captioning performed by vitac and he is devoted, involved, loving father and i have great, you know, i feel really positive that the girls growing up in both of my sons' families will have a fabulous, supportive male role model at home. and that makes me extremely proud. >> well, i just want to say i actually have sons like that, too. i'm just saying there's a taboo around homosexuality, not that you're raising sons to have sexual orientation differently and i've had success. my son is the best mother i ever saw actually, and i tell him that every day.

my sons are good mothers. but also i feel that mothers try very hard with their sons but the society is a very hard one. that's all. but besides that i'm fighting to go today. >> you're not fighting. it's great. >> i have a question related to what diana was discussing about how women are socialized in a strategy to project modesty. and i was reading a book called "gender speak" who talked about how women tend to use subordinate language across contract. as we see positions of leadership in our profession, how can we avoid using subordinate language without having to emu lay masculine gender role identity.

>> there's a wonderful article about how women introduce ideas around the table, they say maybe we should consider or another option might be. so we're inclined to use a lot of words that have doubt attached to them and they're read by alpha males or females as showing your lack of confidence or thought and it is really worthwhile practicing some of those things. saying things like i don't believe we can move forward until we have considered so and so. you can still sound authentic. you don't have to thump the table and say we're not going to do anything until we've done this, but there are ways to change the way you enter a conversation that change the way you are perceived. i've also had young women who say they've never been at a meeting. i say just sit up, sit forward and take the space you own.

how many other people fly on airplanes with the person next to them. any man who takes the arm of my airplane, the instant he moves his elbow, i will be there. it's a statement of space and we need to learn some things. do i think we should have to learn them? no, i don't. but until we get the change we would like to see in our culture, then i'm sorry, women from the age of kind of 20 to 50 are going to have to learn some of those tricks. so that they're seen and taken seriously. >> and then right back here. >> i'm in a generation where in the late 60s and early 70s we used demonstrations to shut down universities and get our message heard, which helped stop a war. but now women we have numbers, education and we have money. so if we really want someone, a

female represented on the board for apple, i would suggest that one of the best ways to do that is to use our buying power and also our not buying power, stop buying apple products as a cohesive effort, get organized about it and there will be a woman on that board in a short time i would imagine. >> you mean google. i mean, facebook, excuse me. >> you need to know what you're planning to do before you do it and then do you it. >> that's what we're doing. we're telling them what we're doing and then we're going to do it. but she's right. but facebook is hard -- they could boycott facebook or girlcott facebook but there are other ways we're doing it and

we'll tell them what we're doing. but you're right, product is a very good way to demonstrate. >> all right, right over here. >> as a female student in the male dominated field of film, i was just curious how your experience is in like male dominated fields is for -- i can't think of the right word but a field you've never been comfortable working in. >> it's complicated. >> what advice would you give to women who are in very tough field, male dominated fields? >> i started in film so i know what you're talking about. i spent ten years developing grass roots mechanisms to develop tax policies, things like carbon taxes. and then i was done doing taxes. but i spent a decade in almost

always the only woman when i was lobbying government officials, there would be a room of 15 people playing with policy, talking about the horse trading stuff that happens in policy conversations and there would be me and a woman taking notes. and i had cabinet minister that i would invite to meetings and i in those days worked at home and i nursed my son until he was 4 years old and one of my tests working with politicians was i invited them to my house to a meeting and nursed my son. and it became my acid test on whether i really wanted to do work with people or not. and it changed people's perspective. it really did. i think we have do it, we have to go through the discomfort of being the only woman at the table, the only woman in the room until it's not the case. >> my mom said to me at least they'll know you've arrived. and make that arrival count.

