Simply by being aware of the bias you may find that more resumes with names like Jeremy or Bartholomew, or even Keisha, or Jamaal, make it past the screening process Let’s backtrack for a moment to what is usually one of the first steps in the recruiting process Designing the job description It is supposed to attract candidates, but if it contains sexist language or information that is common only to a specific community, you are inadvertently discouraging candidates from everppg Thewing and revising your job descriptions is part of what you have to tackle innate diversity recruitment initiative This is why each step in the recruitment process needs to be abinouco and revisedspraterouan or to have influence over your organization In fact influence often leads to informal authority You can become a need to know person in your organization by leveraging your expertise and your influence skills And developing informal authority sets you up as a leader and an expert in your organization It can be hopeful if you’re ever in a bind I need a favor, if you’re looking for a promotion down the road, or even just to boost your own morale To develop yourself into someone rd, people look to you for guidance, or at least as an example If you are great at your job, get even better and people will follow. be a great coach If you give great feedback, people will seek more of it Now great feedback is clear, actionable, and constructive If you learn to coach those around you will be seen as a natural leader And listening skills and waiting until others have spoken will make that feedback even more valuable The third, is time The longer you have been in a job, the more authority you will have It is natural, we always look to those who are more experienced And some jobs it may take 20 years, and other jobs with a high turnover rate you could be the leading expert in nine months If you have time credibility, use it to your advantage by citing previous experience with discretion You don’t want to be that back in the day guy or gal You want to use current examples It helps your team view you as a leader and it can also help them avoid mistakes Lastly, be willing to give influence The more you offer your help, the more you will be asked to help in the more you help, the more influence he will start to develop If you are new to a role or an organization, offering help can be a great way to learn And lead to establishing some informal leadership You don’t need a specific title to have some pull in your organization, or just on your team I need to do to add value to others to be considered an

informal leader >> Hi everyone welcome back and think for joining me for the all access live stream here at talent connected I am Romain Buck, one of the cohost of the live stream Joining me know in studio is Elaine Welteroth Elaine, thank you for joining us Elaine is a former editor-in-chief of teen Vogue So happy you could be here today >> Thank you for having me >> You are fresh off the stage How are you feeling after the fireside chat you had? good and proud I was able to have that conversation with Lisa Lee who was fantastic She is the director at Squarespace It was a pleasure to be in conversation with her >>I would love to pick up that t w the idea ofe thike passing the mic and giving room for others to speak and ally shipped Can you talk a little bit about what ally ship looks like? What does it mean to be a good ally? gnlletuslove to hear ahinhe wla ag them if they need support and asking them in what ways you can be supportive I think that there is a lot of pressure I think for people of color or women or anyone who is f the fence, I t have one some of the battles that I have one, I couldn’ten Vogue, you brf barriers and really were a trend center center and really step in your career? You stepped away from that, and have completely transitioned into something else How did that experience get you ready for this? >> I think what it did is first of all me find my voice And my professional life, I think I spoke a bit a the rulesr yourself and you have to kind of trial by fire and understand how to navigate the spaces as a leader I think there color in a leaderp role, if you are a woman in a leadership role, you are

inherently different those are inherently female traits that actually are huge value adds as a leader.ditorially and as a leader on that team to be able to foster some other great leaders on that team gave me a springboard to kind of go out into the world and navigate the world is my authentic self and approach my work from a place of authenticity and recognizing the power in just that And so I am writing a book right now which comes out in May, I am on deadline, wish me luck I am doing some interesting projects in TV and I am just excited to bring my point of view and my point of difference to the table and to just be unabashedly who I am and represent for the people whom may have not had the opportunity to do that in the past >>I love that and I want to dig in the little bit more into finding your voice because obviously moving in to the teen Vogue world it was a very different publication than when you left So you found your voice there How has finding your voice there helped you moving into this world now? >> Think it is also rem to finae more of who they are and in some cases fight for the ideas that they believe in, or the issues that they believeace had to be r allies to them and I am just so happy to see the seachange I feel the world has changed so much in the last even just five years and I am excited to see that there are more narratives around women’s empowerment that are happening internally that are being expressed out into the world I am excited to be a part of that and from my little is comi Elaine, thank you so much for joining us, fantastic conversation Has been such a pleasure to have you Thank you sR operations and systems What I have always been is chasing facts I don’t like ambiguity So chasing the numbers, the number is where the data is, where things are real Sean and I met about the same time I was working at the company I was working at is a security company when operations manager position opened >>At the time we were looking at the security planning down at chocolate world >> Our summers are busy, but busy is an ambiguous term Sweep data around what busy looks like and then what staffing levels should be for that busy time That was the first time I took a problem I saw, gathered the data on it and actually try to solve and get to the right solution >>I began to really reflect on MI now becoming a 20 to look and find another opportunity for him? And do I need to let go? >>What I knew about Sean was he had a reputation for getting >> How do you feel about Sean and I running it? >>And I remember him saying when can we make it happen? >> And that was the moment Sea >> What has actually taken hold in the HR community is

developing colleagues in HR >>I first had the opportunity to work with Sean on a data reporting project >>Our first m that is available? >>Have a lot of partnerships to work on including LinkedIn We can go out and actually gather this information >>By understand the experiences, the skills, and what our employees have to offer, we can then link that and say here are the people that we can leverage and lean into to do that, and linked in is obviously a great resource to more holistically and collectively look at our workforce >> Her she has kind of made me student Really have to bring up this learning agility and influencing data is a part of how HR does its work here at the Hershey Company We are 2500 miles away from any other civilization. direction, e are than enterprise without having a workforce that could adapt, that could put new technologies in place >>Is really difficult >>We kicked off a six-month pilot to evaluate the>> Feelings that we had here before, and the year that we started these >> Those job sponsors, those job ads that is an essential tool That is how we found Hera. saw And I thought this is exactly what I’m looking for. in the to% of the candidates At the time I was outside Kansas City at the University of Kansas It was kind of like, wait a minute I can move one would fit into our culture >>To be able to reunite with my daughter here means the world Is amazing to see her grow up >> If this job posting had been on LinkedIn I wouldn’t be here today

