Pwc Talks - Leaning in, together

no the good morning good afternoon good evening from wherever you may be watching this my name is Bob Gretz chairman and CEO at PricewaterhouseCoopers and welcome to Facebook's television studio and more importantly joining me for a really important conversation as you know we're joined here today by Facebook CEO and lean an writer reporter call it what you want Cheryl Samberg and we're here today for an extremely important conversation not just the conversation around the block but more importantly a conversation around diversity inclusiveness and the importance of it importance of it to the individual importance of it to companies the importance of it to entire ecosystem at PwC at the end of the day our job is all about making sure that we serve our stakeholders the capital markets the company's the communities that we operate in the only way we do that is by having the best how full stop the only way you have the best talent by having the most diverse tell full stop diversity inclusiveness has been a critical business imperative us for a very long time and the reality is it is imperative it's not a nice to have it's not a must have because a quotas are government requirements it's imperative to the business and that's why we're here today we're here today to talk about that from the perspective of knowledge PBC but equal as importantly from a love you and the audience today we've got about 300 people happy to be /c and half for the companies that have an association with PBC and the great news is that we've got about fifty or sixty watch parties around the country but actually I'm mixing p2p see people and the companies that were associated with so I appreciate you actually take the time to join us today the reality is as I said shareowner book and actually restart a conversation we want to do is continue the conversation probe a little bit deeper not only in terms of the genesis of the book what was in the book but also the after affects the book and most importantly how we can apply some lessons learned not only to yourselves but everybody outside this room the reality the book and the discussions today will be about gender particularly from a female's perspective but the lessons within it the concept the diversity inclusiveness are equally applicable from minority perspective a generational when your perspective a *** orientation perspective it does not matter the lessons learned are equally applicable to all and yes believe it or not even includes the white men so as we jump into this what I want to do is tear up the conversation the mission statement so to speak up million when a quick radio for you to watch and after that shows going to join me on stage so are all the video as women were better off than we ever have been but we're still not where we should be lean in is a global community dedicated to encouraging women to lean into their ambitions we were talking at the kitchen table and I said he really what if I told you that as I get more successful less and less people like me and his dad gets more successful more and more people like him as it is only five I thought she was going to say well that doesn't sound fair mom but instead she said well that's chill and I would be less successful some more people liked it we can change the trajectory of women in terms of giving in the practical skills the encouragement support to lean into their full potential leaning offers three things community circles education chess pie joining the community we can connect to people at the beginning of their career women and men from all over the world sharing the Armenian stories circles are designed for women to get together in a much more intimate settings but face to face Circle members can share their own experiences its this multi-dimensional connection lean in education offers quick lectures that are found by experts in their fields from all around the world with study guide see you can have conversations about your money the few specific call to action to take back into the office in terms on creating better teams at work mean isn't much movement from as it is for women the conversation is very focused on what we can do is win together now will be tainted when you think about the power of social software and the power people coming together there's no better time the march towards a quality start in a while back but it's not down look toward the future i want for our children and my own I want them to choose unencumbered by gender what they want to do in their lives lotsa people say yes I wanna mean and I just don't know how to lean in community is part of figuring out the house how we sit at the table how we communicate effectively how we negotiate for ourselves how we can build some recall world's so that ladies and gentlemen please join me in welcoming to stay Charles amber thank you said this is so great I top opera gonna have to get the PWC team into Facebook anytime we do an event we've never looked so fancy so fabulous anyway I'm so excited to have all of you here today to talk about this topic so near and dear to my heart and and so happy to have all the fifty watch parties around so welcomed I love you and I loves your interest so much that I was sitting next to one of your colleagues and I was for termite hope we have this on tape so I can play it over and over and over because the you may regret that I now because the point you're making about yes this is a conversation about women because you know that's when it starts but the same principles apply to all kinds of diversity is exactly right and so is great great to hear that articulates well thanks and thank you I so let's jump into this our time is limited someone in the audience task you know cheryl's like EF hutton from way back when whatever she says goes the first question you have any bad sometimes the name and the new Crown Prince Haakon now now I town all right behind you family name I right they do family name yeah are so let's come back to something as more near and dear to your heart you started off with this book in in the book you actually talked about it being a bit about a manifesto of feminist manifesto and that was one of your goals not the only but one digital compass that with what you did and now you'll tell me I'm yeah lookbook accomplished more than I ever expected you know look if you're me and you write a book the real risk is no one will read it all and I don't think he had that issue no but the book I wanted the book to do two things I wanted the book to start a conversation around gender and more importantly to lead to real action taking place and I think both of those are has happened and I don't give myself credit for that I give the credit to the lean in team his with me today and to people like you and that women and men in this audience you care about this I wanted my sat down to write this book for us to notice that we were no longer trending towards true quality in leadership roles you know women became 50 percent for college graduates United States thirty years ago which is plenty of time for the numbers to change in a changed at every level entry-level jobs college graduates graduate school a lot agrees they're just not changing at the top any stop changing about ten years ago and his business people we know that runs the coop for thirty years and then a flat for a decade they don't go up again unless we do something so I wanted us to notice that I want us to have a conversation I think it many times a very impassioned conversation and I wanted people to take real action I couldn't be happier what's happened so let's stick with the book for a little while a little more personal yeah what surprised you the most after came out