we kicked off last fall with a women's series where we challenged female developers to create original apps, to focus on three health areas. nutrition, physical activity, and mental health. designed to empower women to be their own solutions but i am proud to say some of those apps are being developed for market. success, wethat wanted to convene the panel they so we could further discussion on women and tech to bring together leading advocates and voices to discuss the challenges, opportunities, and innovation in the field so we can continue to advance leadership in the field. for us, we celebrate the idea of being self-made. -- it makes me feel warm

men whoo see women and embodied that. is of the best qualities their willingness to share their experience and knowledge. i believe the social media reach in this room is probably ridiculously high. i encourage you to share your thoughts and comments in the #selfmadeiusing ntech. it is such a pleasure to introduce our panelists today. they are doing their part to bring more women up in their tech center. have alexa, the founder and

ceo of learn best. andrew siegel, cvp of strategy and corporate development for us here. williams, the cofounder -- rachel, the cofounder of change the ratio. have them.lled to without further i do, i am thrilled to introduce our speaker and moderator, chelsea clinton, the vice chair of the clinton foundation. [applause] chelsea clinton: thank you for that interaction -- introduction. i apologize for my husky voice. i have been under the weather and i will not shake any hands or give hugs paired it is not about you. it is about me. saidt to echo what joyce

from the clinton foundation perspective and say what a tremendously meaningful partnership it has been for us over the last year as we have worked to abandon the normal of the existence and demographic so that generally attracts 70% to 80% men. we are proud to set -- to have 70% to 80% women focused on women's health. it may seem obvious that women developers should be the one innovating on questions like women's mental health, women's heart health, but that was not always so obvious. i am thrilled we have proven again and again why it is so poor -- so important women should be innovating in these areas as well as leading in these areas there it we think conversations like this are so important not only to highlight women success stories and learn together what has continued to

work but also to help close the imagination gap for those not in the room today. there is probably a clear selection bias for those of you who came this afternoon. it is always good to see many men and conversations like this. we know for so many, the image that comes to mind when we think of technology is someone who looks more like mark zuckerberg than most of you sitting in the audience today. that is unacceptable if we want to build the world we want to live in, little rupee here is being so well behaved at seven the oneto grow up, and i want my daughter, charlotte, who is 13 months, to grow up and grow old and. i'm thrilled we will talk today about some of the different challenges that still exist for women leaders in technology but also what is really working as

demonstrated by the stories of our panelists this afternoon. i want to invite to the suite of , kia williams,s the cofounder of cerium, as you heard. alexa, the founder and ceo of learn best. richard -- rachel skyler, the cofounder and also ruby's mom and andrew siegel, the second of vice president here. while they are hopefully joining me in the directors chair, i want to ask all of you to give a big round of applause for hosting us this afternoon.

if my daughter were here, i would also want a birdseye view of her as well. i want to ask each of you why you think each of these conversations is important. and what we can do to help others understand why we have a vested interest in this conversation. i am asking this from a self interested perspective because i also find that people's eyes glaze over, like, there she goes again talking about women and technology. what can we do to help everyone in the room today with why the conversation is a must-have. if anyone wants to go first. >> i can only speak from my experience.

worked in personal finance out of college and back to business school. i dropped out to start a company. truly, very few women in either of those industries, but once you put them on top of each other, -- i just had a genuinely really unique experience, which was 24 years old, dropping out of business school trying to start a tech company. in so many ways, being a notch for nor is so hard, raising money, attracting talent. it is hard for anyone. but it would have been so much better if i was not constantly feeling like i was alone in the fight. i think there are so many things we could do to try to advance it. there are so many things we could do to advance it. the most common question i got was, what is it like to be a woman in finance, in technology.

i kept saying, this is the first question i keep getting and we have got to get past the question so we can get on to other questions. it was a lonely place to be. my personal experience, think and is it has turned out pretty ok so far. we really need to change the dynamic. women are amazing at everything. i wouldn't be in finance or all these other industries. >> thank you for inviting me for being on the panel and my done -- bringing my daughter to show her that you can be a woman in business and be professional and

still be a mom and have a child with you, even if it can be a little noisy. that.you for it took me a long time to consider myself a woman in tech because i did not know i was in tech there i was a woman in media working in startups before this notion was popular lies. popularized. by the time i was the editor, i was like, this is a thing. i did not really understand it. despite the fact i was in my mid 30's and was a former lawyer, as sophisticated as a person could be, i did not have the information of what it meant to be an early employee in the startup and what titles mattered. when i started getting into the

