Increasing the Role of Women in Technology and AI | Intel

0:05 my name is casey nash and i am the chief of staff of intel's data center and ai global sales organization

0:12 and i am super excited to have two incredible women with me today from intel sandra rivera and rose schooler to

0:17 talk about the importance of growing diversity in stem especially with women

0:23 so as technology continues to grow with every aspect of our lives demand for these folks in science and engineering

0:30 and and technology will continue to grow it's true for traditional organizations

0:35 like intel but it's also true for public and private sectors across the across the globe the scope of our opportunity

0:42 is immense and today we're going to talk about how do we encourage more women and young girls to pursue tech roles and and

0:49 how these women see these things changing within intel and across the industry so sandra and rose both hold

0:55 senior leadership positions at intel share similar education backgrounds and personal backgrounds they're going to

1:00 share with us today their perspectives on the need to invest in diversity in technology across the board let's get

1:07 started so my first question to you ladies tell us a little bit about your role at

1:12 intel how you got there and one fun fact about yourself sandra let's start with you

1:18 my name is sandra rivera and i lead the data center organization for intel and this is the group that is

1:25 responsible for the xeon cpu platform which powers most of

1:30 the world's high performance computing data centers and solutions i'm also responsible for the ai

1:37 strategy and convening a set of products and an overall software stack

1:43 and approach to address what is a very pervasive and growing workload in data

1:49 centers and infrastructure all over the globe i've been intel 21 years now i

1:55 came in as a result of an acquisition when intel was investing in communications and networking

2:00 technologies which is most of my background i um i spent a lot of that time actually

2:06 working with rose building and growing the networking business for intel and then i made

2:12 an interesting career pivot a couple of years ago when i was asked

2:17 by our previous ceo to partner with him to lead the culture transformation of

2:22 intel as part of the business transformation and i was the chief people officer for intel for two years

2:28 prior to taking on this this role just a few months ago um

2:33 and a fun fact about me something that maybe most people wouldn't know is that we

2:39 are raising llamas on our property here in the east bay of california so not

2:47 probably a typical hobby but one that uh we share with our kids and my husband so

2:54 thank you that's amazing uh rose how about you i i love your

3:00 llama i'm sorry i'm rose schooler i've been at intel 32

3:06 years and i lead the data center and ai global sales organization

3:12 a summary statement would be i'm sandra sales person and my responsibility is to create the

3:19 pipeline and deliver the revenue uh for the organization on a quarterly and annual basis and maintain our very very

3:26 critical customer relationships work with them on our technology journey and transforming

3:33 industries like the data center the future of the data center and ai like i said i've been

3:39 in intel 32 years i like to say that i use a baseball terminology i've hit the cycle i started in the fab

3:47 um i did engineering outside the fab i then went into the business unit into marketing

3:53 uh and then as sandra noted we built the networking business together

3:58 for the company uh did a little bit in iot probably four years in driving our iat strategy and then sales uh and then

4:06 i made a pretty big pivot when i went to sales i had been a lifer in the business unit uh so i've been about five years in

4:12 sales and marketing both on the iot and on the data center side a fun fact

4:18 about me i have a french bulldog named gus

4:24 he is probably one of the most vocal french bulldogs you've ever met and he

4:30 tends to make appearances on video shoots and ceo meetings so if you hear

4:35 uh snoring or barking or someone sounding like they're howling

4:40 fairly loud like a velociraptor it would be my dog who's laying right at my feet

4:46 as i talk to you all right now that's great speaking of diversity right

4:51 we have a little gus on the phone today all right sandra i'm going to start with you my first question is

4:58 why is diversity such an important topic in technology well diversity is an

5:03 important topic in all industries and maybe i'll just start with the the

5:09 technology industry really not being so much an industry in and of itself but

5:15 technology being pervasive in every industry across the globe whether that's in manufacturing retail

5:22 agriculture healthcare financial sector so technology really is

5:29 the root of innovation that is happening across the globe in every single sector

5:35 and arriving at solutions that are really anchored in technology innovation

5:41 requires a diverse set of perspectives experiences points of view opinions areas of

5:48 expertise and the way that we arrive at the most innovative solutions is by harnessing

