excluding canada and mexico. he left a window open for exemptions for other countries quoted a little out of context, on the basis of national but we are executing a strong an early well and at the end of security. the u.s. will levy eight point january, our earnings call said 5% duty on steel and 10% on aluminum. the top democrat on the white we past $1 billion per quarter house -- house intelligence in 2017 and that google platform is the fastest-growing of the committee says further questioning has been requested for warmer trump campaign public clouds according to publicly available numbers, manager corey lewandowski. he refused to answer questions which puts us in triple digit growth. tremendous momentum. from special counsel robert te, over 4 million paying mueller for the second time today cured florida's governor is debating whether to sign a gun-control bill delivered by customers. it is a possibility. the florida legislature to his we areore about office today. he has 15 days to sign, veto or let it become law without his benchmarking our own gross against ourselves and pretty happy with it -- benchmarking signature. the measure would raise the minimum age to buy rifles from 18 to 21 and create a waiting our own gross against ourselves and are pretty happy with it. emily: we always want more. when will google give more details on how the cloud period. the pentagon has approved danger pay for u.s. troops serving in business is doing? diane: in good time. niger, mali and parts of cameroon.

this comes after four american it is interesting to me that in soldiers were killed in an ambush good retroactive pay goes january we finally gave some metrics and now it is the most back to do. asked question, when will we global news 24 hours a day, powered by more than 2700 give real metrics? journalists and analysts in more than 120 countries. i'm alisa parenti. this is bloomberg. they were pretty real but not ♪ the reporting metrics i'm sure you're looking for. emily: to think buck chain will change -- blockchain will change cloud computing? diane: it's the mechanism to verify things, which is powerful for everything. for security, it emily: i'm emily chang and this will be powerful for help. is bloomberg technology. -- for health. coming up, president trump finds because the cloud is where every a stiff tariffs on imported steel and aluminum. elon musk weighs in. what it means for tech, next. company will operate and all of the data, it is inevitable that last, on international women's blockchain will play a gigantic role in cloud. day, an incredible cast of female tech leaders. catch our conversations. and in our fully distributed world of which cloud plays a and disney shareholders vote down the media giants executive very meaningful role, it's where all the data gets shared. pay plan. emily: we haven't seen google

we will have the latest from their annual meeting. make big m&a deals. first, president trump is will that change? rolling through on his pledge to diane: you have to be really impose stiff tariffs on imported careful about a big m&a deal. steel and aluminum well excluding canada and mexico and we do a lot of small talk -- t leaving the door open despairing other countries for the basis of uck-ins. national security. we know we can make them these tariffs are far-reaching successful. around the globe and tech may be when you start looking at a big the first to suffer. deal, and those in the middle elon musk has jumped into the don't really make sense, the big fray with lobbying, tweeting deals take a lot of thought and that "do you think u.s. and careful -- and the couple is china should have equal and fair right for a big deal, they don't rules for cars? i'm against duties in general grow on trees. it is possible but it is but the current rules make things difficult." hyde and shirae something that would be extremely thoughtful and not often. emily: what do you think there are not more female founders, here. what do you make of elon musk's female investors? women across the tech industry? tactic in raising the issues around cars in particular? i think what you are why hasn't the industry diversified faster or go to its roots when women play vital roles? diane: i am hopeful because i hearing from his tweets is frustration on his part, it has

see the numbers suddenly little to do with the tariffs and more to do with what he has changing quite meaningfully and more women are getting involved. prettyo think it was a -- with the fact he is been trying to will the car factory in china. difficult landscape for women. i remember when we work funding would make the car is need vcs,e did not prohibitively expensive in china and he has not been able to reach the deal he wants with the but i remember vcs called mike chinese government, to own a tesla factory outright. called mike -- i think what you are seeing is a little bit of anger boiling to the surface in the form of board member and said why don't tweets. tech moreaking about you let me invest, i will get a real ceo? probably, caroline, the eu is retaliating. it did not make sense to him. what u.s. goods could be emily: you show him, because it affected? caroline: this is fascinating, is a massive public company and it seems to be almost slightly hilarious choice of today. $19 billionit was goods coming from the united states, because they are write to the public. stereotypical u.s. goods. emily: walt disney investors had what we are hearing from the eu is that in order to fight back their chance to weigh in on the they are saying, we might put company's lucrative executive bourbontariffs on pay plan and the result was a thumbs down. 52% of shareholders voted whiskey, watch out mitch

