►
From YouTube: In the Clouds (S2 E9) | What makes Red Hat IT so awesome
Description
Security affects everyone - from the c-suite executives down to the new college graduate. In this episode Red Hat senior manager of Information Technology and B.U.I.L.D Chair John Chapman Jr. joins to discuss the many facets of security. We’ll also talk about diversity and inclusion communities at Red Hat, including Blacks United in Leadership and Diversity (B.U.I.L.D.) and the benefits of representation and communities within a larger organization.
About In The Clouds:
Red Hat’s senior leadership is having to execute at an ever-increasing pace. That means that today's technology decisions have to balance short-term risk with long-term gains. This unique series provides host Chris Short inviting thoughtful and candid discussions with each guest.
Follow us:
Chris Short https://twitter.com/chrisshort
OpenShift https://twitter.com/openshift
Subscribe to Red Hat's YouTube channel: https://www.youtube.com/redhat/?sub_confirmation=1
About OpenShift:
Red Hat OpenShift is an open source container application platform based on the Kubernetes container orchestrator for enterprise application development and deployment.
Openshift.com http://red.ht/3nJ6AKX
OpenShift on github https://github.com/openshift/
OpenShift on redhat.com http://red.ht/34xQoER
#RedHat #OpenShift #Kubernetes
Twitch: https://red.ht/twitch
A
A
Good
morning,
good
afternoon,
good
evening,
wherever
you're
hailing
from
welcome
to
a
very
special
edition
of
in
the
clouds,
I
am
chris
short
host
with
the
most
here
on
red
hat,
live
streaming
and
show
running
to
the
stars.
I
am
joined
today
by
the
one
and
only
john
chapman
john,
is
the
director
of.
I
forget
your
title.
A
B
B
Well,
from
a
red
hat
perspective,
I
work
in
the
enterprise
application
group
on
it,
and
business
systems
deals
with
our
financial
applications.
Also,
I
work
the
applications.
My
group
is
responsible
for
managing
all
of
those
applications
from
a
support
standpoint
from
a
platform
from
an
upgrade
standpoint,
we're
kind
of
like
the
engine
inside
a
red
hat.
I
t
that
is
supporting
red
hat
as
a
company.
A
B
A
Some
of
those
it
works.
I
ran
so
yeah
right,
yeah,
I've,
I've
never
walked
into
the
office
there
at
the
walk-up
desk
and
not
left
with
a
smile
on
my
face.
Apologies
for
the
apologies
for
the
dog
folks,
but
y'all
do
a
fantastic
job
and
you
know
the
idea
of
this
conversation
was
to
talk
a
little
bit
about
how
you
make
red
hat
I.t
successful
and
I'm
going
to
shut
my
door
real
quick.
Just
to
while
you
answer
that.
B
Yeah,
we
are
a
organization
of
about
700
employees
in
I.t,
located
around
many
offices
globally
and
our
cio
is
mike
kelly
and
I
work
in
enterprise
application,
who
is
led
by
grayson
williams,
who's,
the
vice
president
of
enterprise
applications
in
our
organization,
we're
out
about
135
employees,
supporting
some
18
000
red
hat
employees
around
60,
different
offices.
In
you
know,
in
around
the
globe.
A
Yeah-
and
we
were
talking
in
the
pre-show
about
like
how
decision
making
happens
and
it
has
to
happen
at
scale
because
it's
one
red
hat
right,
like
60
offices
across
the
globe,
18
000
people,
the
decisions
you
make,
even
the
little
ones-
have
big
impact
right.
Yes,
yeah,
the
selection
of
software,
for
you
know
vpns,
for
example,
is
you
know
important
these
days
because
now
we're
all
remote.
B
A
A
A
B
Shut
down
the
nhl
shut
down
and
now
there's
a
shock
of
all
sports,
and
so
when
you
think
about
sports,
okay,
that's
kind
of
like
one
of
the
entertainments
of
americans.
So
now,
when
you
see
that
shut
down,
companies
are
also
starting
to
look
at
what
do
they
need
to
do?
And
so
red
hat
this?
You
know
the
rumor
was
going
through
off
the
office,
we're
going
to
shut
down
soon,
oh
we're
going
to
shut
down.
B
So
what
does
that
mean
because
a
lot
of
people
work
in
offices
around
the
globe
so
now
from
an
I.t
perspective,
wow
I.t
now
is
on
the
hook,
for
how
do
I
enable
some
17
000
employees
to
move
from
their
office
to
move
to
their
house,
and
so
that
was
a
lot
of
collaboration
and
this
just
thinking
of
do
we
want
to
connect
our
employees
in
a
secure
way
yep.
So
if
you
think
about
something
called
a
vpn,
you
know
private
network
that
has
a
way
of
securing
it.
B
So
you
gotta
think
how
do
we
support
that
number
of
employees?
And
so
our
it
team
got
the
idea
of.
Let's
make
sure
we
get
this
going,
let's
get
a
global
vpn
so
that
when
individuals
go
home,
the
first
thing
you
want
to
do
is
you
don't
want
that
customer
experience
to
be
challenging?
You
want
that
customer
experience
to
be
a
smooth
transition,
and
I
have
to
give
a
lot
of
kudos
out
to
the
team
that
manages
the
network.
They
made
it
a
streamless
process.
B
B
A
Into
it
right
so
for
me
to
have
a
seamless
transition
from
you
know,
people
in
office
to
not
in
office
like
mad
kudos
like
because
that
is
just
phenomenal
work.
You
know
keeping
people
that
weren't
in
the
office
connected
was
just
as
important
and
you
pulled
it
both
off,
in
my
opinion,
so
good
stuff,
good
stuff.
So
you
know
what
makes
red
hat
I
t
department
so
awesome.
Can
you
explain
how
our
it
services
are
built
around
red
hat
products
and
how
we
drink
our
own
champagne
to
an
extent.
B
Yeah,
so
when
you
hear
about
red
hat
products,
we
talk
about
red
hat
on
red
hat
and
that's
not
like
putting
one
hat.
On
top
of
the
other
hat,
that's
really
around
running
our
own
products.
So
if
you
think
about
openshift,
you
think
about
you
know
those
products
when
you
think
about
you,
know
some
of
our
certificates.