as you travel around the world on a book tour on I think that the level engagement really shock to me i mean again I was just excited than anyone to read and that was an obvious to me in first place I think the level of engagement really surprise me I think what's been most interesting traveling around the world is how these teams are so similar for women in vastly different circumstances my pic is being published all over the globe it's primarily written talking about women in the developed world the United States Europe it but I was just in Asia you know two weeks ago and someone just posted i won Africa just posted and no matter the search for Madeleine different situations the situations women face in asia are much harder you know if our numbers are we have five percent in the top jobs they're less than one percent if our work life balance issues are an acceptable hours you know the basic working hours if you work in Japan for men and women I'm literally eight to nine in the morning time in everyday team dinners every night very different issues anything about women Africa you know women struggling to make basic ends meet for their children in the most basic way you think these issues why did these issues are just so quartz the human experience that they resonate across and that was surprising and I do you think when you look at ages example you've got a lotta disparity country to country in terms our place because in some countries actually got agree mechanism tradition and culture support women in the work force but actual hours and actually step up in other cultures you just don't have to do that but yesterday I think place to place yeah stick to the personal side in the book you talked about your brothers and sisters sister and some other grief that you got over the years what's the pin the family reaction to this book and the notoriety that doesn't kill you had it before now you got even more of it today with this book coming out what's been their feedback you know my parents my parents can book tour with me baby came to asiana they've been like a really big part in this and I you know my brother and sister are pleased that people find their toast at my wedding as funny as they did and but no pic when you do this you do this as a family and with my children with my parents my parents with my husband we we did this together I think all of us believe that we need more quality it's very quartz the experience of my family coming up and I think all of us look towards our children and want you want things want things to be different sound so let's get now a little bit more personal terms you talk to the book around that confidence level the level ambition and at times the in security then maybe you had a different situations and that could go back to high school or college after that as well as in the work force help me understand it help the audience understand mentally had a chill rationalize through that had you adjust your behaviors through that and how to become the person became today with a *** in security that you talked about SoCal book so I say in the book is what the research shows which is that the same levels of performance men will remember that performance little high in women will remember that performance a little app that creates a gap at when there's an open job men will apply for it if they meet some percentage is a criteria women if they be all the criteria and their is a confidence gap not every person certainly there are men or women who are more or less insecure but on average these things are true and they're very they're very gender-based and I think the important thing for me to come to terms with and people to understand is I'm not talking about a confidence gap in the past I mean this still happens to me I just spent two years writing researching and promoting a book saying women to be more comp okay in January book is finished outright I'm done I've spent my year-and-a-half doing this already I should like not have these problems anymore we had a meeting at face pack and it was a meeting on a project that for several years kind in Jaipur it was one of our senior technical leaders he and I want Facebook to do a project and no one else agrees this on for years and right before January archive your upkeep of marking other people decided that we should do this project so we're at the intermediate and I am seen how I'm so glad to be here am so grateful to all love you because for all these years I wanted to do the project but no one else wanted to and now I was worried on J looks at and you shall when I write you not come around I some Facebook messaging with Jay later than I che tax-cut story in my book tour sure chain your name that story my hot summer absolutely he's the nicest guys so much a don't worry I won't make you see me contesta I'm not worried about that I so having written the back I still relative to a colleague of mine feel more insecure question my opinions more I think worry too much about what other people think and I think all I can do is recognize that and be open and honest about I think what really helped me is early on because I happened to going to write about to happen to give a speech in college about feeling like a fraud I knew the data and I'm you that women feel this more than and I've watched all these years as you know go home and watch it in your company's relative to level more women sit at the side and back and more men sit at the table all the years I've managing people and every stage the manner you know in my office at my desk I'll take that job I'll do this when I said Sam at the women like you should think about applying for this and they say things like always but more than men I'm really learning in my current job or I'm not sure I'm ready for that on Manama's never said and so I watched all this and I knew the data and so it's not that I actually feel more self-confident its at I know I need to adjust because I don't want to be sitting on the side when a man is sitting at the table and I don't want that for for anyone there so paraphrase we just said it's a question of how do you become self-aware had a power through it so what advice do you have for the people in the audience either here today are that are watching a video for them to become more self-aware but also to power through that and release or to step their game up have that ambition talked about to be at the table there's a question ambition is a question I have and self-confidence when you're talking about self-confidence I think the thing we need to really realizes we need to adjust you need to literally look at look in america say to yourself not to physically look at me United the metaphorical ignorance a okay I'm not sure I can do this but some guy who's less qualified than I am thinks he can so therefore I can literally that is aa I think there's a deeper question around ambition so one of the things I've said that has been met with a lot of controversy as I've said there's an ambition so I would be super clear I mean when I don't because this is it critically important point when I don't mean is that there's only one former the ambition and everyone should want your life or mine I don't believe that we all need to choose our paths whether that's being you know a work at home mother or working on father in the workforce we on each his own when I also don't mean is that there aren't women out there who are just as ambitious as any man because of course there are which was what do you mean and I wanna see it unequivocally unapologetically loudly and clearly which is that starting in junior high when you survey boys and girls about to you want to lead do you wanna be the president York junior high school class you wanted to