>> okay. so right here. >> you've been talking about some of the behaviors that women need to adopt in order to get up to the table and to be recognized. on the other hand you've talked about getting these male champions of change. and for women we have a very clear incentive for wanting to change our behaviors. and i'm curious what are some of the incentives for these men to actually change because if i think about drivers of change, it's often an opportunity for it's a threat. and i just would like to hear what is your perspective on what those drivers and those incentives would be for the men that we seek out as these advocates of change? >> we have a talent shortage in australia. our unemployment rate is under 5%, and that is driving people to think a little differently

until i think it's five years ago we had no drain driver who is were females. and it all came back that they used to have to jump out of the trains and trench the points and it really was very physical. now they have to press buttons. and all of a sudden it changed. we have very large companies in the mining industry that now say they'd rather have women driving their big trucks because they drive them more carefully. they have less accidents, they're better cared for. so there are things that start people thinking differently and we need to promote those things. but for men in australia, it's about how are you going to get the talent? if they all leave you after five years in your organization, what are you going to do? you know, how many people are we going to bring into australia as immigrants who may or may not be qualified and we've got all

these women who are qualified. it's not rocket science. find a way to incorporate the women in their organization. it does take a little while to get the message. >> in the states one of the things that's happening is sponsorship because what has happened is women are leaving in their mid 30s at enormous levels and every company in america really is trying to figure out why their women are leaving. when the women leave, they say i'm leaving to take care of my children but usually it's not that. they start a small business, they go to someplace else. so they are actually desperate to keep their women because they're not moving women up so there is an incentive for the companies. but what they have found is women will tell you they're mentored to death, even though mentoring helped but they're not sponsored. some of the best companies are actually starting sponsorship programs, which is different in that somebody's advocating for you when you're not in the room, pushing you off the ladder. and those programs seem to be working. and what's also working is as

women get in there, there's so much research now that it is over the top around the difference women make and about how women are now at least as good as -- or better than men on every aspect of leadership that keeps coming out in the harvard business review, et cetera, and men are saying it as well as women. so it's moving, it's just slow. >> i can say that in business when the discussion becomes about affirm tifl providing women opportunity that there's a certain surge of interest that women have for the conversation obviously but men tend to wither under some kind of light that appears negative. they get quiet, they don't necessarily approach the subject matter as making a difference in it and the very few who do have i think an extraordinary ability

to be different, to actually recognize that they're deviants from the norm. and there's an advantage to that and there's also a disadvantage. so right now it's to no one's surprise it hasn't flipped where that advantage business case advantage, an advantage in terms of personal career has moved to a level where most men want to do that. but it's important to recognize that there is a withering. i've seen it happen in speeches that i've done where women have gotten excited about the opportunity and the men have gone the other way and sort of slithered out of the room. so whatever that is, that's got to be addressed. i'm not sure exactly what it is but it's a great question. >> if we could give all businessmen a 25-year-old daughter, that really changes the agenda because suddenly they

become curious about what happens in the workplace. >> true. >> but i don't know quite how you manage that. >> it's true. it's actually true. >> right down here in the front row. >> my biggest challenge is when i bill for a service and i'm growing my service or i'm helping someone even more and more how to address to them that the rate needs to increase and how in your personal experience how have you addressed pay increases? >> it's a really key question and your question has a bunch of different dimensions, i think. i grew up with a work class background, nobody was in business in my family. business people were, you know, negative. i got no training in business through my entire education

because my university career was in the arts. so there's something i think really essential about teaching everyone but particularly teaching women basic business economics and finance and how to own our numbers. one of the big phenomenons that's talked about a lot in progressive business communities, whether it's sbn or c-corporations, there's something that shrinks from the money, that shrinks from the numbers, that shrinks from finance and we have to tackle that. we have to get really good at it. and there are mentors out there to really help women really get good at the numbers side of business because it is an essential piece. you don't get to bring your values forward and you don't get to do the transformative work of reinventing the world in business if you don't make the numbers work. but there's an energetic thing

to owning numbers. you have to learn how to get the energy present when you say i need to charge more and here's why. right? because we shrink from that. and i think that is half of the equation. when i was introducing the notion that women aren't getting capitalized and financed. let's just say 50% of the problem is the majority of people making the decisions about money are men and it's more comfortable for them to give it to other men because that's where their comfort is but let's take responsibility for the other 50% and let's us get good at it. let's get good at asking for money and recognizing our value and putting it forward and then let's teach other women how to do that because it's the only way it's going to change. [ applause ] >> one of the ways that i find helps me authentically is to talk about i'm going to need to change my fees as of such and such a day due to the increase