against the resolution on executive pay, which saw mcconnell, that comes from kentucky. what about harley davidson iger reaped $36 billion last motorbikes? year and could potentially award him with more in 2018. watch out paul ryan, that comes from wisconsin. another u.s. brand. the resolution is not bending -- madeastly, san francisco not binding, but the company may levi strauss, they could put 25% not make a change in executive pay. chris, break this down for us. tariffs on that as well. chris: disney stock has in thoseech products underperformed the last couple of years. espn has lost viewers, and some companies named by the eu, but this is their fight back because of the other businesses have in terms of steel and aluminum, seen profits decline. more than 100,000 jobs in the eu in that context, all three of the major proxy advisory firms ride on that sector. the overall tariffs they are said there is not a good alignment between bob iger's thinking of punching back to the take, which is enormous, and the u.s. could total less than 3 billion euros if you look at the company's performance. terminal and you can see how big they recommended to shareholder clients to vote this down, and the size of trade is between the this is the first time since he has been asking for this that u.s. and the rest of the world. there are big numbers, germany, this is happened. emily: how does it reflect on $162 billion worth per year, bob iger himself? chris: he has managed to avoid

just 3 billion euros worth. these in the past, he was emily: let's talk about tech controversial a while back when products and companies more he became chairman and ceo, that broadly, that will be affected. he should not have both of those shira, apple seems to attention roles, but his performance at would be top on the list. that time was outstanding and he iphones and ipads are won handily. the company has said they will manufactured in china. have to take this into consideration. what kind of an impact is apple they probably will. potentially bracing for? hard tot's a little bit i find a new contract with him in december that included a $100 million bonus. know at this point, the big the company said that is because issue is, is this the beginning we want him to stick around and of a broader trade war where we see this major fox acquisition through, but if shareholders will see other countries outside the u.s. impose all kinds of new continued to voice opinions as import duties on american-made they have, i don't think disney can ignore that. goods, and likewise, is the u.s. emily: what do disney employees think of this? there at the meeting, going to impose broader than just steel and aluminum, more were four disney employees that import duties on foreign goods coming into the u.s.? spoke up and said how wonderful the company was and he gave them opportunity to advance and had apple as you said is in a weird bucket where it is an american education. most of itsit makes a different story outside of the meeting, much more controlled environment inside. hardware products and factories coastsre unions on both in china, owned by a taiwanese

company. and workers in the participant advocating for higher pay. we spoke at a woman who worked with components that literally come from all over the world, at the company five years, she principally in asia but not exclusively. it is hard to know whether apple makes $11 per hour at a restaurant in disneyland. counts as an american company or not. she said she lost her apartment apple couldhen and is on food stamps. pay at lot of focus on potentially get hurt on the the happiest place honors. emily: all right, chris palmeri, other side, caroline, given that .5% of its revenues from thank you so much for weighing europe. in. talk to us about the complicated dynamics facing u.s. tech some new news out of tesla, the company reporting that eric brander is is leaving the companies, if indeed the president does impose tariffs impacting technology more company for personal reasons, he broadly. caroline: if we got a broader joined the company from some power and shares have tit-for-tat battle going on, it could hit u.s. tech companies selling products into the eu. apple gets about 25% of its revenue from europe. we have hewlett-packard, it gets about a third of its overall revenue coming from the eu. you also have fitbit, for example.

they get about a quarter of its revenue from europe. players could be hurt if we see tariffs placed on them by the eu. equally, donald trump puts tariffs on european tech companies. we are a bit of an export here ourselves to you guys. getave a chip maker, they about 13% of the revenue from the united states. juggernaut, german they get about 30% of their revenue from the united states. this could get really messy overall if you start in broiling tech products, and even if we going to services, that would be a whole host of issues. the numbers are big. 85 billion euros is how much the eu imports in terms of products, high-tech products from the u.s.. but equally, it is about a similar amount, about 80 billion euros is imported by the u.s. from the eu. ifs could get really messy

we broaden it out to tech. emily: all right, caroline and shira. i am watching president's twitter page to see if he sponsored elon musk. fell onatching, snap announcement that it cut engineering jobs. it is its biggest cut today after a turbulent layer that included rethinking its business and exiting top execs and a criticized redesign of the app . they said they need to improve the app and their culture appeared coming up, how twitter exceeded its goals to hire more women in 2017 and has set a higher goal for the next couple of years. if you like news, listen to us on the radio. this is bloomberg. ♪