present a college class do you wanna be the CEO of the company you've joined do you wanna run for office when you ask do you want to read more boys than girls more men than women say yes every level that is what I'm calling our leadership in addition Gap and my queen is that until we close the gap in the desire to lead we cannot close the leadership app and I think we need to recognize that that leadership gap exists and then think about why it starts with childhood right you reference the story from my wedding my brother and sister got up at my wedding and they said hi for Cheryl's younger brother and sister David and Michelle but we're not really her younger brother and sister really her first employees employees one an employee to be sure never really played as a child she just organized other girls play other kids by I didn't I was the bossy girl we never use that word for boys on the saffir posse is a word for grouse that's because starting as children toddlers when boys are assertive we rewarded expected there's no nickname nothing negative assisted but with girls it's negative and so my my advice is we have to stop saying posse me to look at our daughters and say my daughter has executive leadership skills her so let's go to a different angle there was some criticism I know even my own organization that the book put too much so the onus on women how do you react to that and won t asking then others to do as a result that is that had some negativity relevant to the criticism I came up to the door now absolutely I'm I tried to make this really clearly but maybe I should have made it clear right tried to make it as clear as I know how to do which is and I think women are held back by a lot of things women are held back by public policy particularly in the United States we have like the worst public policy towards women Obama's any industrialized nation I read that my back we had no guarantee sick days for great majority than no guarantee maternal and paternal carrots its kinda is just absolutely just on institutional policies gender bias I'm discrimination lacks flexibility all those things are true my book was not saying that the things I was writing about were more important they were saying that they were equally important also need to be part of the discussion because the discussion on women often focuses on public policy and institutional barriers which are important but we also need to talk about the things individuals can do not just women but man and people in power and now we're gonna talk later about what companies to do is a hugely important part in my book what companies can do and the reason we know that is we can look at scandinavia Scandinavian norway has great example norway has every public policy we could ever want and less guaranteed maternal benefits quotas for women on boards quotas for women to the government just how many women run their large companies less than three percent so we actually have proof that institutional reform and public policy reform on its own will not help will not work that doesn't mean they're not necessarily I tried to be super clear they are necessary but not enough we also need to understand gender bias understand how we discourage girls in every country in every language in the world there is an equivalent of posse I mean to the following I don't have as many men here but I'll try it if your man please raise your hand if you've ever been told at work that you were too aggressive if you're one in please raise your hand if you ever been told at work that you were too aggressive so I have done that question to live audiences everywhere in the world and what you find everywhere in the world is five to ten percent 10% raise their hands and the majority of women and more senior the audience is women is the more handsome what's happening everywhere in the world and we also need to understand and change the standard biases to get more women to the top you talk about change so common of over the book to around the world what's the best memory best experience best story that somebody came up and talked about in terms of how either impressionable they were or something positive that came out as a result the doc I feel really lucky because there are so many there are so many of them at my favorite things that happens to me now is every workout CEO's who are almost always man so it's usually male CEOs say to me you are costing me so much money okay all the women who work for me are demanding raises I to them I say I'm not sorry at all I'm surrounds I'm but I love that but I am we are all not just me but the whole meaning community of which so many people are part we are watching woman after one get raises reach for promotions they didn't think they want reach for jobs take on leadership roles in other ways for work at home moms go to their schools and demand better teachers for their children this is about voice and this is that women having equal voice to man meaning and my favorite stories as I a woman who 62 she went back into the workforce about 15 years ago she never graduated from college she does make a lot of money her own words and she's now working for 15 years her husband lost his job soon you to go back and she's never had a raise and chat but and she went in and she asked for reasons bad attribute is beautifully now which talk about what that money was needed for her family the stories are amazing and it's not me doing it's all these amazing women around the world and those are the stories that actually give you the motivation and inspiration to continue go that's right that's why we're here Solis switch gears were gonna show you video because there's been a lot of positive feedback around the book and what you've been talking about with impunity see I thought to be worthwhile to share that with a quick video so they can run that would be great you know one of them most important messages that comes from Charles book is that you never stop being that you lean and throughout the course of your career in different ways at different times the we didn't I really touches upon a lot very important issues that I that pretty much a pro-life me for the past few years though one think that lightning is that other women and other men go through the same sex I have a son who's five-and-a-half and a daughter who's three-and-a-half and they are wonderful incredible choice up but it is a struggle much of the time full circle is a PWC program that allows people to off-ramp and then for a period of time take a break and come back in on the opportunities to have schedules juggled conference calls at different hours in order to accommodate young children schedule is something that's pretty typical for us PC being a stay at home mom for five years was a great experience leaving with the intention to come back is different then just leaving cleaning and means to me taking rest means take ambien every opportunity when it's presented ask women some point to reach out to other one if you see him struggling Wiener's Circle so terrific because it offers live when huard Hamilton Boulevard mid to really get to know each other and to share of stories and two basically conquering all together because we don't have to do a lot first met Lys went she was and so should I think we work together on a client I was going to do my partner admission process and really need to think about what I do a lean mean every day all of the opportunities I've got an apology agents have been on have been is that correct vol sponsorship himself I can't say enough how important it is talk career at the farm and how important thing to me I think the most important decision on can make as many who seem is as SL said I think if specifically a career woman my