Skip to main content

tv   Technology and Innovation  CSPAN  August 30, 2016 7:36am-8:33am EDT

7:36 am
thank you very much for your contributions. thank you to the audience. we look forward to seeing you again. i've not [applause] >> just last night i had
7:37 am
democratic colleagues asked us to act and to act with urgency. but today, they turned down the very money that they argue for it last night and they decided to gamble with the lives of children like this. instead of protecting them. as i said, they ignored their own calls to get this done quickly and they refuse to pass urgent measures that would protect our country from a public health crisis. as i said when i started, mr. president, this was a test today to see whether a democratic colleagues cared more about babies like this for special-interest groups and they failed that test. it is simple as that. >> under the bill we got back and the republic and send it passed in the house, planned parenthood, an organization where hundreds and hundreds of thousands of women go for their
7:38 am
care. do you think they're going to have a little rush of this is now because women in america today want to make sure that they have the ability to not get pregnant. why? because the mosquitoes in these pregnant women. under the logic of my friend the republican leader, they don't indicate a planned parenthood. they can go some place in las vegas or chicago or in lexington, kentucky. they can go to an emergency room and say i'm sorry i didn't get worse control. will you help me? that is not what emergency rooms are for. that is the planned parenthood is for. the majority of women who need help, that is where they go, planned parenthood. under the legislation they got back from the house, there's no
7:39 am
money to be provided for that. >> the creator of the voice activated siri system was one of the speakers at the techcrunch conference. he gave a demo for the new siri. the event was held in brooklyn, new york. >> good morning. can you guys hear me okay? all right. great, thank you. [applause]
7:40 am
just out of curiosity, how many of you know what the word means and why they chose it to represent the company. that's right. it means life. release technology to breathe life into the inanimate objects or conversation. that is where we are headed with this. so roughly every 10 years, a new paradigm comes along that changes the way we interact with computers. well, we don't think it's a secret but that next paradigm is going to be and we are not alone. pretty much every major technology company is now investing billions of dollars in the intelligent assistant pace. this is a race to the single interface that the user. but we think a lot of the noise
7:41 am
around this area, around the system and agents is a really important question. how do we take today's basic technologies and transformed them experientially to something that is a true paradigm shift. well, we have come up with a less, in this that we think is an essential aspect of what this experience is going to take to go to the next level. first of all, you really just want one assistant. you don't want to have to look and think about which service providers you were going to be using to ask what questions, what kind of commands that require. you really just want to ask. if you think apple overload is a big deal today, wait until you look at a hands-free device that has 800 try to figure out how to ask it something. this doesn't scale.
7:42 am
the other thing is you want it to be personalized. you light your assistant to learn from you. you wanted to learn your preferences and know whether you like i else to win their seats you're on a plane or went to parents about your food preferences, you wanted to be able to find a restaurant and in an familiar area. you also want to know all of these things regardless of what device you are talking to. this is to transfer over. you don't want to have to start over every time you have a different device. you don't want to start the entire process of teaching your assistant about you but no one. i think the most important part about this is no one company in the world has the resources to plug-in everyone at the different services that you might want to use with your assistant. after they spent a lot of time and money on attacking the third-party ecosystem.