♪ travis kalanick is forming a investment fund to invest in tech stock picks -- tech startups. he was ousted as coopers ceo last year and has -- ousted as coopers ceo last year. when it comes to shining a light on gender inequality in silicon valley, ellen pao has long been at the or front. she is the chief diversity and inclusion officer at the core center for social impact and is arhaps better know for suing firm for gender discrimination. she lost the suit but some would say she has won in the court of public opinion. we talked about the lack of diversity in tech today and why. of theit is more backlash against change, and trying to fix the problems that have taken place for the past several decades in tech.

we have created these systems that favor home ingenuity and how do we change it? it requires taking down the alsom and catching up and transforming how you do things. that is an comfortable for people who succeeded in the system. emily: he suggested people need to be fired in order for real change to happen. who should be fired? ellen: i think people who don't believe that women and people of color and people who are older and people who are immigrants are equal employees who are able to do the same work and have these innate biases against them should be fired. if you can't treat your coworker equitably and fairly, you really have no place in the workplace. emily: had we know who they are? is this a matter if you haven't gotten results, or if you haven't tried or if you have made, you know, and untoward comment? had we can point the people who

are not doing enough? ellen: i don't know if it is not doing enough, i think there are people who are saying terrible things about their coworkers, ♪ who are sharing private is march 8, which information about their coworkers so coworkers get attacked by outsiders. those people should be fired, there are no place for people means we are celebrating international women's day, a day week embrace women throughout enabling attacks on coworkers in the workplace. you want people to believe in a history and around the globe. culture, and if they don't i think it should be every day. while a silicon valley takes believe in your culture and they pride in progressive views on show that, they don't belong, right? many cultural issues when it they are not promoting workplace comes to diversity, progress in tech has been slow. ideals, not on the same page and we are sitting here with two making it harder for others to do their job. emily: you were ceo of reddit women who have made a huge impact on the tech sector and for a time and made dramatic have much to say on how we can changes and the research shows improve it. andy mccord is an author it actually helped cut down on hate on the site. spent 14 years at netflix, as chief talent officer. one of the questions i ask in my of anothere the ceo book is how might the internet be different if more women have been involved in creating these systems and designing these systems in the first place? company and executive of google. do you think on light harassment and trolling -- do you think thank you for being here. women, as i mentioned, are online harassment and trolling would be such a problem?

unfortunate that vastly underrepresented in tech. twitter set a new goal to have women accounting for 43% of its they were mostly started by white men and run by white men for so long and most of the workforce by 2019. let's talk about how more engineering teams were white men, because nobody experienced companies get their. -- get there. it the same way as people who were of color or women, or what is the number one thing companies need to do? patty: they need to own it and non-binary experienced it. if you don't experience it, it not have it be in hr issue. i talked to an engineering front is hard for you to address it. of mind, he said he would be there was not anybody calling proud, we have three women on attention to these problems. you see on other platforms, like your executive team. i said, how many people on the team? airbnb, trying to fix problems fromcame from, genius -- 12. i said, you have a phd in math, what does equal mean to you? mogenius workforce, and now i am thinking equal percent -- an equal percent, which is 50%. they're trying to make sure the platforms are more inclusive and don't reflect the biases that it is hard work. earlyemployers -- employees to an experience. bringing people into the field emily: what can be done to fix is everybody's job, not the the problems that facebook? recruiter, the job of great it's a big question.

management is to build amazing ellen: i think if they brought team sick a great work done on time must ago find amazing people into their leadership people. emily: many, you have seen this team, on to their board that were actually part of the executive team who were from an entrepreneur's perspective, and from a company like google. what is wrong? underrepresented people of it's not that it is not getting color, it would be transformative. better, if that it has been so bad for such a long time and in some places it has gotten worse. if they had more diversity at i think if we focus on the executive level, it would make a huge difference in how people understand issues because it is coming up at every major recruiting, we are missing the core of the issue, how do decisions get made in these decision point versus companies? after-the-fact, doubling up -- if what we are looking at is you come to the table for an hour to bubbling up. i don't know exactly how argue for your ideas and you haveook works, but what i have to with confidence and that is how we decide resources are seen in having this team at allocated, that might not be reddit where people were experience in harassment, people created -- be creative inclusive were deep in the product and culture. i think it is more than were able to share their recruiting, it is building the culture that attracts people and experiences, that helped us make have people want to stay. change. emily: do you think this needs they understood, we should start to come from the ceo, that the small, we should focus on one issue at a time, and these are ceo needs to make this an explicit priority? obviously everybody needs to the issues and this is the order

