►
From YouTube: Diversity Lunch
Description
Want to view more sessions and keep the conversations going? Join us for KubeCon + CloudNativeCon North America in Seattle, December 11 - 13, 2018 (http://bit.ly/KCCNCNA18) or in Shanghai, November 14-15 (http://bit.ly/kccncchina18).
Join us for KubeCon + CloudNativeCon in Barcelona May 20 - 23, Shanghai June 24 - 26, and San Diego November 18 - 21! Learn more at https://kubecon.io. The conference features presentations from developers and end users of Kubernetes, Prometheus, Envoy and all of the other CNCF-hosted projects.
A
Thank
you
to
everyone
who
is
traveled
near
and
far
to
get
to
Copenhagen
for
kube,
Khan,
I'm
glad
you're
able
to
join
us
today
and
a
special
thank
you
to
the
two
sponsors
we
have
for
creating
this
opportunity
for
us
to
share
a
meal
and
have
some
good
conversation
that
would
be
Google
and
hep
do
so.
Maybe
a
short
round
of
applause
for.
A
I'ma
sir
I'm
Sarah
Conway
I'm,
the
senior
director
of
PR
services
at
the
LF
and
CN
CF
I
joined
the
company
around
five
years
ago,
at
which
time
I
actually
attended
the
very
first
women
in
open-source
lunch.
The
name
has
changed
in
its
broader
and
that
was
at
Lenox
Khan,
another
name
that
has
changed
and
evolved
through
the
years.
It
certainly
was
it
a
refreshing
and
sort
of
novel
concept
at
that
time
for
an
open
source
event
to
come
together
and
share.
You
know
war
stories,
networking
new
relationships,
both
personal
and
business-related
and
I-
think.
A
Certainly,
the
open
dialogue
really
remains
relevant
and
helpful,
but
through
the
years
I've
really
seen
a
lot
of
projects
within
the
LF
orbit
from
no
to
kubernetes,
Cloud
Foundry,
open
Fe
really
become
a
lot
more
intentional
and
purposeful
and
focused
on
creating
broader
and
more
diverse
and
more
welcoming
communities
and
I.
Think
that's
really
been
wonderful
to
see.
A
Of
course,
we
hope
that
the
conversation
continues
and
that's
always
helpful,
but
I
think
what
we're
really
trying
to
nurture
as
well
is
ways
to
extend
this
beyond
one
or
two
events
and
provide
the
support
and
focus
that
this
issue
requires
year
round,
we'll
hear
a
little
bit
from
Paris
toward
that
end,
who
is
trying
to
get
some
kubernetes
mentoring
initiatives
off
the
ground
and
our
sponsors?
Where
will
share
some
of
their
own
reasons,
for
supporting
diversity
and
events
like
this?
A
We
also
have
a
little
bit
of
a
panel
discussion,
hopefully
share
some
practical
tips
on
your
first
PR
or
where
to
go
for
documentation,
help
something
that
can
be
action-oriented
and
you
can
take
away
from
this
event
and
touch
on.
You
know
some
hot-button
issues
like
the
gender
wage
gap,
which
we
continue
to
hear
so
much
about
I.
A
B
B
Okay,
so
add
a
cube
con.
This
is
all
your
guys's
first
time,
Wow,
okay,
who's
here
because
of
the
diversity
sponsorship
that
we
did.
Okay,
welcome
we're
so
happy!
You
guys
are
all
here
who
has
won
a
diversity
scholarship
in
the
past,
but
is
returned
for
another
event
at
cube.
Con
welcome
back,
it's
good
to
see
you
who
was
on
the
the
sponsorship
with
me
when
there
was
only
five
of
us
I'm
trying
to
this
is
Lucas
back
here,
oh
and
you
too,
hi
welcome.
So
three
of
us
are
back
here.
B
This
has
been
two
years.
We've
been
coming
back
to
cube
con
events,
since
we
originally
won
the
first
one.
There
was
five
people
who
won.
Three
of
them
are
in
the
room,
and
so
now
we
have
a
whole
room
of
people,
so
I'm
getting
goosebumps.
Just
thinking
about
that
anyway,
I
work
at
a
company
called
hep
D.
Oh
we're
based
out
of
Seattle,
we
do
a
ton
around
kubernetes
and
open
source.
Diversity
is
super
important
to
us.
B
It's
one
of
the
the
core
values
of
our
company
and
the
reason
that
diversity
is
important
for
us
is
like
starting
the
company.
We
had
Joe
and
Craig,
and
they
said
you
know
we
want
to
change
the
tone.
We
want
things
to
be
different
and
we've
done
things
like
we've
reset
job
levels
from
day
one
before
we
even
meet
the
people
with
salary
attached
to
that,
so
that,
regardless
of
who,
you
are
what
color
your
skin
is
or
where
you
come
from,
you're
gonna
come
in
and
get
paid
a
fair
price.
B
We
also
embrace
the
idea
that
diverse
thought
in
our
company
creates
better
products
better
software
and
creates
a
happier
environment
for
everyone.
So
diversity
is
super
important
to
us,
so
we
sponsored
this
lunch
and
we
helped
sponsor
the
scholarship
that
brought
so
many
of
you
out
here
so
anyway.
Thank
you.
C
Thank
you.
Chris
welcome,
hi
I'm,
a
pro
now
I'm
from
Google,
we're
really
excited
to
partner
with
hep
tio
and
the
CN
CF
to
sponsor
a
variety
of
diversity
initiatives,
and
certainly
this
lunch
and
we're
looking
forward
to
meeting
more
and
more
of
you
here
today.
You
know:
I
mentioned
this.
In
my
keynote,
I've
worked
in
enterprise
software
for
all
of
my
career.
It
is
not
a
very
diverse
place,
especially
infrastructure.
It's
very
you
know
very
one
kind
and
it's
a
tough
environment
and
I
think
I
see
a
lot
of
nod.
C
You
know
nodding
heads
it's
really
important
to
be
out
there
and
set
examples
and
be
inclusive,
I,
think
the
kubernetes
community
and
the
values
of
the
community
has
really
foster
that.
But
we
still,
if
you
look
at
the
numbers,
it's
abysmal
in
terms
of
the
user
base
and
also
in
terms
of
the
contributor
base-
it's
very
one
type.
You
know
Joe
and
the
founders
of
hefty.
Oh,
they
come
from.
C
Google
Google
has
a
very
inclusive
type
of
culture
and
we
value
diversity
very
much,
but
even
at
Google,
and
we
look
at
the
numbers
all
the
time.
You
know.
There's
a
there's
a
there's,
just
not
enough
diversity
and
in
our
group
in
particular
the
kubernetes
team
at
Google,
you
know,
we've
been
trying
to
hire
more
women,
we've
been
trying
to
hire
more
diverse
candidates.