fellow I am newly promoted and I'm really excited about it it really is a result up taking and meeting and think what about the key messages that that stuck with me with the book was that the peace around what would you do if you weren't afraid in really touched upon ross et their relationship from I can i half from me sponsor sponsee relationship and and one other things and the challenges that you would take on if you had someone via I was gonna push you and sponsorship I'm really is different than being a mentor it really is more the two-way active relationship someone is gonna fight for you someone that's an advocate for you when Emmett J he lies constantly I see my sex acts and helping me go further and was really a partner with me it's all about chipping in so I'm what where when it comes to cooking dinner or arens we try to share the burden as much as we can an amazing pack he really isn't an amazing since I read the book I've had to do a lot more work around the house thanks Joe I so you ask my say one thing about this you ask for my favorite story this is actually a very fun stride had bought and sold is now so I've said a buncha times that if you want to have more sex with your wife you should do my laundry I wasn't gonna touch that question I cellco apparently a couple that were telling this to someone who didn't realize the person knew me so it's kinda good story apparently she said her husband Monday karaoke to allow laundry and the guy turned around is like is this Charles Samberg want real her because it's now I'm I'm all over it but you're not I'm adhere and back was an excellent an excellent story I am so glad you raised that love to hear clearly has gotten the pictures now so stick with Jay for second um take it out of the married situation out there and take it to the corporate situations where women to get a look in a lean in what to expect men to do what we wanted to do yeah I think the most important thing we can do and I think PwC and you particularly bob has been why the best examples in this is this is not an issue we're doing is we're nice and we wanna be nice to girls and women this is about our performance you know we know that if we use the full talents of the population were more effective they're great estimates out there about how much GDP people have contributed as I mentioned I was in Japan to expand their entire economy cannot grow I'm us to get more women into the workforce this is an the sick issue as core competitiveness for companies for countries and so we need to treat it with the seriousness it is this is a corporate issue I think there are many things that that companies can and should do and it starts with recognizing how important and then there's a bunch of things you've done within one of the leaders at which is I think gender needs to be in open and honest conversation so until I started doing this which is about pass a half years ago with a TED talk in a book I had never said the word one min in the workplace rate never say a woman rate because someone might notice your woman who are the person on the other side of the table will think you're whining are asking for special treatment and so I think a lot of us are formidable years we've dealt with gender I'm not discussing and that's not working anymore as I think their number of stops companies can she take which start with talking about this openly and honestly as you've been a great example game yeah and the reality is this is not something that's no as I said in opening comments reality is if you're really thinking about being a high-performance organization in your the best people we need the most diverse people to do that and if you're not gonna put the hard issues on the table and talk about them honestly openly and critique accordingly this try to push one another and support one another during the lean and process you're never gonna make the progress individually or collectively as hard as I say and that's why we have been talking to many many different organizations about at the highest level of these with board member CEOs and the like is where are they today with the talent management discussion where they then with a diversity and inclusiveness discussion and what other programs that are right for them and what are the things they personally need to go them personally because none as happens without the role model and the tone at the top because otherwise it's nice talkin discussion no action that's right and the stuff at the top is really puts their number fees that I think you've done and you know are published a blog right when the kneecap before we even really matter talking about the importance to PwC so one thing that's really important is to acknowledge the vice so the conversation around aggressive I've mastodon stages with multiple see is look at their top people fifty percent women as usual you know and sad we called every single one viewer women too aggressive or sorry when I can't do it anymore literally understanding that and making people aware there's a man who works for me it's a spec and the start of the conversation by saying I haven't read your book which me if you work for me when she at least pretend you read my I it's kind of a bizarre Thomas start I mean you can read like a summary and I let's leave that aside I think by now he's read it but he started off the conversation now we but then he said but I've listened to you all these years also a nice thing to do I'm and he said you know during the feedback cycle this was in january-february said while we r I have feedback that a woman who works for me is too aggressive it's a rather than write too aggressive in our performance review he went back to the people who who he gave that the back men and women because men and women get that the back and he said can I ask you what did she do that's too aggressive specifically happened cancer and then he said you know if a man had an exactly the same things would you have thought he was too aggressive and to a person they said no so understanding gender bias is is a huge thing with you the other thing we need to do our is mentor in sponsor women wanted the best things I have seen any CEO do was your letter were you sad we've asked 2700 PwC exacts to sponsors three diverse professionals all the issues I write about them in the book women have find mentors and sponsors go a few given sponsors and if you make it part of people's jobs you've managed more people than I have managed a lot of people so many people here manage people people are incredibly responsive to incentives incredibly if you tell them we're gonna judge your performance based on developing diverse workforce based on developing great my purse they will focus on if you tell them we're only focused on something else they will focus on that to making a part to everyone's job is is just huge another thing i think is really important is we need to actively help women to the child rearing years to leave work to come back some other programs you have said you know the question I asked myself all the time as you know what would have been different for me and I worked I do I went to the grocery company but how much better with my maternity leave have been if someone had said to me you know we know you might want to have children one day when you're ready come talk to us we're here to help you my brother did this recently my brother who did you read my book I might be back he was interviewing a woman he's a surgeon he just moved to Houston he's hired her for surgical team she's kinda late twenties you know just got engaged she said her you may work here Monday and if you do you may want to have children you may not and that's your business you never have to talk to me about it but