Okay, welcome everybody to this panel and thanks for staying back. I have, I'm very happy that we have a very diverse panel today and I take the opportunity to introduce it. Before that, why are we doing this panel? I think there are a lot of questions in our heads or let me speak for myself. I think there are a lot of questions in my head when it comes to women in technology, women in startups. Are our problems really real? Are our problems perceived? Do we really, what do we feel is really legitimate or is this just something that we have to overcome? And I think these are not really easy questions to answer because it's not just about the mind, it's about mindset. And I think the idea really is to learn from the stories of three people that we have over here and to see what we have to take away from these stories. So the way the panel will be structured is I'll introduce the panelists and we'll have two rounds of questions with them following which I really encourage all of you to come out and ask questions. Don't feel shy, ask the most, I think ask a question that you think is important to you and that means it matters a lot to you. The idea is really to have this exchange and this dialogue today and not just to have like a one-way conversation over here. So I really hope you'll participate in the spirit of participation today. So on the panel with me today, we have Richa Khanna who's a software engineer at OlaCamps. She's been programming since 2006 and she's developed different products for OlaStore and OlaShare and many other features before she's moved on to back-end engineering in Ola. We have with us Neha Bagaria who's a two-times entrepreneur is currently the founder of Jobs for Her, an online portal to enable women to restart their careers after a break. I'm sure Neha will have a lot of interesting things to tell us. And then we have Leena Esen. I think there's no moment that I have felt prouder about Hasgi Conferences than to have Leena on stage here with us. I think Leena's first speaking career really began with Troitcon 2011. And I think more than anything else, I've been very grateful and appreciative of how Leena has been so contributing to the Hasgi community, whether it comes to DevOps, whether it comes to JavaScript, whether it comes to Troitcon. Leena is a regular instructor and speaker at Hasgi Conferences. Moreover, Leena is the co-founder of Multness. She's the CTO for over eight years now. And she's also very active in the Rubicon community and is the organizer of Garden City Rubicon. So with that, I'd really like you to welcome all the panelists on stage. I'd like to start with the first question. I think it'll be nice if each of the panelists are spent about five minutes each talking about, you know, your journey, what got you into doing what you're doing today. And what are the kind of challenges you faced and also what are the kind of successes that you've experienced in the process? What factors do you think have really influenced your decision to be where you are? And I think, Neha, you will have a lot to speak from the experiences that you've also encountered from other women. So maybe I should start with Richa. Hi, Janak. Thank you for giving me the opportunity to share the panel with you all. What I would like to say that I got fascinated with computers, programs. When I saw my C++ program in 2006, and then I decided that I wanted to pursue my career in technology and I got my bachelor's and master's in computer science and then I landed up in Texas Instruments where I got this internship opportunity through college placements and there I decided that I'm going to pursue from here only. So in my journey, what I have seen is when I was doing internship. So at that time I've seen the women are there in the freshest roles in this D1 role, SD2 role. But as the role becomes greater and higher, the women are very less. So I've always had a question in my mind why I'm not going to give up. I'm not going to sacrifice my ambitions. Why become less ambitions? Have you seen any guys becoming less ambitious when they become father or something like that? No, so that's how after my internship I was exploring new technologies and then my friends suggested me to check out Android and then after some of the workshops I attended and started learning myself. I saw a good opportunity there and then I began my Android journey and then I landed up in a startup called Snapshopper. After that I worked on their visual search app. I developed myself and led the development for a couple of like nine, ten months. Then after that stint I joined job now and led the development of three Android apps there. I didn't find a senior woman in engineering there. Then after that I moved to Ola. When I joined Ola, I was happy that Ola girls are there. So my journey became making friends with girls.  No, you should hire on skills. But at least encourage girls to come forward to be in tech roles because in my college, in my college where I studied there are a lot of women and they were good in academia. So what happened after that? So that is the question we have. So when I'm in my company, I always ask my managers, you know, to check whether to go to events and see what are the different women in engineering roles coming and talk to them. So that's how you can ask other women to join in your team. Thank you. Maybe, Lina, you could continue and then Neha could take over. Thanks, I know. And asking team for inviting me. I started my speaking career with Haskeek. So I've been a regular at Haskeek events. So I, regarding my journey, it started pretty early. I still write code. I'm heading the engineering team, but still write code. Computers really excites me. But I was never a, I don't know how many of you know this. I was never an engineering. I never came from an engineering background. I never did VTAC or anything. I just took diploma course. Then I realized, okay, this might have to take forward. I'm basically