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From YouTube: Women in Tech panel - Universe 2022
Description
Join us at an exclusive Women in Technology Panel where you will hear from leaders in the industry as they provide insight into their experiences, both as women and advocates for women in technology.
As always, feel free to leave us a comment below and don't forget to subscribe: http://bit.ly/subgithub
Thanks!
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About GitHub
GitHub is the best place to share code with friends, co-workers, classmates, and complete strangers. Millions of people use GitHub to build amazing things together. For more info, go to http://github.com
A
Foreign
good
afternoon,
everyone,
hello,
hello
and
hi
to
everyone
on
the
recording
who's
catching
this.
After
the
fact
we're
sorry
I
couldn't
be
here
to
join
us
in
person
we're
going
to
have
a
great
session
here,
our
women
in
technology
panel,
which
we've
been
looking
forward
to
and
preparing
for
for
a
few
weeks
now
my
name
is
Elizabeth.
A
Pemrell
I
manage
the
global
Enterprise
sales
business
at
GitHub,
and
that
means
I
get
to
work
with
hubbers
all
across
the
world,
bringing
the
glory
and
greatness
of
GitHub
to
Enterprise
customers
and,
as
part
of
that
work,
I
get
to
interact
with
a
variety
of
hubbers
from
different
communities,
including
our
women
in
Revenue,
Network
and
I'm
really
pleased
to
serve
as
an
executive.
Sponsor
of
that
group
that
in
that
group
we
celebrate
one
another.
A
We
we
Spotlight
great
Trends
or
we're
hearing
and
seeing
in
in
the
industry,
I
mean
we
talk
a
lot
about
the
work
our
customers
are
doing
and
there's
a
lot
to
celebrate
there,
and
so
today
is
about
hearing
from
some
of
those
All-Stars.
We
have
in
our
customer
Network
a
bit
about
the
work
they're
doing
the
perspectives
on
their
own
careers
and
trajectories,
and
hopefully
some
tips,
tips
and
best
practices
so
with
that
I'm
going
to
turn
it
over
to
them
and
invite
them
to
join
us
here
in
the
front
of
the
room
thanks.
Ladies.
B
Elizabeth
all
right
before
we
get
started,
I
want
to
make
sure
that
we're
introducing
ourselves
to
you
all
and
to
those
folks
that
are
watching
the
recording
I'll
start
I'm
Stephanie
Sheehan
I'm,
with
GitHub
I'm,
the
director
for
the
East
Coast
Enterprise
team,
so
hello,
everybody
that
I
don't
know
and
I'm
just
going
to
ask
the
panelists
to
go
down
the
line
here
and
introduce
themselves
and
tell
us
a
little
bit
about
their
career
journey
and
any
tips
that
they
can
share
from
their
Journey.
So
far,.
C
D
I'm
Lucia
I
have
been
in
technical
role
for
15
years
and
14
of
that
15
years
had
been
at
Mercado
Libre,
so
I
I'm
part
of
the
building,
I
think
back
in
the
company
and
I'm
responsible
for
the
developer
productivity
and
happiness
yeah,
and
we
are
a
Latin
America
company.
So
we
are
in
a
in
a
different
region,
probably
and
I'm-
really
passionate
about
this
topic.
So
I'm
happy
to
be
here,
yeah.
E
We
operate
at
a
global
scale
of
my
my
main
responsibility:
sort
of
straddles,
product
management,
engineering
and
sales,
with
with
the
federal
bias
to
best
serve
that
customer
base.
My
own
background
is
is
deeply
Technical
and
fun
fact
at
at
a
startup
I
co-founded.
Prior
to
my
current
role,
I
was
github's
first
Advanced
Security
customer
and
that.
F
B
G
B
B
Thank
you
thanks
everybody.
So,
as
you
can
see,
we
have
a
diverse
group
here,
and
we
know
here
at
GitHub.
Inclusion
and
diversity
is
very
important
to
us.
So
what
I've
asked
the
panelists
to
do
is
to
really
share
some
of
how
they
bring
inclusion
and
diversity
in
that
culture
to
their
organizations.