I also watched my two sisters I'm one and my wife really struggle right to run for mayor this which i buy clothes that make you look like you're not pregnant I did that didn't work I tried you don't talk about it you worry that someone to take your job away you worry things are gonna get worse for you work why Romney everyone I know went through this and he said to her when and if you do want to do that's my doors open come talk to me anytime not gonna give the good surgeries to some guy because you're pregnant and I'm here to help you take a leave a comeback to have conversation is not illegal it's not its best practices we are so afraid of lawsuits that we have told everyone not to talk about pregnancy or childbirth ever it's not working we need to change that and that conversation make a huge difference in every company should be having early and often so you been at the center of this combination I love you know the internet go home the connection that people can have on a worldwide basis and one other things that organizations struggle with is how much interplay is there between work and life so to your point if we're not having the conversations with miss something here because not only today's generations for generations to come kill your balancing those things from work those things an interconnected bases were before for women and for that matter even for men there was a total disconnect and that was the accepted practice what you got was a reaction to that time that interconnection should organizations and people be thinking about that interplay more so or less so yeah I think organizations need to think about yourself I talk in my book about I a chapter on just management applies to men and women I talk about bringing your whole south to work as I've watched people and myself make decisions over the years I'm sure we'd all like to pretend that all our decisions are very analytically in riker's the base but they're not like fundamentally issuing days I think we're very emotional beings and I think talking to people about not just their work-life balance but their feelings how they feel about things actually critical part as company performance and so I think we need to take this really seriously we need to set that example ourselves and we need to make churches me less policy I we need to make sure that we are having a conversation in helping people through it and the one thing all share with years remember gonna see Ursula burns up at Xerox and we started off on exactly this conversation with all the business issues we had a deal what she said have you actually get the most other people because I know somebody just came into a meeting and I know they either had a bad day at home a bad commute and at the end of the day I'm not getting the most out of them in terms of performance so how do we change the culture to get a more holistic discussion around that individual the performance and how can we help them both on the work side on the light side and be as supportive as possible and that was the the basis for the blog in terms of what I roll which was okay you're talking about individuals living in I'm looking for organizations to lean and actually give the support what people want to leave in a little further later whatever may be and if we're not as business leaders have in those kinda conversations and set up the environment to do that we want sub optimize everybody's talents and sub optimizes result the collective talent to the organization moving forward so I'd love to hear from you what what is it that cuz you jumped in early in first what is it that PwC is doing around the is it love you share some other specific programs you had and what are the things are looking forward to doing yes so so couple things number one it is that environment right we've got to be conscious of it and that's before but I've gotta play myself and my leadership and team in terms of making sure that we are honestly openly talking about the issue of diverse inclusiveness and demonstrating for action are words are actions that it is a top priority and the changes I made to my leadership team for example where I've got now a third of my love dork reports leadership team are being women that wakes people up to say well it's not tokenism its reality and I know what I going to see bobber when I going to see XYZ lead a report about this is going to be top of mind so it's a wake-up call to get the organization released into the issue second as you talked about as you've got to create the environment for people to be more supportive one another and the reality is this is where the teamwork concept valuable aver that we expect has got to come to life which is we need each other and if you're not helping one another you're missing the opportunity for you personally to grow and therefore your sub optimizing yourself another person and that comes back to Haiti Cherie flexibility organization and flexibility is important clearly from a diversity perspect one thing about the gender issue but it's equally as important everybody everybody's looking to how to think about the workplace flexibility so as a team have you get people to spend their time so they can work whenever they want however they want wherever they want in the team is gonna support to do that and it's a good example when you think about the first circle are discussed in terms of how do we continue the lean and when you want me now when you want to take your time off and oh by the way stay connected and you can do that and you can't absolute with help like this message issues me enormous difference and all the last thing I would say is there is a box and let's just put on the table conscious or otherwise and the reality is you need enough counter force with programs to offset that force coming the other way you've got a call it out very specifically in you gotta put programs in place ideally I would love to say we never knew these programs but reality is you do and the reality is it does two things for you want it actually gives people permission to go do and how the conversations do the things we want to do a number two it actually says the energy of the organization is going to put forth sufficient enough to I'll overcome that unconscious or conscious by its coming on the way because we can only do so much they actually do with them I don't push back that overtakes in the absence of something being pushed back will overtake can overcome we can allow for that to happen often now it's great so I miss you personal question if it's your so you are the father have daughter yes in college yes what advice do you give her because one thing one thing I've noticed is often man who get very involved in lean that they could with the community have daughters and I think that's great because I think they really they really want to be want these want these opportunities as well as I think people would learn from the advice you get so I'll ask the question but let me just give a little more context as I've sorta thought about my interest in the topic it comes with three sacks arm I was privileged enough in our business to go into the human capital side the business for a couple for your give me a different perspective the business the personal side business second I was in Japan for three and a half years I was as close to minority as I possibly could have been without change in skin and that's the reality cuz the discrimination was there and i felt and third went through the forests tried to be as best i could. the best dad and how to deal with the workplace flexibility issues and honestly learned a lot because I never talked about that when I went from a divorce and it wasn't until i sat in front a group of women at a diversity