Actually,
our
head
of
engineering
is
a
female
head
of
product.
That's
me
and
we
have
some
level
of
diversity,
but
I
would
say
you
know
it's.
C
We
would
want
certainly
on
the
gender
scale,
to
have
fifty
fifty
and
you
know
much
more
diverse
representation
in
in
terms
of
african-americans
and
in
terms
of
other
types
of
genders,
and
we
are
really
far
behind
on
all
of
I've,
been
excited
by
the
initiatives
of
the
CNC
F.
Every
time.
I
come
to
these
conferences,
their
support
for
mothers,
their
support
for
children,
I
hope
that
people
take
advantage
of
those
things.
And
then
you
know
talk
about
the
problems.
Talk
about
the
challenges
you're
facing
you
know.
Just
yesterday,
one
of
the
women
on
my
team.
C
She
was
she's
breastfeeding
and
you
know
the
power
adapter.
It
doesn't
work
anymore,
so
she
can't
she
can't
pump
and
a
lot
of
people
think
that
you
know
others
won't
relate
to
these
kinds
of
problems.
But
that's
why
we're
here
and
again
it's
an
open
community.
More
you
talk
about
the
challenges
you
face.
The
more
you'll
find
that
there
are
others
who
face
similar
challenges
and
can
help
you.
B
D
We'll
start
with
some
of
those
hot
button
issues
that
were
mentioned
earlier
and
then
we'll
go
into
things
like
open
source
topics
and
then,
and
with
some
mentoring
initiatives
that
we
currently
have
going
on
specifically
for
kubernetes,
and
if
you
are
with
other
projects,
maybe
you
can
possibly
take
some
of
that
information
to
those
projects
as
well
all
right
so
Chris.
Do
you
want
to
start
off
yep.
G
H
I
I'm
Janice
winland
I
run
finance
and
operations
that
hefty,
oh,
so
I'm
responsible
for
recruiting
an
HR
there
and
I've
spent
my
entire
career
at
tech
companies,
but
mostly
on
the
finance
and
operations
side.
So
it's
been
really
exciting
to
be
part
of
this
kubernetes
community
and
beer.
At
the
conference
learning
a
lot
about
the
technology
awesome.
D
All
right,
and
just
a
quick
note
that
I
would
love
for
this
to
be
as
interactive
as
possible.
So
if
you
do
have
a
question
for
the
panelists
or
have
something
to
add
or
anything
like
that,
just
do
me
a
favor
and
raise
your
hand
and
I'll
run
out
to
you
and
just
keep
your
hand
raised.
So
just
in
case
I
can't
see
you
cool
all
right
so
by
a
show
of
hands
said
anyone
attend
the
keynote
yesterday,
where
Dirk
Handel
from
VMware
took
over
his
innovation
with
with
a
diversity
topic.
D
B
D
B
We
have
a
question
to
you:
okay,
cool
yeah,
so
like
this
really
like
strikes
a
chord
with
me,
I
think
it's
kind
of
it's
really
hard,
but
also
really
important
for
everybody
to
like
realize
that
it
starts
with
you.
B
But
it's
going
to
be
like
that
for
the
rest
of
your
life
like
it
doesn't
stop
ever
you
got
to
just
kind
of
be
aware
of
it.
I
think
he
was
hinting
at
that
that,
like
we
need
to
start
talking
about
it
in
tech
and
it's
an
engineering
problem
and
we
need
to
treat
it
as
such
so
like
after
use,
lunches,
I
really
like
when
I
encourage
people.
You
know
when
you
get
out
of
here,
do
something
about
it,
take
action
and
if
you
have
ideas,
more
importantly,
like
let's
start
talking
about
those
I,
also.
E
Say
that
my
initial
reaction
upon
hearing
it
is
like
cringe,
and
it
feels
like
really
awkward
to
me
and
there's
like
the
skepticism
of
like
yeah
we've
heard
this.
We
get
it.
Okay,
great
brownie
points
for
you
and
then
at
the
same
time,
there's
also
the
realize,
like
you,
do,
look
around
and
see
a
lot
of
white
dudes
and
it's
kind
of
sad
and
yeah
I
just
wanted
to
acknowledge.
Also
there's
just
awkwardness
of
the
people
saying
and
then
the
action
being
very
slow.
J
Paris
hi
great
props,
for
all
the
outreach
that
you
guys
are
doing
and
the
tone
that
you're
setting
in
this
community
it's
fabulous
and
I've
been
in
tech,
152,
so
I've
been
in
tech
since
I
started
programming
in
sixth
grade
fifth
grade.
How
do
we
showcase
the
senior
women
that
have
persisted
in
this
industry
because,
like
Erica
said,
my
first
reaction?
Wasn't
like
yay
he's
up
on
stage
talking
about
you
know
this
is
a
new
problem
and
we
need
to
do
something
about
it.
Those
of
us
that
have
been
around
for
a
long
time.
J
I
Yeah
I
think
we
need
to
give
you
a
chance
to
have
a
voice,
so
not
everyone's
gonna
be
in
a
management
position
where
they're
sort
of
automatically
given
a
voice
within
a
company,
but
there's
plenty
of
opportunity
for
leadership.
So
we
need
to
make
sure
they
get
opportunities
to
speak
at
conferences,
be
part
of
leadership,
discussions
at
companies
and
showcase
your
skills
and
your
seniority
throughout
your
companies.
So
that
really
comes
from
management
allowing
for
those
opportunities
and
for
women
and
minorities
coming
together
and
insisting
that
they
get
them
another.
B
Thing
I
want
to
point
out
is
in
my
career:
I've
always
found
it
like.
You
can
get
into
a
place,
especially
I've
been
you've
been
working
somewhere
for
a
while
or
you're
more
senior
in
your
field,
where
you
get
kind
of
into
this
rhythm
and
it
becomes
kind
of
almost
awkward
to
like
get
out
of
it.
So
I
really
think
that
events
like
like
this
or
company
events
that
you
could
create
that
sort
of
could
be
the
trigger
for
for
making
some
change
and
taking
action
like
what
Shana
suggested
are
actually
really
good
ideas.
B
One
of
my
last
jobs,
I
worked
out
before
I
worked
at
Microsoft.
We
had
somebody
who
was
there
for
10
years
and
never
got
a
promotion
and
then
finally,
we
were
getting
sold,
I'm,
not
gonna,
say
who,
but
we're
getting
sold
to
a
large
tech
giant,
not
Microsoft,
and
this
was
the
first
time
and
we
had
a
picnic
and
that's
when
she
finally
got
her
emotion
and
she's,
like
I've,
been
waiting
for
this
for
five
years,
but
it
was
just
it
never
happened,
because
there
was
never
any
sort
of
an
event
to
trigger
that
change.
H
Wanted
to
make
a
comment
as
well
so
I
run
the
cloud
native
London
meetup
group.