>> To find people >> Welcome to Anaheim and welcome to data diversity How to use data to combat various in hiring and promotion done a special welcome to those who were tuning into the live stream Is my absolute pleasure to introduce Leslie Miley Leslie >> Good afternoon everyone And for everyone watching at home, good afternoon I always wanted to say that, it is the first time I have had an opportunity to say that This looks like a full crowd I’m going to ask if you condemn the lights so I can get a picture of everyone thought can we do that? Maybe? Thank you Can you all get lights, I appre We will wait for everyone else to come ag your fitness, you are probably getting all your steps in at this conference I think I have already got 9000 and I have not gotten anything This is a fun time and I say that ironically And I think intact specifically, I think an industry in general and even worldwide, when it comes to diversity and inclusioy inching interesting where we have gone, Steve Bannon is talking about diversity I’m kind of at the forefront of this in a lot of different ways in that, in that I am intact and I think most of you probably noticed I am African-American If you haven’t now you know And a little bit about me ngee,ornsgis giving me a forum o have this conversation Prior to showing up here today I was the CTO of the Obama foundation communities Everyone involvd in government And regardless of your political leanings, regardless of your ethnicity or your gender, or your sexuality it was just about get involved, stay involved And that informs a little bit of this conversation Before that I has been engineering director at Google, atun that job was? However it goes to what we talk about in inclusion because who better to put in that role than people who have experienced harassment and trolling and the hatred that comes with being on social media And I have been on social media, I have been on the Internete Lel these men would send me the most vile things because they thought I was a woman There are many women in here who probably have had that experience and who are still having that experience So what we are talking about today is something that has impacted me personally and professionally and has impacted me for the majority of my career I like the doors making a great

sound to.e do and some of it is good, most of it is not And it is crazy because biases in your applicant tracking systems Biases in your performance management systems And biases in your leadership opportunities So when year applicant tracking system who gets a call back is biased And recruiters, I think are amazingly Lee simply motivated And that is from my engineering viewpoint which is get people in the door Get people in the door that your customers want to see So they are going to biased towards what their customer wants to see which is going frod it they may not get pushed to a team So you probably see that a lot No one ever says anything They just kind of take it and run with it Back before we had all this technology and before there was LinkedIn and had pictures, you just sent your resume and someone would call and I would get a call and it would be from a recruiter or a sorcerer And first they thought they were going to be talking to a woman Because it is Leslie Miley I’m like this is Leslie I have gotten the are you sure? I am sure it is who I am And then for those of you that go to movies and saw black Klansman, I sound a little bit like Ron Stallworth Sorry to bother you I put on my white voice So I would have these conversations, answer the questions, and then I would show up and they would never be expecting me Especially the person at the front desk They expect a woman, and then I am not a woman So then they would send an email or call and the hiring manager, John Smith would come out and do this And then going talk to the receptionist And it’s like you didn’t expect h Thro Is not necessarily in a bad way It to respond to it before it starts impacting so many other things So I want to talk a little bit about applicant tracking systems because I have experience with so many For those of you who use jobsite, I am sorry People say I shouldn’t do that, there is probably people from job fight in the room If anyone from jobsite is in here and you want to talk about why have that opinion, please see me after the start Almost all ATF system claims to use AI today in some way shape or form And semi-it is what I just talked about that what is in a name? It is not just my name, it is the name of the school If you don’t hear about a school, you may not train your model Are you just train your model to over index on certain schools So name of a company I have been at companies that will remain unspoken, twitter, that actually would not hire or would de-prioritize candidates from certain companies.rive It’s like really? Names of projects or technologies Who was going to put in their ATF system that they want

someone that knows me there arer train programmers who are getting paid a lot of money because there are banks you still have systems on this and they will pay anything to keep their systems up and running And this is a true segment Some people want to buy us for what they think are good But what they don’t know was that they are missing so much They are missing things like any language And so if somebody has done a role in a company that you have not heard of, just because you haven’t heard of it, don’t evaluate Does it mean that you want to over index on it but you also don’t want to eliminate people for it I look for things like community college Someone go to a community college? Because we don’t know people’s life choices We don’t know what was happening earlier in their life that they decided to go to a As you are training your ATS systems you are training them for what you know which is interiorly biased.ic involvemen I tried to always optimize for what I am missing And I think it is really experiences Everyone has people like this in their organization where they know the person who went to community college or didn’t go And performance management This is one of my favorites It is one of my favorites because it is an area where if you get in the door, it is always like these hurdles that have been put in front of me of my career So I got in the door because they had a white woman name And I sounded like Ron Stallworth And then I was able to impress them during the interview process And then comes my first performance review Here is something that is just I mean, it is like what are we doing ? are women really that much worse? Because words matter and we have a tendency to use stronger words for people we don’t have affinity for Happens to me all the time Aggressive. women speak to them in that sort of matter Pushy, abrasive, brash I actually was going through a review from 10 years ago I keep my reviewshis and literally my feedback and I trid to moderate who in what I am And for years, I keep trying to take that edge off I keep trying to smooth it out,e

to Apple, to a small company called mod cloth, to t And what happened was I had sublimated my blackness so much, I had sublimated from what I was so much that my first review at twitter was that I wasn’t aggressive, that I didn’t take the initiative I’m like I can’t win for losing I am turning into a white woman and now I am getting this And that is actually what happens And there are many women in here who probably have gone through the same thing You are not over indexing you are just trying to fit in When I saw that, I didn’t know what to do I was like I don’t know So I talked to some people, and He didn’t say I would be more successful He didn’t say I would get more raises or promoted He said I would be happier And he was right getting 89% critical feedback, they not only receive more criticism, it was less constructive meaning it was less actionable, it was more personable For example the feedback that men received was mostly geared toward suggestions to develop more skills Hey, going learn how to have heard feedback Hey, go take a management class Some things like it would’ve been extremely helpful if he had gone deeper into themean, it is I just was interviewing because you have to keep your interview skills up, I was the CTO of the Obama foundation I built bots for twitter to find box I have some technical skill I am sitting in front of an MVP who knows my work on those what I haveroblem to solve I know how to stream music and know how to do recommendations, I understand this I get this unfair criticism because race sit in the chair before I do and he assumes that that race is not technical enough He doesn’t assume I’m technical enough, he has that data in front of him, he actually had years of my data in front of them and yet that was the first question he asked He didn’t ask Akamai NPS course %for my teams were 90% He didn’t ask how did I diversify my team and higher out of a years worth of hires, 50% were underrepresented women He did not ask any of that He didn’t ask a technical my team was even though my team was doing really well. bias, it is actually really simple There are word lists out there that you can subscribe to that will tell you whether this is a biased word, whether it’s used more towards women, whether it denotes aggressiveness or pushing us or whatever And you can train your models to find them in your performance evaluations Those of you with large enough companies that have years of data and petabytes of data, you can go through this and you can Amazing insights And you can find in no uncertain terms without looking for her, or she, or he, or him, you will find a high level of precision the reviews that are for women and the reviews thats that