conference that I finally said you know what let me go ahead and speak about this and I talked about why learn I talked about the marriage counseling I talked about the communication requirements and those three things I think I've shaped why I'm so biased towards this in terms of having a positive impact and leading by example and the reality is a business rationale for two so contact your question I've not had a lot of conversations my daughter about it um she's absolutely motivated with the ambition she loves the I I'm not gonna let any guy get my way so the good news is she is off and running good for her executive leadership skills yeah that's the same the first couple chapters your blog is on it I the challenge is making sure that she in the conversation is let's make sure that you do that with supportive others as opposed to you take on the world number one and number two make sure that your leveraging the assets you have which is the network in leveraging in staying connected to it because a lot of people want to help the individuals be successful are in for dinner make sure you leverage that don't go along this is not you against the world this is new with the world try to achieve as much as you possibly can achieve not succumb to conversations great so another shift gears I this is a little bit open forum we've allowed for Q&A with Cheryl both from the audience as well as from the blogging that's going on right now as well as what's happened up until this point I'm so jennifer Lynn who is in my left hand side of the audience is actually within our diversity office is gonna help facilitate the conversation so Jennifer over you will open up for Q&A thanks Bob so we're gonna let the first question be from Agnes to share who traveled the farthest to be here from Paris hackney's is Rp to be /c global diversity leader awesome thank you and then french toast as you wish we could nice OMG minority in the room hahaha so showed a really fast I would like to see how inspiring you are and that's really great and it's free tool for over min old ones were and I'm sure that we have some European woman just a currently looking at if you do and say our see you send so thank you I'm I have a question about young woman in 2020 half of the global workforce are going to be made in here and some so what to devise would you give to those young woman that are just starting out in South Korea so they are prepared to face the challenges that you discuss your book I'm to one other thing is that mean you write the book was my fear about what's going on for the next generation because my generation of I'll be free for next month my generation we came into the workforce believing that we could have families anchors I can't remember a single conversation college about work-life balance choices we thought we could affect just like man I think that's because no one before I said trying to have my mother was a loud she was supposed to be a nurse or teacher and she was supposed to leave the work force my was born and so we were really the first generation but now the girls in college they've watched *** and they've realized that wow this is so easy this is really hard and so I'm watching I work with a lot of young women these young women come into the workforce and lean back me and so my main message to someone is yang is lean in for now I am NOT and I wanna be so clear about this I'm not suggesting that you have to become a CEO or you know stay in all the way that's not what I'm suggesting I am suggesting that leaning in and starting out you know to accomplish as much as you can be as ambitious as you can just gives you more choices I went to at 10 that financial institutions in New York as Parliament Victoria get attacked their and I said to the audience I said how many if you wanna be CEO no hands I said well why don't you want to see how and the hours 341 the house about we know we want to get parents like a cat me ask you a question when you have an appointment are meeting with the CEO whose countered back at San you're like his if you you know if you are more valuable to your company not every company is as great as PwC and some other companies you represent every company will go further for its most valuable workers make yourself on the most I've workers my message you're graduating make yourself invaluable to your company and when it comes time that you need that flexibility you're more likely to get it matter no matter what your top and I think people imminent women inadvertently lean back too early making room for responsibilities they don't have when you have those responsibilities when you get married find a partner how to get that is the time to lean back take time to whatever you need to do not five years in advance and I'm watching generation of women do this and I think that one difference will make a really big difference from Agnes can I just come back to the question I'm good give another piece of my sis we just completed the next generation study we were told it was the largest on around the world it was done with London Business School on USC and it pointed out the different behaviors are aspirations et cetera that that next generation Millennials will have so I take the advice to a different perspective today your next general admin just just next-generation Millennials are less focused on the diversity equation the reality is they're using the internet and using you know a Facebook account which you can leave might even have a different pitcher a different name somebody their is no organizational structure there is no bias because Kelly you don't even know we're talking to on the other side my advice is well to the personal stuff is to the organization's don't screw this up because the reality is if you're going to force people to be more focused on that you will lose and if you're not willing to actually change your policy is your procedures your organizational construct to allow the kids that are yet to be in your organizations do the things that they do really well and there's a lotta posits coming out this next generation a little group you will squash their hopes and dreams and as a result they will not want to be party organization so I think it's a two-way discussion times what the individuals can do and then also what the organizations need to do to actually make this generation as equally as ambitious and productive as possible and they can individually achieve what they want and US organization achieve what you want I think that's right the thing about just at home I think see about be in great working with women I think a lot and sometimes think this is for the CEO not at all this is a performance issue for you we all hiring for met people that other people want to work with the person even the junior person who you add onto the team he makes the team more productive great things happen for that person at any level whether you are a man or woman if you can work more effectively with diversity will be more successful so we had some questions coming online before the webcast Cheryl and one was two women just need to behave more like men to succeed in the workplace I mean nowhere have I ever said that I even know that *** a lot let's start with the fact that I have publicly admitted I cry at work right now that kinda got reported as like shall see my cries and Mark Zuckerberg shoulder nah rapidly what happened but now I don't believe for a minute when need to act more like man I think we need to reward and we encourage leadership behaviors and winning anyway we don't like them so at the points at which are that it's not that women need to behave like mandates that we need to experience behavior differently sell one of the study's a share in my book