We
usually
get
two
to
three
hundred
monthly
attendees,
so
it's
a
fairly
decent
sized
group
and
I
work
with
docker
London
and
kubernetes
London
and
sto
London
and
the
other
meetup
organizers
to
try
and
bring
in
more
women
to
be
speakers.
K
Starting
to
learn
and
I,
appreciate
that
this
applies
wider
than
women,
okay,
but
they're
already
starting
to
learn
that
certain
things
are
almost
off
bounds
for
them,
whether
it's
soccer,
whether
it's
IT
I'm,
really
keen
on
ideas
and
initiatives
and
things
to
get
into
things
like
schools
or
to
to
get
into
the
minds
of
children
so
that
they
don't
start
forming
these
opinions.
And
then
they
get
to
the
age
of
19
or
20.
And
it's
cool
to
bring
them
to
something
like
this.
K
But
some
of
the
damage
is
already
done
and
it's
a
big
big
challenge
right.
But
it's
there
anything
that
we
can
do
as
a
community
and
in
can
organizations
do
things
to
get
into
local
communities
and
schools
and
things
in
and
tell
all
of
those
kind
of
minorities
and
I
appreciate
girls
and
not
a
minority
they're
50%
right.
But
to
get
in
there
and
say
this
world
is
your
world.
H
I'll
make
a
comment
because
I'm
guessing
from
your
accent,
you're,
British
and
I,
am
too
I.
I
went
to
an
all-girls
school
until
I
was
16,
and
then
it
became
a
mixed
thing
and
I
never
ever
got
the
impression
that,
because
I'm,
a
girl,
I
can't
do
stuff,
because
I
was
an
environment
where
everybody's
a
girl,
I'm
good
at
maths.
H
The
day-to-day
environment
is
really
important.
As
you
said,
it's
not
about
the
one-off
events.
You
can
do
once
a
year,
but
if
you
want
your
daughters
to
be
in
that
environment,
then
maybe
look
for
things
that
they
can
do
weekly
and
build
that
confidence
and
that
part
of
their
own
identity
from
a
young
age
and.
B
Then,
to
follow
up
on
that,
this
might
be
an
overshare,
but
whatever
so
I
grew
up
with
the
twin
brother
little
brother.
We
were
three
boys
before
I
transitioned.
We
I
grew
up
in
South
Texas
and
it
was
like
a
really
really
rough
place
and
I.
Remember
my
dad
and
my
coach
saying
things
along
the
lines
of
like
you:
don't
want
girls
on
your
team.
B
You
guys
want
to
be
the
best,
so
I
think
we
need
to
flip
it
around,
like
I,
think
taking
action
as
a
father
of
three
girls
is
half
of
the
battle.
I
think
the
other
half
is
talking
to
the
dads
of
the
three
boys
who
are
saying
you
don't
want
girls
on
your
team
and
like
we
got
to
fix
that
problem.
First.
G
One
of
my
just
rip
off
that
well,
one
of
my
favorite
books
in
life
is
design
for
the
real
world
by
Victor
papinek.
It's
came
out
in
the
70s
radical
architect,
industrial
designer.
He
has
this
chapter
a
whole
chapter
about
appropriate
toys
for
children
and
since
we're
in
the
country
of
Lego
there's
a
very
important
release.
He
thought
it
was
very
important
to
give
all
children
the
same
kind
of
building
creative
toys
when
I
was
in
undergrad
I'm
an
American,
so
I
only
know
math
as
a
singular.
We.
F
G
We
had
a
program
called
the
the
math
circle
that
was
a
modeled
after
a
program
that
started
in
Cambridge
Massachusetts,
where
it
brings
in
elementary
school-age
children
to
learn
abstract
concepts
in
mathematics
or
mass
and
through
you
know,
group
activities,
and
there
is
wonderful
because
I
think
at
least
what
I
saw
in
that
group
that
both
the
young
boys
and
young
girls
there.
They
were
equally
keen.
G
Although
you
know
the
young,
the
young
girls
were
a
little
bit
more
keen
on
working
together
and
so
finding
these
kind
of
programs,
I
think,
is
very
important
wherever
your
school
is
to
get
boys
and
girls
working
together
on
solving
the
challenge.
Young,
like
you're
saying
for
for
the
you
know,
the
harshness
of
our
current
society
seeps
in
I.
L
Had
a
couple
of
comments
on
the
kids
thing:
I
completely
agree
with
starting
at
the
grassroots
level,
especially
at
home,
like,
for
example,
I
have
a
daughter
and
when
I
go
to
work
or
even
when
I
travel.
Now
for
the
conference,
it's
like
telling
her
that
Mommy
is
going
to
a
conference.
She
works
in
computer
like
telling
them
what
it
is
that
we
do.
L
It
makes
them
appreciate
it
much
more
and
also
at
home,
like
I,
my
husband
ends
up
teaching
how
to
cut
and
do
crafts
while
I
teach
her
like
maths
and
stuff
like
that.
So
that
really
helped.
She
sees
that
you
know
there
can
be
root
role
reversal
as
well
and
in
Google.
There's
lot
of
take
your
kids
to
work
day,
which
I
find
is
fascinating,
so
many
kids
who
come
and
see
and
I
think
that's,
not
all
other
companies
do
that
too.
L
I
think
that's
like
phenomenal,
and
also
when
earlier,
when
I
used
to
like
you
know
when
she
asked
me
some
question
of.
Why
is
this?
Why
is
this
toy
working
this
way,
I
used
to
say?
Oh,
the
uncle
made
it
this
way
or
when
I
say
like.
Why
is
this
painting
I
used
to
like
unconsciously,
assign
a
soft
skills
to
women,
and
you
know
hard
skills
to
men
when
I
tell
her?
Oh
this.
This
thing
works
like
this
because
the
uncle
built
it
this
way
or
he
coded
it.
L
N
You
you
were
all
talking
about
that.
Getting
women
to
give
talks
is
important,
so
I
ran
a
local
women
who
go
group
back
home
and,
like
the
last
meeting
we
had
like
40
women
and
we
have
a
core
group.
That's
like
I,
don't
know
three
or
four
of
us
that
basically
it's
always
us
doing
everything
and
every
time
we're
like
hunting
down
everyone
who
seems
a
little
bit
extroverted
and
going.
Can
you
give
a
talk?
Can
you
give
your
talk?
You
want
to
give
a
talk,
I'll
help
you
or
like,
but
it's
I.
N
F
H
One
of
the
things
that
I
noticed
is
that
people
think
they're
and
women
more
so
think
that
their
experiences
and
their
stories
are
not
worth
telling
and
you
have
to
actively
get
them
over
that
hurdle
of.
There
are
many
people
who
appreciate
the
very
early
stage
of
beginner
of
how
did
you
first
get
started
in
this?