a commerce gadget, but I stopped my commerce and the connection for commerce after once I took my path to computer. So like, like what she mentioned, I think I've hardly seen women taking up roles. Usually wherever I join, I'd be one among the two or three people at the company. It's, even though, even though we have seen a lot of skilled ladies or girls who can do a lot of things, but they stop abruptly. So I think Neha will have a lot of stories to share on that friend. But, but I don't know whether I've given enough thought about it, whether I should have given enough thought about it. That I don't, I don't know. I've always, I've always been focused on, okay, one thing that I've decided that I am not going to stop my ambitions because I have a family. It's not easy. I have two kids. Luckily, things worked out well. I'm thankful for that to my friends, my family for doing that. But, but I, the decision always came from me that, okay, I took maternity leave. I had a few months of breaks whenever I had, I had to go through my maternity. But after that, I decided, okay, I'm not going to stop. Okay, let's, let me see how far it can go. And then let's see when, when this starts going to school, maybe I have to stop, but until then I'll continue. Like that it continued. I, and even though, even the co-founder thing was very accidental. One of my friends started the company by the end. I just joined him. I didn't think about how far I can go. And he was also very open. Okay, let's see how far it can go. And then it's been nine years since we worked together. And then we are, we are happy where we are. Take it forward also. But it's been, it's been a challenging story, whether it was, it was different because I was a movement. I don't know, because it's challenging for everyone to build, if you have to build your career. And, but I've seen very few women, whether I've actively did something to change that. I don't think so. Other than the fact that whoever talks to me, I encourage them to continue their career. One more thing that I can, I think I can do only time to tell is to encourage my daughters to have a career in their, in their life. Don't, don't just stop because it's too tough. So, so that's, that's the only thing I, whether I've done anything actively, that's the only thing I did. Whether I'm interested in doing it forward. Of course, of course, yes. Because I've started noticing things more, because maybe I've just found, found something on my own thing so far. Now I have become aware of these things. Maybe I can do more. So, I'd like to let Neha continue, because she will have the motion mode of stories. Hi everyone. My name is Neha Bagaria. I'm, I think I'm the only non-techie in this room. Oh really? Okay, that's good to know. But so I'm actually a finance and marketing graduate. I graduated from the Wharton School in the University of Pennsylvania. And I did a typical internship, some internship at an investment bank. Decided that's not for me. I was much more interested in social entrepreneurship. So started an educational center in Bombay. It was called Paragon. And it was to bring the advanced placement program back to India, which was basically the American version of the IBOA levels. So I became the college board representative at the age of 21. Did that for two years. Was looking at expanding it. Then I met a Bangalore boy and I moved to Bangalore. So that was the first big change that happened in my career, which was very linked to a life stage, which was marriage. But I moved to Bangalore. It was very difficult to keep Paragon running in Bombay. So I shot that and joined my husband's family business, which was in pharmaceuticals. So I was finance grad, went into education, then went to pharmaceuticals. But luckily, if you've studied business, you can be in any industry, right? Because whether you're selling chewing gum or you're selling medicine, the same principles apply. So I did that for five years. And in fact, it was a great journey. We expanded to Sweden, to the U.S. As a finance student, it was very interesting to be on this side of M&E deals. And then I got pregnant somewhere along the way. And I thought, like, that's not a big deal. I decided to take leave for 40 days. I didn't leave at my desk. And then a baby came into my life and things changed. And that's when the second life stage happened to me. And differently from me than from Lina, for me, that was a huge showstopper. And I felt that, you know, especially again, this is where a lot of your upbringing, a lot of your community, your society, had a lot to play in it.  Okay, according to everybody around me. And that's what hit me. I decided, you know what? Anybody can be the CEO of Kemmel, but only one person can be the mother of this child. And that's going to be me. And I took a break. So I stopped working. And before I knew it, it was three and a half years. And I had had a second baby. Luckily for me, though, when my second one came around, I was forced to shift my attention away from my first child. For the first time since he was born, I was forced to shift my attention away from him. And I realized that the skies didn't fall down. And in fact, it was actually good for him. You know, he started becoming more responsible. His relationship with other family members started growing. And second time around, motherhood was also easy. So also by then, a lot of frustration had seeped in. And I was really start questioning myself whether, you know, who am I? Like, is this the person who I am? You know, constantly nagging my husband to get home in time or wanting to have my first adult conversation of the day with him, even though he wanted to have that adult conversation with the TV.  