So
Becky
I
was
reading
and
listening
to
an
interview
had
probably
a
couple
of
months
ago
on
kubecon,
and
you
mentioned
that
Ford
has
a
culture
that
makes
you
want
to
stay.
C
But
we
found
half
of
our
members
were
men,
because
men
too
need
flexibility
and
then,
as
time
has
gone
on,
I've
seen
the
need,
as
our
Workforce
has
aged
elder
care
and
the
needs
of
people
to
work
more
flexibly
to
support
their
parents,
and
that
was
a
dimension
that
when
I
first
started,
wasn't
necessarily
on
the
horizon.
But
that's
a
big
a
big
thing
for
us
too.
We
have
a
lot
of
different
employee
resource
groups.
C
I'm
involved
with
the
women
of
Ford
technology
and
I
lead
the
mentoring
group
for
the
Ford
China
Association
I'm,
not
Chinese,
but
I
value,
diversity
and
I
try
to
be
involved
with
as
many
different
of
our
employee
resource
groups
to
encourage
their
growth
into
becoming
the
leaders
that
we
need
for
diverse
work
teams.
Excellent.
Thank
you.
B
For
sharing
and
kind
of
to
add
to
that
I
know
Lucia.
You
had
mentioned
on
one
of
our
calls
when
we
were
getting
to
know
each
other
a
little
bit
better,
that
working
in
technology
and
having
this
opportunity
and
opportunities
like
this
for
other
folks,
especially
in
your
organization,
provides
economic
independence.
Can
you
share
a
little
bit
about
that
and
how
you
influence
young
women
in
Latin
America
to
be
able
to
have
that
same
economic
independence,
yeah.
D
They
escaped
bad
situations
and
bad
reality
thanks
to
having
a
job
and
technology
and
it's
such
a
privileged
field
in
Latin
America
to
be
able
to
fulfill
in
that
area
and
I
think
it's
so
relevant
to
help
not
only
women
but
people
from
different
Society
to
be
able
to
have
a
way
to
escape
the
reality
where
they
are
and
change
it
to
the
one
that
they
want
to
be
right.
And
that's
one
of
the
reasons
why
mercadolirium
part
of
the
team
that
create
an
onboarding
program
for
people
that
are
getting
their
first
job
in
technology.
D
So
we
invest
two
months
making
sure
that
they
are.
They
know
the
technical
aspect
of
their
role
and
Levering
a
scaling
and
also
we
invest
time
to
like
improve
self-confidence
and
improve
to
have
a
voice
and
not
just
learn
the
company,
the
culture
called
body,
but
also
to
learn
how
to
be
successful
in
this
world
right
and
it's
a
really
big
investment.
But
that
allows
us
to
hire
a
lot
of
women
in
different
fields
that
we
will
not
be
hired
in
the
past.
D
We
we
hire
women
with
different
backgrounds
that
we
will
not
consider
in
the
past
because
they
didn't
have
the
the
tools
or
the
skill
set
that
we
needed.
But
thanks
to
the
this
program,
we
will
able
to
transform
this
this
profiles,
or
this
right
and
and
be
able
to
plant
like
seeds
within
the
company
that
I
hope
will
grow
and
build
a
career
in
Mercado
Libre.
D
B
Yeah
yeah,
thank
you
for
sharing
and
just
One
Note.
If
anybody's
interested
in
learning
more,
everyone
is
going
to
make
themselves
available
after
this
session.
So
if
you
want
to
help
everyone
with
their
organizations
or
learn
a
little
bit
about
how
you
can
bring
this
to
your
companies,
you
know
we're
here
to
help
we're
here
to
share
and
I.
Think
that's
one
of
the
reasons
we
wanted
to
have
this
session
so
just
wanted
to
bring
that
to
your
attention
and
then
Julie
on
your
LinkedIn
profile
in
big
bold
letters
at
the
top.
B
It
says:
first
be
kind.
Everything
else
can
wait
and
I
know.
Emotional
quotient
is
really
a
big
part
of
someone
who
is
a
successful
leader,
especially
when
you're
thinking
about
an
inclusive
and
diverse
and
Equitable
culture.