7:43 am
we think this is going to be the crucial game that takes it from today's version adhd something like 20 to 30 different games to hundreds of thousands and tens of thousands of things. so without further ado, let's meet up. a couple of notes. we are talking to pretty much all of the major companies around the world on all different types of devices. today want to show it to you on a phone. a pretty rich experience. the other thing i wanted to note was siri's audible voice is something we are still working on so you will not hear that today, but it will certainly be there when the product comes. so this is a platform is built so that developers can come in
7:44 am
and make things quite easily and create experiences that are fairly straightforward in a shorter period of time. but it also has the capability of allowing developers to create much for complex six. says. so what i'm going to do here is he's a few weather examples to start it off from that show you the spec drug of what it can do. starting on sort of the basic. what is the weather like at home today? pretty straightforward. our friends from weather underground get it. pretty straightforward type of a query. let's ratchet up a little bit good was it for a minute the adult three thursdays ago? bright, so weather underground to the rescue again. but as you can see, a much
7:45 am
stronger and when you can't teach and develop the national entre natural language aspects of it. i will take another even bigger leap. just to show you a little more. will it be warmer than 70 degrees. the golden gate bridge after 5:00 p.m. the day after tomorrow? this is a pretty sophisticated query. very few assistants in the world do stuff like this. this is where it can be trained by developers. with that, let's go behind the scenes. but me show you a little bit about how this works. okay, so what we are looking at here is the developer center. developers will develop new apps and teach them new things. what i am going to do is i'm
7:46 am
going to load one of the queries that i did earlier. i am going to run not and then we are going to open the curtains a little bit and take a look at what is going on inside. so it looks fairly straightforward here, but there's something pretty extort very going on. the first thing we do is we have our friends from you want for speech recognition to that kind of sound into words. then you can so we have a sophisticated understanding that generates something called an intense. here is where the magic comes in. we've got a new technology that we've been working on at the computer science breakthrough called dynamic program generation. so when it understood the kind of user, it generated this program. so this is software that is spreading itself.
7:47 am
this is a really important aspect of scale in the assistants because every other platform like it has a program manager that says we are going to do movies and something else to lay it out and they program exact way what happens when you say some query related to some domain. it is hard coded. but that doesn't scale. this is a dynamic program but in 10 milliseconds creates an execution program that goes out in ties the services you need, generate the dialogue, generate the layout so everything happens after. let me show you one more example. here's another query that i did earlier. do you remember this one a minute ago. much more sophisticated.
7:48 am
again, in 10 milliseconds, a 44 step program that figured out all of the details are in the context of the the golden gate bridge is the point of interest in the day after tomorrow is connect to analysis services and nine. pretty incredible technology. a little bit of what goes on behind the scenes. are you guys ready to have a little fun? all right. but i'm going to do now is show you where we put our emphasis on the initial development of this. this is something we call conversational commerce. the goal here is how cheesy can you make it to get things done by talking to things. let me give you a few examples.
7:49 am
sand added 20 bucks for the drink last night. our friends, then it knows that adam is and what it's about. we will go ahead and send that. that's it. it's done. adam scott is money. one sentence ended done. let me continue. standby mom some flowers for her part day. our friend turned pro flowers, put beautiful arrangements here, that she is a tulip lover. what about tulips? great. beautiful arrangements here. i'm going to go ahead and do that. that's where my mother lives, famous for fallback to get there. that is it. the flowers are on the way.
7:50 am
palm springs for labor day weekend. our friends at come up with some cool options. i am going to go ahead and get that. has anyone seen a hotel booking that simple before? is this exciting stuff for what? [applause] let's do one more. i need a ride for six people from my office to madison's square card.
7:51 am
so our friend can help us out here. they know that a car that takes six people requires an suv. we are going to request the ride. now they are looking. i'm sorry, blogger. i have to cancel this right today, but hopefully we get a chance in the future. we are going to cancel that. okay, now see what we've got here. and given a phone call at the same time. what do you guys think? this is all 100% lies. [applause]
7:52 am
suggested for transactions in about two minutes by talking. we are very excited about this stuff. what i am showing you here -- i don't notice trying to get in touch with me, but i have to call them back. what i just showed you is just a small life of where we see the world headed good can imagine hundreds of thousands of developers plugging in new services and you're able to make the efficiencies of using conversational commerce like this. this is just the beginning. let's go in and look just quickly at the inside of this brand. what i am showing you now is a little bit of a walk through of the actual capabilities on the inside of this today. so these are the actual models of developers are building into.