Where
is
what's
the
story
of
how
your
organization
got
to
where
it
is
now?
So
it's
not
that
you
have
to
set
this
stupidly
high
bar,
where
only
if
you're
doing
genius
level
things.
H
B
B
I
had
contributed
to
kubernetes
and,
like
I,
had
written
some
cool
bash
scripts,
but
like
I,
wasn't
anything
exciting
and
like
now,
I've
been
on
the
keynote
stage
and
I'm
like
booked
wall-to-wall
I
cube
con
whenever
I
come
so
I
think
I
think
getting
women
on
stage
is
like
the
first
half
and
then
once
it's
there.
You
kind
of
like
break
this.
This
new
boundary
I
was
like
they
believe
in
themselves
and
you
can
help
them
get
there
and
then
the
next
step
is
being
like.
Okay.
Now
it's
your
job.
Take
that
and
spread
it.
B
D
We
see
a
lot
today,
especially
on
Twitter,
for
conferences
that
are
still
99%
male
I
mean
not
even
necessarily
attendees,
but
a
lot
of
conferences
that
have
just
been
discovered
that
almost
all
of
their
speakers
are
men.
You
know
I
think
there
was
one.
There
was
99
speakers
that
were
mostly
white
males
with
one
woman,
so
my
question
was
going
to
be
similar
to
Ellen's.
How
can
we,
how
can
we
implement
some
kind
of
speaker
what
it
with
inclusion?
Writer?
B
I'm,
a
really
big
fan
of
turning
down
conferences.
I.
Do
it
a
lot,
especially
if
they
don't
have
diversity,
clause,
written
or
I
can
go,
look
and
see
previous
years
and
I
usually
like
I,
don't
just
like
say
no
I'm
done
I'm,
not
gonna,
attend
your
conference
I
like
try
to
give
them
the
benefit
of
the
doubt
and
like
hey
so
I
noticed
last
year.
It
was
you
know,
concrete
fact.
Whatever
it
was.
Most
of
your
talks
were
white
white
guys,
it's
usually
what
it
is
and
I'm
wondering
how
you
know.
B
What
are
your
plans
to
change
it
this
year
and
usually
the
responses
are
somewhere
along
the
lines
of
no
response
whatsoever
or
we
don't
really
have
a
plan,
but
if
you
would
like,
we
can
like
give
you
another
speaking
spot
that
spot
that
you
can
give
away.
That's
usually
not
enough
for
me,
so
I
just
say
it's
like
no
thank
you.
I'm
not
interested
and
move
on,
but
I
kind
of
beat
myself
up,
because
I
think
there
should
be
more
than
that
like
I.
E
M
It
was
we
just
commend
you
on
wanting
to
get
your
daughters
to
see
more
representation
and
just
a
vice.
It's
just
I
think
just
change
your
language
like
within
a
lot
of
organizations.
We
still
say
he
created
this
instead
of
a
but
getting
involved
in
camps,
I'm,
not
too
sure,
what's
involved
like
here
in
Britain,
but
in
the
states
we
have
girls
who
code,
and
so
they
get
to
see
a
lot
of
women
do
what
they
love
to
do,
and
so
they
get
to
stand
more
confidence.
M
It
just
really
quickly
apparent
on
your
question
just
to
help
increase.
The
numbers
is
really
just
get
involved
in
your
community
and
talk
to
that
little
girl
or
that
person
that
may
not
look
like
you
and
really
encourage
them.
I
have
a
woman's
network
group
in
my
company
and
the
guys
are
like
I
can't
join
because
I
know
I'm
a
man
and
I'm
like
no.
B
So
I
had
somebody
I,
wouldn't
say
who
I
was
like.
You
should
really
come
to
the
diversity,
lunch
and
they're
like
no
I'm,
a
white
guy
and
I'm,
like
that's
the
problem
right
there.
That
is
the
problem
like
we
all
know
it's
a
problem
but
like
we
need
to
reach
the
people
who
are
not
in
this
room
right
now
like
and
that's
all
the
white
guys
out
there
that
who
are
not
in
here
that
we
need
to
talk
to
you.
H
It's
a
bit
of
a
diversion,
but
one
of
the
reasons
that
I
work
for
storage
is
my
current
company
is
that
the
CEO
of
the
company
is
a
gay
man
and
he
one
of
the
first
question
not
first,
but
in
the
first
interview
he
asked
me,
was
your
going
to
be
the
only
woman
on
a
team
of
entirely
men.
How
do
you
feel
about
that?
Is
that
something
that
bothers
you
or
were
easy?
Or
is
there
anything
that
we
can
do
to
make
your
life
easier?
H
O
Okay
and
now
that
you're
talking
about
women
getting
involved
in
technology
and
working
I
want
to
ask
you:
what
are
the
companies
doing
with
women
that
are
old
enough
to
pursue
a
career
in
technology
and
they
already
have
a
degree
and
in
some
other
background,
maybe
low?
Maybe
agriculture,
something
like
that,
but
they
want
to
move
to
the
technology
field.
I
So
there's
a
ton
of
programs
I
know
in
Seattle,
we've
got
the
ADA
Academy
that
that
kind
of
puts
women
through
a
boot
camp
that
allows
them
to
be
able
to
get
an
internship
with
a
technology
company.
We
had
a
couple
of
them
work
at
hep
to
go
over
a
summer.
So
there's
a
lot
of
support
out
there
for
that
I
know
as
a
start-up
it's
difficult
for
us.
We
have
a
few
people
and
want
to
be
able
to
support
people
getting
up
and
running
on
technology
and
learning
new
technology.
I
G
And
at
Google
we
work
with
outreach,
among
others
to
help
improve
our
you
know:
people
our
candidate
pool
and
get
people
the
skills
they
need
to
transition
from
some
other.
Some
other
career
I
can
speak
to
my
time
working
at
pivotal
and
my
experience
with
companies
like
that
works.
The
interview
process
can
also
be
really
important.
It
can
be
really
some
again.
C
Things
if
you
come
from
a
non
science
or
non
engineering
background
is
there
are
roles
which
don't
necessarily
require
an
engineering
background.
Product
management
is
one
of
those
roles.
Product
marketing
is
another
one
of
those
roles,
I
think
to
some
extent,
open-source
program,
management's
and
other
types
of
program
management.
Certainly
at
Google
you
don't
need
to
have
a
technical
background
for
those.
D
I'm
shocked
that
our
panelists
haven't
mentioned
this,
but
contributing
to
open
source.
That
is
the
I
think
key
that
most
white
males
usually
have
ahead
in
candidate
pools
and
I.
Think
that's
super
critical.
That
I
mean
we're
gonna
get
to
this
in
a
second
to
when
we
start
asking
more
open
source
type
questions.