It was so difficult coming up with the answer because saying mother, domestic engineer, housewife, nothing cut it, right? So one day I decided I needed to get back to work. And for me, that initial jump was still easy to find a job because I could jump back into our family business, right? I knew exactly what the need of the hour was. I had carved out a role for myself, which I knew I could perform. And still, even with that backing, it was still extremely difficult just because you go through a huge crisis and confidence. You know, you feel that, I mean, I was a finance grad from Wharton and I had worked in finance now for all these years, but I felt like I didn't know anything about finance. You know, I bought myself a laptop, which I could downgrade to Windows 97 because I was comfortable with the keyboard shortcuts from that Windows. And I was just not sure if I could manage both, right? After being a full-time mother for three and a half years, I wasn't sure if I'd be doing justice to my role of motherhood plus my role in the company. So the initial plan was very difficult, but once I started working, I realized that, oh my God, this is not rocket science. I didn't forget everything that I had worked so hard on. It was just a comma, it wasn't a full stop. And why are the women not getting back to work? So I started asking all my friends, and I'm sure many of you in this room know women who've taken a break at somewhere in their careers, and many of those women who've not gotten back to work. And I had friends who were lawyers, MBAs, architects, engineers, and they were just not getting back. So I started asking them why they're not getting back. And some of the reasons that they told me, right, was that one, they didn't want to go back to their old companies because their peers have become their seniors, and that's very difficult to digest. Two, new companies, they felt that new companies won't take them because of this gap in their resume. In fact, many of them were being told that you need to hide that gap in your resume somehow. And three, for the techies, it was just like for them, they felt there was no way they could get back in tech. Even if they weren't in tech earlier, if they were even thinking about getting back, they were looking at getting back into HR. Because they said that, hey, if you've taken a break for even longer than three months, you've become outdated. Technology has moved on rapidly and we don't know anything anymore. So a lot of what I realized is what got me to start a portal which was exclusively for women who want to get back to work because the big shock that I got was when I realized that this is not just my problem or my friend's problem or the women who we know problem. There are about one and a half million women in India who go on a break every single year. And so about 25 million women in India who are on a break and they want to get back to work and we have to find them a path back. And that's really where Jobsohar came along. So I started Jobsohar last March in 2015. Again, with my very limited technical skills, I managed to cobble together a website which is actually a WordPress theme, classified WordPress theme. I got my MVP out there to just learn and understand and validate our existence. In six months' time, we had about, I think by then, we had about 500 companies, tons of women on the portal. We had tons of matches already made and I realized that, okay, this is what I need to do and this is what we need to invest in. So today I'm happy to tell you that I have a CTO co-founder who is in fact ex-SnapDeal, Microsoft EA. He's built a strong product and tech team at Jobsohar. We have a KICAS website that we launched on June 24th and we are across India looking at scaling it up hugely. There are 1600 companies now who are on the portal despite and because sometimes, because they know that the women who are applying to their jobs are women on a career break and they are welcoming them back. Thanks. Before we open the floor for audience interaction, I have one question for all three panelists. I think the question is in bothering me is that at workplaces, we are not just women. We are managers, we are co-workers, we are colleagues, we are bosses. There are other identities and roles we play as well. Now, how is it compared to men that we negotiate these roles? What have been your experiences at the workplace? Has it really been a disadvantage to be a woman? I think that's a question that's really going on ahead especially after the election results yesterday where people have come forward and said, we should have never said Hillary Clinton was a woman. That's really what caused the election defeat. I think the question has been bothering me for a couple of days now and especially after the results yesterday is how do we really negotiate through these roles? What are our experiences? What are our challenges? I don't know. I'm in the office. I don't think my gender has to play a role when I'm coding or anything or when I'm working my sprint. So all we are engineers and there, only the skills matter. So when my managers give me some task or I have to complete my task, it just matters. I'm able to complete it within time. The quality matters. So most of the time you have heard there are biases in companies, there are pay scales differences but according to me, what I have seen in Ola and what I've seen in my other previous startups, the involvement is really pretty cool. It must be like some girls have created that thing in their heads or maybe it has their experiences but in my experience or in my colleague's experience we haven't seen those kind of biases.  So I just want to say that when you are in office and lots of depends on the culture and lots of things depends on the manager and the office environment. So at that time if you want to play a woman victim card, in Ola several times it happens we have sprints which has to go till night it's 12 o'clock in the midnight but still I'm at office because I want to release that item. I feel satisfied when my things get in the prod and when I was developing app and I developed Ola share so when people were using that share and when my friends introduced me to other friends they see the girl who did Ola share I become so happy and I don't count the days when I have worked for nights at night because that is the satisfying and happiest thing for me.  