7:53 am
i call this the universe of capabilities that are in there today. this is just what a few people at our office building needs. we can take a little walk through here. we can go look at what the weather person built. it gives you a sense for how to model something in here. but the models consist of. let's take a look at another area. i haven't talked much about this today, but certainly going to partake in this tonight. so you get a sense of what is in that. this is going to be sort of a sense of the universe exists is that the developers will be
7:54 am
adding to overtime. you can imagine the thousands of people entering the power that this is going to gain. let me summarize. for consumers, and this is going to be the intelligent interface to everything. you'll be talking to a different kinds of things and doing all sorts of things for you. for developers it's going to be the next great marketplace. he got app stores today. the thing that comes after app stores as this new type of market place. a marketplace that works for all the different kinds of devices that the internet of things will still generate and a marketplace that will become the next big area. so if you look ahead, let's say the next five years or so, we think is going to be a new icon
7:55 am
very recognizable, as recognizable as bluetooth and wi-fi and that is going to be just fine. when you see this coming see this, you'll be walking around and more and more devices. you'll see this icon. that means you can talk to this thing and that we think is the end result of this and that power over time. thank you very much for watching. [applause] >> thank you very much. that was very impressive. let's chat about it for a minute. wait you guys think? interesting stuff? so we saw the demonstration act that you had there. the very first question is twofold. one is anything launching that
7:56 am
we could use and one of something launching that developers can start building on? >> we will start enrolling the launcher is the end of the year and will be showcasing various types of domain that the things i showed today in various ways. absent on maps and other things we are working on with partners. and then was finally start opening up the developer world and start working with select partners for the end of the year and gradually open it to the full cloud. >> said the air is solely upon us now and most of them pretty much. people are seeking kind of behaviors that the circuit networks. so why is this going to be a.i. chat system that makes our lives better instead of just making this type of things we don't want to talk to. >> well, the latest developers
7:57 am
can go build any experience that they want. of course they'll have a self-interested motivation to make it work really well. whenever you are looking at the hotel examples are the weather examples or any kind of app, the people that are building them are going to be superintended to make sure works well. the system is built to make it easy to do that. you can imagine not for macos x lets say the 25 different games than most assistants do today to 100 things to 5000 things, this becomes a much bigger part of your life. i think our kids will grow up asking how did she ever get along without your assistant, the same way when i was in college, and the kids are incredulous and i didn't have a computer. generally speaking, the aggregation of all of these developers building these incredible experiences together
7:58 am
creates a very powerful medium. >> right now you have stakeholders that have a desire to serve people directly. like amazon, for it sends. then you have the consumer on the other end of that. in the middle right now it's got this sort of calm or interface that is largely made up of search. google is a big example. so is this something that's going to eliminate that middle part, bypass google entirely? >> search isn't going anywhere, but i think you will find out that the more capable they become, the more of a primary source for many things they become for the user. when there's a thousand things i can do, you saw how seamless disk at. you don't want to go back to the old ways. but think about what we take for granted today in the experience of the internet.
7:59 am
if you want to do something, you either go to a url for download now. did you download the app and then you have to sign up for the app. then he had to learn how to use the app and place it on your home screen or wherever else it is. there's a lot of steps involved in that. it's much easier to simply have the assistant with you. you state your intent and what it is you're trying to do a bad experience it becomes more powerful and developers stand together and create these incredibly rich experiences, and users will migrate towards that new world. so i don't think search is going to disappear, but the rise of the system is inevitable. >> is sort of it goes from even installing an app that is accessed through notifications even make a text message or something like that, but still access its benefits.
8:00 am
>> think about this world of the internet of things. for example, you are not downloaded a piece of software to your refrigerator or mirror or even necessarily your car. .has to live in the cloud and it all has to be dynamic. i think that model is really great for mobile, but there is going to be the next world we've got this cloud this artificial intelligence agents adobe simply talking to them they will follow you around all the different biases that you have. -- devices that you have. ..