But
if
you
don't
have
a
traditional,
you
know
computer
science
background
contributing
to
open
source
because
you're
technically
faceless
on
the
on
the
end
of
a
github
issue.
I
think
that's
super
important.
So.
B
When
I
first
started
contributing
to
open
source
kubernetes,
specifically
I
I
paired
up
with
someone
who
was
supposed
to
be
helping
me
get
through
the
door
and
I
remember,
it
was
my
first
time.
I'd
ever
met
this
person,
it
was
a
guy,
somebody
started
talking
and
he
was
started
replying
and
he
looked
at
me
and
he
was
like
he's
like
hey
I,
need
you
to
take
notes
and
I
like
didn't
even
think
twice
about
it.
I
was
like
oh
yeah.
P
And
so
first
can
I
just
give
a
tiny
extra
bit
of
advice
to
the
guy.
With
the
kids,
sorry
I
know
we
keep
going
back
to
you,
get
involved
with
code
club
you're,
one
of
the
people
who
has
an
investment
in
making
the
society
better
for
your
kids,
use
that
get
involved
with
the
code
clubs
and
encourage
the
girls
who
are
going
to
those
cold
clubs
to
get
involved
in
coding
separately
as
an
invisible,
diverse
person.
I
come
across
as
assist
white
male,
yes
I'm
gay,
but
that
isn't
obvious.
P
B
G
Definitely
like
you
know,
I
was
to
like
I
was
sharing
about
my
first
opportunity
to
become
a
tech
lead.
Definitely
I
mean
it
I
had
to
encourage
my
colleague
quite
a
bit
that
she
would
be
an
amazing
tech
lead
for
the
for
the
team
and
that
team
grew
to
be
much
larger
than
most
of
the
other
teams
I
had
pivotal.
Is
she
navigated
that
team,
through
some
very
choppy
waters
in
the
infrastructure
space
when
you
have
the
opportunity
to
step
back
or
to
push
someone
else
forward?
Take
it
hey?
That's
my
my
advice.
D
B
E
That
is
a
hard
one,
but
also
I,
think
a
big
one
is
when
you've
maybe
been
marginalized
or
felt
like
they
went
out
in
a
group,
and
you
haven't
usually
you're
more
keen
and,
like
you,
can
tell
when
someone
else
is
feeling
like
that
and
a
lot
of
times
in
meetings
and
things
there'll
be
people
who
kind
of
want
to
say
something,
but
then
kind
of
like
step
back
and
I
find.
One
of
the
best
things
you
can
do
is
like
really
make
sure
that
that
person
like
hey,
wait.
H
So
I'm
going
to
come
back
to
my
CEO
again
because
when
I,
when
I
started,
I
had
the
feeling
of
I'm,
not
what
should
I
be
doing.
Tell
me
what
I
should
be
doing,
and
he
told
me
something
that
was
really
stuck
with
me,
which
is
you're
smart,
you're,
intelligent.
We
hired
you
because
we
trust
you
to
make
the
right
decisions
and
go
away.
Think
about
it.
Make
the
right
decision
come
back
and
execute
on
it,
and
it
was
remarkable.
H
E
An
experience
recently
where
I
was
talking
about
something
and
the
person
turned
he
was
like.
Well,
what
do
you
think
and
I
was
like
I
just
was
like
thrown
off
like
I,
wasn't
even
expecting
my
opinion
to
be
like
asked
like
it
was
gonna
matter
and
I
made
me
realize
like
how
much
just
that
of
like
turning
to
someone
and
actually
like
as
an
authority
of
sorts,
how
crazy
and
how
much
that
meant
to
me
I
just.
R
R
It
looks
at
it
gives
you
a
series
of
problems
to
work
through
and
then
what
happen
is
the
entering
class
is
more
50
percent,
more
women
and
without
even
deliberately
doing
anything
and
so
I.
Think
that's
one
thing
and
last
plug
for
you
is
Hobart
in
school,
doesn't
charge
any
tuition
until
you've
graduated,
but
it
will
take
17
percent
of
your
first
second
and
third
year
and
now
that
we've
been
kind
of
helping
them
with
scholarships,
we
see
them
graduate.
R
Q
One
of
the
thoughts
that
came
and
was
that
I
think
for
the
folks
in
this
room
that
came
up
is
one
one
thought
that
came
from
me
is
we
have
the
opportunity
to
think
about
our
feelings
and
think
about
what
we're
gonna
do
and
I
kind
of
reflected
upon
my
generation
and
generations
passes
that
they
were
just
working
so
hard
or
whatever
they
had.
They
just
didn't
even
have
the
opportunity
to
think
about
how
to
make
it
more
diverse
and
I.
Q
Think
it's
a
real
big
privilege
that
we
actually
can
sit
and
think
about
how
we
can
make
it
a
difference.
I
think
for
the
folks
in
this
room
from
where
we're
trying
to
talk
to
is,
if
you
have
the
opportunity
to
think
about
how
you
can
make
it
more
diverse,
there's
a
lot
of
things
we
can
go
to
out
do
in
our
own
communities
me
personally,
you
know
I
was
part
of
it.
Q
How
we
can
make
a
difference,
it's
hard
to
work,
it's
going
out
there
and
thinking
about
the
opportunity
that
you
have
and
then
being
able
to
go
in
community
and
figure
out
how
I
can
mentor
someone
else
to
be
able
to
get
them.
The
skills
I
need
to
be
able
to
have
if
they
don't
have
it
at
home
or
if
they
didn't
say
I
had
the
idea
or
if
they
didn't
like
they
could
do
it.
Q
Having
a
mentor
says
like
hey,
you
know:
I'm
a
I'm,
a
woman
or
I'm
a
minority
whatever
and
I'm
in
technology
and
I'm
doing
it
here.
Some
ways
can
be
able
to
do
it
and
just
going
out
there
and
grinding
it
and
doing
it
and
find
the
programming
and
building
it
and
helping
those
folks
get
into
there
and
then
they
go
out
and
they
do
it
themselves.
So
I'd
really
encourage
folks
to
look
into
your
communities
and
get
your
children
into
it.
S
S
It
was
written
by
Lee,
Ann,
Pittsburg
lesbians,
who
tech
and
it
was
called
why
silicon
valley
needs
quotas
to
solve
its
identity
crisis,
and
I
thought
this
is
a
timely
article
to
bring
up
right
now,
because
I
heard
somebody
ask
a
question
or
mention
you
know,
diversity
of
speakers
and
everything.
So
I
guess
my
my
question
or
the
the
topic
I
wanted
to
raise.
Is
you
know
what?
S
If
this
conference
had
a
quota
on
like
lesbians
who
talk
for
their
conference,
they
had
50%
women
and
then
they
also
introduced
10%,
non-binary
and
people
of
color
I.
Don't
remember
which
percentage
of
speakers
had
to
be
those
and
they
were
successful
immediately
because
they
set
that
tone
and
they
made
sure
that
it
happened.