in this, this and this. it's not like a today/tomorrow. it might be three months out. and that helps me feel strong about doing it. because i found out at one stage was paid about 60% of what a man in an equivalent position would be paid. that made me some mad i did something about it. but women start off on their first job, they walk in, we're going to offer you $40,000 or whatever the money is and they say thank you, that's great. when they offer the same money to the man he says, oh, i was hoping for more than that and what are the other things around that that make up the package? so what happens in australia the first year in the workplace the women get paid significantly less and as most increases in corporations are done by percentage, that just grows. but i agree exactly with donna.

you can't back off from it and you've got to find ways about talking about money. and there are lots of good ideas on google, you know, google it. and, you know, it's a matter of saying this matters to me, they're undervaluing the services that i offer. get mad. >> can i -- can i say something like a man, please? the lesson to learn from my perspective because i don't the conversation really because honestly it's your service and he's your customer or she. it's your job to prepare in whatever way you need to prepare to get the money you need to do what you need to do and there isn't any other way to get it except ask for it, unless you're not good at it.

then if you're not good at it, just bail a few times. i don't know if you'll be fired because you asked for money badly. i think you might even be instructed. the last thing i'll say about it is there are training courses -- i hate the digital world now because the face-to-face stuff isn't as accessible. i did one years ago, the ibm sales training course, all executives or junior executives -- you have to work at ibm -- to take this course because it taught you negotiation. and it's just an art. and once you get the buyer/seller role playing, it's easy to take yourself out of it and just ask for the money. >> i have to tell you the best story about this because linda babcock is one of the best negotiation trainers in the world and the only difference about women and men in

negotiating that i thought she got so well is that if women negotiate tough, it doesn't have the same effect as if a man negotiates tough. so she says and i think it's nice because it changes your face that when women negotiate tough, they have to be relentlessly pleasant. you know? and it's kind of a confidence thing and it's kind of a tough thing that doesn't, you know, hurt. and i just thought that was a marvelous thing that she teaches women, if you're going to be tough, just be relentlessly pleasant. >> how about over this way. >> making these problems -- thinking about them internally like you've been saying, and like trying to make the change happen internally, how can -- what can a man do to basically work through some of these

biases that we tend to have that we've grown up with for so long? what are some techniques we can use like from a more masculine perspective, i guess, to adjust, you know, what you want to see adjusted. >> you are asking with regard to getting employed or once you're there what you might do to improve it or is it a little bit of both? >> it's with regards to sees the changes, getting actually more women at the seat of the table. like we have these tendencies, you know, to just want to get on top, you know, and just the tendency that you're raised and brainwashed into. so what techniques can you use -- >> well, you could be a spy. you could be an infiltrator. it reminds me of this very light-skinned african-american guy that used to work for me and he went to get a job in the

advertising business at a very senior level and not only did they offer him the position but they gave him more money than he had ever gotten before in the offer and he came to me because i was mentoring him at the time and he said, joe, i think they think i'm white. should i tell them that i'm black? i said absolutely not. i said take the money. and then once you're in the position, you can do the things you want to do so once you're inside, use the ability. once you're in, you have the ability to bring women in. i think it's great. it's what we're talking about.

>> we have time for one more sho short question. the woman in the front row. >> yeah, i agree with what you said, women sometimes have different perspective of the world. so sometimes they can bring very awfully good products to the society but in terms of operating a new public product to the society, always need some planning to get started. so a what kind of suggestion, what do you give in terms of attracting investment as well like a grant to get started? >> well, i think it's complicated. i think we're at this new edge and i'm really excited about the role of crowd source financing as one of the tools for women, for people of color, for, you know, the disruptive business

ideas. i think there's new ways for people's money, women's money. and because it's infrastructure, there's something highly democratic about the way they can deliver money to people that otherwise can't prototype, can't prove, can't get some idea to on the ground because you can't get real money until you're on the ground, until you've built it and proved it and shown it and people can kick at it and you've got sales coming in. the real money doesn't show up until you're there. and until you've done a million dollars in sales or you've been around for a couple of years and you've got this client.