5:54 and leveraging all of that wonderful diversity of thought so for us in the technology industry uh

6:02 specifically we know that innovation is the lifeblood of our

6:08 of our solutions and of the value proposition that we create with our customers and having more diversity of

6:14 thought experience expertise points of view leads us to better solutions and better business results for our

6:21 customers and it's been a challenge for us to have sufficient diversity in

6:28 the the pool of employees workforce that that we have

6:33 and that's true again either in the tech industry or outside of the tech industry so for a long time we've known that

6:41 having all of that richness of a broad set of

6:46 perspectives does lead to more innovation and better results but um for a long time we know that we don't have

6:54 sufficient diversity in the the workforce and that's a problem it's a multi-faceted problem that starts

7:00 you know from early days of education which i think we'll get into in some of the discussion but

7:05 more diverse perspectives leads to more innovative solutions drives better business outcomes and that's true in the tech industry but

7:12 also for every industry uh yeah i absolutely agree so rose you know on top of that like how

7:18 do we attract more women into this industry you know it's actually a topic i i was

7:24 an active member of the nc wit national center for women in technology uh for

7:29 quite a few years and on that board we we discuss when to engage

7:34 um and one of the things that you know i think was a pretty pervasive thought is we've gotta engage young girls

7:42 early and often uh i think if we all think back in our experiences when we were children we we

7:50 weren't necessarily handed computers at least in sandra and i stay right

7:56 and and i think you know there's stereotypes that need to be broken there's stigmas that need to be broken

8:02 but we need to engage young girls and and start to share the power of technology and the power of

8:10 innovation in all of their areas of interest right it's not just the opportunity to sit

8:17 down at a computer by yourself and code absolutely that's one of the directions that you can go in

8:23 but technology is really infiltrating every industry on the planet

8:29 from fashion to sports to

8:34 consumer products it's really really pervasive and i think it's incumbent in all of us to introduce

8:42 those opportunities to blend their passions with stem

8:48 opportunities when they're young girls in programs in schools and after school

8:56 programs in high school with curriculum that again blends those past passions and

9:02 into college so you can't start the pipeline right when they're getting ready to make a college decision you got

9:07 to start the pipeline when they're starting to engage in those type of interests and one of the programs that

9:14 that intel the intel foundation with other contributors started was the million

9:21 girls moonshot which is a series and a network of after-school programs uh

9:27 where girls and their families can begin to engage in technology and see how that

9:32 infiltration of technology is really happening in all different markets and segments so it's engage early and engage

9:39 often that's great so carrying on with that thread um

9:46 providing additional opportunities through pro secondary education i know that certificates are important and and

9:53 i certainly know from watching youtube women the learning never stops right so sandra like how do you actually look at

10:00 providing opportunities um for somebody that's maybe going through secondary

10:05 education all the way through their first role and and continuing that learning journey as they as they move

10:11 through their um career well i think rose framed this up really well in terms of

10:18 just having to start early and and attracting and energizing and

10:24 exciting girls to pursue stem careers and then when it

10:30 comes to joining the workforce lowering the barriers of entry not everyone

10:36 wants to or can afford a four-year degree much of the work that we've been doing

10:42 through some of the programs like rose described the million girls moonshot or some of the other programs that we have

10:47 as part of the intel foundation are programs that are rooted in helping

10:55 students have more more accessibility to education through community college

11:01 investments and there's so many roles and so many jobs that we have that

11:07 through a combination of either community college degrees and uh and certification

11:14 programs for example in our own uh factories our own fabs we we have a lot

11:20 of college uh community college graduates and then we go through a very extensive anywhere from six to 12 months

11:27 training on the specialized tools that we use for semiconductor manufacturing

11:32 and um and that is the lifeblood of our company of course is is our fabs and so

11:40 to be able to provide more of those types of opportunities investing in community colleges providing

11:45 certification programs we really do lower the barriers to entry and we're quite purposeful in terms of going to

11:53 areas where there is a more diverse population uh either

11:58 people of color certainly trying to attract more women uh to these fields and uh and we're

12:06 making those types of investments and those types of programs available through our partners when we think about

12:11 the power of the tech industry um we know that we're stronger working together so partners like dell partners