was this highly howard rosen study the to the Business School case about a very successful venture capitalist name heidi rise n half the kids read it is Howard in a business what class happy kids right is haiti and then ask people what do you think of how you howard welfare equally competent which is good but it turned out that you know howard's a great guy you want to work for him and Heidi's a laugh for herself in a little clinical and so it's not a question of women acting like Matt it's a question of us understanding that we view behavior tour a gendered lands and you the same behavior very differently and we need to change that I'm there so i 100 you but but I'm going to haha yeah and Big Ten and thank you very much just gonna go back to what you were saying about and organizations and the bottom line so every kid every girl right now is complete she's grown up with this and she's completely conversant with the than you because being the fact that they know the technology which means they can make a huge difference your bottom line whatever your organization is in your am guidance to women made in am what I'm scared as is the women in lean in for their own careers and then you know get firing get to diffuse into but in Pima can they also cool in this whole generation who watching is in a very very committed to the not technology as seen in so can these women who you giving a lot to you know from your organization's then go out and mentor and bringing all these other women who watching them to say you can do this you can be part of the be this program for example I'm with their organization called technician challenge and we teach young girls to make up some cell phone 12-week program after school you and I and taking a global then took a lot of people to bring in the global organizations you guys think globally everybody in your organization as they're leaning in routine these girls with a huge movement is that something you can print yeah I think I think they can they can be well was a great arc on the new york times this past Sunday there was a study done on on Philanthropy whether David see this weatherman and I read the underlying stages for the article but the study as I read it was basically weatherman what make men more philanthropic and one other things as proximity when man with daughters were from Earth on topic men who worked with more women more phone tapping I think absolutely one of the things we can do that mean is trying to do is build a global community so we bring women with I do you think there's an opportunity for more I'm not going to argue with a perception but there's a perception that women at times are not a supportive other one perception reality I don't know not to comment on it but the reality is for everybody if we're not bringing the next generation along you failed personally you failed so the succession that you're looking for that child talked about number one number two the personal hi for the personal satisfaction you get from developing somebody else that's the benefit and I think a lot of our you know a lot of us in the audience at home when the website the best satisfaction get is when you see your son or daughter succeed or when people are you mentored sponsored succeed that's a Utah I that I think we actually do much more on as we think about the environment that we're offering so Cheryl a couple of questions came in about Facebook's paternity leave which is very generous and people wanted to know do fathers really take the full time of it's like anything out some women do some women down some men do some men don't we try to be as encouraging as possible there's a great Facebook post it publicly name we can go in and out or our website and find it on a guy named Tom stocky just came back from paternity leave he took the opportunity that Facebook is one of our engineering and product leaders and actually wear glasses experience and something I write about the book as well and basically how hard it is to be you know his experience how many people say why are you doing or you know I him kind have with distrust on the playground you know we still call the class mommy and me 4 percent of our stay at home parents in this country are mad we call it mommy and me we can't be that surprised that men don't do it hand so and so I think his post shows it is a great experience have someone from facebook protect the whole Eve and hit the experience he had which i think is something we all have to work to change hi my name is Christine I'm actually with Google and I hope your happy to hear we do have mean in circles and I have a very after had chapter lead for the Mountain View at women Group Inc so we have about thirty plus answer calls across all over levels by a question actually is around unconscious bias and one other things I find that got two children and many people come to me and say well you're so lucky your husband is so great with your kids and we both work full time I love this I think I'm pretty great with my kids to but it hurt that's right and and and while I think I'm very well I think he married pretty well too I and but nobody mentioned how great we as women are with their kids and it's almost a different expectation and I really think you talked about bias I think a lot of it is basic unconscious bias that we have both men and women and I wonder and I love to hear your thoughts on how we can address that oh this is huge are expectations from child-rearing are so clear am so sad and a friend of mine told the stories to be very young children and got on a plane by himself for two young kids you would have thought he was like picking up the world everyone every for those of us who got on a plane with young kids as mother's what happens ever Zack alright this site he got on the famous young kids the other passengers the flight attendants help oh you are the freed his father how can I help you if you need you need anything on the flight if you need to go back I'll just tickets for you how many strangers have offered to watch our kids right any you go through it all day every day have a story in my book about taking my *** son to school wearing a blue t-shirt on saint patrick's and you know open the door the woman says it Saint Patrick's Day he supposed to be wearing green that would never happen to my husband future markets called Saint Patrick's Day wearing orange they would open the door inside you are such a great father driving your kids to school and so these biases part of what's happening to working mothers and let's be clear most women most mothers in this country are working full-time others because we have to be as people have to work full-time so me part what's happening is that the expectations for us as mothers are so high and we are constantly told by ourselves and by others that we don't meet acceptable standards which are really really high while our husbands they do the smallest little thing everyone's like you now patton them on the back and given a backrub and we need to change this we need to expect man to do for their families as much as women go to a party this weekend if you're friends with little kids watch the baby cry watch what happens either the mother gets out where she thinks the father as he does there's just a wrought assumption who's in charge we will not get to a quality in the workplace until we get to a party in home for stop will not happen any runoff I feel a great need to make sure that we're not generalizing too much because there's a lot of guys in the audience right now that saying no hold on a second that's not me so um well would only be doing a lot but the expectations of Stone Town and thats was gonna go with this that's reality is the unconscious bias in society is you