tech world, it took me a lot of time to come up with curve and realize, i was employee number one, i had been part of numerous media startups and had no idea i should have had equity, that there was a pattern followed for arguably, iees and i should ask for that title. unbelievable asymmetry for me. considering the fact i was in my mid-30's, a former lawyer, i felt like i should have known this stuff. this is like this for me and i this clueless and i did not had also takeni

and sort of assumed the position of a leader early on, what will it like for women in their 20's who really do not have the same access to that information? have beens as i may in my 30's, i was way more clueless in my 20's. abi know something now in my early 40's. this conversation is important for a number of reasons. number one is not to question women in tech as leaders but also, with that acknowledgment, it is really to get to the the definition of what is tech i do not code. i brought the html but i do not know how to code. that does not mean i was not an integral part of building the huffington post, being an advisor at numerous tech startups. i look around and see all of these women who have similar

roles but when it comes to the question of who gets to be in tech, the definition gets narrowed. the example i like to use is the gary, so when or we have this conversation, i come out of it in a defensive position because i have seen the way women tend to be marginalized. i try to head that off at the pass. that off with a reminder women are there at the beginning theying, whether or not are actually coding the code. women have to be treated in exactly the same way as male counterparts. thank you for your candor. thank you for sharing. andrew, how do you think about

this question from your perspective, given that you are in the position to hire and women, so many different formally in tech, thank you, or, as we were just hearing, maybe not tech but being in related fields. andrew: i am lucky because it is natural. i was meant toward by three women leaders who were the top in their field. and i am the father of two daughters. every so often, it will cross my mind to say you can do anything you want to. i stopped myself because no one would say that to a boy. i want them to grow up in a world where no one says that to a girl.

as it relates to technology, we live at a time where tech knowledge he has jumped out of this vertical where it was very specialized. everything you do as a consumer and executive is touched by technology. intoed women leaders knowledge he because it is no longer vertical. it touches everything we do. the point you made about health care, for instance, you all need to be part of the solutions created by technology. women make 80% of the health care decisions in our country and yet our partnership with ourselves is still viewed as innovative because it is so singular. says to yourne daughters you can be anything you want to be, i do not want us to be innovative in a year or two in these dimensions. what do you think about this conversation and how do we brought in it and what has your experience been like?

>> as a founder in my 20's, every day i wake up thinking technology to redistribute final medicines we have available for people who otherwise would not be able to get it. i think about coming to the panel and being a part of this. you do not get a lot of time as a founder running a business that is growing and scaling and his all-consuming, to pick your head up and say, where do i fit in the world and the atmosphere? i think a lot about, what is my identity in the sector p or i'm a social entrepreneur, a woman in technology. about thelot intersection analogy. the reason this conversation is so important is because we have to be able to identify and embrace multiple identities. a space wherete

someone can say yes, i am a woman in technology even though programming -- programmer, or yes, i'm a black woman in technology running a soldierly entrepreneurial -- socially on-chip and real end of her, until you embrace all of these identities, that is the importance of the conversation, creating a space where we can do that, and talk about that as who we are as people. you find that more organic and natural in some places than others? in the sane francisco bay area in the big hub of technology. pockets. small we are having, for example, i and there were pockets of folks identifying as women in technology or women in of color in technology. there are a lot of different

kinds of groups and it is more organic rather than facilitated by organizations. that can be really positive because you naturally meet someone at an event and tart up a genuine and ship. i deftly think there needs to be a little more infrastructure for people who are not able to attend an event like this. chelsea: i agree with that. i want to open the floor to questions. before we do that, i want to ask how we try to solve not only definitional challenges that all of you have raised. will but also the pipeline challenge -- but also the pipeline challenge, women narrowly defined through the fields or more broadly. andrew, i am obsessed with middle school. we are already worried about my daughter's middle school

experience although she is clearly just trying to learn to walk so i should probably be more concerned about that, that i am so worried about middle school for charlotte for a few reasons. in kindergarten through third grade, in studies done across herbal -- urban, rural areas, across the spectrum for children of color, every study yields pretty much similar results for the ambitions of girls and boys. girls want to be ceo's. they may not know what that means but they want to be. they want to be president, inventors, astronaut spirit they want to build things and design things. wey have all these ambitions can largely grouped together under leadership and that relates to technology, whether or not they will create the bounds of the market in which technology will be used or actually be innovators in