they put out So words really matter This is what got me This is an eye chart I’m worried for those people like me they can’t see anymore Managers use more positive word subscribe men, -ones to describe women This is 81,000 performance evaluations Across a host of industries The blue is positive, the orange is not I look at this every day and I am like we are just up against it These are the words that you can use in your performance evaluation systems These are the models you should train and you need to get this data in front ong@work.nts likee don’t understand why women don’t get promoted We don’t understand why people of color don’t get promoted This is why, when you put these words in there, this is a drip campaign against your most marginalized people And it happens every review cycle thought and it happens year in and year out And people who are doing amazing work have these words put in their People who are committed to your company, has the these words in their They don’t get promoted, they don’t get raises, don’t cackle made it, and we don’t do is we t repair And by that I mean we don’t fix people, we fix the problem So now you have the walking wounded who have been damaged by these words Guess things have gone better for them, but the economic opportunity, the career advancement they didn’t see But the thing is that these pockets of bias exist There is something that doesn’t come up a lot. organizations tht are biased And that is where accountability comes in And accountability isn’t telling the h nothing I have seen it at scale where people come up with grandiose plans, they do all of this data collection, they say they are going to do this and then they don’t hit any of their targets and no one is held responsible If you want any more of that you can just look at the yearly diversity dance that tech companies like to do to put their data out there were nothing is changed for four years but no one has lost a job No one has been fired, no one has been reprimanded, they justt and saying they are going to get better People are going to be held accountable I don’t necessarily think they need to be held accountable or be marginalized but they have to be held accountable, that is the only way it is going to change What about performance management? Some final words I actually don’t management? Some final words. we slide is going to say I did it first thing this morning I don’t think I had coffee For those of you who may get offended with four and five letter words, I’m just kidding I won’t do that A couple of things you don’t want to do, stock rank.d look a You will see Don’t do a forced distributioocv thhere, and somebody is like a,t says we can only have this many people here Don’t do that If you are thinking about putting something like that in

place, please don’t Once again the same thing happens People on the edges get pushed so the people who are going to be who you think are your high performers will get pushed higher The people who are on the edge or the lower performance will get pushed lower and those will generally be women and your people of color And my favorite is published your band words and phrases Something we did at twitter We had a list of banned questions we could not ask during the interviews because the candidates got a hold of the vulnerable groups of people, you have to band them and make them public You can’t keep it and say we are just going to have the managers deliver the message It should be on the website somewhere where people can look at it, we can look at the band words at twitter and knew not to say them You put those out there The first purpose it will serve as a it will tell people that you are tracking it The second is that people will start having the kind of conversations they need to have around why these words are not good, how these words diminish other people So I thought about this, and I have heard this so many times The problem is in the pipeline It is what happens when you look at the corporate pipeline and where people end up overtime Isn’t it funny how white men stand start out at 36% and end up at 67%, at the top of the chart That is your pipeline and that is where your problem is It covers everything I have just talked about This is in your applicant tracking system This is in your performance management system This is in your leadership development, this is in everything And I see this and I think that is just amazing You can look at companies long term promotion and just see how people just fall out Women of color are just like gone, they are gone So as you are looking at your systems and as you are building them out and as you are refining This has been my life the last fo This is why we can’t have nice things We do this a female or nonwhite applicant are rated less effective than when they hired the white male applicant There was no significa losing They pretty much know who I am I have a resume, I have a twitter handle And they were like we are so happy to have you here, you are a great engineering leader We know you are very passionate

about with legal, I worked with our HR VP, I worked with everybody to try to do this So somebody got passed. get puld into it And at the end of the investigation The allegation is that I was biased against white Asian men Well look at my group, I think that says otherwise but that is fine So they do the investigation and they say we did our investigation and there was no bias Like thank you for speaking the obvious And that this letter in your fie that says if we get another complaint you could be fired For doing this work And I said, are you serious? This is what you are doing? Yes, he made people incredible How? No one ever says this when you hire a group of white and Asian men When you have an entire group that is you can go and look around when you look at your C-suite and their white and Asian men that makes me uncomfortable No one is getting in trouble for doing that I can assure you And that I think is where the problem is So many diversity programs are focusing on bias reduction And what happens when you do don’t see any value in And instead of going back to the organization and talking about it they put the responsibility and the blame on the people doing the wt from people who are like I read one of your tweets I don’t talk about my tweets at work It’s is nothing about where I worked on it is always where I worked, it is never where I work And I want all of you to start thinking about how to do more than just bias reduction because your systems were not designed for inclusion Your systems were not designed to bring people along They were designed for a certain result was just to bring the same people that are bringing the systems Fortune favors the bold I think the Klingonsaid you but fortune favors the bold Changing systems and processes is hard People have to be transformed Fortune also favors the brave because to do this work you have to be brave I have had so many uncomfortable conversa conversations The be brave, don’t walk away, stand up when you see someone being marginalized Stand up when you know somethinh I have heard And everyone, roomful of people like this hear me ask a question, get that answer and then I have to sit down and feel very, very bad And every buddy comes up to me afterwards and says man that sucked

You think? Where was the support at the time? You have to support your people in a moment Verbally, vocally, and public You need to be transparent People say they and minorities g a higher rates and get promoted at lesser rates What more bad data do you need? Just put it out there, people know Oracle had this great reason for not releasing their EEO one data, they said it would enable other companies to identify their African-American and women employees and take them and recruit them And I am Set targets, and hold people accountable to those targets Them out there in the never hold anyone accountable because people will understand them and understand there is no account ability and they will not work on it They will work some things throw some things out there and they will just move on bec hold thems accountable I was in an organization where it was very, very diversity focused, very inclusion focus and then we hired a white male engineering VP And then the CTO stood up in front of everybody and put the org chart at that was all white men in leadership and said I know it looks bad, moving on And I’m like where’s the trust I stole that from Twitter, used to be one of the core values, I’m not sure they still have core values Look who is who is hey, come on.lues should have gotten him off long before So communicate fearlessly I think it is important when people hear what you say and you know that it is not going to you can’t manage them, you can’t massage it, you can’t make it feel or look good I know it resonates with me and a figure resonates with other people Some people don’t like it I can give you an example of me communicating one day I was at a site and the site most of the people had moved out of the building in my group was the only one left and it was a really big building and there was 15 people Of course the facilities had become a little more degraded when there aren’t peopl out ande trash just on the way out and it was gone And it was empty and I’m like I moved out There were dead plants everywhere as well because no one was watering the plants We were having a meeting with the real estate folks and it was really just mad I was matter the people who were in my group have rats in the building, have dead plants, the food in the kitchens was rotting It was a terrible, terrible situation for them They had free food rotting,