which in corporate America efforts around the world is used and again US the question me what are we doing about it the reality is if you're not at least a creating though awareness that it's potentially there and be as leaders calling it out not have disrespectful way but in a respectful way in a quiet room that's actually the best thing to be done that's just act like challenging it so people understand and they there after a little bit more sensitive to its makers we think about their individual behaviors and the impact that and that's what lean in is trying to do so leaned out or we help you out comin enjoying *** you can find is certainly not work or on our Facebook page on as we said in the video were doing three things at forming community for people to talk about the stuff more than the men and women were very very inviting man education so there's some training on there about negotiation about gender bias and I think we really focus on forming circles and men and women are forming them you know we've heard stories that fathers and daughters forming circles together small group eight to 10 people meeting once a month to talk about these issues and encourage each other and say we really encourage companies to do it we really encourage individuals to do it but all this change is if we have a conversation more open Daniel Anderson scuffle with PwC and I'm a mother to daughter and I have to admit when I first read your book as a bit overzealous and I had a parent teacher conference and sort of just launched into the teachers about how inappropriate it is for them to want these girls to be so light and how much harder their lives gonna be in the work force because all they think about is how much they liked and teachers are looking %uh if you like what is this woman's problem I but it doesn't have raised the question in my mind that you know we're gonna have these wonderfully talented young women entering into our workforce is every day and we want to talk to them about leaning in and about having amazing careers and opportunities for themselves but when they when they land on our doorstep were trying to overcome everything that they've been taught as young girls in as young girls who are taught to be like them to be less posse and all those sorts of things that we say every day and I will tell my daughter that she has executive leadership qualities and I will admit I kinda bossy few times I'm but how do we take this lean and messaged to the younger generation and into the learning environment with the young girls are being taught how very important it is for them to be like 10 I'm was more important to be like them to be successful yeah on so I think that's exactly right question that's why I lean in is an open community free joint anyone on the web we have partners like Teach for America now on education partners I think the thing we can most do is explain this gender bias because you are right little girls are being taught to be liked but its any what's what's added to that and really underscores our point is that we also like them less from me and we can't change once you actually get over the the the humor in posse is executive leadership skills for something pretty profound going on there which is we can start encouraging and so what we need is trying to do is educate companies communities teachers parents and I think so many other organizations are working on this as well but if we can have an open and honest I like about how we experience girls who leads starting when they're young girls who are certified girls who are aggressive I think we can change how they feel about it and how other people feel about say it's great you're doing a so orbit at a time will have an opportunity to continue the dialogue over lunch for those understand a couple minutes afterwards but Charlie wrap up with maybe one last question in the book you actually talked about having a plan there's a long-term plan and then there's the 18-month plan two years a little too long yours will too short what's on the eighteen-month plan for leaned in the organization and what's on the personal a two-month plan for you personally times what's that causes a lot of people speculating what's next for you at sea for me personally as a sampling of a leaning I can do right now and but I love my job at Facebook I really believe in what we do we give individuals vice ties for me beautifully with what I what I'm trying to do for when all of us every single person world we deserve ice we deserve real connections we deserve an opportunity to make ourselves heard make ourselves understand understand other people so I love working here I love my job here and you know for lean n I really and we're building are community and which growing it's growing every day we're building our programs and we're working with great partners like PwC as well as anyone who wants to join and this community's open we want to take it where people want to go I will be thrilled if someone comes in and starts and starts working with the educational community about this but I don't think the best ideas can come from me they have to come from everywhere one of the things you'll see on our site is everyone else's stories this is a place for other people I shared mine in the back but we're really encouraging other people to share their stories and I really believe that this is our moment for change we have a highly educated workforce in women we have a clear need for that highly-educated workforce we have a clear need need for women to be more active leaders in the community and in their homes as well and I think we're now creating working off together the awareness in sao I think this is a moment and I think we will hopefully help create what the next generation needs to get a real quality and if we do it will be in no small part because I've great efforts like great man like you I'm really grateful for everything you've done so let me try to bring this together with two closing thoughts number one you are all the converts the reality is the people that need to be thinking about doing things differently outside this room so let's make sure the conversations that we're having today actually extend to be on the people that are on the web cast her in the audience today and second two shells point and no disrespect I was not take this the wrong way I don't want to have the same conversation with her five years from now to Nino you there happiness at our but not necessarily a hot-selling and and that gets back to how do you take the conversation action had to take the actions and get some results and how do you have results really have the impact that were looking for and that's the asking that's the reason we're having a dialogue today is the star that very first after hopefully hands up with a different result ten years from now call a moment in time called an inflection point I don't think you've maxed out when you look at the last thirty years I think you've actually reach the launching point from where you can actually taken from point A to point B and with that I want to thank everybody for joining us to the extent you want to get more involved win in dog or is where you can actually take a look at all the efforts and the story is everything else that Cheryl talked about text that you want to get people to actually see this video that haven't had a chance to do anything on our website at ABC dot com for the people in the audience we are asking to stick around for a couple minutes afterwards will connect the dots in the end for those able to join us we do ask you if you can give us some feedback there's a survey were asking to take as well for that folks thank you very much enjoy the time take care me feel he ok Levine the