technology or using technology if they will be astronauts. at fourth grade, that really starts to deteriorate. by eighth-grade, the schism in , girlsthose dimensions no longer at the same levels as boys want to be innovators or investors or leaders in whatever field or whatever profession they would might the worst -- aspiring to peer we know that is happening for a few reasons. in middle school, math and science teachers start calling on girls less. both female and male teachers call on girls less. that is the age where we know not from cognitive science that girl's to impose themselves into arestories, that they absorbing. the television shows they are watching, reality tv, on the news, and not their own imaginations. of fixing the pipeline challenge is changing that dynamic and middle school so more girls have parents again

true and also parents and teachers and are in an ecosystem that is really supporting their dreams, whatever those might be. we also have pipeline challenge is at the high school challenge and professional levels as well. could you talk about what each toyou are trying to do now ensure that your pipeline is full of the most talented people possible, including women and women of color? alexa: i should have started when you asked what my experience was like, i started from the beginning of my experience, being a dropout at 24, trying to start a tech company. i should have said six years myer, a few months ago, management team brought up by of thethe biggest decade. it was a wonderful event. what was coolest about it is half the reason we got acquired was because the management team was.

the female head of talent, she particularly hired tech talent. a female head of financial planning. and a male cfo. things, three females and one male. odd orver struck me as anything. i was just always hiring whoever would the best for the roles. one thing helping the pipeline change is talking about where you are seeing good progress and no one ever said, your whole team is almost female or what does this mean. they said, your team is very talented. excited reason we are is because of the talent around the table. starting to see that change. in six years, i was kind of fun like a lone person to all of a sudden feeling like a lot of great people are there to choose

from. to excel alongside and really be a team. i would say one of the ways we can change the pipeline and talk about the process is not only little do and saying to girls you can be what you want, but just seeing success happen. the more we see success, the more we get to talk about it, i think the more normal it will be and the more it will be less women in tech. it will be people doing great things. that is the way i have always thought about it. i run a five person startup team. the good old days. great things happen. kiah: i hope i get to the point where i call that the good old days. things you did think about in terms of building culture appear at what is the culture we want?

i have two that are both males. there are interesting conversations that arise because of that when we talk to investors or funders. i have been told in meetings i should try to be soft by investors in particular. it is interesting. >> what do you say to that? [laughter] kiah: when you are a startup who is trying to get funding, in some respect, there is a power mismatch. you pick and choose your battles around when you will a something and when you will let it roll and let your white male cofounder do the talking and do what has to get done. these are real world challenges and everyone has, whatever you are limited -- >> it is better to be candid about them rather than to attend they are not barely -- not there. i appreciate the candor. clearly hurts the room, the collective groan, when you have

to defer when you should never have to. kiah: for every one of those conversations. i probably had eight to 10 conversations when people were very enthusiastic about the team and talent and it is not an issue. as we are hiring and growing, how do we do so in a way that is purposeful in ringing in talent but also recognizing that we do not live in a country -- colorless or a genderless world. we have to make sure we are getting applications in the door that reflect the company we want to have. ultimately, for us, because we are trying to serve in the communities, trying to grow a culture of people who understand and maybe come from similar backgrounds. as a small business, some things we try to do, to get applications in an automatically remove names, look at applications without looking at gender, without looking at other telltale signs of things like

the socioeconomic status, etc., once you get a good group, you have to be really proactive about it, proactively outreach to the community. you want to get applications from. you need to then realize everybody has biased. we as a graduate, has a bias that i love from fellow graduates. that is amazing but at the same time i have to recognize i have a bias for certain people who may be look like me or have similar backgrounds. we all have biases in the best thing you can do as a startup founder is put them in a place that tries to minimize some of the biases we all naturally have. i can't believe -- i should be able to, but even hearing you say it, you are so impressive, and you are from stanford. if youle package area still get that crack, we really have a long way to go. collecting my thoughts here.

it actually leads me into my answer to your restaurant, the, which was sort of like, how do we do this and what do we do for the pipeline. i cannot go back in time to high school and college and take computer science. all i can do right now is focus the tide that list as many votes as i can. i started something called change the ratio. in the ratio of women in tech and the media, but change the ratio of their visibility and assets and opportunity. bestay i found that works is with networking. how many people here have seen hamilton? do we love hamilton? please, everybody see it. i am committed -- canadian and i did not grow up with american history. >> we are happy to have you.