Can
you
share
with
me
how
you
embody
that
within
your
organization
and
then
also
make
sure
that
you're
not
trapped
in
a
double
bind,
and
sometimes
when
people
think
of
someone
who's
kind?
B
E
The
person
that
you
work
with
your
direct
report,
kindness
to
to
your
team,
like
what
is
kind
for
your
team
and
then
lastly,
to
to
your
to
your
customer
or
to
the
the
end
user
of
the
thing,
you're,
actually
working
on
and
I,
think
those
are
kind
of
the
three
categories,
but
the
one
that
that's
kind
of
the
most
tactical,
the
most
the
most
tangible
is
sort
of
the
the
kindness
to
the
individual
and
so
an
example
of
this.
Something
that
I
encourage.
E
And
this
is
something
that
not
not
too
long
ago,
even
with
than
my
current
company
sofas
had
the
opportunity
to
identify
a
young
woman
who,
just
simply
had
never
been
given
the
opportunity
to
do
difficult
things,
to
prove
that
she
could
do
difficult
things,
and
that
was
one
of
the
the
opportunities
we
were
able
to
give
her
hard
work
turns
out.
She
kicked
ass
at
it
and
and
that
set
her
up
for
you
know
subsequent
promotion
and
pay
raise.
You
know
not
even
six
months
later,
so
it's
it's.
G
The
fact
that,
regardless
of
the
challenges
that
I
faced
I
can
move
forward
as
a
strong
woman,
I
can
move
forward
in
my
career,
the
way
I've
done
it
and
what
I
do
today
as
a
leader
speak
to
other
peers
at
the
leadership.
I
tell
them
about
the
fact
that
women
that
we
hire
they
are
here
because
they
have
talent
they're
here,
because
they
are
capable,
let's
not
go
hard
on
them.
Let's
give
them
the
benefit
of
the
doubt.
G
Let's
work
with
them,
let's
create
safe
communities
where
they
can
share
the
challenges
they
face
day
in
day
out
and
make
sure
we
support
them.
What
we
do
at
Estee
Lauder
today
we
have
a
very
strong
community
of
women
where
Jane
Lauder
herself
came
to
sponsor
our
benefit
program
and
speak
about
the
fact
how
strong
the
community
is.
We
have
a
very
good
Skilling
up
program
for
entry-level
Developers
for
mid-level,
even
not
necessarily
developers,
people
from
other
departments
who
are
interested
in
certain
other
opportunities.
G
We
we
create
seven
save
environments
where
it's
okay
to
discuss
things.
Don't
don't
go
on
right
it.
The
reality.
Is
it's
not
always
perfect.
That
is
just
the
way
it
is,
but
it's
something
that
we
do
not
need
to
overthink.
We
do
not
need
to
be
apologetic.
We
just
need
to
show
that
we
are
capable
and
prove
to
yourself
not
to
others.
Just
to
yourself
the
fact
that
you
can
achieve
so
much
more.
B
Great,
thank
you.
Okay,
we're
going
to
switch
gears
just
a
teeny
bit,
but
it's
still
along
the
lines
of
you,
know:
career
inclusion
and
diversity
and
people
and
their
you
know
the
folks
in
the
audience
and
that
will
be
online
and
any
career
advice
that
we
can
share
with
some
of
the
folks
who
are
earlier
in
career
as
you've
gone
through
your
career
as
you've
achieved
the
levels
that
you've
achieved
today.
B
C
So
my
advice
to
anybody
who
is
out
there
looking
for
something
different
pick
something
that
scares
you
pick
something
that
scares
you
a
little.
You
will
learn
the
most
and
you
will
see
your
resilience
kind
of
come
through
and
shine
through
and
figure
things
out,
figure
hard
things
out.
My
biggest
advancements
in
my
career
have
been
when
my
mentor
has
tapped
me
on
the
shoulder
and
said
you
need
to
go.
C
Do
this
and
it
scared
me
to
death,
I
didn't
think
I
could
do
it
and
I
learned
the
most
and
actually
was
successful
at
it.
So
if,
if
you
look
at
a
job
posting-
and
it
scares-
you
look
a
little
more
at
it,
because
those
are
the
transformational
roles
that
will
actually
fill
your
toolbox,
that
will
make
you
better
overall
and
move
forward
when
you're
comfortable.