12:19 like amazon um you know the work that we're doing uh through our

12:25 uh efforts in terms of ai for youth right making ai a lot more accessible to

12:31 to many more students you know all of these efforts are ways that we can just increase the level of participation

12:38 and the accessibility of technology careers uh for our women and for our

12:44 diverse populations that's great rose do you have anything to add i think i think sandra framed that up

12:50 really really well and i think the only thing that i would add is it has to go

12:56 corporate to grassroots you know sandra mentioned some programs we also have the

13:01 300 million diversity and tech initiative that we're we were driving for for years which

13:07 provided scholarship opportunities to the six hbcu colleges um

13:14 and i and i have to make a comment there's a a beautiful story to complement

13:19 the corporate initiatives and it's really centered around grassroots uh there was a gentleman that worked at

13:26 intel that thought it really critical to provide again scholarship opportunities

13:33 to young women for hbcus and he just did it on his own he started

13:39 the trajectory fun foundation he reaches out to folks within the company and over the years he's been

13:46 able to increase the number of scholarships that he's uh provided through the trajectory

13:52 foundation and now he's providing insight to the the lives and the progression and the opportunity that

13:59 education has created to to change the trajectory of

14:05 people's families and provide the diversity of thought and interest and skill that we as

14:12 corporations need so it's it's again it's it's a beautiful story so from corporate support to personal and

14:19 grassroots support i think it's all it's all critical that's awesome

14:24 all right sandra you brought up ai so let's talk about it as a topic it's a really hot topic so let's double click

14:31 why is representation in this area so critical well so let's just start by defining ai

14:39 right ai is the use of computing platforms to

14:45 to help make decisions better you know higher quality faster you know better uh

14:50 decisions and uh and of course at the the root of ai is a set of algorithms and algorithms

14:57 are of course designed and developed by humans and so

15:02 the reason why it is so important to have diversity in ai is because it is humans that program or develop and

15:09 design the algorithm algorithms that then we ask computers to to run again faster and higher quality

15:16 and with less errors than uh perhaps humans could do it um and we know

15:22 that uh that having more diversity in the

15:28 individuals and the technologies and the innovators that are creating those algorithms uh helps us with not creating

15:35 algorithms that have bias inherent bias in them that can be quite damaging uh as we know technology

15:42 is a wonderful tool to do many many good things uh in the world but um but not

15:48 applied appropriately uh and responsibly um you know it may have some some

15:53 negative outcomes so so diversity in ai is critically important and ai in general is just this

16:00 fast you know massively growing uh field we know that you know just looking at a

16:05 recent linkedin um survey from 2020 in the previous you know four years

16:12 the number of ai jobs and roles that companies are seeking has grown you know almost 75

16:19 percent um the the number of women in ai fields unfortunately is uh only a little

16:26 bit over 25 so so there's a disparity in terms of the need and the roles and the

16:34 the diverse talent that we would have to fill those roles which is why you know we're so focused on ensuring that we're

16:40 lowering those barriers to having accessible ai talent in the market as we

16:45 were just discussing um you know some of the other ways that that we're we're working with uh with partners and with

16:52 the ecosystem is to collaborate very in a very focused manner to bring more

16:58 women into the ai field there is a program that that uh that we're partnered

17:03 on called the way accelerate usa 2021 program and what this program is there

17:10 is designed to do is to invest in women-led you know female-led

17:16 startups that are focused on ai machine learning uh data science and today we

17:21 have over 8 000 women as part of that program and growing and and again it's a way that we can have a focused set of

17:28 investments um mentoring and sponsorship around women-led organizations and

17:34 companies that are focused in this very important and growing field in ai so um ai is going to be pervasive in every

17:42 workload every segment every uh one of our products going forward but we want to ensure that we have a

17:50 an approach that reflects the the populations that you know we're

17:56 utilizing and investing the technology to to help in terms of just using um

18:01 technology to do good in the world awesome so rose how do we actually engage our

18:08 customers to support opportunities like this this is this is something that just you

18:14 know makes my heart sing one of the things that i love is that our partnership with our customers

18:20 isn't limited to the evolution and progression of the technology itself

18:26 right so um i think everybody knows it's uh amazon re invent

18:31 uh right now and uh so i'll use our activities as with amazon as an example