We
use
our
own
certificates,
we
create
our
own
certificate
and
when
you
think
of
that
in
the
industry
a
lot
of
times
they
don't
they
don't
say.
B
Well,
I
don't
know
a
red
hat
authentication
certificate,
so
we
go
back
and
say:
yes,
we
do
our
own
certificates,
we
create
our
own
tools
and
also
there
is
you
know
we
have
our
own
middleware
solutions
that
we
have
available,
that
instead
of
us
having
to
go
out
and
purchase
those
middleware
solutions,
we're
able
to
use
those
middleware
solutions.
Not
only
do
we
use
those,
but
we
go
out
and
brag
about
them.
B
We
actually
go
out
and
tell
our
other
customers
that
we
are
actually
using
our
products
and
that's
a
that's,
a
great
story
to
tell
when
you
have
your
own
I.t
organization
using
your
own
products
and
not
only
is
it
efficient,
but
it's
also
cost
effective
that
we're
able
to
use
our
own
products
and
not
only
our
product,
but
they
also
work
too.
That's
one
of
the
key
pieces
of
our
products.
A
Right
like
it's,
it's
a
a
it,
creates
feedback
loops
and
to
improve
products
and
then
b
it
shows
us
the
people
that
are
working
on
the
products,
the
products
and
technology
teams
where
we
can
make
improvements,
because,
if
you're
adopting
it
and
you're
having
problems,
that
means
everybody
else
could
have
that
same
problem
right.
So
that's
correct.
A
B
Yeah
so
when
we
think
about
shifting
left-
and
so
I'm
going
to
use
the
context
of
you
know,
if
you're
a
support
team,
you
want
to
shift
that
left
to
some
other
team.
So
that's
that's
one
way
of
a
term
of
a
shifting
left,
and
so,
when
I
think
of
you,
know
the
basic
support
that
you
have
to
do.
You
know
you
know
kind
of
like
tackling
and
you
know
other
minor
issues
with
respect
to
a
laptop.
That
would
say:
okay,
instead
of
having
a
l1
person,
take
care
of
that.
B
Let's
shift
that
to
somebody
else
who
can
handle
that
from
that
from
that
perspective,
so
you
can
look
at
that
as
a
way
of
shifting
left
now,
when
you
think
about
devsecops-
and
we
think
about
devops
devops
is
this
continuation
of
updating
and
when
you
think
about
think
about
spotify
think
about
netflix,
they
don't
take.
They
don't
have
an
opportunity
to
shut
down
their
applications
to
do
a
maintenance.
So
you
got
to
think
of
that.
Okay.
Now,
how
do
you
ensure
that
I'm
going
to
do
this
devops
on
a
continuous
basis?
B
So
you
have
a
model
where
you
can
do
this,
but
now,
as
we
know,
when
we
think
about
ransomware,
we
think
about
security.
Now
you
got
to
think
about
how
you
embed
your
security
as
part
of
that
now.
What
this
call
is
the
dev
set
ops,
and
so
that
is
around
how
you
ensure
that
you're
not
only
creating
a
a
continuous
improvement
but
also
you're,
making
that
a
security,
continuous
improvement.
So
I
think
that
is
where
you
think
about
the
devsecops.
A
Right
when
you
sit
down
and
you're
about
to
put
a
new
tool
in
the
place
right
like
I
am
sure
there
is
a
long
checklist
of
things
that
will
have
to
like
meet.
You
know
to
a
beyond
and
available
to
all
red
hatters,
but
I
feel,
like
you,
spin
up
new
services
all
the
time
right,
like
you,
make
things
more
accessible
to
us
on
a
regular
basis
like
I
know
you
have,
you
know
100
plus
people,
but
your
productivity.
It
exceeds
that.
So
how
do
you?
B
B
So
one
of
the
ways
that
we
work
today
is
a
lot
of
collaboration.
You
know
we,
you
know,
being
red
hat,
being
open
source.
There's
a
lot
of
ideas
we
get
externally
from.
You
know,
people
that
tell
us
hey
here
are
some
best.
You
know
opportunities,
and
so
we
start
looking
at
applications
and
how
we
start
to
roll
those
out.
We
start
thinking.
First,
you
know
in
my
area
when
I
think
of
enterprise
applications
and
that
we
support
a
global
organization.
B
So
the
first
thing
we
look
at
is:
can
it
you
know,
can
it
you
know,
meet
the
compliance
rules
that
we
need
to
have?
If
there's
some
regional
or
localization
rules
around
there?
Can
it
be
some
of
those?
Then
you
know,
then
you
got
to
go
to
your.
You
got
to
go
to
you
always
go
to
your
infosec,
guys
and
say:
hey
guys.
I
need
to
just
check
this
verify
that
this
is
a
good
tool
and
then,
if
you're
also
looking
at
a
supply
product,
then
you
got
to
look
and
see.
B
Is
that
supplier
a
worthy
supply
that
you
can
do
business
with
right
and
then
you
know
if
you're
an
accountant
person?
Okay.
Now,
how
much
is
it
going
to
cost?
You
look
at
those
things,
and
so,
when
you
put
all
of
those
factors
together,
then
you
start
thinking.
Okay,
now
I
got
a
viable
solution
now.
The
key
thing
is:
how
do
I
put
that
solution
in
place?
Real
quick?
How
do
I
get
that
out
in
the
market?
B
Real,
quick
and
so
part
of
that
is
building
a
framework
that
allows
you
to
re,
replicate
that
framework
over
and
over
and
over,
and
so
in
my
group,
one
of
the
things
we've
been
able
to
do
is
we
expanded
to
global
regions
around
the
world?
You
know,
we've
got
a
playbook
and
that
playbook
is
very
creative,
that
you
can
now.
You
can
add
pages
to
that
playbook
and
then
I
play
because
what
we're
able
to
use
and
over
you
know,
do
over
and
over.
A
Right
that
that
playbook
is
not
an
ansible
playbook
to
be
clear,
right
like
it
is
a
it
is
a
procedural
guide,
we'll
call
it.
You
know
for
implementing
that.
Having
that
instantiated
in
your
organization
brings
great
benefit,
and
you
know
it
is
shown
clearly
through
your
work,
but
you've
been
at
red
hat
for
how
long.
A
How
do
you?