work on it, but it cannot be we will go in and do things methodically. just happening or -- i don't know there is somebody that understands these issues of patty: i want to avoid extremes. harassment and the toxicity on their platform the same way, is there in the middle especially a woman of color, would understand. pao.: that was ellen appeared in google, that is 200,000 people. it come from everybody, certainly everybody in management. coming up, in the battle to be the more that people can see your grocery store, managers engaged in promoting brick-and-mortar versus amazon. we talked to one woman leading women from within, making sure amazon in its quest to stop your the pipeline has women represented in it, making them refrigerator. this is bloomberg. ♪ aware of these issues, talking about it. i think i'd told you earlier about someone who called me and said, this silicon valley thing, they must be worried all of their employees have gone rogue and go to the internet to complain. i said, you mean like use social media like we all do? the reason why people go rochus they don't have anybody they feel like is listening to them. to me, there are two important pieces. the first is yes, talking about parity, 50-50.

the second one is listening to people's real stories. that builds trust. then people feel like they are in it together. it is not the ceos job or the hr person's job, it is all of us. emily: tell me about google in particular. i wrote a whole book about this issue and there is a chapter on google and how the founders really cared about this and focused on hiring women and then dropped the ball, and the numbers at google are now average. at the same time, they are facing lawsuits from both sides, women say they are not paid enough and men, white men who say they are being discriminated against. what is happening here? minnie: i think there is some of what i was talking about before. it is a hard situation. you cannot win on both sides of that. but i do think that, this is what i was talking about, google product strategy is where you would pitch your ideas. we need to understand how to get everyone's voices included so

that we are listening when someone is not speaking up, voicing their ideas, we are creating a structure. i think google has done the low hanging fruit, we have nursing rooms and generous leave policies but i think we need to take it to the next level of how we actually are making decisions. emily: patty, you are nodding. book andu gave me your as we walked out the door, you said to me, don't you think it is terrible that apple has this ♪ emily: in the race to be the glorious campus but does not have descartes -- have they care? grocery stores of the future, traditional brick-and-mortar kicked into reptile retailers are doing all they can to hold off e-commerce rival gear and i said, that is amazon. difficult to do, liability issues, it is too hard. one of those retailers suffered i don't know where this voice a major setback. shares of kroger, the u.s. is comes from but apparently it is largest supermarket chain fell still there. by 12% today after -- today over the next exit of texas and i am in a meeting and the head of hr investment fears of competing at patagonia is there, and he said today, we hired someone with amazon.

amazon is expanding its prime delivery. that we met at eight weeks old in a day care center. running with the woman at patagonia. amazon prime and prime fresh eyes and i from my about his goal to dominate the thought, for god's sake, we can grocery market and how amazon hire a bartender and put them on can keep it top people from leaving. jobs have over 4000 open payroll and we can't figure out how to help families be productive at work? just in our seattle offices today. is important we we are constantly looking at our businesses and reevaluating and how an inclusive making sure we are playing the right amount of resources in different areas, but we have so workforce makes us all feel many jobs open right now and we better, it makes us all feel included. are looking worldwide. i am not that sympathetic partly i think the opportunities are tremendous, and i've had an because we had been screaming for decades and it was never incredible career over the past 14 years. front page headlines. i don't think there is any sort plenty tothere is of issue with the amount of jobs we have. you now run amazon prime worry about other than the fact we are discriminating against white men at work, i think that now and amazon fresh. case will be hard to make. talk to us about how big prime emily: we have a minute left, i now is and how many people are using it. know we could talk about this allhenie: the connection of for hours, but the idea for attention.

i know you hate that word. thato we create cultures of the businesses i run our that we deliver food, often fresh food, and we deliver it really fast to customers. in some cases as little as one -- it is not just about hiring, keeping women with their -- once hour. in -- isess is over they are there. it's great to be a available in over 50 cities worldwide. in the u.s., over 30 cities. female in silicon valley and .16 and it has have a degree in computer science. there are issues, we heard about harassment indiscriminate, but expanded incredibly fast. also being a -- harassment and emily: you were involved in the discrimination, but i get asked fresh grocery delivery, and to be an advisor, speaking amazon is all in now and bought whole foods. but the company lags walmart engagements, i get to be on board. grocery delivery and there is a lot of competition. it allows you to interact with engineers and have a seat at the table. i think we need to keep what is the path to greater domination in grocery? stephenie: you know, throughout encouraging women and celebrate their success. patty: me too. i don't think it is about my 14 year career amazon, we retention but progression. they can sure opportunities and focused on creating a great we are celebrating the people in customer experience, and specifically a great experience front of us everyday. for prime members. about always reaching i think the collaboration with whole foods gives us an to the outside to find the next opportunity to solve an important problem. great candidate, it's looking mom,e a six-year-old, as a inside and making sure we are all getting the same opportunities, we are all being