>> thank you very much. the part where george washington alexander hamilton to be his deputy and hamilton says great, here are my people. i have got hercules mulligan, john lawrence, yes? and he goes through and i was like, i do that. when people ask me, i know this amazing woman, this amazing woman, this amazing woman. that is networking. men have been doing that for centuries. they have responsibly and they say, i know this amazing guy and this amazing guy. these are my brose and let's ring them in. i did that with women. i am a huge fan of the interlocking -- i went from hamilton to taylor swift. that is a win. chelsea: and you have your daughter. you have to get a posse

who will think of you and recommend you and who will be able to draw upon you. women, i am in my 40's, i care a lot less. come to me. i have no problem smacking people down. you do it in public on twitter by backing up your sisters. you do it in private by sending the awkward e-mail they might not want to send. it is about having a posse and having a network and having each other's acts. think we can do it . that is how you get role models in place. >> yes. i think mentor ship, to add to that. one thing that was invaluable to me and to rachel's point of being able to give someone an itra hand or next arm, definitely had mentors to help me and. mentors who really went out of

their way to make my life little easier. i think that is one thing we can do. we. -- we all get the e-mails about something, hey, can you help me with this? i will fill up with 15 quick minute phone calls to say, what can i do, and if i could send one quick e-mail to help somebody, it is a thing that could help the pipeline. back to your point about getting nervous about middle school, my daughters are in middle when i was likely when they were young, male friends of mine turned me on to a couple of books. queen bees and wannabes. to put my older girl to sleep and i caught her reading it and it is a book for adults about what girls go through in their teen years. when the societal pressures and narratives come over, and i said what are you doing and she said, i want to know what is coming. [laughter]

what you have to do as a parent and a mentor and a role model is personally change that behavior. we are lucky enough and she is lucky enough to live in a town where the library has free printing. can go to the library and do that. programs forot of robotics. the school systems are not funding this because they do not have the money to. whoily, we have people understand that it is about rolling up your sleeves and being hands on. i posed this question to one of the companies in our portfolio called compass. this woman's name is christina allen, one of the great product people. she just moved to new york. she is a computer scientist and her daughter is a chemical engineer. the difference is you get your daughters working early holding

things. they have to be building and they have to be making. that becomes their narrative. you have to give her credit, she says her motto is, do not assume. create. chelsea: do we have any questions from the audience? i only ask you focus your questions on women in technology. but that is pretty broad. yes, ma'am. lorraine with the academy of sciences. i graduated in 1976 with a degree in computer science from stanford. from theh companies internet era in 2000. the numbers are excellent better when i was going to school than they are now. most probably know this is the case.

on intergenerational mentoring. the role models are not there. 1980's, when the computer went to the home, that is when the computer associated with men. culture.ed the whole women who have been successful in tech to help other young girls in middle school move forward. that is what we are involved in. the assessedfor with that narrative because the peak years of women infants -- in computer science at the college level were in the mid-1980's. in 1980 seven, women were more than one third computer science graduates. i graduated from stanford far earlier than you did, in 2001, 1 in four. last year, women were less than one in five.

though the denominator has expanded, there were more university levels aces for women to engage in computer science. women are participating in these levels. over the last couple of years, three states were not a single young woman has taken the computer science ap exam. we have a lot to fix. there is a lot inside the school system and outside and elsewhere. >> computer science is the most popular major for women now i stand. human biology, economics, etc., it surpassed it. >> that happened partly because stanford made a point, it started an effort a decade ago. that is a product of something that started a few years after i left and it it a decade-long commitment to do a better job of recruiting students and

supporting female students in their first year, so often when girls were discouraged by the culture they were immersed in. were determined to have the drop off so often happening even for freshmen women interested in computer science. >> pipeline building is so important but there are so many roles technology decide the a programmer. thatnk it is important women can be a technologist and not necessarily be a developer. he product -- you can be a product developer. i do not want to be in this whole notion that unless we have a certain number of programmers in the country, then we dealt. i want to lift up the fact that there are amazing women in technology not necessarily getting the recognition or

getting leadership roles. getting a highflying of women educated in stem fields, but there is also another type line that addresses how we more women cofounders not necessarily the developer but maybe a non-tech will cofounder. big tech companies, that is another pipeline of women who are here and hungry and ready and we need to also have that conversation as well. we are founddrew: it -- five of the best are founded and run by women. are of those women technical. the lead sentence of the report on the subject said there has never been a better time to be born a woman. i do not think there has been a better time to start a company.