So
I
wonder
if
you
know
there's
a
legal
gray
area,
at
least
in
the
states.
You
know
for
companies,
hiring
I,
don't
know
that
it
states.
S
B
It's
a
great
idea,
I
think
every
conference
has
a
very
difficult
problem
to
solve,
which
is
how
do
we
select
our
speakers,
which
quota
aside,
is
actually
really
hard
and
takes
a
lot
of
time
and
a
lot
of
me
an
hours
or
person
hours,
I
should
say,
I
think
senior
at
cube.
Con
would
be
fabulous.
I
could
not
be
happier
if
that
happened
here.
As
far
as
making
that
happen,
we
would
have
to
explore
that
a
little
bit
more
I
think.
B
S
B
Might
also
be
worthwhile
to
to
to
go
through
the
exercise
of
saying.
Okay,
here
is
a
resource.
You
know
examples
like
lesbians
who
tech
that
say,
but
the
successful
examples
here
and
here's
how
you
do
it,
here's
what
other
people
have
done
and
that
way
when
we
are
going
and
trying
to
make
this
change
or
at
least
encourage
this
change.
We
have
like
a
document
or
something
we
could
point
to,
and
that
could
be
a
blog
or
an
article
or
whatever
yeah.
E
I
think
the
thing
with
quotas
is
people
have
a
lot
of
strong
opinions
on
it.
I
would
be
more
afraid
of
the
opinions
that
necessarily
negative
effects
from
it.
Personally
I,
don't
know
how
the
community
would
react.
Should
that
happen,
it's
kind
of
a
hard
thing
to
do.
One
of
the
things
that's
nice
about
a
quota
is
it
kind
of
takes
the
responsibility
off
of
the
conference
organizers
like
sorry,
we
had
to
have
this
many
people
and
so
I
wonder
if
that
could
be
a
good
reason
for
it,
though.
But
that's
just
me
like.
I
Yeah
and
I
know
this
is
a
hard
topic,
because
I
think
we
definitely
need
to
encourage
that.
We
have
lots
of
different
kinds
of
speakers,
but
personally
I
don't
ever
want
to
get
chosen
just
because
I'm,
a
woman
I
want
people
to
think
I'm
badass
and
choose
me
because
of
that
and
I
hope
that
everyone
in
this
room
feels
the
same
way.
So
that's
the
only
reason
that
it's
it's
difficult
for
me
to
I
just
feel
have
mixed
feelings
about
it,
but
I
do.
E
Think,
though,
in
Europe
or
we
can
take
some
of
like
the
European
examples
of
on
quotas
on
boards,
for
instance-
and
we
can
see
there
are
results
from
that,
and
it
seems
to
be
mostly
successful
that
it's
increased
to
the
quality
of
the
board,
not
decrease
the
quality
of
boards.
By
requiring
these
quotas.
Although
there's
a
lot
of
grumbling
about
it
and.
I
I
was
gonna,
say:
I've
heard
this
from
from
other
executives
in
the
US.
That
boards
are
not
saying
I
want
a
minority
who's,
a
finance
expert
to
be
the
finance
expert
on
my
board.
They're
saying
I
need
all
these
experts
and
then
I
need
a
minority
or
a
woman
and
I
don't
want
to
fill
that
seat.
I
want
to
fill
the
expert
seat
on
a
board
and
I
think
that's
what
we
should
be
striving
for
in
this
room
intercepts.
H
On
the
way,
I
also
think
it's
a
fallacy
to
say
there
is
some
absolute
scale
of
quality,
and
all
speakers
can
be
exactly
stack
ranked
and
then
you
draw
the
line
and
that's
it
it's
a
lot
more
nebulous
than
that
as
someone
who's
been
involved
with
selecting
speakers,
it's
really
really
hard
to
say
this
speaker
is
absolutely
better
than
that.
There's
usually
a
few
nutjobs
who
are
like.
T
B
Time
you
get
chosen
whether
it's
because
you're
the
expert
or
because
you
were
just
an
afterthought,
there's
still
an
opportunity
for
you
to
be
badass
and,
like
you,
can
take
that
opportunity
and
there's
been
a
few
times
where
I've
gone
on
stage
and
I
knew
that
like
Oh
Chris
is
queer
and
trans,
and
so
we're
gonna
have
her
up
on
stage
and
I
kind
of
have
a
bad
attitude,
but
like
it
in
retrospect,
I
totally
could
have
gone
up
there
and
been
like
no
go
run.
My
open-source
code
go
check.
The
stuff
out.
J
Going
to
share
what
we
do
in
the
Python
community
for
PyCon,
because
we
went
from
one
women
speakers
to
consistently
now
the
last
few
years.
40%
and
quotas
are
part
of
it,
but
it's
basically
what
we
did
is
we
emailed.
There
were
like
probably
four
of
us
emailed
every
woman.
We
knew
who
had
done
anything
with
Python
and
said
we
would
love
to
hear
you
speak
and
they
were
personally
emails.
J
They
weren't
blanket
emails
and
you
know:
hey
we've
seen
you
speak,
you
know,
and
then
we
kind
of
tailored
it
and
part
of
it
was
you
basically
increase
the
number
of
submissions
that
you
have,
because
once
you
have
more
submissions,
you
have
more
ability
to
select
based
on
merit,
not
on
quota,
because
I
don't
want
to
be
the
woman
engineer.
I
want
to
be
the
badass
engineer,
and
so
but
I'm
happy
to
talk
to
anybody
who
wants
to
know
more
about
that.
Carol
is.
U
My
question
was
exactly
on
the
topic
that
you
got
to
in
the
end,
so
I
had
this
thing
happened
to
me
a
couple
of
years
ago
that
I
still
don't
know
how
I
could
have
done
better.
Basically,
there
was
a
really
good
speaker.
Great
engineer
happened
to
be
female,
so
afterwards
went
up
to
her
and
asked
like.
U
F
H
Like
as
I
speak
of
myself,
I've
accepted
I'm
never
going
to
be
seen
as
not
a
woman
right
like
there's.
Nothing
I
can
do
to
really
like
change
the
impression
that
I'm
going
to
give,
but
you
kind
of
go
along
with
that
say:
I
take
the
opportunity
to
show
off
my
my
skills,
but
I,
don't
consider
an
insult
of
like.
Are
you
a
woman
or
an
engineer?
I'm
both
that's
fine,
totally
fine,
just
like
I'm
I'm,
not
offended
by
saying
I
have
black
hair
or
you
know
whatever
it's
fine,
it's
just.
It's
me.
E
Often
the
reason
maybes
you
get
asked
that
question
is
kind
of
like
how
sincere
are
you
are
you
trying
to
use
me
to
show
off
something
or
is
it
so
like
it?