That is the thing I want to tell. Thank you. Okay so I can give you a contrarian view a little bit of contrarian view. So there are I mean and again because I work in this the kind of research I do in this and the discussions we have around this I would say so there are a lot of internal and external barriers both that are holding women back when it comes to really like shattering the glass ceiling right like Hillary Clinton and I mean some internal barriers of course have to do with what Sheryl Sandberg talks about right that you need to lean in you need to sit at the table instead of holding yourself back when like you said staying back and working on that sprint getting it out the door raising your hand if there is a very challenging project that is being offered and not saying that oh but I don't think I know 100% of what is required so there are tons of internal barriers that women face and that kind of I mean one could have to do with nature and nurture right I mean by nature women are known to be more perfectionist than men and by nurture you're always you're called bossy you're called aggressive if you are very outspoken versus a man being called a leader so those are all the internal barriers that we go through even as a company though in corporate work places there are several barriers that hold women back right I mean if you one of the very important things when it comes to career advancement is networking opportunities now when networking opportunities mostly will be in the evening or night in bars, smoking clubs they end up excluding women and especially if there are women with families, children to go back to it's very difficult to make the time and the bandwidth to attend those networking opportunities and if you're not networking and I'm sure this is true of all worlds technical and non-technical at the end of the day you need to get to the right people in the companies to keep advancing in your careers second is of course finding mentors and sponsors in companies most of the time if you look up they're all men and it's very difficult then look up in your org structure in the company org structure they'll be all men and it's very difficult then for women to reach out to male mentors sponsors even though it shouldn't be men end up being more comfortable mentoring and sponsoring other men and without getting the right mentorship and sponsorship it's very difficult to advance in your careers another thing that I also see very often is flexibility especially in the technical world there's a lot of flexibility that can be provided but women are always almost judged or evaluated negatively for asking for flexibility so if there was that sprint that made you work on it till midnight it would be great if your boss said that hey you need to get back home to make dinner for your kids and put them to sleep why don't you finish doing that and then finish that work today but as long as you get the shit done I don't care whether you're doing it from here right now or you will do it at some point during the day and we are a long way away from flexibility in India even though we have technology supporting it it's a mindset that needs to support it in fact in many companies also they have run experiments where they have provided flexible job roles to men and women and they were shocked to realize that the men were opting for it much more than the women and the reason for that was because women were just worried about being judged negatively for opting for flexibility and the men were like oh yes please give that flexibility to me I would love that so yeah there's still a lot of internal external barriers that we need to get across if we really want those women to reach the precedent of the United States level yeah so I think I agree with the internal barrier that's causing more than the external maybe I don't know my experience has been positive like what Richard was mentioning I have not seen a case because I have never thought whether I can say this or I can demand this that kind of a question luckily never occurred to me later most of it like okay I want this okay I don't care what others think you can see what happens maybe it was lucky to maybe brought up in that way or I don't know and then it's always like that then it started realizing okay these internal barriers exist for many other people and then I realized that okay I don't have to be caring about what others think okay if you want it you demand it and then see okay what happens and then work it doesn't work it works if it is for you because I think it has a huge play in this societal pressures like how you go for work how do you manage I mean I started ignoring it I mean there is no you can't control others behaviors like I mentioned I don't think this is much true with the gender diversity every place that societal pressure exists I would say that I had created that habit of ignoring I don't think it is relevant to me that might have been one thing maybe when I look back that would have been one thing that helped me to reach at least I don't know whether it is a huge ladder or something but wherever I am I am happy with my career so but that how do you encourage people to do that like speak up right I think that's what Sanjeev also mentioned in the book I mean you demand things you go and ask what you want see what happens right how do you encourage that I think when Sainab approached me for this particular talk what I am saying was one thing that I don't why I the question I had was is this the right forum to bring it up I think the problem is at homes at colleges at schools right where they don't encourage people to talk right I mean when you stand up and ask a question it was misstretched and then that itself is like a huge discouragement