there are so many tech founders and opportunities that technology provides that you do not need to be a tech person to start a company. . encourage you i know it is easier said than done but it is a wonderful time to get out there and get i have. trust that you understand the market. health or this is any anyone thinking about starting a business is they are their own best consumer. they literally said, wouldn't it be great if someone invented x, -- , not tohould trust quote reagan here, [laughter] but trust but verify. trust the market is there but verify it. women do have to be more than similarlyin

situated male counterparts. know your numbers. know what people are getting funded. and know what the other investors funded and what they passed on. have a sense of what exactly your needs are when you go in so you can go in and know your numbers cold. if you do not know them cold, you cannot be the fabulous, confident and dazzling entrepreneur that we all know you are inside. if you are bogged down by being will shoot then it your confidence. i try to tell people there is no substitute and it is still a that women tend to have to be more prepared than men across .he board

as long as we're seeing an online at truth, i did want to jump on the word trust because it is your life. so trust is awesome, but verify. chelsea: other questions or thoughts, in the back? tech editor for black enterprise magazine. my question is for kiah. do you feel there are unique challenges for women in color in tech as opposed to women not of color? kiah: i think being a woman of color,. od, there are more challenges in life. i do not think it is linked to technology in particular. we talk about a lot of identities i have. i'm a social entrepreneur also. my company is one with a mission. ,n particular, you end up with you are between these two worlds

where traditional foundations, a lot of larger funders are very risk-averse and they want to fund a lot of very proven models. on the flip side, you have venture capital dollar taking a lot of risk, but not necessarily in things like this, which will ultimately be very beneficial for lower income communities and of color. the challenges we face and i face as a woman of color, on the north, it has to do a lot with the intersection hourly of the fact i'm not just a woman. i'm not just a person of color. i am not just in the social sector. i have all of these identities. that gets messy for people who are used to looking at a person who looks different for me, who is running a different type of company. it is inherent in the life i have chosen. i am kind of determined to make it work and

>> other questions? in the red, yes. my name is mariana. my question. how do you think improving the level of interest and access to tech elegy for women and girls would help their communities, globally? bring up their communities, bring up education, how do you -- what are your thoughts? improving access and interest? >> we know that if every woman in the world just learn to read, then 170 million people would be lifted out of poverty. women and their families. given the gap that exists in the between kidsow, and also adults who want to go to school. and school buildings and teachers and materials and safe

and sanitary facilities to support teachers and students in hasols, we know technology to be part of closing the literacy and education gaps. when you ask that question i immediately thought that challenge. but also that as of yet discovered solution but also real opportuni. it is particularly important for women because there are literally hundreds of millions of women around the world in places where there are not available technologies who don't have access. who don't have access to the same mobile technologies that their fathers or husbands do. who even have access to a mobile phone often still are on a to g found, not a smart phone because the men and their family are so uncomfortable with the idea of them being able to have access, unfettered free access to information to answer questions

about their own lives. and in the veil of gender, there own bodies. the gender gap is not only crucial to empowering women but also to educating women and children in a way that will help ameliorate poverty and help their communities. >> i'm the prime demographic for the mentorship question and i wanted to raise in a comfortable hypothesis, something i am struggling with. talk to my peers they echo the same thing in a different creation. -- different variation. what you think about the hypothesis that women successful in technology are less willing to help their younger cohort because either they don't know other people or because they

decide to have families and do not have time or because they were so focused on themselves and it was so difficult to get access and opportunity that they just don't have the habit of doing that as men do? address the trope of women don't help women because it's not been true in my life at all. therefore, that must be wrong because my life? no, but i do think it is a troop. -- trope. the reasons you cite are legitimate. i have to say i have less time to engage and mentor right now than i did six months ago. i'm a single mom, my baby is somewhere and i hope she's with someone i can trust. babypalooza. i do reject the notion that women are less likely to help other women because my

experience, being meant toward, the list other people, , the whole point of the list is for mentoring and pushing up women. if you are having difficulty finding mentors, there are a couple things i would suggest. the first would be to find digital mentors. there is so much more out there from women entrepreneurs, amazing woman, that you can be meant toward by just -- meant by reading.by just but if you engage people on social media you will find not everybody will be receptive but you will find some people who will be. you can build organic relationships that way. i have made lots of online friends. i have given money to people

that i have met online that i still haven't met. that crazycause i'm but it's because i actually built a legitimate relationship through social media. it can be done now more than ever. the third way is by coming to events like this, getting up, and asking a question. what is your company, actually? network for the 2016 election. name -- doesve a it have a name? network is support and the name is madam president. my name is ashley beale. >> i like it, let's talk about