and it just not where i've came from. i've had to build -- the project i'm doing right now, i sold my house to finance it. so sometimes as an entrepreneur you have to really get in and be really risky in order to make it go because investors are much more interested in you when you say you have skin in the game. in my case, i have vital organs in the game. >> also, there's one other thing i want to add for you personally. work on the presentation. watch the shark thank. you'll get better and better. >> okay. on that great advice we'll end the discussion. so thank you so much. we're so grateful that you all could come. [ applause ]

this weekly from london, the ceremony and pageantry of the state opening of parliament. until recently parliament's official opening was usually held towards the end of the year. with changes to their election rules, it's now been moved to the spring. and wednesday queen elizabeth with formally outline the government's priorities for the upcoming year. live coverage starts at 5:30 a.m. eastern on c-span2. >> now to a discussion about financial regulation in the u.s. and how it affects job creation and the economy. this is about two hours. >> it's a great discussion that

brings up our next conversation. i'm looking forward to it. i'm going to invite the panelists up for this next conversation as we got the chairs swaituated. we're talking about the legacy of the financial crisis and insuring against the financial crisis. i'm sorry to say carmen arrived from a flight from china early this morning, is not going to make it today. we have congressman scott garrett, the chairman of the subcommittee on capital markets and house financial services experience committee. we have the deputy of the treasury of the united states and we thank secretary wolen for being here and we have arthur levitt, former chairman of the securities and exchange commission, senior adviser to the carlisle group, a man who has worn many hats in the

financial markets and government as well. i thank you for being here and congressman garrett, i thought i would begin with you. i'm going to take you back to 2008, the financial crisis picking in and the period after that. you opposed the stimulus, you opposed the frank dodd legislation. how would the world look today if your way had prevailed? >> couldn't be much worse i guess than after all those situations went through. i guess the term that barney frank always used at the time when we were saying why don't we do this, why don't we do this after the fact, he'd say those are all counterfactuals and you can never go back to anticipate would actually would have occurred but with regard to two, three of those points you raised, with regard to the stimulus, had we had not misspent over $700, $800 billion, we would not be looking at the deficit levels that we're doing right now.

certainly if we had not advocated our constitutional responsibilities as members of congress to be having control of the power of the purse and abdicate that to the administration and to the fed, we would not be in the situation where we are today. where we have created an essence of a moral hazard in the marketplace, which i don't think anyone up here on any of the panels can put a price tag on as to how we're going to dig ourselves out of that abyss. in many way it is would be much worse than the climate today. >> how would the world look differently if the government had not responded to tarp and the stimulus? >> i think we forget what the world fet like in the late part of twait and early pa

of 2008 and early part of 2009. we really felt as a country and we at the treasury like we were looking over the cliff and into the abyss. and i think it was critical that congress put forward a plan that helped bring the financial markets back to health, which was an important aspect of getting our economy back in gear. if you look at the recovery acts, i think the evidence is dead clear it was an important part of getting our economy back to positive development and growth and if you look over the last, you know, 26 months we've created more than 4 million private sector jobs and i think important to that was the government both through spending and through tax stimulus making sure that it played its part in helping the private sector begin to unravel from the horrible stress it was in. of course we put together a critically important financial reform package that meant that we as a country could have a financial system as a basis of a strong economy that was stronger

and safer and better protected than it obviously was when we were suffering all of these horrible dislocations. and i think all three of those things, which all enjoyed important bipartisan support were important critical elements in getting us to a place where we are now, very important an economy that is creating jobs and has grown 11 quarters in a row. >> could we have it happen again tomorrow? are we in a better position today than we were back in 2008? >> yes, i think we are in a better position. i think that for a combination of reasons. i think that secretary of the treasury paulsen was a real hero. he made a tough