listened to and we celebrate the taking a little kid to the grocery store is a big chore, great progress we can make. especially for things when you emily: i am so happy that you guys were here to celebrate with us today. know exactly what you want and formerccourt, author and need. been able to get it delivered is incredible convenience. i think the collaboration between whole foods and amazon netflix executive, and minnie. to bring people groceries at great prices is an incredible coming up, we go behind the scenes at the world's most opportunity that our prime customers are going to love. valuable startup. delivery and a little as an hour in san steps to positively change francisco and atlanta. uber's culture after a challenging 2017. -- we launch grocery delivery in this is bloomberg. ♪ as little as an hour in san francisco and atlanta. emily: what are you doing to address the cost side? stephenie: delivery is expensive. to think about cost, we're focused on efficiency. we drive that in a lot of ways. knowing where our customers are and their demand patterns helps a lot. we leverage a lot of the algorithms and logistics expertise amazon had developed over the last 24 years. we are great at bringing stuff

to customers, and we have a lot of advantages to be able to do well in this space and drive efficiency over time and then scale, getting customers to use the product, and those things we are driving -- we are using to drive cost down. news, some quick breaking claire's stores, the fashion accessories chain, is declaring bankruptcy. creditors are taking over. we will continue to monitor the story, catch the headlines across your bloomberg terminal. we will be back tomorrow. it is all for today. this is bloomberg. happy international women's day. ♪ mom, dad, can we talk?

♪ emily: as we continue to celebrate international women's day and women's huge contributions to business around the world, we also spoke with megan joyce from uber. we started talking about uber's business and changing culture and her role in it. take a listen. have been extorting

early lucky and have had a remarkable experience at uber. since the day i came on board, i have been working for an incredible woman leading our east coast organization. women, it50 men and was really supportive of people of different backgrounds and --les could it was a place and styles. it was a place where i felt like i could thrive and encourage those around me to thrive. to be honest, a place where i knew i could come into work every day and make decisions with integrity and fight for what i knew was right. i think the disturbing thing that we have all realize over the past year is not everyone in our organization can say the same thing. it has been invigorating in a way to say that this is our mission going forward, and i have been deeply involved in ensuring that our culture and norms and business practices going forward are ones we can all be proud of. i think the exciting thing is we

have teams in the company that have shown we can grow and scale in a way that we feel proud of, and now it is up to us to ensure that every single team across the company can say the same thing. i am really excited about the progress we have seen. emily: you were hired by travis kalanick and there has been a changeover. i'm curious how your work and sure. what's up, son? mandate has changed and if you i can't be your it guy anymore. what? are seeing an actual change in the culture at uber as result? you guys have xfinity. you can do this. what's a good wifi password, mom? megan: there has been a distinct you still have to visit us. i will. change in our company come in no. make that the password: "you_stillóhave_toóvisit_us." the mandate from the top, and in that's a good one. the direction we are going. seems a bit long, but okay... even strategically. set a memorable wifi password with xfinity my account. i think we have acknowledged that we need to articulate and one more way comcast is working to fit into your life, not the other way around. hold our teams accountable to doing the right thing every time. even if it is something that is going to cost us a bit more, especially in the short term. emily: where is the balance of

power between growth versus profitability? tell us where the pendulum is and what you have been told about company priorities. megan: we need both growth and profitability, any company does. especially if you are optimizing for the long-term. we are to ensure that continuing to invest in long-term growth and ensure that we are doing so in a sustainable way. of any the challenge yvonne: it is 7 a.m. in hong business leader is to hold those two things in top of mind at the kong and we are live bloomberg asian headquarters. same time and ensure that we are helping navigate the company the top stories this friday, it is official, president trump through those trade-offs so we tariffs on steel and aluminum, are consistently putting the long-term interest of the company first and ensuring we saying they are a vital part of u.s. national security and he are setting ourselves up for says he will be selectable. long-term, sustainable success. emily: the competitive landscape canada and mexico are exempt and has also changed and some data other american allies may be spared. shows that lyft gain writers as and in new york, it is uber was going through a cultural transition. the past 6:00 on thursday, what do you think you have on