8:01 am
then we will invite developers in to have at it and build it for whatever self interested reason they have. we will watch of the market evolves. it's hard to say where it's going to go but it will be exciting to see. >> you use the term explosion in the past, referring to a fast a i will go as a sector. what do you think the biggest benefits a i will bring normal people? >> it's just going to make things that are generally monday in and task heavy much teacher to do. also this personalization aspect, you don't really come every time you're asking for something you don't have to explain every bit of detail. it starts to know you like a
8:02 am
real a system. so efficiency gain where they can help you. is all sorts of interesting cases in how to apply that. one of the most interesting things, what happens with is when people start applied all of the creativity. think about, apple launched the iphone in 2007 with just like eight or nine apps that been made. but what an incredible creative explosion happened when it opened the app store, right? we see the same thing happening in ai and we are at the same stage. i can't even begin to imagine all the ways people are going to use this but we are super excited to watch the development. >> when developers build parks and five they can add further instructions that tell than 500 do new things. you mentioned part of the secret sauce, things that set apart from other ai systems like siri or amazon ago. aside from the extensible
8:03 am
platform. could you explain more about winning a developer creates a module that says now you have to do this or that, what added benefits does that program generation give? >> so you are honing in on a really important part of this new system. it's kind of a breakthrough. it's going to change the way programmers work with computers, because they are no longer required to actually teach the computer step-by-step coding every single line. >> talking program synthesis, right? >> it's a variation of that. instead of having to write exactly every code as instructed, you're really describing is what you wanted to you and modeling what you wanted to do. the computer does the rest. so there's a lot of benefits to the. it makes it easier and faster to compute programs. there's a bi bit of a block boxd they are the people of bad
8:04 am
intentions can deliver program, they don't have access to creating wreaking havoc that some of the sets might have if they don't have a system like that. we think that's a super crucial aspect to this. it's a very important computer science breakthrough that our science department came up with, so we are super excited about that. >> you mentioned wreaking havoc. stephen hawking's set artificial intelligence could spell the end of the human race. bill gates says he's concerned about it. elon musk says it's akin to summoning demons. do you think you're building the thing that will enslave us all or do you have a different outlook the? >> i was waiting for this question. >> got to give the people what they want. >> i actually, i'm glad these questions are coming up because i do think this is going to be an issue down the road. we were joking last night that if there is some ai that starts
8:05 am
scanning the net looking for something that one of the first places to go is viv to try to take over the network of capabilities. but no, i'm not worried about that. i don't think this is the beginning of the end quite yet. so no, i'm not too concerned about that issue today. >> this is a second company in this vein that you started your what is it about the conversational ui that convinces you it's the future? >> it's just issue. it's a natural way for us to interact. i had a guy that i was talking to that was not 65 and was asking me what i was doing these days. i kind of explained it to him and he said it's so tacky, i don't really understand all that stuff. i said actually technologies come to the place where it gets even easier for you to use it. you know how to hold a conversation. it's just a natural way for humans to interact. they have been doing it for thousands of years.
8:06 am
if it became a de facto interface for pretty much everything that you do or at least many things where it's appropriate, i think that's very powerful and radically sympathize the world, especially with jack. >> you cofounded siri, so that the apple under the many other similar startups in the ai space that were acquired to work in big companies ai system. is mark zuckerberg took you for a walk in the facebook park for a hot dog and offered you all the kingdoms were viv tomorrow would you do that or are you determined to see this one through the natural conclusions because we are in talks to acquire techcrunch right now so i'm not sure how that would work. i'm just kidding. our goal for this is the ubiquity. we will follow the path that gets us to the ubiquity. that's very important to us. we've had acquisition offers
8:07 am
previously that we've not gone with, but -- >> anybody i would no? >> yes, you would probably know them. you can read about it probably. we are friends with all these guys and there's a lot of that interest, and stuff is going on this area but we are going to stay true to whatever we think is the right way to get to the dignity. we are not going to predetermine what path it is but we're determined to finish the job for sure. >> we touched on this and little bit but is your vision for viv include hardware, like embedded systems? >> we are not, not have any plans to build any hardware ourselves but we are talking to many hardware providers to breathe life as i was talking about a few many different types of factors. there's some interesting approaches that we've had that i can't tell you about today, but i wouldn't even have thought of it before.