How
did
you
you
know
kind
of
come
to
grips
with
that?
Just
occurring
like
it
has
to
be
a
continuous
cycle
of
you
just
you
know
add-ons
right
because
I
remember
when
I
joined
three
years
ago
it
was
12
000
people,
so
there's
6
000
more
people
here
than
when
I
joined
you
know
now,
there's
like
compared
to
you
there's
so
many
more
people
than
when
you
join.
B
Yeah,
that's
a
good
point
and
and
so
kind
of
kind
of
talking
I'll,
give
you
kind
of
a
story.
History
of
that.
What,
as
as
chris
said,
I
joined
red
hat
in
2003,
very
small
company,
you
know
500
plus
employees,
and
I
t
kind
of
sit
in
one
corner
of
the
office
in
the
in
the
building,
and
at
that
time
you
know
things
were
very
fluid.
You
know
you
have
a
small
I.t
organization.
B
Some
rules
are
very
loose,
so
everybody
just
you
know
the
thing
you
do
is
you
you
come
to
work
to
get
things
done,
to
make
sure
that
you
can
come
work
the
next
day.
So
that
was
a
continuous
problem
process.
Then
you
know
I've
been
part
of
an
opera.
You
know
organization
where
I've
had
an
opportunity
to
travel
to
places
like
brazil,
singapore,
all
those
places
where,
when
I
started
brazil
was
not
even
office
at
all.
It
was
just
a
selling
product
to
a
distributor.
So
we
had
to
go
there
and
set
up
brazil.
B
Now
you
think
of
sao
paulo
supporting
you
know,
argentina,
all
those
countries
are
there,
then
singapore,
and
so
when
you
think
about
that
it
goes
to
a
transformation
that
transformation
is
around
how
you
scale,
and
so
you
know
we
went
from.
We
hit
our
first
billion
dollars
in
2012.,
now
we're
around
a
four
and
a
half
billion
dollar
company,
and
that's
only
nine
years
later,
and
so
you
can
think
about
it
that
it's
continuously
to
it.
B
A
B
So
now
one
of
the
things
we
have
to
do
is
we
have
to
ensure
that
our
teams
take
time
to
learn
new
applications
and
new
tool
sets.
They
have
to
be
open
to
that,
and
so
there
are
tools
like
linkedin
learning,
other
things
that
you
know
you
may
have,
and
then
red
hat
is
very
good
about
having
lunch
and
learns
where
we
have
a
lot
of
experts
within
red
hat.
B
They
give
you
an
opportunity
to
kind
of
talk
about
different
products,
and
I'm
not
talking
about
just
red
hat
expert,
I'm
talking
about
world
leaders,
experts
in
their
field
and
it's
so
great
to
get
an
opportunity
to
hear
from
those
individuals
when
they
come
and
be
able
to
present,
and
so
each
day
you
got
people
having
great
ideas.
People
collaborating
talking
about
how
we
can
make
changes
in
red
hat
and
at
the
same
time,
how
do
we
scale
from
an
I.t
perspective?
Foster
continues
to
be
awesome.
We
have
to
actually
scale
faster
than
our
business.
B
A
Yeah,
you
have
to
think
ahead
because
you
got
to
be
ready
for
the
you
know
next
thousand
people
to
come
on
board
before
the
first
thousand
did
right
like
it's.
It's
one
of
those
things
of
I'm.
Looking
at
chat
here
got
a
couple
questions
I'll
ask
you
in
a
minute:
it's
one:
it's
one
of
those
things
where
continuous
learning
is
important.
A
Ability
to
adapt
and
change
is
important
and
then
like
having
that
culture
is
vital.
Right
of
learning,
just
constant
learning
not
resting
on
your
laurels
kind
of
thing,
don't
feel
obligated
to
answer
this
question,
but
I'm
going
to
ask
it
anyway,
because
you
know
we're
open
here.
What
advantages
or
challenges
did
we
go
through
when
we
became
part
of
ibm?
B
Great
question,
and
so,
as
I
mentioned,
my
er,
my
organization
is
responsible
for
enterprise
applications.
So
if
you
think
about
enterprise
application,
that's
all
your
application.
That
is
responsible
for
all
your
financial
information.
So
come
day
one
when
we
became
part
of
ibm,
you
can
imagine
all
of
the
com
complexity.
We
had
to
go
to
ensure
that
we
actually
shut
down
red
hat
on
july,
the
9th
and
you
come
up
as
ibm
on
july,
the
10th.
B
So
that
was
one
of
the
things
that
we
had
to
kind
of
work
through
and
being
both
of
those
companies
are
public
companies.
Imagine
that
you
got
shareholders
making
sure
that
hey
when
red
hat
shuts
down,
I
want
to
make
sure
the
red
hat
shuts
down
as
a
compliance
and
a
risk-averse
company.
You
want
to
make
sure
that
you
did
that
and
then,
at
the
same
time
now
you
got
this
big
company
name,
ibm.
B
That
is
coming
now
that
you
know
it's
coming
over
to
be
over
arching,
the
red
hat
and
then
still
saying,
hey
red
hat,
we're
going
to
leave
you
in
your
neutrality,
we're
going
to
still
leave
you
alone,
so
that
was
one
of
the
things.
So
now,
let's
fast
forward
to
today,
so
red
hat
still
has
its
neutrality.
It
still
has
its
own
independence,
but
also
red
hat
is
a
part
of
ibm,
so
things
that
you
know
you
could
usually
see
it
in
the
in
the
news.
B
You
don't
really
see
that
you
see
a
lot
about
from
ibm,
but
also
you
see
a
lot
of
things
from
red
hat,
and
so
I
can
say
you
know.
One
of
the
challenges
probably
was
red
hat
was
very
open
and
you
know
we're
still
open,
but
now
we're
part
of
a
bigger
company
of
in
ibm,
and
so
that's
just
some
of
the
things
that
you
know.
B
We
we
see
as
red
hat
as
well
we're
part
of
this
big
company,
but
also
we're
still
red
hat
and
I
think
that's
the
product,
so
the
challenges
could
been
around.
You
know
making
sure
that
we
are
doing
all
the
due
diligence
to
be
a
part
of
a
large
organization,
even
though
we
did
not
do
diligence
as
a
small
organization.