18:36 um we'll do we'll work with amazon and aws for things like scholarships

18:42 uh for ai and and machine learning uh we had a program that we did with aws and

18:48 udacity we were doing a little little program online and since a lot of people

18:54 are engaging online now where we were doing a 50 donation to girls in tech

19:00 if you just went out and visited the intel and aws immersive city on the

19:07 cloud demo so what a fun way to engage content

19:14 support stem and talk about new content and progress our diversity

19:19 inclusion goals it's fantastic we work with aws on a scholarship

19:25 program called uh esperanza again build the pipeline bring the representation

19:31 into the technical community improve the products that we produce

19:36 take the bias out of the algorithms as sandra noted um and and you know we

19:41 actually saw uh adam silipsky the ceo talk about this in his keynote so it's really becoming

19:49 pervasive across our engagement with our customers i just use aws as an example but we do

19:55 this type of work with many many customers all right i'm going to switch gears and still along the same thread

20:00 but sandra so companies like intel are opening multiple paths to different

20:05 technology careers so if you looked back at your time as the chief people officer

20:11 at intel you actually set some pretty bold goals in this area so how will these goals help us to actually find

20:17 these these this right diverse talent so you're referring to our rise 2030 goals

20:23 which we established in 2020 for where we wanted to be by the end of the decade but maybe i'll just take a step back to

20:29 explain our philosophy in establishing those goals so

20:35 we know that if you want to do something that's big and transformational and impactful

20:42 and sustainable you start with establishing an audacious set of goals that you don't

20:48 really necessarily know how you're going to achieve but it sets that north star

20:53 for rallying and organizing and energizing your workforce to to go achieve this this big mission um the

21:00 second thing we know at intel certainly is that you measure what matters and so having specific success metrics for what

21:08 that looks like along that long on that journey um is important um because it just keeps

21:15 you focused and it it it tracks your progress um and then the last piece of course is uh

21:22 for us uh we've learned that when you share your data transparently it really

21:27 is a point of accountability both internally in your own organization but since the problems we're talking about

21:33 when we talk about diversity inclusion stem careers representation are bigger

21:39 than any one company can solve we certainly believe that by publishing

21:44 your data the the good and maybe the not so good uh it holds you accountable and it rallies others to help um join forces

21:53 in terms of solving these big challenges that we have in in you know broad industries so

21:58 so rise 2030 was really born out of that philosophy of setting audacious goals

22:06 um setting success metrics and and measuring your progress and then uh

22:11 publishing your data and what we established as part of rise 2030 was a

22:17 goal of doubling the number of women and under resident underrepresented minorities in senior leadership roles at

22:23 intel we also uh set a goal that by the end of the decade we would have

22:29 at least 40 percent of our women in technical roles from what in 2020 was 25

22:36 so again a pretty big uh audacious goal we set a goal of having

22:43 um a a minimum you know threshold of underrepresented minorities

22:50 in senior leadership roles we established a goal to double the number of underrepresented

22:57 minorities and women in those senior leadership roles um as well again by the end of the decade and then we also set a

23:04 goal to double the amount of annual spending that that we do in intel spends

23:10 billions and billions of dollars of course uh with our vendors in the ecosystem

23:15 and our supply chain but to double the amount of spending so so all of those goals uh get broken down

23:21 into where we need to be each year and we actually fold that into

23:28 the way that we reward our leaders and our employees so again you measure what matters uh you

23:35 fold it into your systems and structures uh it's part of how we hire it's part of

23:40 how we promote it's part of how we reward um and and we believe that this

23:45 is how we drive sustainable positive outcomes for the long term thank you

23:51 awesome all right so i'm going to talk a little bit about mentorship so mentorship has been incredibly important

23:58 in my own career and i know for both of you ladies as well so rose you've been with intel for 30

24:04 years or over 30 years actually sander you've been with until for over 20. can you each talk a little bit about the

24:11 role of mentorship and what it's played in your professional development and then how you use mentorship today to

24:18 retain and grow talent you know i think rose and i talk about this a lot the difference between mentorship and sponsorship um so we might get into that

24:25 a little bit but you know mentors are your coaches right they're the the ones that you can bounce ideas off of the