8:08 am
it's fun to see the creativity of what may happen here. >> if i promise not to call your goober driver and tell you what happened, i can grab the number of the screen, maybe you'll tell me back stage. thank you very much. >> appreciate it. [applause] >> i guess you guys need that at some point. did anybody else notice he spent like 11 adults on stage? like a lot of money. we're going to switch gears begin because that's how this thing is going, and we're going to focus on fixing tax culture problem. some of these people recover stage before an excited have them again so please welcome to the stage erica baker from slack, daniel brown from intel, chris romero from paradigm and our moderator.
8:09 am
[applause] >> so as we all know, or should know, the diversity in tech conversation is nothing new. but is has evolved in the last year or so. erica, can you don't have that conversation has evolved? >> previously people didn't really talk about diversity in tech much at all, if anything they would speak about how we need more women in tech maybe. now people are starting to look at all aspects of diversity inside from the gender problems, raise problems, exclusion of people with disabilities, exclusion of people who are not young. so the conversation has been a lot more multifaceted. >> before we came on stage, you mentioned that you were not the biggest they have held the title
8:10 am
of this panel. >> right. >> fixing tax culture problem speed it up in tech as a witch of the culture problem i think that's an exclusion problem. default is to exclude people who don't match the patterns people expect. i think what's we fixed the exclusion problem and focus on some of the issues that underlie that, racism, sexism, i think we can make a lot more progress than just looking at it like a culture problem. >> danielle, speaking of exclusion, so what intel that are 3.5% african-american in 2014. by the end of that year it was 3.4%. there has not been much of an improvement. why aren't we seeing much growth? >> what i would say that we learn on their own journey is that this has to be a long-term commitment that tech companies make.
8:11 am
this is not overnight change. it's difficult to move numbers especially at a company like intel that is 107,000 people. you have to be in it for the long haul. i do think it is set aggressive goals which we have some success with in setting goals around hiring and retention. but you do have to really be committed to driving the change over time. and it never happens fast enough for our liking. i will readily admit that spirit what is retention like at intel? >> for about the past decade we saw our diverse employees leaving at greater numbers than the non-diverse counterparts. so are underrepresented minorities and our women were leaving intel at greater numbers. last year were able to stop that trend and even out our retention rates where women and underrepresented minorities were leaving at culpable rights to the non-diverse counterparts. >> what changed? why are women and underrepresented minorities not
8:12 am
leaving as high of a rape? >> i think we've really tried to invest in making diversity and inclusion a very significant initiative that led from the top down. our ceo made some pretty big bold announcements about the importance of diversity and inclusion in our workforce. we set measurable goals. we died every employees pay to achieving those goals. we started releasing a day and i think our diverse employees hopefully realize that hey, this is more than lip service. this is something that we really cared about. again we are committed for the long haul. we've invested a ton this year in manager training, in culture training for all our employees. i think it's starting to move the needle. we are still not where we want to be but we are on the right track. >> you said that utah employers pay the diversity numbers, everyone's?