B
Now
you
have
to
kind
of
do
those
as
part
of
a
bigger
organization,
and
then
I
think
also
the
beauty
of
that
is
that
when
you
hear
about
red
hat,
when
you
hear
about
ibm
earnings,
you
always
hear
a
note
about
red
hat,
because
people
are
interested
in
seeing
red
hat.
So,
even
though
we're
part
of
that
we're
still
influential
into
ibm's
information.
A
Yeah
I
mean
you
know
for
me:
nothing
has
really
changed
right
like
I
go
to
an
ibm
event
or
speak
in
an
ibm
event
every
once
in
a
while,
where
I
could
have
before,
but
didn't
maybe
you
know
I
mean,
but
we
still
have
a
very,
very
kind
of
neutrality-based
relationship.
As
our
ceo
of
red
hat
has
said,
we
have
a
completely
different
culture.
He
has
said
that
numerous
times
in
the
press,
so
sani
I'm.
A
B
B
Can
you
just
walk
up
to
my
desk
and
see
what
the
issue
is
so
when
you're
in
raleigh
tower
you're
like
walk
up
to
there
so
white
right
before
the
shutdown
happened,
we
actually
implemented
something
called
an
enterprise
application.
I
t
chat
now
if
you're
familiar
with
slack
and
you're
familiar
with
other
types
of
tools,
red
hat
uses,
google
chat.
That's
what's
our
that's
the
problem
right
there,
so
we
started
a
enterprise
application
chat
and
what
that
was
was
it's
kind
of
like
ask
me
anything,
but.
B
B
Well,
I
don't
know,
but
I
can
get
you
in
contact
with
the
right
person
and
just
the
fact
that
you
can
get
him
in
contact
with
the
right
person
was
more
than
enough,
and
so
really
we
focused
on
using
a
walk-up
chat
to
become
more
of
a
virtual
chat
and,
at
the
same
time,
even
the
help
desk.
You
know
you
had
to
figure
out
how
to
make
that
much
easier
and
so
from
a
help
desk
perspective.
They
also
have
a
phone.
B
If
you
can
call
now
to
our
team,
we
don't
have
a
phone,
we're
not
going
to
have
people
just
pick
up
the
phone
and
call,
but
we
made
that
process
very
seamless.
We
made
it
where's
the
customer
focus
at
even
though
you
can't
physically
touch
me.
You
can
virtually
touch
me.
You
can
reach
out
to
me
and
I
can
respond
to
you,
and
that
was
another
way
we
was
able
to
make
that
kind
of
virtual
help.
Desk
work
very
well.
A
And
it
did
right,
like
I
onboarded
an
intern
this
summer
bobby
as
people
if
you
watch
the
channel
on
a
regular
basis,
you've
seen
him
on
and
you
know
his
experience
was
just
stellar
right
like
if
he
had
a
problem
or
I
needed
a
laptop
issued
or
you
know,
I
had
to
open
a
ticket
form
once
and
I
would
get
a
chat
message.
It
wouldn't
be
an
email
from
you
know.
Yeah.
I
got
the
email
from
servicenow
acknowledging,
but
like
10
minutes
later,
it's
a
chat
message:
hey
did
you
mean
xyz?
A
B
And
there
are
some
people
you
can't
give
their
phone
numbers
to.
There
are
some
individuals
saying:
okay,
hey
if
you
do
have
an
important
one.
You
can
give
me
a
call
and
when
you
give
me
a
call
I'll
respond
to
that,
so
I
do
have
a
couple
people
that
can
reach
out
to
me
through
phone
and
I
will
respond
to
them
and
then
I
think
the
key
is
is
building
trust.
You
know
having
that
trust
with
that
virtual.
You
know
chat
itself.
A
Is
we
assume
positive
intent,
you
know
and
and
making
that
a
cultural
thing
helps
the
I.t
discussion
right,
because
it's
not
a
throw
over
the
wall
to
I.t
kind
of
problem-solving
thing
like
we're
all
vested
in
a
problem
that
solves
it
for
the
company
or
for
my
team
or
for
whomever
my
intern,
for
example
right
like
we're,
we're
all
invested
in
that
so
very
refreshing
sani.
I'm
I'm
still
confused
by
your
question,
but
we
do
have
another
question
from
mazin.
What
do
you
look
for
in
graduates
and
I'm
assuming?
A
B
Yeah,
so
so
red
hat
has
a
very
active
intern
program.
As
you've
heard
chris
talk
about
his
intern.
You
know
we
have
students
that
are
you
know
that
are
undergraduates
as
well
as
graduates
that
are
into
you
know
that
we
come
in
and
have
an
opportunity,
and
one
of
the
things
we're
really
trying
to
focus
now
on
is
that
interns
come
in?
How
can
we
get
them
to
be
a
repeat
intern?
B
How
can
we
get
them
to
come
back
the
next
year
and
at
the
same
time,
how
can
we
get
them
to
come
into
red
hat?
So,
in
regards
to
your
question,
what
do
we
look
for
graduates?
You
know
we
look
for
graduates
who
are
open-minded
graduates
who
are
willing
to
learn
graduates
who
are
willing
to
also
produce,
I
would
say,
produce
to
be
able
to.
You
know,
commit
to
red
hat
and
also
be
able
to
understand
that
you're
going
to
come
into
a
corporate
environment,
even
though
rat
has
an
open
source.
A
B
Has
rules
it
still
has
regulations,
but
if
you're
coming
to
work
in
an
exciting
company-
and
yes,
we're
not
in
we're
not
in
silicon
valley,
downtown
raleigh
we're
in
a
couple
of
the
offices
we're
18
000
employees,
we
are.
We
are
the
world
leader
in
open
source,
we're
open
source,
we're
software
companies,
selling
open
source
products
right
and
so
now
we're
moving
products,
we're
actually
selling
solutions
now.
So,
if
you're
excited
about
and
interested
in,
coming,
that's
what
things
we
look
for
from
a
student.
A
Yeah
I
mean
the
the
level
of
openness.
I
think
a
lot
of
people
straight
out
of
college
don't
expect
right
and
then
I
I
do
often
wonder
once
they
graduate-
and
you
know
let's
say
they
stay
at
red
hat
for
a
little
bit,
what
they
think
of
the
next
company
they
go
to
yeah.