C
That's
when
you
know
it's
time
to
move
when
you
get
a
little
bit
jaded,
because
you're
solving
the
same
problem
again,
it's
time
for
someone
else
with
fresh
ideas
to
come
in
and
for
you
to
move
to
something
else
where
your
fresh
ideas
can
come
through.
So
I
always
say:
whenever
you
feel
those
ways
you
know:
that's
your
signal
to
move
on,
but
if
you're,
a
leader
and
advice
for
you
here,
is
look
at
the
potential
in
your
organization
and
invite
people
to
take
different
roles.
C
So
that's
how
I
work
my
network,
if
I,
have
a
job,
opening
and
I
know
someone
from
the
network
that
I
have
I,
say:
I
know
this,
isn't
what
you're
doing
now,
but
I
think
you'd
be
really
good
at
it,
sometimes
just
being
invited
to
take
a
look
at
something
is
all
that
they
were
waiting
for
right.
It
gives
them
the
confidence
to
do
it.
So
if
you're,
a
leader,
look
for
those
potential
people
right
and
ask
them
and
invite
them
to
can
be
considered.
D
D
B
D
D
They
on
time
right
and
not
just
to
be
like
a
productive
member
of
this
Society,
but
just
because
there
are
a
lot
of
things
that
they
call
like
claw.
Your
thing,
for
example,
I.
Remember
someone
coming
to
me
after
an
important
meeting
and
saying
hey,
you
will
not.
You
were
like
extra
nervous,
because
you
are
the
only
woman
presenting
a
new
idea,
a
new
idea
that
you
were
like
extra
or
how
do
you
prepare
different
for
that?
Never
remember.
Thinking
like
oh
I,
never
thought
about
that.
D
I
was
just
concentrated
in
like
pitching
my
new
idea
and
I
really
wanted
to
do
it
and
convince
my
boss
to
do
it
and
I
never
thought
that
I
was
going
to
be
the
only
woman
and
like
I,
don't
pay
attention
to
that
in
that
situation,
because
it
would
put
me
a
lot
of
extra
burn
and
nervous
that
they
were
not
necessary,
so
pay
attention
on
the
thoughts
that
you
have
and
how
do
you
spend
your
energy
and
time
to
do?
Thank
you.
E
And
on
my
side,
I
really
have
kind
of
two
things
that,
for
me,
have
paid
off
the
most
amount
of
dividends
over
the
course
of
my
career.
First,
one
was
really
intentionally
and
even
to
this
day,
build
building
a
network,
and
what
does
that
mean?
It's
not
just
sending
a
LinkedIn
connection
requests
it's
not
just
going
to
an
industry
happy
hour
or
like
a
conference
after
party
or
whatever.
It's
actually
trying
to
get
to
know
people
at
a
human
level,
because
that's
ultimately,
what
creates
the
connection.
E
It's
not
purely
an
exchange
of
material
value,
it's
an
exchange
of
human
interaction
and
that's
that
pays
off
hugely.
So
for
me,
career-wise.
My
first,
like
kind
of
real
adult,
is
a
my
first
adult
job.
If
you
will
always
was
in
the
Army
and
I
was
like
the
last
job,
I
ever
sort
of
traditionally
applied
for
everything
else
has
been
a
function
of
network.
E
Even
my
current
role
today
and
the
people
that
hook
me
onto
those
worlds
were
people
that
I
still
consider
friends
to
this
day
and
it's
because
of
that
human
level,
interaction
and
for
for
a
lot
of
people,
especially
women.
It
can
be
really
intimidating
to
approach
random
strangers
even
at
an
industry
conference
and
sort
of
the
the
one-liner
I
give
to
people
that
are
like
well.
How
do
I
start
right
at
a
place
like
this?
You
can
go
up
to
someone,
you
don't
know
they
look
interested.
E
Maybe
they
don't
doesn't
matter
and
and
say:
hey
I,
don't
think
I've
met
you
before
my
name
is
Julia
or
whatever
your
name
is.