the competition, and are you 11 remaining tpp members have concerned about the threat of lyft? signed their sweeping megan: i think riders and agreements. and red tape and drivers always have a choice about whether to use uber or not, they can use another ridesharing platform or drive their own car or choose to walk or another alternative. at the end of today, what we find exciting is the opportunity for people to be able to leave their keys at home or not by a second car, or never buy a first car to begin with, and consider using options that are more sustainable for our cities at large. when we do that, we will need fewer land in our cities allocated to parking, less congestion on the streets, safer roads because we'll have people who are getting behind the wheel drunk. and we will have great opportunities for drivers who need it. i think as we think about some of the lessons we have learned

in the past 12 months, it is to ensure we are consistently delivering on the promise to riders and drivers so that we have a better option than anything else out there and they are consistently coming back, and have a high quality, safe and consistently affordable ride, and that is as a copilot they can rely on on the driver side. inhink we are making strides that direction and we won't stop until we are getting it right every time. emily: some of my conversation with uber's make enjoys. sit down with diane greene, ceo of google cloud. fending off amazon and doubling down on innovation, next. this is bloomberg. ♪

>> on alisa parenti in washington and you are watching "bloomberg technology." president trump told reporters at the white house that south korea be making a major announcement at 7:00 p.m. eastern time today.

he also followed through on his pledge to impose a 25% tariffs on steel and 10% on aluminum. >> we have to protect and build our steel and aluminum industries while at the same time showing great flexibility and corporation toward those that are friends of ours, both on a trade basis and military bases. alisa: the irish prime minister welcomed eu council president to dublin. reportedly must be resolved before moving 40 negotiations. britain and the eu agree there cannot be a hard border between north and ireland and -- northern ireland and ireland. it is unsure how to achieve that. looking to punish who is responsible for an attack on a former russian operatives. enormous resources are being

used to hunt down the suspect. homes were set on fire in a muslim neighborhood. the government has shut down social media platforms. this was in sri lanka. global news 24 hours a day, powered by more than 2700 journalists and analysts in more than 120 countries. i am alisa parenti. this is bloomberg. just after 5:30 here in washington, that it is already friday morning, 6:30 in hong kong, we are joined by david ingles with a look at the markets. the friday morning to you. david: good morning to you from hong kong. as you were mentioning, we will be watching for what the announcement will be from south korea at roughly 7:00 p.m. eastern time about the open of the cash merchants -- cached markets in south korea. when you look at the early indicators, stocks are luckily

to catch a little bit. i'm looking at dollar-yen. the euro is also closely watched , following the change of the leverage from the ecb and the commitment to keep stimulus and play -- stimulus and play into we reach ideal levels for inflation. boj is a focus today, the have a lot of explaining to do given confusion in the markets for where they plan to take their version of stimulus. we will have to watch out in the asia-pacific session. more from "bloomberg technology ," next. ♪ ♪ this is "bloomberg technology." back to our coverage for international women's day. diane greene has been ceo of google cloud since 2015 and it

is a big job. last year, alphabet's technical at pfizer said alphabet has invested some $30 billion on its cloud services. was ceo ande, she founder of another company. we asked her how she made the jump to her current world leading google cloud. diane: i was in the background helping and as i got more and more involved and got to know what was available at google in terms of the phenomenal ever structure and technology and engineers, and secondly, realizing what a big deal the cloud is. i knew it was a big deal, but it is profound when you think about this is a place where everybody in the world can share and the whole world is going digital and being connected to all of these mobile devices and centers, and you can, you know, kind of make

this available to anybody to use, almost democratized technology. it was really exciting to me, the more into it i got. google have been talking to me about doing it and i have been helping them find someone and then eventually i just said i would do it. emily: the cloud is hotly contested territory. amazon in the lead, then microsoft. which one are you more afraid of? diane: [laughter] i can't say i am afraid of either of them, i do pay attention to them. did about the cloud $45 billion in business, and you could argue it is about $1 trillion business, so there is headroom for everybody there. microsoft and amazon have different strengths, and so does google. what i feel like as we are highly differentiated in machine learning and data analytics, we are different in our security.

if you want to keep your --ormation secure from information secure, our sleeves and network, we are the people that discovered various things. we have these differentiations that are where all companies are going to that's why i cannot say i am afraid. we have a lot of work cut out for us and we are working extremely hard. emily: you said last year you think we will has a good shot of being number one in five years. do you still believe that? diane: ioswords were coded -- we