I
would
love
to
get
some
feedback
on
that
someday,
but
you
know
let's
talk
about
the
other
thing
you
do
for
us
here
at
red
hat
and
let's
talk
about
build
for
a
second.
B
Okay
yeah,
so
I
am
I'm
the
advisor
for
the
build
organization
which
is
represents
blacks,
united
leadership
and
diversity.
So,
if
you
are
familiar
with
erg's,
employee
resource
groups
or
diversity,
inclusion
groups
build
is
one
of
those
groups
within
red
hat,
and
so,
as
advisor
I
meet
with
the
chair
and
the
co-chair
on
a
regular
basis.
We
talk
on
a
monthly
basis
or
sometimes
twice
a
month,
just
kind
of
talking
about
what
build
is
you
know
activities
is
doing
so
that's
from
that's
what
the
advisor.
B
So,
let's
talk
about
the
history
of
bill-
and
I
have
a
special
part
in
the
history
of
building-
was
one
of
the
I'm
one
of
the
founders
of
build
and
it
all
started
back
in
2015
when
we
had
an
opportunity
at
that
time
there
was
no
build
organization,
there
was
no
black
resource
groups
within
red
hat,
and
so
within
it
we
started
having
a
conversation
about.
How
can
we
start
that
initiative
for
blacks,
and
so
I
was
fortunate
to
bring
together
several
blacks
within
red
hat.
B
B
In
our
t,
we
were
a
small
group
and
what
was
also
going
at
that
same
time.
We
were
getting
people
asking.
Can
we
join
we're
like?
Well,
we
don't
have
an
infrastructure
to
support.
We
don't
have
any
type
of
guidelines
right,
so
around
2017
red
hat
bill
was
the
first
group
to
formalize
through
the
dni
process
and
when
we
formalized
through
the
process.
At
that
time,
we
had
a.
We
had
a
different
name.
We
didn't
know
african-american
alliance,
and
so
we
were
just
had
a
name,
but
the
name
didn't
really
jail
with
people.
B
B
Red
hat
is
coming
together
and
they
collaborate.
So
the
build
group
came
together,
collaborated
and
came
out
said
build
is
the
name
we
like
it.
It
resonated
and
bill
formally
launched
in
2017.
I
served
as
the
chair
for
three
years
and
you
know
since
that
you
know,
since
we
started
wow
you
can
you
can
name
things.
We've
had
book
drives,
we've
had
you
know,
we've
had
now
what
is
called
martin,
dr
martin
luther
king
day
of
service.
A
B
That
and
so
red
hat
you
know,
build
builders
continues
to
have
that
we,
you
know,
we
have
executive
sponsors.
Our
executive
sponsor
now
is
cfo,
miss
lori
krebs.
She
is
our
executive
sponsor
and
our
chair
is
clarence
clayton
and
our
co-chairs
corn
towns
and
we
have
a
very
strong
leadership
committee,
and
I
think
I
build
medalists
somewhere
around
500
people.
You
know
what
it
is
and
the
thing
about
build
is
always
about
a
shirt.
We
always
our
shirts
are
something
that
stands
out.
So
I
have
one
up
here
today.
B
Shirt
and
this
this
shirt
right
here
is,
is
one
that
this
was
our
first
shirt
and
we
still
continue
to
get
people
that
request
shirts,
that
that
shirt
is
like
the
seller.
So
we
get
that,
and
so
that's
a
little
bit
about
the
history
build-
and
you
know
build-
is
doing
a
lot
today
with
red
hat-
and
I
can
say
this
year
we
have
16
blacks
interns
at
red
hat
this
year,
which
is
a
the
highest
that
we
have,
and
I
think
part
of
that
has
been
bill's
impact
on
diversity,
inclusion
at
red
hat,
so.
A
I
mean
I
gotta
say
like
the
the
day
of
service,
the
first
one
we
did.
You
know
when
jim
whitehurst
pops
up
on
the
screen
is
like
hey
we're
doing
a
day
of
service
today,
it's
like
you
know
that
this
is
for
real.
This
is
not
just
some
fluff
that
we're
talking
about
to
bring
in
people.
This
is
a
real
group
and,
like
you
all
make
an
impact,
can
you
talk
about
what
are
some
ways?
The
organization
can
foster
more
diverse
populations
and
inclusive
team
dynamics
in
general,.
B
B
Indigenous
indian
group,
so
we've
got
all
these
groups
and
that
all
these
groups
are
now
becoming.
You
know
formalized
groups
and
that
it's
just
that's
just
great
to
see
red
hat
investing
into
those
groups,
and
now
we
have
a,
we
have
a
dni.
Vice
president
we've
got
a
center
of
excellence
around
dni,
so
I
would
say
for
corporation.
It
has
to
be
a
commitment.
You
can't
talk
about
dni
and
diversity
if
you're
not
willing
to
commit
into,
and
I
think
that
is
what
these
communities
push
red
hat
to
do.
B
A
A
And
you
know
the
guidance
right
now,
everything's
still
remote.
So
if
I
drop
the
link
to
the
I'll
I'll
redrop
it
across
channel
wide
to
the
jobs
page,
if
you
see
a
job
there
that
you
think
you
can
do
or
you
have
some
questions
about,
it
feel
free
to
ask
me:
you
know
you
can
reach
out
to
any
red
hatter
that
you
might
know
they
will
tell
you
anything.
You
want.
You
know,
question
wise,
so
check
out
that
page.
If
you
have
questions,
feel
free
to
hit.
A
B
You
can
yes
matter
of
fact.
I
would
suspect
that
most
of
my
team,
I
have
about
six
people
in
the
u.s
and
then
the
reminders
of
my
team
are
located
in
india
in
different
places
and,
as
chris
mentioned
everybody's,
pretty
much
remote
100
right
now,
so
not
like
that.
So,
when
people
are
now
living
with
their
parents,
they
they've,
you
know
they've
moved
to.
B
This
I
I'm
I'm
just
going
to
get
up
and
move
now,
since
I'm
working
remote,
so
we've
had
all
those
opportunities
and
definitely
if
you're
in
africa,
all
the
opportunities
are
available,
as
our
business
actually
is
expanding
into
africa
into
different
parts
of
of
africa.