24:32 ones that you can be probably the the most vulnerable uh with uh in terms of

24:38 either your aspirations or your your setbacks your uh your disappointments your fears um

24:46 your your dreams and having a broad set of mentors that help you

24:51 you know in that kind of ideation in that bouncing ideas and that getting feedback for any decisions that you're

24:58 making whether it's in the current role that you have or in roles that you aspire um to get

25:04 is just critically important for you to frankly make better decisions and feel more confidence in in those decisions i

25:11 know for me um the the mentors and coaches

25:16 uh and sponsors and i'll let rose talk a bit more about sponsorship because i know she and i share the same view of

25:22 sponsorship but but having those uh those individuals in my life has just

25:29 helped me in many in many ways and and many times get out of my comfort zone

25:34 because it's very very easy for you to stay in the groove of the thing that you

25:39 know so well and often times it takes someone holding up the mirror telling you that

25:45 first of all yes you can uh if you have doubts which um i will say has been one

25:50 of the um the things that i've learned about myself over the years is you know is that voice that tells you you can't to

25:57 just kind of ignore it and listen to you know the voice that tells you you can even if it's terrifying the thing that

26:03 you're going to undertake um so it just is such a a way to i think make

26:10 better higher quality decisions about your career trajectory and the

26:15 uh the chances that you're willing to take and the assignments that you're willing to raise your hand uh for and um

26:22 and so given how how much i benefited from the generosity

26:27 of my mentors and coaches um i do think that when you are in a position of of

26:34 power and authority and responsibility that you have a responsibility to pay it forward and it is one of the

26:40 i would say cultural tenets that we have um at intel certainly with the the

26:46 network of executive women that we do feel a strong sense of responsibility to

26:51 invest in nurture mentor coach sponsor that next generation of talent so um so

26:58 maybe one last thing and and i'd love for rose to jump in here is that rose has been a wonderful mentor sponsor and

27:04 coach for me my entire career and so i just value her friendship her sage advice uh her holding of the mirror uh

27:12 uh to me and um and i'm just so grateful uh to her and you know it's that

27:17 gratitude uh that then i channel into uh into trying to do the same for others

27:24 yeah you're gonna make me cry um we've had a um

27:30 many decade very special relationship sandra and i in terms of

27:36 support and mentorship and it has grown with through and for us

27:43 and i could not be more appreciative of our relationship at work which is blossomed into a a

27:50 beautiful friendship as well but just add on to some of sandra's

27:55 thoughts um someone said to me early on uh

28:00 learn and return so i'll structure my response with that

28:05 frame early on um i had fantastic mentors in my career

28:11 and i the point that i want to make here is they were both men and women i had

28:16 fantastic sponsors who were men that pushed me in front of elt to make our

28:22 executive leadership team excuse me to make presentations that i was incredibly nervous to do

28:28 i had sponsors who were women that pushed me into new areas that really

28:33 challenged me in terms of what i could do and the leader that i could become

28:38 so on both fronts i was really appreciative both to men and women for that opportunity uh the other thing that

28:45 i realized about i don't know maybe it was two-thirds of the way through my career when someone asked me about you

28:51 know what do you think about mentorship is that you can learn something

28:56 from every single engagement that you have every day some of those things will you'll file into your memory banks as uh

29:05 you know i'm not sure i would have handled it that way i i'm not sure i would like to be that leader

29:11 some of them are wow that individual handled that super well

29:16 and that's in a work environment and then i go home and you know i talk to my daughter who's like like

29:23 my little mirror um and it's an opportunity to see a complete reflection of myself in many

29:30 ways though she's grown into a beautiful woman with her own characteristics but there was a lot of reflection that

29:37 you see when you raise your children when you speak to your husband when you look at the

29:43 the path that your parents created my mother with who i will always hold up as my one of

29:49 my critical mentors not a college education uh progressed to senior vice president

29:57 with a lot of hard work and continuous learning and challenging yourself my father who just worked really hard his

30:03 entire life so from a mentorship perspective there's the environment within work and then there's environment

30:09 at home and from my learning perspective i try and take something from each of those experiences

30:16 and then in terms of uh you got to learn it and then you got to return it so i