8:13 am
>> and one in the company. we have a companywide bonus program. we set a number of corporate goals. for the past two years without a gold around diverse hiring and diverse retention, and every single employee at intel gets paid if we hit those numbers. a really powerful way i think to say that you're serious and you are committed. >> chris, you do a lot of work through paradigm that companies like flock, airbnb, interest. based on your age brings with those companies what advice do you have for intel, this huge company that is time to tackle diversity and inclusion? >> i think one thing intel is generally well is taking a data-driven approach to understanding and addressing barriers to diversity and inclusion. that's the way we work with our clients. i think the way a diversion and inclusion initiatives after do so been approached is by noticing there's a problem, looking around and seeing what are the companies doing and relying on so-called best
8:14 am
practices that are not really based on research and what we want companies to do is look at your data, see where your unique barriers are, and then based on research, design strategies to address those particular barriers and don't wait one to two years to see the numbers change. at those outcomes. you can understand what you're doing is working sooner. >> what are some of the most glaring cultural problems you've seen in your worked? >> something i've been thinking a lot is this culture of genius or culture of brilliance we have in tech. similar to something i stood in graduate school called fixed mindset or growth mindset. a lot of research is showing people's belief about the nature of talents and abilities, whether they're fixed, stuff like eye color, or whether you believe the billy and towns can be developed in more of a growth mindset. when individuals have these beliefs, individuals who have a
8:15 am
fixed mindset tend to focus more on proving themselves. they think effort and struggle means they lack calendar they tend to give it more easily or as individuals with a growth mindset are more interested in approving and remained resilient in the face challenge. it turns out companies and even whole field can have these mindsets. when companies or fields have is more fixed mindset of you, when there's a culture of brilliance, people who don't fit our stereotypes about is brilliant and our societies are not only less attracted to those companies in those fields, once they are there this more pressure to feel like you have to prove yourself. were as a growth mindset culture rejects this idea. stereotypes which are about, carry less weight. >> how do we get rid of the stereotypes? is there a solution? >> in terms of growth in fixed mindset that a lot of things congress can do to foster more of a growth mindset. this is something intel is
8:16 am
working on. the way that you give feedback to employees. are you focusing on innate traits of? are you saying you're so talented at ask, or are you helping people focus on the process can understand what they did, the effort they put in, the strategies they used. how is that tied to success but or openly talking of mistakes and making it okay to take a risk, even if it doesn't necessarily lead to success. those are the things we know from research to develop more of this growth mindset culture. >> what are some of the cultural problems you've seen that slacked around diversity and inclusion? >> slot is a fast-growing company and we higher a lot from other companies in tech. people come with their biases that they informed of those other companies. it's a challenge to try to get them to think in ways that are different. i feel like we are doing a pretty decent job of that.
8:17 am
i think that it's important for us to continue talking about how diversity matters to slacked, to continue working on inclusivity. i feel like if we keep doing that we do have a pretty decent culture. i think it's very important we are starting out while we are still a small startup. it said frequent but it's hard to turn a tanker, right? so a big 100,000 person company i can tell, a big 50,000 or more russian company like google, it's hard to change the culture in this companies. but if you start small, start at the start of stage when there's 25, 100, 500 people, it's easy to they can diversity and inclusion at that point so that when your company grows your culture is already where it needs to be. >> danielle, of course intel is huge, and you've been in a row for a little less than a year
8:18 am
now. d. which intel that brought you on 10 years ago? >> yeah, you know, i talked to a lot of my peers at startups and one thing i talk a lot about is when you're small, now was the time to set the aggressive bold goals. now is the time mr. examining your data and legal but building your culture very deliberately. because at intel we've had 40 years of decisions and culture building. it is very hard to drive change when you've had a very long sort of tradition rooted. i think for startups time is running out to seize the opportunity and do things differently. i think there's so much opportunity small companies have to really get this right. >> erica, the recently launched project include. you teamed up with women in tech such as allen powell, we decline, just kind of his drinking of diversity in tech.