I
know
in
south
africa
in
other
parts
of
africa
we
are
expanding
our
business
model.
There.
A
B
A
Making
that
awareness-
you
know
not
as
hard
to
swallow
for
some
people
right,
because
I
know
I
hear
it
from
some
of
my
friends
like
I
don't
see,
color
and
that's
a
red
flag
to
me
right
like
and
that
wouldn't
have
been
a
red
flag
five
years
ago,
which
is
crazy
to
anybody
and
that
had
my
skin
color
right
like
that
was
the
predominant
way
of
thinking
back
then,
but
that
takes
away
a
lot
from
the
black
experience.
Thinking
like
that
right
like
so
how
do
you
make
that
awareness
kind
of
spread?
B
Yeah,
so
I
would
say
you
know:
awareness
comes
through
education
and
information
and
I
would
say
that
most
of
our
communities-
and
I
know
bill-
has
invest
a
lot.
Is
you
know
doing
black
history
month,
bringing
in
speakers
to
talk
about?
You
know
black
awareness,
doing
our
build
anniversary,
also
bringing
in
speakers
so
a
lot
of
sometimes
is
around
exposure.
When
people
are
not
exposed
to
things,
then
they
don't
have
the
awareness
a
lot
of
things
around.
How
do
you
provide
more
exposure
and
part
of
that?
B
More
exposure
is
being
very
vocal
talk
about
real
life
activities.
Talk
about
real
life
issues,
talk
about
things
that
are
concerning
to
you
know
different
minority
groups
so
that
they
can
understand.
Oh,
yes,
I
understand
that
you
know
our
numbers
are
very
low,
but
did
you
know
that
your
if
your
numbers
are
two
percent,
you
only
got
two
percent
black
and
you
got
everybody.
That's
not
98!
So
to
me
and
like
well,
I
didn't
know
that.
Well,
part
of
that
should
be
providing
statistics.
B
B
A
The
yeah,
I
I
see
a
lot
of
benefit
from
just
just
the
awareness
of
having
all
these
different
groups
right
like
earlier
this
year,
the
asian
pacific,
community,
asian,
american
and
pacific
islander
community.
You
know
had
a
lot
of
tragedy
happening
in
it,
so
so
you
know
going
and
supporting
that
group
during
that
time
of
need.
I
thought
was
an
incredible
a
opportunity,
but
the
fact
I
could
even
do
it
at
all
at
a
company
was
mind-blowing
to
me
right,
like
I
have
goosebumps
right
now.
Thinking
about
it
to.
A
It's
you
know,
and
you
know
every
year
day
of
service.
You
know
I
serve
in
other
ways
now,
because
you
know
I
can't
necessarily
go
out
to
habitat
for
humanity
or
whatever
and
build
houses
with
my
existing
injuries
and
everything.
But
I
give
back
in
other
ways
and
the
fact
that
you
know
we
as
a
company
think
about
the
world
around
us
as
we're
doing
our
day,
jobs
and
the
people
around
us
as
we're
doing
our
day.
Jobs
really
does
change
the
culture
right
like
it
really
does
help
people
understand
what
it
means.
A
B
Yeah-
and
you
know
chris,
you
know
in
reference
to
what
you
talked
about
with
the
aging
community.
You
know
several
months
ago,
red
hat
leadership
made
a
a
you
know,
made
a
statement
on
their
website
about
you
know
who
we
stand
with,
and
that
is
very
important
for
for
this,
not
only
our
community,
but
also
for
employees
to
know
that
the
company
is
committed
to
that.
We
haven't.
B
We
have
a
you,
know
asian
population
within
red
hat
in
an
asian
community,
that
we
are
very
strong
and
supportive
of
them,
and
I
think
that
is
another
way
of
companies
around
awareness
is
that
companies
are
making
strong
statements.
Even
when
we
had
you
know
social
justice
last
year
with
you
know,
you
know,
with
the
death
of
george
floyd
and
how
red
hat
came
out
and
made
a
commitment
also
from
also
made
a
financial
contribution.
But
again
that
is
I
see
that
as
change.
You
know.
B
20
years
ago,
companies
probably
been
hesitant
to
that,
but
I
see
that
as
changing.
I
see
red
hats
changing
and
also
being
sensitive
to
our
communities
and
understanding.
How
do
we
support
these
communities?
We
don't
want
our
people,
employees
to
be
feeling
like
they
don't
get,
support
from
the
leadership
and
so
making.
Those
statements
are
very
important.
A
B
So,
for
the
kind
of
first
thing
is
that
it
was
very
interesting
in
that
kind
of
talk
about
in
those
times
how
it
was
going
through,
because
when
we
would
come
together
and
if
you're
not
familiar
with
the
red
hat
office,
most
offices
all
have
glass
compass
rooms.
So
when
our
group
would
come
together
and
meet,
it
would
be
like.
Okay,
you've
got
12
black
people
meeting
in
the
room
at
lunch,
and
it
was
more
like
okay,
hey.
B
I
don't
want
people
to
look
and
see
us
meeting
and
if
they're
going
to
think
that
something's
going
on,
and
so
that
was
the
kind
of
a
little
bit
on
the
hesitant
side,
and
also
you
know,
one
of
the
things
is
you
think
about.
Is
that
when
we
were
going
through
that,
sometimes
we
would
hear
some
from
our
from
our
members.
There
says
you
know
hey,
you
know.
I
talked
to
my
manager
and
even
we
have
our
one-on-ones.
He
never
even
talked
about
acknowledge
that
that
was
part
of
this,
and
so
that
was
a.
B
We
don't
see
that
as
skepticism,
but
we
see
that
as
oh,
we
don't
know.
If
you,
you
know,
are
aware
of
what's
going
on
and
then
within
red
hat,
we
say
we
have
some
open.
You
know,
dialogue,
solutions
that
where
people
can
voice
their
opinions-
and
sometimes
you
would
hear
some
of
those
opinions
voicing
you're
like
okay
are
we
are
we
standing
up
for.
B
Or
or
people
can
make
some
comments,
and
so
you
know
when
you
think
about
those
you
know
you
have
to
figure
out.
How
do
you
continue
to
press
on?
So
you
can't
let
one
incident
or
something
like
that.