It
seems
like
a
trick,
question
I'm
guessing
to
you,
because
it's
like
well
yeah
but
and
I
think
the
more
probably
I
would
hope
a
good
way
to
answer.
It
would
be
to
just
try
to
convince
them
that
you're
sincere
about
wanting
to
hear
their
content,
or
you
know
about
their
expertise,
yeah.
H
G
T
More
and
then
we're
moving
on
okay
quickly,
so
I'm,
the
only
woman
in
my
group
I
work
at
Google,
though
there's
a
lot
of
women
and
me
more
than
anybody
wants
more
women
in
my
group,
but
I
think
it
falls
on
my
shoulders
a
lot
all
the
men
in
my
group
are
like.
Can
you
go
to
this
event?
Can
you
talk
to
this
woman?
T
E
Would
suggest,
though,
to
quantify
as
much
as
you
can
exactly
what
you're
doing
so
that
you
can
like
vary
when
it
comes
to
the
purview
cycle
or
whatever
you
can
very
explicitly
say,
I
spent
this
much
time.
I.
Did
this
much
engineering
work
in
this
amount?
This
much
smaller
amount
of
time
as
well,
as
you
can
say,
I'm
spending
too
much
time
doing
this
kind
of
interview
work
here,
I
need
you
know
these
other
members
to
do
this
in
general,
I
always
find
quantify
as
much
as
you
can
to
make
your
case.
B
Another
thing
is:
is
I,
try
to
remind
myself
anytime,
there's
a
difficult
problem
in
my
life.
It's
an
opportunity
for
me
to
be
a
badass
engineer
so,
like
even
for
cube
con
I
really
struggled
last
last
go-around
with
meeting
people
I
wanted
to
meet
a
lot
of
new
people.
I
know
a
lot
of
people
had
important
things
to
say
that
I'd
be
interested
in,
but
I
didn't
have
a
good
yeah.
I
didn't
have
enough
free
time,
which
I
think
is
pretty
similar
to
what
you
were
saying.
B
B
I
And
I
was
gonna,
say
too
I,
don't
think
you
have
to
be
a
jerk
about
it,
but
I
think
it's
okay
for
you
to
sit
down
with
your
team
and
say
hey.
This
is
a
problem
we
need
to
fix
together.
How
can
you
all
take
responsibility
for
helping
me
find
more
women
and
and
more
underrepresented
minorities
to
work
within
our
group?
Let's
all
brainstorm
together
and
figure
out
how
to
solve
this
problem.
It
shouldn't
sit
entirely
on
your
shoulders.
It
should
sit
on
everyone,
shoulders,
plus
one.
D
I
E
Mean
yeah
cuz:
this
is
gonna
just
get
into
the
whole
like
what
open
source
is
and
what
it
means,
but
I
think
an
important
thing
is
open.
Source
is
changing
the
way
we
run
our
systems,
it's
changing
our
daily
lives
and
we
should
be
there
and
a
part
of
that,
making
it
great
software
or
great
whatever
open
source.
I
guess,
there's
open
everything
now.
G
And
I'll
say
it
also
because
software
in
general
is
you
know
to
use
my
I
guess:
pointy-haired
manager
phrase
eating
the
world,
so
you
know
as
a
african-american
black
individual
I,
you
know
have
to
eat,
try
a
couple
times
at
not
every
soap
dispenser
that
video
you
may
have
seen
on
YouTube.
It's
actually
true,
and
it's
things
like
that
things
that
don't
go
through
testing
against
diverse
audience
will
probably
not
work
for
that
diverse
audience
and
I.
G
E
I
know
it's
harder
to
give
a
concrete
example
when
you're
talking
about
like
infrastructure
or
software,
it's
there's
not
as
like.
Maybe
obvious
examples
of
how
diverse
thought
improves
it.
But
it's
that
it's
just
the
more
different
perspectives
that
come
in
that
does
result
in
better
problem-solving.
F
H
Are
local
examples
can
I
give
one
more
example:
google
photos
can
group
people
together,
like
group
photos
together
and
identify
individuals
and
I
visited
Beijing
a
few
years
back
and
I
took
some
photos
of
the
Chairman
Mao
portrait
above
Tumen
square
and
it
labeled
my
grandfather's
Chairman
Mao
and
I
was
like
that's
a
surprise.
He
hasn't
told
me
about
this
and
then
I
looked
through
the
pictures
and
there's
just
random
old
Chinese
people
they've
all
been
labelled
as
my
grandfather,
so
I
said
this
to
the
Google
Photos
team.
H
D
B
Say
if
you
can,
if
you
can
find
me
or
anybody
up
here,
I'm
gonna
volunteer,
everyone
up
here
track,
one
of
us
down
and
we
and
Lucas
too,
probably
probably
a
lot
of
people
in
this
room
actually
share
our
hands:
who's,
a
contributor
who's,
a
contributor
yeah.
Who
would
be
willing
to
help
out
somebody
else?
Okay,
who
is
looking
for
a
one-on-one
mentor?
Oh
okay!
So
afterwards
can
we
maybe
get
all
of
you
guys
together
and
we
can.
We
can
match
you
up.
Yep.
E
G
B
In
kubernetes
we
have
these
things
called
mailing
lists.
They're!
Wonderful,
if
you
guys,
are
interested
in
finding
some
great
drama
you
can
go
through
and
and
we
really
desperately
need
people
to
help
out
with
with
organizing
this
cast,
there's
plenty
of
chaos
and
like
more
than
anything
like
if
you
have
an
opinion
or
a
saw,
or
you
think
you
can
help
bring
order
here.
That's
that's
invaluable,
especially
in
the
kubernetes
community.
D
And
if
anyone
did
not
see
Tim
peppers
talk
yesterday
on
his
experience
with
contributing
to
kubernetes
for
the
first
time,
you
should
definitely
check
that
out.
He
talked
about
the
release
team
and
it's
really
cool
introduction
on
to
how
to
how
you
can
be
a
valuable
contributor
without
necessarily
thinking
about
it
from
oh
I
have
to
contribute
a
large
code
feature
if
you
will
so
check.
G
That
out,
yeah
and
definitely
just
to
follow
up
on
that
the
release
team.
Specifically,
we
are
always
looking
for
help
staffing,
so
I'm
one
of
the
the
sig
coordinators
there.
So
definitely
what's
the
thing
special
interest
group,
so
that's
how
we've
organized
communities
their
little.
You
know,
groups
of
people
working
on
related
problems
or
feature
sets
so
yeah
come
come,
see
us
and
sig
release.
Unfortunately,
not
always
the
most
punctual
coordinator.
G
That
good
Google
does
spread
me
pretty
thin
across
everything,
but
we
will
get
you
on
boarded
and
we
do
working
always
more
and
more
to
define
good
roles
that
people
can
fill.