I And so when they come on the screen the cameras just looking at this dead plant Communicate fearlessly, I am like this is unacceptable, here is how unacceptable it is Everything changed after that Except for in my review this person said that that was rude, unnecessary, and uncalled for and it really damaged the hard work that their team had been doing to support my team So that came up in my review and I was just like really? There was a dead plant and there was rats and it was terrible.that eo it I wanted to take some questions and I know we have a couple of minutes, I think I have time for a couple of questions Anybody have questions or comments? If there are microphones out there, if we can bring the lights up and maybe turn these down? No questions? Okay >>We have time for two ters, HR are susceptible to that tax, that diversity thet leaders to be aspired to hold each other or hold numbers? >> I I’m not having a conversation with any of you if you don’t know this, I can’t help you Right? I shouldn’t have to say that What I should But as teams grow, as they learn, it is just all good And I think that is what you want to use These are the conversations you wanteranfha nt tuss goes downhill, those of the programs that you will first get cut This is about being better people, about being good people >>You been talking a lot about what big businesses can do especially ones that have a lot of data, what about small companies and in particular small companies and areas that are not highly diverse to begin with? >> That’s a good question If you are growing I think the thing you want to do is set, you want to start setting the tone early because as your team grows, if you start off with a pl tm t vgig. ye amandy, y I think I saw you take the picture how many people noticed that that didn’t say blank ? I think I get one more question? >>Ron >>I just wanted to know what the best way to ask her ATF system what the biases are about what are the best way to determine eyes is it simple as just asking her how can we get that information or what is your advice? >>It depends on the system but I think asking people, asking what are we using to train her ATF system and starting to have that

conversation >> I have 18 seconds I want to say thank you all for coming and listening are crucial and they are made Thank you all for laughing at my faster thatence, warmth, and confidence, and once someone mentally labels you as likable or unlikable, powerful or submissive, trustworthy or devious, everything else you do will be viewed through that filter while you can’t stop people from making these snap decisions, because that’s how the human brain is wired, you can understand how to make these decisions work in your favor First impressions are heavily influenced by nonverbal cues, in fact studies have found that body language has over four times the impact on the impression you make than anything you say. We all want to deal with people who are energizing and engaging and who put us at ease and make a still good about ourselves. Luckily, these are the very qualites that you can project nonverbally in those first crucial seconds Here are six powerful keys to making a positive first impression. First, adjust your attitude. People pick up your attitude instantly, so before you go into the conference room to meet with her team or enter someone’s office for a sales call or job interview, think about the situation and make a conscious choice about the attitude you want to embody Attitudes that attract people include friendly, happy, receptive, patient, approachable, receptive, patient, helpful, and curious. Attitude that are offputting include angry, impatient, bored, arrogant, afraid, depressed, and suspicious Perfect. Keeping your posture erect, your shoulders back in this position, and her head held r person it’s also important to make eye contact. Looking at someone’s eyes transmit energy gaze a bit longer Leaning toware shows you are engaged and interested in them, but be respectful of impact by adding a single nonverbal component to one simple word Here is how you do it — when you meet someone and they tell you their name, find a way to repeat that name during your conversation, and as you do, touch the person lightly on the arm. The powerful impact of this brief touch comes from the fact that you’ve triggered positive feelings by remembering and using their name, lunches presents an opportunity to network and expand your in those first crucialcome back to the All Access studio, my name is Marty for an, I’m your

cohost for Talent Connect live, thank for coming back. Joininght Ob fatlade c,ppou for joining u >>Thank you for having me here >>I got to ask first question, your Twitter handle is at shaft, Le, td th aam a t sfi tne Shniouss Until you were about 13 years old, and then 13-year-old boys can be really cruel with anything. So Leslie became a lot easier after that >>All right, very good. I love the creativity. All right, so the first question we are asking all of our guests are what were your career aspirations when you were a kid? You mentioned already because of the bad neighborhood you are a fast runner, so maybe you wanted to be an Olympian but what did you want to be when you grow up? >>I wanted to be everything as a child, I wanted natural that ended up in it but it seems natural today that I would have ended up in technology >>Nice, very nice. So switching gears a little bit here, we are obviously focused on a lotucnhtr isig t a Tt workforce in your opinion? >> What can they do to build and foster a diverse workforce? That’s a good — there’s a lot they can do, and I think my anjngia trentng eeneabi tdendhv specifically women of color Most systems we have today were built to favor certain groups, men in particular, and knowing that and knowing where they are favored I think is the very first part of just understanding thco ohe >>Yeah, that’s a really great step one and it makes a lot of sense. So you’ve been an engineering leader at a ton of fun your companies come I mentioned some of the be getting of our interview, are therenyveu caecrorar thus far that have really stuck out as being incredibly impactful for any of those companies or just to you personally from the work that you’ve done? >>I don’t think programs, I think, and I don’t want t it starts. You look at the statistics, you look at the results, the numbers haven’t changed in five years since Google first published their numbers, they really haven’t changed that much and there’s been hundreds of millions of dollars spent, think what you have to do is you have to start changing, people have to start changing, you have to have a transformative, transformative leadership, you need to have transformative programs, so people can understand the scope of the problem, tob, t s a ret pem i >>You mentioned the numbers aren’t moving, and you are a big advocate for companies being transparent about their numbers, why is that — and I think a lot of companies are hesitant because their numbers aren’t great, right? Why do you feel that companies are hesitant and why do you think thoeanen >>duenss, however everyone knows the news is bad so that’s no longer an excuse And I think just being transparent helps everyone start from first principles. It’s ey a tomesrelutpe se cllouha dts why we have standard API, the fascinating thing is you aren’t getting that with DNI, the numbers of women,ndpll a work from you can really start having the conversations that