30:21 try very hard to keep open to opportunities to on my calendar for you know the next

30:28 generation of leaders whether it be men or women again but from

30:34 my perspective i've leaned in really hard to bridge our diverse community and

30:39 our technologists so i sponsor our technology community within our sales and marketing organization and then i'm

30:46 also the executive sponsor for our uh our black network of executive women at

30:52 intel and that's been just an absolutely fascinating opportunity for me again to

30:59 learn and return all in the in the same dialogue because what i've learned is

31:04 even with the best intention around diversity and inclusion goals you

31:09 can have a population that feels maybe a bit camouflaged so it's really

31:16 really important to be intentional with the leadership and the sponsorship

31:21 and and i think that is you know what sandra and i are very aligned on is you

31:26 get to a point in your career you've learned you've returned you've mentored

31:33 you've coached but then you have to be a vocal sponsor within your company your community your

31:40 network for some of this talent that hasn't had the opportunity the network

31:46 or the exposure to to have their best foot their best experience their

31:52 knowledge their their capability be viewed appreciated and then progressed

32:00 yeah and maybe just one one final point because i i love this this whole thread that that rose is raised around

32:06 sponsorship and one of the things that i i say i often say to to women that i'm

32:12 coaching and um and investing in uh actually not just women and rose and

32:18 i do uh coaching and investing in and all of our talent but but it's just a reminder that

32:25 most of the important decisions about your career are going to be made when you're not in the room and it is really

32:31 really important for those sponsors that are in the room to advocate for you

32:37 um to to convince and make the case for

32:43 uh in some ways giving you you know giving that individual a stretch assignment um

32:49 investing in their growth and progression giving them the exposure as rose shared and so

32:54 i do think that it's important to have sponsors in your

33:00 life in your career that are in positions of power and when rose talks

33:06 about learning return that is the responsibility that we have is to not just mentor and coach

33:11 but also to be advocate vocal sponsors for individuals to give them that

33:17 opportunity for for growth and progression and frankly uh for all the positive impact that they can

33:23 make in your organization once you put them in that position that that stretches them and grows them yeah one

33:29 more comment um uh based on what sanders said um and this is the just a huge shout out to

33:35 her personally for all the incredible work that she did to drive

33:41 a a a culture with an intel uh that's not solely driven on what you

33:47 do but how you do it and going back to you know a lot of decisions will be made on your career when you're not in the

33:53 room there's i think everybody has a tremendous amount of focus on your results and your

33:58 deliverables we're in tech you know we're we're delivering every single day but there's a way to do things

34:05 that solicits and entices that sponsorship in the how you approach it by building

34:13 a collaborative team [Music] leading with passion

34:19 being inclusive and as we start to round out that whole person and that whole

34:25 leader with not only the what but the how not only with the head but the heart and the hands i think it's really

34:32 important that as we continue to learn and return that we acknowledge in the

34:37 return part the whole person at work in the what in the house

34:43 that's super inspiring from both of you and i know i've used both of you as sounding boards so i can attest to your

34:50 amazing mentorship and sponsorship so thank you all right rose

34:56 what is it about technology that wants to and you to invite more people to the party oh my god

35:02 it there's so okay so i've got a step back um we we at intel we spend a lot of we

35:09 celebrate our successes and we celebrate our wins um and you know you get design

35:14 wins you hit a major goal you execute on a milestone but then there are a few opportunities

35:21 where and maybe more than a few where you're working with customers and you're working with the ecosystem

35:27 and you imprint humanity um and i think in the world that we're

35:34 in right now with this global pandemic we've seen a lot of those opportunities and winds and progression

35:41 of technology and use of technology that really touches the heart and touches humanity and you know we have we

35:48 had a recent example where we talk about the democratization of uh

35:54 drug discovery with a giant high-performance computing run on a on a

36:00 virtual flow platform where you know using some of our xeon technology where we're accelerating

36:08 drug discovery that we need for cancer research i mean cancer research how how

36:14 awesome is that and then getting back to the pandemic there was an example recently with cohen

36:21 and it was a vaccine a vaccination platform in india and we stood it up

36:28 with aws really quickly and it was getting 3.2

36:33 billion hits a day and it was providing access to vaccines for the population in india and