We
also
have
dedicated
shadow
roles
where
you're
able
to
be
the
second
behind
someone.
Who's
filled
the
role
before
and
then
you
can
do
the
role
yourself.
So
that's
one
way:
we
try
to
help
onboard
people
into
the
community
and.
D
Then
I'm
gonna
take
that
is
a
good
segue
into
my
mentoring.
Rant.
Really
quick
I
actually
need
help
with
building
some
mentoring
programs
for
kubernetes.
That
is
a
great
way
to
contribute
to
the
project
is
by
helping
us
out
with
this
glue
right
now,
we've
built
in
some
sense
of
the
word
built
seven
different
programs.
They
all
have
different
use
cases
and
different
needs,
and
all
of
which
you
can
take
advantage
of
the
first
one
chris
has
actually
been
on,
which
is
called
meet
our
contributors.
It's
like
mentoring,
on
demand.
D
If
you
will
it's
a
once
a
month
livestream,
we
have
2
times
2
times
owned.
So
two
two
episodes
and
you
can
ask
questions
on
our
slack
channel-
called
meet
our
contributors,
that's
in
the
kubernetes
organization
or
twitter
with
a
hashtag,
and
the
questions
have
ranged
from
what's
your
favorite
color
to
why
open
source.
Why
kubernetes?
D
Why
is
my
test
flaking,
because
the
thing
with
our
mentoring
programs
is
we're
not
trying
to
just
target
new
contributors,
we're
trying
to
target
current
contributors
as
well
I
mean
that's
the
only
way,
we're
gonna
get
diverse
candidates
of
the
pipeline
very
similar
to
what
organizations
do
with
with
management.
We
have
these
things
called
owners
files,
that's
technically
our
management
and
it's
very
important
that
we
slide
folks
through
that
that
management
cycle.
So
if
you
are
a
current
contributor
to
those
that
raise
your
hands,
please
take
advantage
of
some
of
these
programs
as
well.
D
So
that's
a
very
quick
way
to
ask
questions
like
which
six
should
I
join.
What's
my
good
first
issue,
etc?
So
that's
number
one
number
two
is
we
have
something
that
is
in
the
process
of
being
built
called
the
one-on-one
hour,
a
lot
of
folks
always
say:
I,
don't
have
time
to
mentor
and
I,
hear
it
even
from
mentees
too,
but
I
just
don't
have
the
time
to
be
consistent.
So
this
is
taking
that
time
away.
It's
going
one
hour,
one
mentor
one
mentee
one
time
and
you
get
to
pick
one
activity.
D
So
if
you
want
a
code
based
tour
of
an
area
that
look
looks
very
foreign
to
you,
if
you
want
a
pair
programming
session,
if
you
want
a
ask
me
anything
because
you're
talking
to
a
maintainer
and
you
think,
they're
very
valuable
and
then
the
next
thing
is
group
mentoring.
This
is
based
off
of
our
signe.
D
So
if
we
have
a
sig,
for
instance,
again
special
interest
group,
like
say
networking
that
says,
we
need
more
approvers,
we'll
take
a
group
of
current
reviewers
and
put
them
in
a
semi
structured
learning
environment
for
two
to
three
months
and
they
have
weekly
stand-ups
to
keep
them
accountable.
Yet
it's
still
on
you
to
complete
those
requirements
to
be
an
approver
and
then
the
next
thing
we
have
is
mentoring.
D
Events
that
CN
CF
largely
puts
on
at
things
like
these,
like
speed,
map,
speed,
networking
and
mentoring,
and
then
we
also
have
the
release
team,
which
Caleb
just
mentioned,
where
there's
shadow
rolls.
This
is
really
helps
us
with
succession
planning
and
those
roles
can
just
kind
of
be
fly
on
the
walls,
and
they
might
give
you
a
task
here
and
there.
D
So
it's
very
cool
to
like
get
in
and
see
kind
of
the
innards
for
lack
of
a
better
word
of
the
project
and
who
does
what
and
when
and
where
and
who
owns
what
of
the
codebase
and
and
things
like
that
and
I.
Think
I
just
forgot
one
of
my
own
programs,
I
just
realized
I
was
like
wow
I.
Think
I
only
did
six.
D
Yeah,
the
group
mentoring,
yeah
yeah
Lucas,
was
actually
a
mentor
for
our
test
cohort
and
we
found
out
that
mentoring,
a
group
of
people
across
eight
time
zones
was
not
good.
Who
thought
that's
high?
Who
could
have
thought
that
time
zones
were
gonna,
be
a
killer?
Let
me
think
hold
on
what
was
my
other
one.
I
did
a
whole
talk
on
this
yesterday,
oh
well
anyway,
so
TL
DR
is
get
involved.
There's
a
mentoring
folder
on
the
kubernetes
community
PO.
D
We
are
actually
building
a
contributor
website
this
year,
so
that's
that'll
be
out
before
Q.
Con
Seattle
and
mentorian
initiatives
will
be
listed
on
there
first
and
foremost,
and
then
really
quickly,
because
we
only
have
three
more
minutes
left
panelists.
Why
don't
you
give
a
very
quick
either
a
piece
of
advice
or
just
a
statement
or
anything
that
you
think
that
folks
should
take
away.
H
I
We
set
up
an
email
diversity
at
hep,
do
comm
and
we're
gonna
write
a
blog
at
blog,
do
comm
to
follow
up
on
this
session.
We
want
this
to
be
really
action-oriented.
So,
if
you
have
ideas,
suggestions,
articles,
videos,
you
think
we
should
watch
and
kind
of
incorporate
into
the
blog
I
would
love
to
hear
from
you.
So
please
email
us
diversity
at
hep,
do
comm
and
then
check
out
the
blog,
probably
a
week
or
two
and
we'll
get
something
up.
T
E
Want
to
say
thank
you
to
everyone
here
for
coming,
I'm
sure
to
the
lunch,
but
just
to
the
conference
in
general,
seeing
so
many
wonderful
applications
for
the
diversity
scholarship
it
it
like
means
a
lot
and
like
this
is
you
are
the
the
change,
I
guess
and
there's
just
so
many
people
that
are
so
wonderful
to
meet
and
who
are
so
great
and
contribute.
So
much
and
I'm
just
really
grateful
that
all
of
you
are
here.
G
Yeah
we'd
definitely
like
to
echo
that,
thanks
for
all
everyone
for
coming
and
also
remember
you,
there
are
lots
of
paths
into
software
development.
If
that's
something
you
want
to
do,
I
came
in
through
maths
and
physics,
lots
of
applications.
There
are
lots
of
super
welcoming
communities,
not
just
infrastructure.
Rushed
has
amazing
stuff.
Ruby
has
amazing
stuff,
Python
and
ipython,
specifically
as
a
subgroup
there.
There's
there
are
people
who
want
to
help
you
out
there.
So
good
luck.