need to be had iou rlhe wea ale te thing with ink it’s a competitive advantage because then people can target it onsncndmp sngt a your a thoughts on companies being transparent and sharing about their salaries, and any gaps they might have? >> Please do it. Just, really, the data is out there, it’s on glassdoor, it’s on salary.com, or these are the ranges, Iat mean, that’s just going to build trust with your employees >>Absolutely, and potential employees too for that matter, right? >> And they know what they connect back when they come through the door. The last time I negotiated for a position I literally put it back on them and said you have all the data, you will give me an offer that will be comparable and competitive to everyone else. If it’s not I won’t take it. And the funny thing is they gave yo, that are struggling with that, getting to that level of transparency or even being comfortable sharing those kind of statistics whether it’s around diversity or salaries What would you say to some of those companies that are really at like square zero to even get to square one, how do they start to become more comfortable with it and what would you recommend? >>I recommend having a discussion with your stakeholders and the company, that this is what you want to do. And that what is it going to take to do it? And then just do it. And I know that sounds will he simple, and it is, it’s any negative press, any negativity you think is good to come out of it, will quickly be replaced by your employees being happier, by you being able to attract people accordingly, if you — don’t if you cannot pay then, because some companies are venture funded, some of them don’t havel happen. Because if you join a company and you get a better offer you may join, you may take the offer but you’re going tradt is something that is not on your LdI pleaprofile? So you havld >>haldouno abe yoo ay inn ple Ipe of time — I spend a lot of time wondering, and this is not so much on my LinkedIn profile, but it’s something I spend a lot of time talking with people about, wondering if what tayodor re o h t p bnheweo t so t tsha right? The algorithmic timelines that give you more negative sentiment than posienntau y im Iikowearom that because it’sy nascent but it’s something I’m thinking about and talking with people about on a weekly basis becauseouno b nclereusngo coue to have more negative conversations and not positive conversations >>Absolutely, very well said. I want to thank you for joining us here in the studio and joining us at Talent Connect come everybody stay tuned, we are going to have a lot more speakers and great interviews coming right to you from Talent Connect live, see you soon >>Thank you

>> >> Hello everyone. Thanks so much for coming, if everyone wants to take a seat. Thanks so much for being a part of this great first day of Talent Connect, I think the keynotes were amazing and I was especially inspired by Elaine and Lisa,ng about moving the needle, the journey from invisibility to inclusion, and I have the pleasure today of introducing Stacy Smith. Stacy Smith is a PhD from UC Santa Barbara, she is associate professor at the Annenberg school of communication and journalism, she has started her own think tank, the Annenberg inclusion initiative, around increasing diversity in entertainment. Going through her bio and thinking about introducing her, some of the things she’s done are incredibly amazing and I think she’s going to tell us a lot about them today with a lot of focus on the role of women both in front of and behind the camera, and in toe issues going forward. She’s written a number of scholarly articles in everything from the New York Times to Variety, and she’s >> Thank you. It is great to be here, and I just want to start off with a question. How many folks in the room watched the Academy Awards this year? Just by a show of hands? Okay, so a few of you. You know, truth be told, and wasn’t a very good awards ceremony, to be fair fairly honest. until one particr person caught my eye. On-screen this actor And if you were watching you saw that she stormed the stage and had all of the folks that were nominated that were And so now I’m really interested, it’s the end of the night, what is that second word going to be? And that second word was rider. Well, the inclusion party in Beverly Hills, and I’m sure you could hear me throughout Los Angeles, because I didn’t know that Francis McDormand even knew about the inclusion rider. And therein lies the moment that changed my mind, my life. Now, it was actually kind of a humbling experience because I had given a Ted talk and mentioned the inclusion rider and it has been viewed over a million times, so I’ must have read. It took this woman catapulting that message, the rider I came up with, worked on with members of my team. What we didn’t do this we didn’t heed the entrepreneurs and philanthropists, they called me immediately and said Stacy, you need merch,, developed here

and shouted from the Academy Awards stage. Now, I’m going to tell you about the inclusion rider towards the end of my talk because it’s a solutio how do we solve it? How do we solve it economically, how do we solve it from a leadership perspective, k really fast, so if you can’t keep up, different room for you This is the fast room, ‘kay? Secondly, I’m horribly depressing. So I hope there’s drinks at the end of the day because you’re going to need it when we are talking about storytelling and storytellers in the industry. So let’s get started. If you are interested in the top 100 grossing films every year, the Annenberg inclusion initiative at the University of Southern California has your answer. We conduct probably what’s been referred to as the gold standard of research looking at the top 100 domestic films eve be inclur investigation. Why? We want to compare it to statistics in North America and in the US in particular to see how the industry is doing. Then we look at every character for demographics, for domesticity, and sexualization, to see how much stereotyping is actually going on in these types of narratives. So the question that we’ve been working on since 2005 in my lab, we’veot. If you weret the top 100 films over the last 11 years, 1100 movies, 48,757 speaking characters, females are clocking in at less than 1/3 of all speaking parts on-screen Less than a third. 2007 is no different than 2017, there’s been no change despite all the activism, righht no change despite all the press attention, and in fact these statistics don’t meaningfully differ from what has been observed in a small sample of films from 1946 to 1955. There has been no movement, which is something that often plagues companies, particularly at the top. For Hollywood we see a stalemate when it comes to representation on-screen for girls and women Now, when we moved to the leading characters we see that the picture is just as bad. Out of the top 100 films last year only 33 featured a female lead or co-lead a third, yet females are 50 percent of the population, they buy 50 percent of the tickets at the box office, so the economics of it doesn’t make sense. But what is really problematic is to your right. Only four of the top 100 films last year featured a woman of color in the lead. Now what is interesting about these four films is that they all four future a mixed raced female lead, all four. And I would argue that i Now, we look at the nature of roles and we see that there’s a lot of stereotyping going on in Hollywood, and you can see probably female RV viewers, and females are more likely to be referenced as attractive than their male counterparts, as a matter of fact in animation sometimes female is that one Hollywood says female, when corporations say female, when different groups say female, they typically are