36:41 then and and then just one final one you know again around covet is working with the

36:47 university of chicago and we have a capability called one api where we leveraged that

36:54 technology we did the initial kovid models

36:59 so i mean how cool is that i mean so you're working with customers it's not only having business results

37:06 but it's really impacting humanity and those are the ones where you wake up and you see a win

37:12 in your inbox or you see one of these opportunities and collaborations it just brings a tear to my eye and you know

37:18 warms my heart how about you sandra how do you uh how do you work towards until making a

37:25 change in the world every day well i you know i just want to echo uh

37:30 rose's uh examples there of um our purpose

37:36 intel's purpose is to create world-changing technology that improves the lives of every person

37:42 on the planet and we believe that uh we see that in action every single day rose

37:48 gave some beautiful examples we know that in fact the pandemic did

37:54 create this just huge opportunity for us to demonstrate how through our technology we're helping

38:02 improve lives and maybe just another a couple of examples of one

38:07 was around the the remote learning that everyone had to reconfigure for globally

38:14 um in india specifically we uh we'd launch a capability again with aws

38:21 around making um their learning portable portal accessible to students around the

38:29 country and you know the pilot was launched within two weeks and the actual

38:34 availability of that learning portal and all of the the materials there uh became

38:41 available to over 160 000 students within just two months so this is an example of how we can have positive

38:48 impact at scale and maybe just one other example uh that the pandemic did lay bare is the

38:55 economic inequality that exists in here you know just close to home in the u.s

39:01 the fact that you know kids just didn't have broadband access

39:06 um to be able to attend school remotely uh so just the work that we've done

39:13 in dc with the administration to lower the that barrier of broadband and and to

39:21 rally around the idea that broadband for all is really uh just a

39:28 basic uh capability that every household needs to have and so we're delighted to

39:33 see that you know from an infrastructure investment perspective that uh that we are investing to make

39:40 broadband accessible for all and of course um you know having the footprint that we

39:45 have in terms of our computing devices our pcs uh you know the indispensable

39:51 tool that we have for everything from you know learning and work and of course entertainment um it's just a wonderful

39:59 example of how technology really can make a positive impact and for us at

40:04 intel having the privilege of being a position where we can make that positive impact at scale

40:12 agreed all right super powers so we've all heard pat talk about our intel

40:17 superpowers so what are your superpowers and what superpowers do you look for in others

40:24 sandra let's start with you um so you know it's interesting i i often

40:30 reflected why our previous ceo asked me to take on the the role of chief people officer having

40:36 no domain expertise whatsoever in that area but um but i i shared

40:42 his belief that our greatest asset is our people uh

40:47 everything comes from our people in terms of every they are the source of innovation there's a source of of

40:53 creating strategies they're the source of delivering and executing uh you know our plans

40:58 um and i've always believed that in order to build high performance businesses you have to start first by building high

41:04 performance teams so if i were to encapsulate you know what my superpower is it is the ability to bring together

41:13 a collection of individuals um establish a trust environment uh create a sense of

41:19 accountability and a mission a big bold you know a mission for us to achieve together

41:25 and to to build this high performing team that then can uh drive a high performance business

41:31 um what do i look for in others i i do look for um intellectual curiosity um i i should

41:39 extend that to say intellectual humility right all of us that are here at inter are here because we get to work with the

41:46 most brilliant minds in the world and every single day as rose was reflecting earlier we get to learn and so

41:53 i just um really gravitate towards people that have that learning mindset

41:59 that growth mindset that curiosity and humility to ask questions and to

42:06 um to want to learn that's great rosie how uh what

42:11 superpowers do you look for in strong female leaders well i i i've got to go back to sandra's

42:17 answer because she is being way too humble she's brilliant she's an

42:22 incredible leader um she is an absolute master of bringing people

42:28 together to solve a problem um she's inspiring uh and she invests and her

42:35 people like no one i've ever seen so she is very much underselling her superpowers and

42:40 that is just a few others that i would name i got a long list that i could provide for sandra

42:46 um so what are the things that i look for i i think you know sandra named a bunch of them i am super passionate

42:53 about people that are collaborative uh going back to her comment um we i'm a we