Stop
you
have
to
figure
out,
I'm
gonna
commit
to
this,
I'm
gonna
do
it
and
then,
when
you
get
leaders
that
support
it,
not
everybody
sometimes
is
all
bought
in.
So
you
have
to
work
on
getting
the
buy-in,
and
so
buy-in
takes
time.
B
It
takes
time
to
change,
and
so,
if
you
are
someone
who's
looking
to
start
a
new
group,
you
have
to
be
like.
I
was
someone
says,
I'm
willing
to
make
a
change
and
I'm
going
to
make
a
change
and
that
change
is
going
to
be.
I've
got
to
lead
that
change.
So
that's
one
thing
that
I
thought
about
your
own:
in
helping
start,
the
build
community-
and
I
see
our
community
today
and
say
like
we
have
to
make
change
change,
doesn't
happen
overnight.
A
Continue
do
it
yeah,
yeah
and
press
on,
and
you
know
reach
out
to
friends
when
you
need
help.
You
know
that
kind
of
thing
I'm
just
gonna
drop
a
link
like
we
have.
We
had
diversity
sessions
at
red
hat
summit
and
that,
I
think,
was
amazing.
Right,
like
from
a
company
perspective
to
you
know
not
only
say
we
have
these
groups
internally,
but
to
give
them
an
even
bigger
stage
right
to
talk
to
more
people
is
admirable
in
a
company,
as
opposed
to
you
know
going.
B
Also,
I
would
say
it's
all
about
our
products
too.
Our
products
are
not
just
geared
to
one
person,
our
products
globally,
so
for
us
to
use
global
products,
we
have
to
have
people
that
when
they
see
our
products,
they
have
to
see
the
face
behind
the
products
and
when
they
see
their
face
behind
the
products
like.
Oh,
that
person
looks
like
me
and
they
sell
the
product
that
I'm
interested
in.
Oh,
I
can
now.
I
have
a
connection,
and
so
party
is
also
around
building
that
connection.
As
chris
just
mentioned,
the
summit
was
the
first.
B
You
know
the
fact
that
now
we
have
dni
parts
of
that
summit
is
also
good,
because
you,
you
don't
know
that
person
who
comes
to
summit.
What
they're
looking
for
to
figure
out?
Oh
wow,
I
see
a
dni
panel.
I
can
go
listen
to
take
that
back
to
my
company,
say
hey.
I
saw
this
at
the
summit,
which
is
a
sponsored
red
hat
event
and
they
made
it
a
part
of
the
event.
So,
let's
see
how
we
can
make
it
as
part
of
our
company.
A
Right
we
try
to
set
the
bar
higher
right,
like
that's
something
I
greatly
appreciate
about
red
hat.
So
what
gets
you
up
in
the
morning
right?
Like
you,
do
a
lot,
I
mean.
Don't
get
me
wrong
talking
about
all
the
stuff
you've
done
over
the
years
talking
about
what
you're
doing
right
now,
you
do
a
lot.
So
what
like
gets
you
motivated
yeah?
Get
you
going.
B
You
know
my
organization,
as
I
mentioned,
runs
red
hat
financial
applications
and
a
lot
of
the
compliance
applications.
You
got
to
think
about
how
we
ensure
that
our
company
can
report
financial,
how
a
company
can
entitle
customers
how
we
can
send
out
invoices
how
we
can
tell
customers,
here's
your
entitlements
that
you
have.
You
can
download
information,
here's
your
renewal,
information
and
chris
you
can't
you
have
to
do
that
on
point.
Every
time
you
can't
every.
A
B
So
my
organ,
we
just
did
a
major
upgrade
to
our
finite
application
or
my
major
one,
and
when
it
came
up
you
know
we
had
some.
You
know
as
as
big
as
input
applications.
They
sometimes
have
some
bumps
and
you
know
users
where
they
come
up.
You
know,
wouldn't
do
that,
but
I
tell
people
if
you
look
at
it
the
fact
of
the
matter,
you
could
create
an
invoice.
You
could
take
a
purchase
order.
You
could
you
know
you
could
entitle
a
customer,
you
could
close
the
month
and
nothing
was
off
by
one
penny.
B
So
when
you
think
about
all
of
that,
when
I
come
to
work
every
day,
I
think
about
I'm
part
of
that
solution.
I'm
part
of
making
that
happen.
I'm
part
of
that
that
thing,
and
so
I
I
started
thinking
about
this
question
earlier,
you
know
today
and
I
kind
of
thought
about
you
know
we're
almost
thinking
of
we're
we're
like
the
engine
inside
of
the
car
when
you're
driving
down
the
road.
You
want
to
make
sure
that
you
stop
we're
part
of
making
sure
that
you
can
get
your
compliant.
B
You
want
to
make
sure
that
you
in
your
job
in
the
afternoon,
so
you
know
you
make
out
of
that,
and
so
when
I
look
at
my
organization,
even
though
we
are
like
I
said
in
enterprise
applications,
we're
still
the
backbone
of
making
a
lot
of
things
happen,
and
not
only
in
the
u.s,
but
in
all
these
countries
around
the
world.
We're
making
all
this
happen
every
day,
24
hours
a
day,
seven
days
a
week,
and
that's
really
what
gets
me
excited
about
coming
to
work?
A
A
About
the
impact
they're
making
right-
and
that
was
one
of
the
things
I
was
told
very
early
on
like
this-
is
the
first
and
first
summer-
I've
ever
had
an
intern
and
it
was
like
you
know,
make
sure
they
understand
the
impact
they're
making
right
like
don't
just
show
them.
The
numbers
show
them
the
problems.
You've
helped
people
solve,
because
you
know
we
have
a
log
of
everything.
A
That's
ever
been
chatted
on
the
channel
right,
so
you
know
show
them
that,
and
you
know
identify
these
things
that
help
them
understand
the
impact
they're
making
every
manager
I've
ever
had
has
done
a
similar
conversation
with
me
and
like
that
is
refreshing
like
just
to
know
your
impact,
that's
something
I
learned
in
the
military
was
like.
If
you
understand
what
your
impact
is
long
term,
you
will
make
better
decisions
right
towards.
You
know,
goals
that
are
set
for
you.