talking about film, just like we often see in organizations, when you intersect data and you cross gender and race, you see an epidemic of invisibility appear on-screen for women from different underrepresented racial or ethnic groups. What do I mean by this? Out of 100 films last year, 43 didn’t feature a single black woman speaking on-screen. Not one. In terms of the Asian or Asian-American community, 65 erased females altogether. Despite the successes of crazy rich Asians, 64 didn’t feature a single Latina speaking on-screen, and 94 didn’t feature a woman from the LGBT community. It’s important that when we use language we have to think inclusively about groups and we have to be intersectional in nature because these data suggest when we talk about girls and women in Hollywood we are primarily talking about those that are Caucasian. Because these numbers areOne, and this o applies to different organizations that are concerned with this issue. If you want to solve any of the patterns that I just put up on the screen or on the slides, all companies have to do is one thing: higher female directors the slides, all companies have to do is one thing: female directors. And I’m talking film directors here, not the way many of you use the term director. It turns out that having differences in positions of influence, having women in positions of influence, actually changes the nature of the stories that get told. We have more girls and women on-screen, pool? It’s ensuring that you have diversity in top leadership positions, as we all know However, Hollywood fails miserably at this last 1100 films, 1200 when he three directors, only four percent of film directors are females. Four percent. Out of that four percent, only eight women of color are represented across more than 1200 directors Four black women, three Asian women, it’s actually only two because one Asian woman works twice, and one Latina. One. So when we talk about an inclusion crisis we are talking about a space, an entire industry, that has erased a large group of space, an entire industry, that has erased a large individuals that do not ref and women, and 20 percent are underrepresented men and women 30, 30, 20, 20. We see nothing like that in this industry when it comes to the cultural narratives that were scene heard and perceiving coming out of this powerful industry. So let’s talk about why. What prevents women from being in these really top leadership positions, whether it’s behind the camera as a film director or in the CEO or C suite of a major organization? It turns out that there’s a lot of theorizing and research about this issue. Ellis illegally at Northwestern has devoted some of her career talking about this issue of role congruity theory, and it turns out that leadership is stored cognitively, often along traits that are masculine in nature Things like being assertve, controlling, and tough. These are leadershippart, cognitivelys like being nurturing, kind, and helpful are not the things that we typically think of when we ideate about who could be a leader. So women walk a very fine line. If they are to masculine they are discounted for fine line. If they are for leadership because they aren’t feminine enough, if they are too feminine they are discounted because they don’t perceive or don’t act like a leader would act in the minds of

men and women. They are in a double bind. So let me illustrate how this happens in the film industry, but it probably happens in your organizations as well, this idea that being a leader and being a female are incongruous cognitively. First, women aren’t projected into leadership roles because of this bias, first they are not considered, and when they are considered, when they are thrust into these positions, they are often punished more harshly than their male counterparts. So we decided to do a test of this and we talked to several folks, a couple of dozen folks, in the entertainment industry and we asked them what are attributes of successful film directors? We took all of those attributes and put them into one of three bins Attributes that are masculine, attrib traits when they were discussing attributes of qualified directors. And what we came up with, which is similar to the global phenomenon with managers, when people in the entertainment industry think director, they think male. So females aren’t being considered, and they can suffer more consequences. And some of the attributes or characteristics of successful directors were things like directors have to be individuals like General Patton, they have to be tough as nails, aggressive, ambitious, they have to rally the troops. My personal favorite is that they have to be muscular, because we all know that film directors carry so many heavy objects on set in production. ‘Kay?er, one of thee films of 2017 was wonder woman, but look at this Hollywood reporter headline. Warner Bros Is gambling $150 million with a filmmaker whose only prior big screen credit was an $8 million indie film. That $8 million film that is actually quite problematic. Now, beyond Hollywood we see this played out quite a bit. When women speak out, or they act in a masculine nature in terms of leadership, those attributes, being aggressive or assertive, we often see examples of them being punished because of this double standard that’s applied to women careers for just exercising their first amendment right and privilege. But the way in which we think about leadership can Tt moved in decades. Nothing seems to make them go to the rightt te initiative at USC, what are the solutions to inequality in industries? And I just want to focus on a couple here of ways in which we could actually deal with invisibility and move towards inclusion and more importantly belonging, which is really the North star and all of these conversations. So first off when it comes to leadership perceptions, leadership is a particular form of bias, different biases will have different solutions, and leadership really pertains to who gets to drive the ship behind the camera, and who gets to be in the center of the story on-screen. These are the big leadership positions. And what companies andn organizations The language that’s used, and how we describe leadership and leaders. And we have to make sure we are changing the

leadership language occupational opportunities, that no one is left behind because of the languagein Hoooha pi, ahead of interviewing and ahead of consideration, ahead of your annual budget that you will be getting months ahead of time, you have to develop sta And thay needs to be evaluated based on objective and quantifiable criteria, Jenkins’s credits prior to being attached to Wonder Woman. It wasn’t only the Academy award dominatio objective and quantifiable data would have led to a very different conclusion that we saw in the Hollywood Reporter. The other thing we have to do is we have to get away from trusting our gut. Everybody likes to trust their gut and their intuition, and while that might be interesting it might lead you to find people that look like you. And you might be missing out on the most amazing talent sitting in front of you, particularly if they makengs of discomfort in place so that you can really select the best person for the job,n terms of decision-making. Now, I also talked about how onscreen there’s been very little change for years, and most of this change is driven by small roles in storytelling. The whole ecosystem. And so what we did with the inclusion rider, just to give you an idea, is what we wanted to do was short-circuit the casting process, casting directors which are largely white women are bringing in people quickly to audition for supporting and small roles, and if they see the word police officer they grab a white male in their roster, if they see firefighter they grab another white male. And so many of these numbers don’t changeactors by ay disability. So the inclusion rider specifies, much like the Rooney rule, you have to interview and consider that deep bench of talent prior to hiring for those supporting and small roles, and if an A lister puts this in their contract they can then be held accountable, the production company, to ensuring that the world shown on screen looks like the worldwe live in.l the mechanics of that rider are simply to ensure that people who are talented have the access and opportunity to interview for those jobs that typically they’ve been looked over for whatever reason. You can find all of the language of the inclusion rider at the Annenberg inclusion initiative website, as well as Pearl Street and Cohen Milstein, representatives — also have access to the language if you want to adapt for your particular industrye could see e first time in Hollywood history equality in storytelling. If simply the top 100 films, if you added five female speaking

characters to each of the top 100 films, five characters, seven new norm, repeated that process in four years, 2020, we could be at equality on is erads very inexpensive, right, and we humanize the production process, which is something that needs to happen in Hollywood, and the government, if you are watching what has been going on since the Harvey Weinstein case. Now, last and finally there’s an economic argument, and the myths and Hollywood has been that films with male leads, or Caucasian leads, make more money than films with female leads or stories with underrepresented leads. The reality is, that may not actually be true. Because films with male leads This is we sophisticated economic analyses actually can challenge the mytholog lab, and the results will be out in a few months. We actually found looking at production, distribution, and exhibition factors of films, that what matters most isn’t who the lead character is, their gender, if they are female or not, but what matters the most is the stories that you put a lot of money behind, you put in a lot of theaters, and the stories that are received very well by critics. These are what sells, not the gender of the lead character. Turns out that domestically it doesn’t matter whether you have a female leader domestically it doesn’t matter whether you have a femal have ay shown is that when you have a female lead internationally you actually make more money. So we are in the process of replicating these finding top te domestic films in the US, despite the return on investment, despite that this is allegedly one of the most progressive industries, thereany challenging the way in which business is done with more sophisticated economic models that can create change. Thank you so much, and I look forward to the Q&A >> Thanks so much. I think all of us here who are involved in the talent business, whether you are in HR or in recruiting, really feel the pain that you are describing here, and Stacy and I got a chance to talk before, I lead talent at LinkedIn, it’s a high-tech company, we obviously are trying our best to combat this, but there is an institutionalized sense of many of these issues that you are talking about in Hollywood in high-tech and in many other industries. But I think what you have done here is shown how data can really help make that case, and when you talk about a casting agent and their role, it’s very similar to many of us who are recruiters who are working on getting butts in seats as soon as we can come and sometimes the pressure is to sacrifice diversity for speed And I was just wondering, you tt you have. We know that that’s where bias thrives, right? Really important high-pressure situations with very little time, people go to the same