8:19 am
it's the idea to provide a concrete recommendation for startup founders in tech. is the feedback been like from the startup community? >> we've gotten really great feedback from the startup and vc community. the last i checked we were at i want to say 800 sign-ups on our interests page. that was a few days ago. i haven't had a chance to look at recently spewed what is that interest say to you? 800 people say we want to learn more about what you were doing? >> definitely. there are a large portion of those were partners at vc the want to sign up, and ceos at startups. i know there's one startup, i won't name particularly but like five people from their company signed up on the page and they reached out to tracy and reached out to everybody did not project include include to try to get
8:20 am
involved. >> that company assessors problem? >> what they want to make sure they get things right. they may not have a problem but they really care about making sure they do things right. i feel like we will continue to see that sort of positive feedback. >> the project include is a bit of a side project for you. you mentioned backstage that tracy at pinterest, the actually gave her time to work on it. but at slacked that time was not offered to you, even though about 20% of the job is supposed to be around diversity and inclusion. >> so i don't know that they would not have given me the time but i didn't ask for it to make i should have asked for it. but tracy did get the time from 20 to work on the i'm happy to work on in my free time after work. i think it's that important it is very important for us to
8:21 am
change the industry and change the biases in the industry, right now. we are having this boom of startups right now, it could make sure that those companies are diverse and inclusive, when they grow to be the big companies, the facebook's, the googles, their cultures will set the tone for the next wave so it's important to set it in now. >> last thing on project include, i think we will see what happens. so it's a pretty hefty resource. i have not gone through all of that and i'm someone, i know, but just being honest but i'm someone who really cares about diversity and inclusion in the industry. so how do you get people who may not be as passionate about diversity and inclusion to we look into all the resources on project include? >> how do we get them to like
8:22 am
look at the statement of? we've broken it up. that everything will be applicable to everyone at once. we've broken up into different sections for people can go look at what they care about at that moment. i would hope they would look at the whole thing but it is something they want to focus on, we have different sections for them. there's no guidelines on the pages that this applies to companies when they are like 25 or employees. if you're a seven person startup you don't need to worry about that. we realize it's a pretty hefty piece of work and so we tried to meet each of the people to get into it. >> right. are you tracking what people, which parts of project include before looking at? >> i'm sure it's happening somewhere but i'm not look at the analytics. i'm certain we have a long discussion about that. >> danielle, you mentioned it's
8:23 am
really never too early to start working on diversity. what advice do you have for the start of any audience right in? >> i think the big thing we've learned on our journey is start with the data. i think we are by and large an engineering culture, and what works is measuring where you are, setting concrete goals, and really being very clear about those goals and how you intend to report on them. what we're finding is beginning using the data, we are understanding what the real issues are. we are now reporting our data twice a year which began helps keep us accountable. in setting the googles and holding all employers accountable i think is what truly moves the needle. i always tell people don't be afraid of the data. it probably isn't going to be where you want it to. hours surfing isn't but if you don't know what you're getting with it's really hard to drive change. >> and to you and brain
8:24 am
krzanich, have been working to drive change in the era of diversion and inclusion in the company, brian said at reverend jesse jackson's conference that there's actually been some backlash inside of the companies. could you tell me more about that. i think anytime you more control to change of this magnitude, let me be clear. diversity and inclusion is a big culture change for the tech industry. i don't think you should be scared of that. i don't think i should turn you off. it's a big culture change everything big culture change everything in time you embark on that you've got people that wholeheartedly embrace it that are really excited about it. i think that's the majority for intel because soma employers tell us how much they appreciate and are energized by our commitment. but at the same time he got a lot of people that this is challenging the status quo. it's threatening. people worry about what it means for them. i think that's human nature.