A
So
that's
something
I
really
really
encourage
folks
to
take
away
from
this
conversation
is
that
you
know
showing
people
that
impact
and
demonstrating
to
them
how
what
you
do
contributes
to
that
bottom
line
is
is
vitally
important.
So
this
is
my
last
question
before
I
just
kind
of
open
it
up
for
you
to
say
anything,
you
want
what
are
you
excited
about
in
the
next
month
this
year,
you
know
2022
is
four
months
away,
like
that's
crazy,
right,
like
yeah,
it's
still
march
2020
for
me
to
some
extent,
but
yeah.
A
B
B
B
Hiring
900
more
people
to
sell
red
hat
products.
What
does
that
mean?
That
means
that
the
I.t
organization
has
again
has
to
step
up
to
the
plate.
We
have
to
be
transformative.
We
have
to
think
out
of
the
box.
We
have
to
think
about
scale.
We
have
to
think
about.
Yes,
we're
18,
000
employees.
What
happens
tomorrow
when
we're
25
000.
B
we're
30,
000
employees
and,
at
the
same
time,
you're
still
sending
invoices
you're
still
entitling
customers
you're
still
now
selling
new
products
you're
now
selling
what
we
call
as
offerings
you
ain't,
giving
the
customer
one
product
you're,
giving
them
a
whole
solution
now.
So,
when
you
think
about
all
of
those,
I
think
that's
what
excited
about
so
much.
B
Things
are
ahead
of
us
that
we're
in
my
17
half
years
there's
a
lot
more
to
come
and,
as
you
said,
it's
exponential
what
technology
is
doing
and
then
we
can
see
that
within
red
hat
over
and
over
and
you
know
to
map
tomorrow,
you
may
have
an
office
that
has
10
000
employees
sitting
down
in
australia,
which
is
kind
of
unheard
of.
But
that's
the
that's
the
reality
that
can
take
place
in
years
to
come.
A
Yeah
we
don't
know
so
we
got
to
be
ready
to
scale
at
any
point
right.
You
know
it's.
It's
amazing
to
me
how
adaptive
we
are
as
a
company.
It
really
is,
but
with
that
being
said,
is
there
anything
else?
You
would
like
to
discuss
anything
you
want
to
say.
Let
me
give
you
the
podium
for
10
minutes.
You
know
if
you
want.
B
You
know
I
would
just
say
that
it
is
really
a
a
kind
of
backbone
into
a
company
today,
when
you
see
when
you
hear
about
you
know
who
would
imagine
that
a
hack
would
shut
down
a
whole
gut
gas
line
across
the
whole
east
coast
and
then
cause
gas
shortages
throughout
that.
So
when
you
think
of
an
I.t
organization,
you
have
to
think
about
redundancy.
B
You
have
to
think
about
risk.
You
have
to
think
about
protecting
your
employees,
but
at
the
same
time
offering
employees
all
the
tool
sets
that
they
have
as
chris
that
I
was
talking
about.
You
know
making
sure
that
your
wi-fi
who
would
ever
thought
I'm
in
the
office,
I
can
go
from
the
one
end
of
the
building
to
the.
A
A
B
On
a
tablet-
and
I
can
do
an
opportunity
for
a
customer
on
my
tablet,
while
I'm
sitting
on
the
beach
I'm
still
productive,
and
so
it
now
is
making
it
to
where
we're
allowing
people
to
do
their
job
anywhere
in
the
world.
It's
just
a
matter
of
you
can.
If
you
can
get
access
to
an
internet,
we
can
make
you
avail.
We
can
make
you
productive,
and
I
think
that
is
the
thing
that
you
know.
I
think
about
the
leader
of
I.t.
B
You
know
our
cio
mike
kelly
and
what
he
talks
about
when
you
hear
about
that.
Epic,
epic
is
really
around
just
making
sure
that
we
are
part
of
enabling
our
customers,
if
you
cannot
enable
your
customers
internally
and
externally
soon,
they'll
be
like
they'll
start
looking
for
another
I.t
solution,
and
I
think
that
is
the
thing
that
we
have
been
very
effective
to
do
is
be
able
to
provide
a
solution
internally
to
where
we're
selling
our
own
we're
using
our
own
products
we're
making
people
available.
You
know
to
be
able
to
use.
B
You
know
the
scale
to
think
about.
Oh
I'm
in
I'm
in
the
middle
east
and
I'm
in
dubai
and
there's
some
rules
and
regulation
for
dubai
and
I.t
has
to
make
sure
that
that
works,
or
you
have
to
print
an
invoice
in
arabic.
That
is
again,
I
t
making
it
work
or
the
person
that
says
hey.
I
want
to
take
my
pto
and
I
can't
get
into
work
day.
B
That's
then
I
t
making
it
work,
and
so
I
t
has
all
of
these,
and
so
I
you
know,
I
would
tell
anyone
if
you're
looking
for
an
outstanding,
you
know
a
great
career,
you
can
look
at
it
and
I'd
say
things
are
changing
to
where
it
used
to
be.
You
had
to
have
a
degree
to
get
into
I.t.
A
lot
of
companies
are
looking
at
that
as
don't
need
a
degree
you
can
come
in.
You
can
go,
learn
the
skill,
that's
the
beauty
of
redhead,
open
source,
learn
about
open
source
products.
B
B
A
B
About
the
cheesecake
I
think
about
when
you
go
to
cheesecake
right,
they
got
all
different
types
of
cheesecakes
and
I
think
that
cheesecake
has
that
crust
in
the
middle
and
the
bottom
of
it.
That's
that
kind
of,
like
I
think,
of
a
pie
or
something
you
have
a
crust
in
there
and
also,
I
think
about
you,
know
it's
got
the
cheese
in
it.
You
wanna
you
can't
like
put
it
out,
but
I'm
I'm
a
pie
person,
I'm
gonna,
say
it's
a
pie.
A
B
A
Awesome
john,
thank
you.
So
much
for
joining
us
today.
Look
forward
to
seeing
your
work
in
the
future,
because
I
know
I'm
gonna
use
it
every
day,
all
right!
Well,
thank
you
ever
stay
safe
out
there.
Everyone
up
next
on
the
channel
is
devnation
and
I'm
gonna
make
way
for
them.
So
stay
safe
out.
There.