it afterward. >> one other thing i think i want to bring up is the importance of ally ship. there is an audience now skewing female which is great. but another thing you should be aware of and take advantage of and try to create is more allyship. many of the mentors my life are men. my two cofounders are men. bringing allies into this space, making them feel uncomfortable, being comfortable eating uncomfortable, i think is important. bringing them into these discussions and dialogs. the other thing i want to say is as your company gets started and you think about your company culture, i am not married, i don't have children. my cofounder who is a man is married with two children. we have had to -- part of this has been saying we want you to be a good father, we don't want

to shoulder the burden to your wife to take care of your children and we will adjust meeting time. you will leave that time because it -- at five because you want to pick up your kids and maybe you will be back online after they are in bed. creating a culture where it is not the responsibility of women to be the only caregivers and making that intentional in your company, and bringing allies on board who are men into that discussion and creating a space for them as well has been important. it has been transformative for don't think that you might have expectations of how come your wife doesn't do that? but when the rubber hits the that we want think george to be a good father and involved in his daughter's life. i need to come in earlier so i can have a meeting with him in the morning so we can get amount the door at five -- check him out the door at five. forms,come in multiple hitting male mentors,

potentially, but also creating a space in the company -- getting male mentors potentially but making sure you are treating men and women as equal caregivers and their family lives. in the back. [indiscernible] >> hi, i'm the founder of the , wen's choice awards w empower women to make smart consumer choices. i was also the publisher, working mother and working women magazine for those who have been around for a while. mentors are easy enough to find but they take work to find them. i mentor a number of women and have to the years but when you go through speaking engagements like this, find the people who are speaking, circle them, take a note to reach out to them beforehand. ask if you can grab a cup of coffee or let them know you are interested. then meet them at the event and follow up with an e-mail. the persistent.

who were 20 times over trying to reach me and finally they did. i had one woman who was so diligent that i finally started to mentor her and got her into walmart because somebody from my board sits on walmart. that's what it takes but it takes perseverance. don't give up, be very specific on who you want, we are going to help you. i just wanted to share that story because it does work. >> other thoughts or questions? yes ma'am. >> hi, i'm karen page. former teacher and i produce professional development in teachers and technology teaching and learning with technology. especially in sub-saharan africa. questionto pose the and i think our education system for a lackesponsible of confidence and women -- in

women. you have talked about middle schoolers, i was a middle school teacher for a long time. i feel it we need to take the startup culture of paying attention to culture and bring that to education. until we do and completely move away from a test driven breeding ground of competition especially in public schools where there is not a lot of making, a lot of work and creativity and confidence is coming from the outside. i'm curious if anybody is doing work with schools on hopefully a national approach because i think we need serious professional development for women and men teachers here in order to help young women grow. >> this is an area where there is lots of innovation and maybe kind of more apt to say innovation and experimentation at the local level across the country.

you might see a media lab where you went to the boston public school district or all sorts of different technology programs where they're doing a longitudinal tracking study. working with certain clutches of schools to have everything be moved to tablets and your kids are having the right to take the tablets home and those being wi-fi accessible so they can also learn and explore on their own while doing their homework ofiowa, building networks teachers who are really interested in helping to ensure that girls engage and stay engaged in the sciences so aggregate middle and high to showeachers as -- who has expressed interest and aptitude in math and sciences. innovationmuch

happening, some that is really built around technology and some built around pedagogy. i don't think we know yet what decade,ng but in a hopefully sooner we will know more than we do now so those of us as citizens can put positive pressure on local school districts. this is something to be determined at the local, not national level to hopefully take the best out of what we are learning from across the country. i just don't think we know yet but there are really amazing and different programs looking to solve these exact questions. maybe we have time for one more question. ma'am, in the white. thank you for the opportunity to ask my final question. is lowly and, i am a founder and executive director of global connection for women. my name is lillian.

i do want to say the organization is three years old 2015's -- wonnt 2015's best charity in manhattan. three years ago when we started i was unsure. to connect,is educate, and empower women and youth. we had the opportunity to work with the clinton foundation on a few product. now that we are kind of becoming more popular, there's a lot of organization both here in the u.s. and abroad that is wanting to partner with us. we are at a different growth level, not that we have hit all of our goals in terms of what we want to achieve as an organization, but we do want to be able to work with other organizations especially younger ones. my question is when you choose, how do you make a decision on who you want to partner with next? you don't have enough resources

to help everybody. onecently did an interview television in nigeria and i have 200 e-mails to respond to on a daily basis because people want to partner with us. i feel bad that i don't have enough staff to help everyone. when do you know when the partner and how do you make that selection? >> rachel? >> this is the continuous question i think you will have forever. i am right in the midst of this. we have seen incredible growth, we went from a california-based program to a program that has redistributed almost $5 million of medicine. but i spent pretty much all of my time trying to grow that business. this is where it gets difficult. you have to learn when to trim and maintain focus. we get inquiries from other