folks they always go to to ensure that the job gets done in the way that it needs to get done. However, it’s not going to work, right? of the population is female, 40 percent is people of color, 20 percent are people with this ability, 10 percent LGBT Q, and they are not reflected in storytelling, it seems like adventures in missing the point. If I wanted toe ied rcthemohi o ancresonate ando your consumer audience base actually is. And this industry really doesn’t understand that, and they haven’t for where if yo change the story you had to change a storyteller, and I s she gross information. I think for many of us in high-tech or any other company, we are thinking about our customers, if we want to get to all of our customers, right, this diverse leadership makes the difference >>Absolutely >> One subset of audience that I want to talk to you about is that critics piece, you mentioned that the critics sort of recommendation makes a big difference in how a business or how a film does. I was wondering, I don’t oh how does that play and how the gender roles factor in there? >>I think it’s important to think about critics in the ecosystem of the film, they come in at the tail end and they tell the audience what four films out of 100 have a woman of color at the center, right, only 8/1100 films have a woman of color behind the camera, and there’s very few women of color on-screen in smaller roles, and less than four percent of all critics are females of color, you have just created the perfect storm to miss an entire audience, because the critics, the leadership positions, and the storytelling, just Eva eviscerate a par eviscerate a part of that segment you want, so my question is why would you listen to any of the decision-makers, because they are clearly not reflecting a huge base of the population that could be generating revenue? And the numbers are there and terms of viewership for television, digital platforms, or buying tickets at the movies, so I think that critics, we really have to say are they the experts we want? Are the people in the C suite ld asked them one simple question, tell us who is on your consideration list as a female director of a film? These are some of the top buyers and sellers in the industry. Out of 59 people, the mode, the number of names of female directors that can be given to us, the motor, was zero. The average was three because one person pulled out a list of 24 names and read them off, so it pulled up the average from 0 to 3. Now, this is a real problem because if you want people in your executive ranks really understanding the needs of your consumers, and the people that are pushing stories and ensuring that talent has opportunity, they are just sidelining 50 percent or more of available talent. You really have to call into question, who are the experts making decisions? Because if this is about return on investment and engagement with your consumers, then I think we need to challenge who experts actually

are, whether they are making decisions about a multimillion dollar motion picture, or they’re critics of a film, or they are in the executive ranks of a corporation >>Yeah, it’s a great people or d candidates and then forcing there to be representative list, but it’s really gotta be done because otherwise I think people just revert back to what they are most comfortable with >>And I think our favorite come every time we hear someone is not being hired or they hire another white male, well, when it comes to women or people of color, there’s just a small pool. There’s just a small pool And it’s like they take these folks and they send them to camp and said we are going to tell you all how to answer the exact same way when you don’t want to heea sl?d with our research on directors that is in fact not the case. So we need data to challenge the nomenclature in the language that limits access and opportunity so that those folks can be exposed to the truth, that truth will lead to shame, and shame will cause change. I mean, it’s a simple causal model >>Perfect, and I mean this is one of those moments where I feel like I must call out LinkedIn as a place where in any situation y perfect add mixture to a platform that really understands the plurality of the workforce and the dynamics, in the groupse worked with, that’s what we want to actually do and have those unlikely pairings be the solution for change >>Yeah, definitely. So if you don’t mind I want to change gears and ask a couple questions about politics >>Okay >>It’s been a busy couple weeks in politics, and while I ask Me Too and Time’s Up, and so recently when it focused sort of turn to Washington, Hollywood has been very outspoken about the Kavanaugh hearings and has been a force there, so I wonder if what has happened in politics, if you think that will actually help Hollywood move the numbers come as you said. To you think that will actually allow for more inclusion in front of and behind the camera as they sort of watch Washington and want to move further from it? >>You know, it’s been an interesting time, the last year, since Harvey Weinstein and that whole situation broke, which was just about a year ago. And we’ve seen so many different men come under fire, I think the formation of time’s up is something we have never seen before in the industry, and the reason why it’s so pronounced to me is women from all backgrounds are linking arms and taking control in ways that before they were often siloed is interesting to think about where you have a real saturation of male dominated employees a it’s micro-aggression, whether it’s pay inequality, whether it’s sexual harassment or sexual assault. And so I think And I ct tell you how important this is One thing I didn’t present with our data is that the real problem with

leadership because most of those parts go to male actors. And so to stories about what we just saw. But the fact is that’s not true. We did a study, out of 129 only three l figures that were women that were high-level petitions. One played Angela Merkel so that doesn’t really count because it out of the US, and the other two high-level politicians simply were referred to by name, they never spoke on screen. So what we are seeing us in a directiono understanding that, you know, the folks in the White House can look very different than just a very narrow classification, but there’s so much more that has to be done and so many myths that still have to be challenged about harassment and assault and male dominated and none male dominated arenas >>Great, thank you. I want to open it up if anyone has any questions out in the audience, does anyone have anything they want to ask Doctor Smith? >> Okay. You want to step up to the mic if you don’t mind? compg software, we are doing a lot of work trying to improve women in tech, one thing we are using as we are looking at how we write r roles you could argue it takes out a lot of the core personality traits, as you said, which are considered masculine, that that doesn’t actually adhere itself to what the company necessarily wants, they want a challenger and a leader regardless of gender or, you know, what we would consider masculine or feminine. What can you see on the market right now which could help us in terms of becoming more applicable to a wider audience, but not compromising what’s ultimately the role you want to answer this in terms of what’s available on the market but I’ll tell you two things to be careful of. We know that when there’s a lot of research on what is called social dominance theory, and social dominance orientation is really a personality characteristic, people are high and low on a degree to which the exclude groups. And interestingly enough, people in positions of power often times are high on social dominance which means they defer to the white male culture, right, because that’s where power is typically held. Thethings, not w you communicates, but ensuring that your talent pool, you’re not replicating the same to your organization, so you need to do testing to figure out how are people reading that job description, how are people assessing the environment, whether it’s people in the senior ranks, the actual physical structure, because we know also from research that that affects people’s perceptions of belonging. For instance into pure science, a lot of women, the stereo typical ways in which tech companies are