43:00 versus i i am a big team little me um and the best thing happens when

43:05 bright minds come together with a common goal um you know sandra and i had experiences working together over the

43:12 years where the results were just we were blessed with amazing results because people were focused on the team

43:18 goal not their individual goal and as we watched that journey continue over the

43:24 years the individual accolades came because the the focus on the team goal

43:30 was really critical so whether it be you know female tech talent or leadership in

43:35 general uh collaboration uh teaming uh definitely attributes that

43:41 are top of mind uh for me as well as passion uh and being a lifelong learner

43:47 i i think in our industry you know as i as i watch sandra read her

43:53 artificial intelligence book and have it sometimes on her side on her desk as she's doing uh video

44:01 sessions we have to be lifelong learners all right final question for both of you

44:08 ladies so you're both such an inspiration to me and then to others like me so quick question it's like who inspires

44:14 you so rose let's start with you well um the list is just way too long um but i

44:23 would have to start and i mentioned this earlier with my mother uh been a

44:28 just has imprinted me from the time that i was you know like the corn knee high on the fourth of

44:34 july um so i would start with my mother and i have been just surrounded by

44:40 unbelievable supportive brilliant

44:46 collaborative teaming um i'll start with women throughout my career whether it be

44:52 sandra i mean i can't i can't say enough positive things about

44:59 the confidant friend mentor coach that she's been to me through the years

45:05 my current leader michelle johnson working with the likes of diane bryant

45:11 throughout my career who continued to push me beyond things

45:16 that i could never imagine doing um you know groundbreakers i i could i

45:24 would be remiss if i didn't give a shout out to ruth bader ginsburg who i

45:29 hold up there with pretty high regard for really breaking a lot of barriers uh for women

45:35 but i i really do find most of my inspiration um from the people around me i'm blessed

45:42 to still have my mother i'm blessed to still be working with people like sandra with people like aisha evans and

45:50 and michelle johnson and diane bryant and i'm blessed to have uh you know a

45:55 daughter and a husband that challenge me every day and provide me with the inspiration to keep going

46:02 great how about you sandra oh my goodness um uh and there's so many of so many

46:08 parallels uh to rose uh but probably uh first and foremost my parents so i am

46:14 the daughter of colombian immigrants my parents came to this country with a hundred dollars in their pocket and a

46:21 hundred words of english and their vocabulary and a very big dream to make a life for their young family here in

46:27 the united states and so everything that i've i've ever learned about

46:33 leadership and my professional and my personal life really emanates from them in terms of

46:40 courage uh family first responsibility taking care of each other um working

46:46 together as a team and and like rose in my professional

46:51 career and certainly so much of it being uh here at intel at this point we've had

46:58 uh just this extraordinary set of role models uh to look up to diane bryant who's now

47:04 the you know ceo of an ai healthcare startup uh aisha evans who left to be the ceo of zuke's it was subsequently

47:10 acquired by amazon raging skiller who is the president of

47:16 the service provider organization at flex and just so many more so we've had

47:22 so many wonderful role models at intel that you know as sad as we are to see

47:28 them leave go on to do these amazing things out in industry um

47:33 but you know similar to what rose uh shared i'm inspired every single day by the

47:39 people around me it is the reason that um here at intel i am

47:44 a learner i am curious i love to be challenged i am comfortable being

47:50 uncomfortable um being often times the one that knows the least about uh any

47:55 one particular discipline or or technical uh detail or architectural uh insight in

48:03 the room but i love learning and and i love the idea of just bringing

48:08 this extraordinary brain trust of individuals and leaders of intel to to live into our purpose and to do

48:14 amazing things that that we get to do every day well this has been an amazing

48:20 opportunity for me to sit down with you too ladies i can't thank you enough for uh both of you for your time today so as

48:26 we converge on our four superpowers i think it's super important that we continue to open doors and nurture the

48:32 superpowers of others so i would encourage everyone to keep track of these ladies through their work on

48:38 linkedin and on twitter and some of the other wonderful women and folks that we've talked about during our

48:43 conversation today so again thank you both for this opportunity thank you for sharing your

48:48 journey and thank you for sharing your passion around this topic thank you casey thank you sandra

48:54 thank you casey thank you back at you

49:04 you