countries that want to use our software and we've had to make strategic decisions and say we are a five person team, we don't have the bandwidth to work in south america. that is just not where we are at. i think you can carve out some time in your own personal schedule to really carve out maybe a couple hours a week or set up a dedicated time for you to work on these out-of-the-box ideas and these partnerships which will maybe go nowhere but maybe the fantastic. as a social enterprise, i totally feel you. being upenge is always against your funder wanting to do these metrics but we have these potential crazy opportunities that can be amazing for the business. i think the best you can do is carve out the intentional about how much time and resources you will put into that but i don't inc. you can order them but you cannot lose sight of the opportunity for growth.

you cannot lose sight of your core mission and focus though. many businesses that fail at that juncture is because you are all over the place. >> we are 200 people strong and aing from five to 200 it is very important question. you need to make sure you pick one partner, to partners max, and focus maniacal and make a big impact. trying to have 10 partnerships running you all of the place that get you nowhere, your core -- cannots not run possibly run much less be a constructive partnership. this question does not go away but maniacal focus is probably the best thing. the last thing i will add is for everybody out there is entrepreneurs and people in tech trying to do hard things, sometimes i think one of the best things that helps move this conversation or would is getting

one or two people that will tell you the tough stuff you need to do to get better. i found that was the best thing that happened to me which was actually saying give it to me straight, tummy the hard news. -- tell me the hard news. being able to take feedback has helped me move myself forward as a leader, my business forward. people can help you pick those partnerships but help you if all you're thinking and also help you evolve all of us trying to do tough things, being entrepreneurs. thinked resilience and i you need to fight every day. >> i want to ask our panelists for some brief closing thoughts. if there's anything they want to leave us with as food for thought. rachel, feel free to use your minute to respond to the last conversation. >> i was going to say decision fatigue is real and something i have noticed since every single

decision i have to make is so huge. if you can outsource decision-making or take some of it off your plate you don't have to review every single one of those 3000 e-mails in your inbox. i know you want to but to move forward we have to allow ourselves to a mesh from the decisions. more generally, we are talking about how to lift up women leaders in technology. i think it's not only about just taking this and asking how to make yourself more of a leader. if i leave here with one thing, i really want to leave you with the notion that the rising tide really does lift all boats. your mission is not only to lift yourself up but it is to lift the community up and the community of women up. amplify the women around you, start twitter

fights with conferences that only have lineups of all white dudes, all of that. it makes a difference, it is making a difference. i want to leave you ladies with that. we all know that we don't live and a colorless, genderless society. i think all of us have a role to play in creating more equality and equity and opportunity for women, people of color. i think you have to be a little bit intentional about creating a space for what is your own personal impact. create aone can fabulous network of women that will rise the type for all of us. all of us have a role to play in our daily lives. the other thing i would have is focus, it might just be you bringing one or two more people into the conversation. having a conversation with a male colleague, having a conversation with an investor or

your boss or with an employee. i think the conversation has to get bigger. it has to include not just people who look like us. it has to include people who don't even know this is an issue. at a minimum, each of us knows someone who probably has no idea that this is all going on and it that is a struggle. at the very least we have a role to play in our daily lives in bringing more people to the table. been one of the people in the audience on so many different occasions listening to analysts, one thing that has been tremendous to helping people in our career is that the big gap is in not -- isn't knowledge, it is having the belief in yourself and having the guts to take the jump. i'll share one thing that is changed my life. when i was an undergraduate i worked in the happiness lab. it was an interesting experience for me. we took people who were 90 and had them look back at their

lives and they never once regretted something they did. not a person they dated, they see, butgret x y and they always regret it one thing. they said i really wished i had the guts to do this one thing. what i am parted on myself in learning about that is nine-year-old alexis sitting on my shoulder and when i don't have the guts to do something i are 90,xa you ar, when you you will have to do this. i don't think we have seen a decade like this, it is incredible. putou have an idea, 90-year-old yourself on your shoulder. write the plan, have the knowledge, and have in guts -- belief in guts. >> my advice is to never let a guy have the last word. [laughter] i yield the remainder of my time to the moderator. >> thank you andrew.