What's
your
name,
and
then
you
start
having
a
conversation
with
the
intent
of
connecting
with
them
as
a
person,
not
necessarily
trying
to
extract
value
for
yourself
right
off
the
bat.
E
The
second
part
that
that
has
really
helped
me
in
my
career
is
really
investing
on
how
I
manage
my
own
knowledge
right.
So
the
Knowledge
Management
space
like
read,
books
on
how
to
take
notes,
take
a
Knowledge
Management
course.
Building.
A
second
brain
is
one
of
my
favorite
ones
that
I've
taken
personally
and
the
especially
in
in
technical
rules.
You
go
through
so
much
knowledge.
You
read
so
so
many
books,
documentation.
You
try
different
things
that
don't
work
out
and
the
better.
G
Agree
with
everything
that
they
said
from
myself,
a
few
things
that
I
would
highlight
if
you
are
a
part
of
a
team
and
for
whatever
reason,
some
of
your
team
members
got
invited
to
a
meeting,
and
you
didn't
do
not
take
it
personal
approach,
someone
who
is
coordinating
a
meeting
on
a
specific
topic
and
highlight
to
that
person
how
you
can
add
to
the
conversation
if
you're
passionate
about
something
if
you
are
being
dismissed
in
a
meeting-
and
you
have
brought
up
a
point
that
you
feel
strongly
about.
But
it
did
not.
G
It
was
not
taking
into
the
account
approach,
people
afterwards
and
explain
how
you
feel
this
was
a
very
good
supportive
argument
or
idea
independently.
Consider
a
continue.
Building
up
your
tax
stack
and
build
prototypes
to
Showcase
to
others
how
you
can
increase
your
volume
on
a
team,
how
you
can
help
with
certain
goals
or
projects
and
do
not
stop
just
to
reiterate
some
of
the
points
that
were
set.
Do
not
stop
when
you
get
to
a
comfort
zone,
get
outside
the
comfort
zone
and
continue
exploring
something
new
that
you
don't
know
about.
B
C
A
C
It's
a
great
program:
you
can
look
online
and
see
what
that's
about.
We
have
trained
facilitators.
We
actually
were
nominated
for
the
I,
am
remarkable
award
this
year
for
the
work
that
our
company
has
done,
but
it's
to
help
women
recognize
the
accomplishments
that
they
are
having
one
of
the
things.
The
second
piece
of
advice,
I
say,
and
it's
perfect
time
of
year.
C
C
Not
only
does
it
give
me
self-confidence
in
actually
what
I've
contributed,
but
it's
a
really
great
marketing
thing
to
show
your
boss
right
before
they
give
you
your
final
review,
it's
all
top
of
mind,
and
it's
like
a
marketing
package
about
your
accomplishments.
Then
you
put
it
on
the
shelf
and
you
use
that
as
your
resume.
D
E
Something
something
I've
done
in
my
last
few
roles
were
really
the
last
year:
I've
I've
really
quite
frankly,
felt
like
kind
of
unqualified
for
for
every
last
job
that
I've
had
and
the
the
thing.
That's
really
helped
me
as
a
concept.
I
did
not
invent
this
concept
of
giving
yourself
an
A,
and
what
does
that
mean?
E
You
know
kind
of
it's
a
self-aggrandizing
a
little
bit,
but
it's
really
helpful
in
terms
of
kind
of
not
only
setting
a
direction
for
yourself,
but
also
feeling
like
less
of
an
imposter
like
okay.
This
is
now
tangible,
it's
in
front
of
me
and
and
I'm
pretty
sure.
I
can
do
a
good
job
of
it,
and
that's
been
really
helpful
for
me.
Personally,.
I
Hi,
thank
you.
I
was
wondering
if
you
had
any
suggestions
for
especially
impactful
ways
to
shine
a
light
on
a
colleague,
a
mentor,
a
teammate,
a
project,
even
a
boss,
or
you
know
someone
that
you
report
to
in
a
way
that
feels
like
genuine
and
authentic,
and
you
know
not
just
boasting
for
the
sake
of
boasting
but
really
like
helping
to
impact
the
career
of
someone
around
you.
B
I
and
I'm
gonna
throw
something
in
there
too.