presented are two things that decrease desire and interes to a workforce that looks different than may be the one they’re actually applying for or what actually exists. But if you reach out and happy to send you that literature to take a look, because I think it might cause you to think a little bit differently about how to write those ads >>Great, thank you, and that does bring us to the end of this discussion, I want to thank access livefounder and directore Annenberg inclusion Institute Stacy, thanks so much for joining us >>It’s great to be here, Romaine >>So excited to have you, so many great tngs to talk about, first of all I’d love to talk to you a little bit about an inclusion rider, because Francis McDormand when she accepted the Academy award this year mentioned those two words. And n studying inequality in Hollywood, particularly in film, and the numbers hadn’t moved year in and year out, so across the last 11 years females are less than one third of all speaking characters on screen, and between 2007 and 2017 the statistic is only moved less than two percent, and so when you see a lack of change, even though everyone’s hearts and minds are convinced that diversity and inclusion are important, we didn’t see it et psinheng on-screen or behind aition and be considered across the entire ecosystem of a story and a film, we might actually have a shot at moving these numbers that don’t move at all based on the research that we’ve done. So I talked to a lot of folks, assembled a team of people, members of my own team, Doctor Catherine peeper and Leah Fishman, and we created the language, and started pitching it, and fortuitously ? pitched it to Matt Damon and Ben Affleck and they were the first two people that said yes, we developed the language, but unbeknownst to me Francis heard about developed the language, but unbeknownst to me about it and took it straight to the Academy Awards stage, an interruption happened afterwards and my life has been changed as well as the co-authors’ lives have been changed ever since >>Let’s talk about that eruption, what have you seen happen as a result of that global explosion by Francis McDormand and bringing attention to that on a huge scale? >>I think a couple of things, one I don’t think people realize the power they have contractually. When they are in a position of influence they can make demands for things that are really important to the pipeline of talent that may not have the same access or opportunity that you do. Right out of the chute, brie Larson tweeted that she would adopt an inclusion rider Paul Fieg, Matt Damon and Ben Affleck went public, I did a presentation to William Morris Endeavor and Ari Emmanuel within six minutes said I want all talent to have the opportunity to say yes to this contractual provision if they are interested. And then the most important thing happened in kind of the lifecycle of where we are at since March, Michael B Jordan said yes, and Michael B Jordan a few months after saying

yes to the inclusi the provision, came up with an inclusion policy that and now is metastasized in the best way at Warner Bros. Now we want the other studios and the other production companies to do the exact same thing, have an inclusion policy for who’s on-screen, who is working behind the camera, both above the line and below the line, to ensure that the world we see on the streets, in buildings, incorporations, in our schools,t movie, but we also this year had Crazy Rich Asians, another movie with a pre me tell you why. What we know empirically is that the fastest road to diversifying content is who is calling the shots behind n women because one works twice on the kung fu panda franchise, and one Latina. So we are seeing an the center of the story, you have more women 40 years of age or older and storytelling, which is good news for someone like me. You have more racial and ethnic diversity on-screen, and you see more women being hired in keep production roles behind the camera. So we see these one-offs that are extraordinarily successful, but Crazy Rich Asians, Black Panther, both directed by men. We need women to have the same opportunities as their male counterparts, so stories like Girls Trip and Wonder Woman and Star Wars and Beauty and the Beast and all of those making not only a small amount of money at the box office but also hundreds of millions of dollars, that women are getting the opportunities across all of those key what can the people on the live stream, consumers, the moviegoing public? >>I t and be cast for roles involving transgender characters, consumers can take to their social media platforms and challenge these multinational companies or production companies for the decisions that they are making Secondly, consumers have to vote with their dollars, right? Opening weekend, you need to be out there whether you are seeing the film or not, you have to grab a ticket and support diverse and inclusive storytelling that really draws you in. I know we are seeing great box office returns with Lady Gaga in A Star is Born, we need that with all-female driven content, we needed for stories like Moonlight with underrepresented casts that are smaller films to catapult them not only to box office success

but also critical success. are s diverse? Is the content that you see on screen diverse? And who is getting to work behind the camera and hold these companies accountable because it should have dividends for those corporations. So be loud, be vocal, be as noisy as possible, and get the attention of these folks to create change, and don’t stop until you get a response. And that is what we are seeing over the last year, we are seeing ic, Stacy Smith, k you so much for joining us for the conversation today. Really great advice, really appreciate you taking the time out of your schedule to be here, thank you so much everyone for joining us on the live stream, we are going to send it back to wrap up today with Janesh and Marty, take away gentlemen >>Thanks, Romaine. What an awesome first day of speakers We heard from Marta and Martin from LinkedIn, Elaine from teen Vogue, Lisa frost tuning and from her couch, Owen coming in from Paris, Mona who has been super engaged in the eg from home, that baby is going to make an incredible recruiter one day. Always be sourcing, right? >>You’ve got to start them young >>Tell me this, what was your favorite part of the day, Marty? >>I feel like I had to favorite parts, first was my conversation with Tim, we talked a lot about artificial intelligence and how that can be tough for a company’s workforce to be getting on board with, it can be scary, and the way to do that is around encouraging vulnerability and that’s something we talk a lot about at LinkedIn, it’s something we talked a lot about at TalentConnect, so I think that’s what he powerful, and so my second favorite part is this one right here, buddy. You and me hanging out, closing out today >>Marty, that is adorable, and I like that you have started practicing that vulnerability already >>You know >>I love you buddy, but this is definitely not the best part of the day. I mean, we had so much amazing stuff >>There enough >>I loved Elaine’s session where she spoke about how we need to look at divg in posting, use hashtag TC18live contest for your chance to win two tickets to next year about a VS account cannot come our lucky winner is going to be announc, s joining us from Johannesburg with her feline assistantm by our resident expert, be sure to post your profile with the hashtag rock my profile, be sure to include a link to your profile, and hopefully you will get your shot. And with that it is time to officially close out day one of TalentConnect, thank you so much for tuning in, we will be starting at 8 AM Pacific time sharp tomorrow, and until them have a great night, thanks everybody >> >>