your daughters are very lucky to have you. i want to thank all of you for joining us today. for hostingank you us this afternoon and thank our panelists for being so remarkably candid but also clear in their candor and their advice. we know that this conversation is nested in a larger conversation about gender in this country and around the world, about race in this country and around the world. not in that certainly the united states or any country, two girls and women have the same rights and opportunities boys and men do? while it is important to success -- celebrate success for each of us, it is also important to continue to record highs the magnitude and contours of the challenges we face. were is so much else

could've talked about like the fact that the united states is one of only nine countries to not have paid time off from others of new infants. we could have talked about our wage gap. or any countries wage gap. even in celebrated scandinavian countries women do not earn the same. because we at the clinton foundation care so intensely about ensuring each of us is armed with whatever information we need, we launched the no ceilings full participation report that andrew was kind enough to reference, as was joyce. we brought together the largest aggregation of data for the opportunities for women here in the u.s. and around the world. we hope you will go to no ceilings.org and search by your own country. out what is really true and not yet true for girls and women. you can search by issue area. we brought some of the visuals to share with all of you during cocktail hour. we hope that qqq engaged in the conversation and hopefully it

will help each of you bring others into the conversation. until this is something we can talk about, we won't be able to ask questions like the ones kia and alaska -- alexei received. one thing we have vested interest in, we are so grateful you could join us today. thank you very much. [applause] >> coming up in just over an hour, but can residential candidate -- republican presidential candidate donald trump will hold a conference in south carolina. the latest polls show him with a 17 point lead. we will have that conference live starting at 2:00 p.m. eastern here on c-span. also today's white house

briefing set for 3:30 eastern now and we will bring that to you live from california. also, wrote to the white house coverage coming up live at six ago p.m. eastern today. we'll bring you allowed -- a rally in charleston, s.c. where jeb bush is joined by george w. bush. that will be at 6:00 p.m. eastern flags are at half staff in honor of the late supreme court justice antonin scalia. causes and noural autopsy was necessary according to a county judge. president obama ordered flags to be held at half staff at the high court where he served for three decades and other federal building set the nation. and u.s. embassies in military installations throughout the world. justice scalia was 79. now a discussion on the influence of the latino vote on the pending presidential

election from today's washington journal. host: we're joined bybrett the league of latin american citizens to talk about therole of latino voters in caucuses and beyond. thank you for joining us. tell us about your organization. what is your mission? latinothe league of the citizens is the largest in the united states. we have 130 2000 members and it overed in 19 29th there is 1000 council across the country and they get involved with helping their communities and focus on educational opportunities. work to help employment opportunities and we do a lot of the health space and focus on housing and technology. how are you focused

politically? are you involved with any of the campaigns? -- we we are a nonperson are a nonpartisan organization. when latinos engage in a democratic process, no matter who they vote for, the candidate star stoop attention to their issues and the solutions they have are reflected by the aspirations of the latino community. host: tell us about the latino community because it is not homogenize, it is diverse. 7 million latinos and most of them are mexican-american but there are quite a few other aptness cities. it weakens up to the second -- their choir quite a few other ethnicities.

the biggest immigration these days is from central america, not mexico. host: how many latinos are registered to vote of the 57 million? guest: the challenge we have is that there is fewer latinos were engaged in the democratic process because it's a young population and many of them are not quite citizens. in order to be able to vote, you have to be a citizen and the of age. because of that, there is far fewer latinos eligible to vote than we would like. we are trying to encourage as many as possible so there is two 2 million latinos who are eligible to vote at of that, 12 million are currently registered to vote. host: you can join our as well.ion as help g . these are the phone numbers.

you can also send us a message on their and a message on facebook i want to start by talking a little bit about news over the weekend that chief justice antonin scalia has passed away. this debate over whether or not the senate should pick up anyone who president obama nominates. do you see this as being an mightthat latino voters want to way and on? do they have thoughts on who might be nominated? on who might be nominated? i think it'stely, important for the latino community to make sure the supreme court has therefore complement of judges. this uportant because in court has been the last resort for many minority countries across america to protect our rights. that's what the court was designed to do, to be a check on the government and make sure the

rights of minority populations were protected. when it first started, it was not looking at racial minorities but ethnic minorities and religious minorities which is something the founders had in mind. course of that for centuries we have had our nation, we have seen the court step in and check the government from infringing on the rights of minorities in most instances. there has been brown versus board of education and many other places where the court steps in and be the ultimate arbitrator. it's aptly critical we have a full-court and it is ready to rule on the day and we have some important cases coming up that impact civil rights. i think that is critical and we believe it's important to do this but not for some reasons. supposed to be listened. it supposed to be independent of the government. it supposed to be an independent judiciary looking at the consti