Sometimes
it's
just
as
easy
as
sending
an
email
to
their
manager
and
saying
here's
the
fabulous
job
this
person
did
because
when
it
goes
to
and
I
don't
know
if
you're
a
hubber
or
not
when
you're
going
through
their
reflect
with
when
they
have
their
reflective,
then
they
can
add
that
to
their
reflective
and
it's
now
part
it's
in
memorialized,
so
I
think
that's
one
way
or
just
I,
don't
know
if
I
handed
out
mints
at
RKO.
B
E
I
think
in
that
same
vein,
just
like
how
you
can
do
it
over
an
email,
I
think
for
for
especially
those
of
us
in
leadership
positions
doing
that
same
thing,
but
on
like
LinkedIn
and
like
actually,
tagging
them
in
a
post
can
be
really
effective
because
you
highlight
them
not
only
in
their
network
but
in
your
own
network.
Correct
and
you
you
amplify
the
subsequent
impact
there
excellent.
E
So
speaking
from
from
my
my
own
experience,
I,
that's
not
a
decision.
I
I
took
intentionally.
It
was
something
just
through
through
the
course
of
work.
It
was
just
something
that
that
was
presented
to
me
and
then
I
was
like
okay,
sure,
let's,
let's
give
it
a
go,
see
what
happens
and
and
things
do
change
right
when
you,
when
you
go
from
an
individual
contributor
into
management
and
they
keep
double.
The
double
bind.
E
Issue
was
brought
up
and
the
issue
of
double
buying
that
the
concept
of
you're
damned,
if
you're
too
kind
and
you're
damned,
if
you're
too
confident
right
that
also
changes
right
because
you're
an
individual
contributor.
It's
it
those
types
of
things
matter
slightly
less
than
when
you
start
having
like
board
level
meetings
right
where
it's
it's
pure.
It's
almost
an
entirely
a
soft
skill
interaction.
E
Maybe
it's
a
lot
easier
to
be
super
assertive
as
an
engineer
when
everything
is
sort
of
black
and
white
right
either
it
passes
a
test
or
does
it
right
like
there's,
there's
not
much.
You
can
do
to
soften
that
up,
but
then,
as
you,
you
sort
of
move
through
the
ranks.
If
you
will
you
do
you
just
have
to
tailor
it
and
it's
going
to
be
different
on
on
an
individual
basis
and
on
the
environment
basis
right,
whether
you're
in
government
or
startup,
it's
going
to
be
a
very
different
interaction
in
that
sense,.
D
If
sorry,
if
I
say
something
wrong,
but
if
you're
in
a
company
that
cannot
allow
you
to
grow
up
in
a
technical
path
and
you
want
to
maybe
you
can
look
for
other
companies
no,
but
I
mean
like
there
are
ways
to
growth
and
have
a
career
and
staying
in
touch
with
the
technical
role
and
not
the
only
way
to
to
grow
is
not
having
hundreds
of
people
in
your
team.
You
know
you
can
be
a
single
contributor
and
still
good
off
so,
like
don't
think
that
that's
not
an
option.
That's
what
I
was
saying.
C
G
I
made
a
decision
because
I
felt
strongly
about
helping
others
to
elevate
them.
I
was
a
developer.
I
went
through
some
of
the
challenges
and
I
wanted
to
make
an
impact
and,
to
be
honest,
I
continue
developing
at
my
own
time
and
I.
Think
that
only
makes
me
stronger
as
a
leader.
The
only
big
difference
to
me.
It's
now
not
my
moment
to
shine
it's
for
my
team
to
shine.
This
is
an
opportunity
for
you
to
elevate
others.
It's
an
opportunity
for
you
to
help
others
grow
as
a
leader.
G
B
Excellent
well
said
all
right:
well,
thank
you
very
much
everybody
for
your
time
and
patience.
Thank
you
to
this
wonderful
panel
and
thank
you
so
much
to
you
to
folks
that
are
listening
to
this.
After
the
fact
together,
we
can
make
this
Community
all
better
and
develop
for
our
customers
and
for
the
world.
So
thanks
again,
if
you
guys
have
any
questions
we
will
be
outside.