8:25 am
we've got this continuum of where people are at on the journey. and again i think our job is to bring the conversation forward, bring them to the other end of the continuum and say that hey, to inclusion and you include everybody. it's not about excluding the majority in favor of the minority. it's creating a place for everybody to start and valley. that change doesn't happen overnight. it is worth it. >> brain krzanich also mentioned it might have something to do with white men feeling threatened. to you a great? behavior that is something to do with the? >> one thing is we haven't done a good enough job of bring our white and asian male population into the conversation. i don't think you can do diversity without engaging the majority population. what i often times find is these people want to be part of the conversation that it's sort of fraught with landmines and they're not sure how to go about engaging. i think we could do a better job of engaging our peers in the dialogue, talking a little bit
8:26 am
about the issues like white privilege and things that are just sort of hard to talk about and creating a safe space we can get the real issues out instead of keeping in just under the surface. i think that's the next that we need to take as an industry. >> erica? >> i found that the key to bringing people into the conversation is making it okay for them to be uncomfortable. saying up front like this is going to be an uncomfortable conversation. that's okay, we will all have some discomfort around us. own it. and then you can move forward with the conversation. >> i think what you're saying about bringing people into be part of the solution is really important and that's consistent with what we see in research. large meta-analysis looking at what makes diversity policies work at one of the main moderators finds the manager still like they are part of the solution, not just a part of the problem. that's going to be more likely to make whatever kinds of
8:27 am
changes you doing more successful. >> so that brings me to what are the costs of implementing these diversity policies, either financially or culturally? we've kind of touched on culturally. >> i think that it takes time. like one thing that, and i think you have to be honest about that. this is not something that happens overnight, something that you need multiple people to be involved in. sometimes it takes longer to bring people in that are different because those people are not traditionally exposed to this industry. and so you need to be honest that that's going to take longer, and communicate the value of that two people. people understand like this is where our investment, this is worth taking more time to make this happen. >> it's going to take a lot more time and it's going to take some
8:28 am
different sort of training. like you can continue to do the same things over and over again that you've been doing and expect different results. the time it's going to take is going to be much more and it's going to take a lot more training about how to reach different audiences, different groups. i feel like impact a lot of companies are used to like the influx of like people coming to them, especially for hiring. we don't have to worry about going out to find people, but it's a different way of thinking to go find the people who are not coming to you in mass. >> i do think he got to treat this as an investment is like any other investment you do in your business. certainly intel announced we were investing $300 million in solving this challenge by the year 2020. that's big money. i think it's also because we are attacking the problem really holistically to looking at our supply chain, our hiring practices, our culture and retention, the way we train, the way we invest in suppliers and
8:29 am
startups. it isn't cheap but they can poor nations are really inexpensive to tackle but i think you have to attack the problem holistically and with a lot of solutions, not just money, not just training. a lot of things. >> to be clear, intel recently announced some layoffs. to those layoffs have any affect on intel's diversity and inclusion effort? >> so no, they don't. again i think our commitment to diversity and inclusion is because we truly believe it's key to intel's evolution as a company. that's something we continue to be committed to, our 20 twentyfold have actually not change even in the face of some of the business imperatives we are undertaking. it's important and we've got to be committed to it over the long term. >> so all three of you had a previous relationship with each other, or you new who the others
8:30 am
were. i'm wondering, so for companies that i may be the resources to hire ahead of inclusion or higher a consulting company like paradigm, or have someone like you who is just one step away from engineering from time to time to work on this issue, what can startups do right now, or what are the solutions for them? >> project include. i mean, that's what we created it for. we know that companies don't have the money to spend on consulting or can't afford to bring on a had a diversity and inclusion right now because they have to hire more engineers to build the products. we created project include to give them this roadmap, this guidebook, these recommendations so that don't have to worry about spending money but they also don't have an excuse not to do it.
8:31 am
>> i think it's a lot of value of having a place where all of research is synthesized for people so that people are not relying to spend those practices by running about what works and how to design the culture right from the beginning. really excited about the work you guys are doing. >> thank you. >> i think the first thing is reach out. whenever i'm asked to speak to another company about diversity, however big, however small, i always make the time to do it because i believe if there's one thing i'm doing that might help another company, there are no secrets that only to the extent for everybody in the industry. i think the second part, you don't need achieve diversity and inclusion officer to do this. just gather the data. see where you're at today. look at what the data tells you and set one or two goals you will take on this year that moves the needle in some meaningful way. >> speaking of the data, so in tech company diverted reports, we rarely see stats on lgbtq
8:32 am
status, visibly status, things like that. slack did include lgbtq status, but why isn't that common? >> one reason is companies no collective that data. so we need to do a better job asking people to self identify because if we are not measuring these things it can be hard to track what is the experience like for people in these different groups. >> also i think companies might be scared to track certain date, to ask somebody if they're lgbtq. that seems a little scary, like traditional h.r. manuals say you don't talk to your employees about that, right? it's a tricky place i think we can grow there for sure. >> are there any others that you think are missing from these diversity report a?


info Stream Only

Uploaded by TV Archive on