when you are at 8 year old 10 year old 20 year old and then by the time you are 22 or 23 when you start your career mindset is fixed for this kind of things so so the problem is much much before that I think Paul Graham has written an article related to this I believe someone else was telling me this I am not read that fully but that is I think is the problem right it has to start at the very end age I mean there is nothing wrong if you are asking for I mean you are not as long as you are not doing any harm to otherwise other one others you should ask things how do you encourage that maybe as women as parents we should encourage that to our kids and then that might be a change it can change maybe few years down the line but that is where it has to start because starting at the age of 22 or 23 might be too late that is why I think thinking on this at this point if there are any questions we should really or any doubts in your mind any questions any comments please feel free to share them we are down to the last few minutes of the panel so it would be good to kind of hear from the audience hi my questions to you Neha you said you have these portal jobs for women do you like you mentioned the gap and to cover the gap in technology is really hard so is there some arrangement that these companies that come to you or you yourself as an organization provide to train these women to get back on get back to speed thank you that's a great question so there are lots of different initiatives we are doing to bridge that gap one thing is of course that we constantly on our portal have tons of workshops webinars that we constantly offer to help women and re-skill second thing that we do is we get companies to offer returning programs so what returning programs is that the way college students have a three month, six month internship program we are getting companies to offer internships for women who want to get back and over they pay the women a stipend for that period of time and over a three month or six month period they help in upskilling that women on the job and that has been a very successful way in getting back the third thing that we are doing is in fact we just launched an initiative called bring her back specifically for women in tech what we did is we got an IT giant to open up 30 job openings in 7 cities we got talent bridge to provide assessment tests for each of those job openings and then we got simply learn to provide retraining for those women so that they can then get hired by that IT company so as far as women tech is concerned if there is a gap in her career I think the training plus job have to go hand in hand thanks this is my question is like here I can app between the two mindsets like the first and the middle lady so can you can you give it on how can this mindset gap can be reduced like you internal barriers the women create themselves they think for this job they are not sufficient they are not 100 their skills are not 100% so what I have seen in guys you know when they don't know the new tech what they do they don't go to google learn it and say to imagine yes I can do that job but what I've seen in girls no they go back no no I'm scared of doing that tech I don't know come on so it's dependent on person to person it does not have to play a role like a man and a woman it just have that you have to push harder so when you start pushing harder you you do that job and then things get done so the differences between me and her opinion is because what are my experiences in the way I have worked in the way I have asked sometimes my managers were like I have given the project to that so no I also want that same amount of work I like challenging things so you have to go to your manager and ask them demand that like Lina also said when you want something you demand it you grab it because opportunity will always not coming to you you also have to go and take it so that's the only thing is the difference between guys and girls I have seen guys go even when they are not ready girls just when they think when they are 100% ready only then they will speak that should not be the idea in fact the two of us have a lot in common because I am really hoping that other women will also start thinking like this so I think we should really give her a round of applause that she is already there okay hi so this question is about looking this mic has a problem I think so this is my question would be to Neha and Zaina both because your people see people coming in your company so we are doing so much around women in tech but are you seeing is this fight bringing in any change we have just pick up we have really just pick up in fact when I thought about starting jobs for her one of the biggest things that I wanted to validate which is why when the complete MVP route only in Bangalore was that will companies really take them back and that was something that I wasn't even sure about and that was in March 2015 it was one and a half years ago right because one I wasn't sure that is this just social speak or do they really mean it right are they willing to put their money where their mouth is even today we see a huge spectrum of companies we see from companies ranging from companies who don't want to hire women who don't want to hire mothers who don't want to hire women on a career break two companies who are looking at diversity as a check box okay two companies who really do care and the reason why the companies which really do care is also and we have to remember that companies are for profit okay I'm not talking I mean one of the companies once asked me to speak to the CSR department and I wasn't really sure what I would say to the CSR department but companies the companies which are falling into the third category are the companies who are realizing that hey if we want to be competitive and if we want to really progress we need to invest in our talent pipeline and we can't ignore this talent pool and I'm talking about and ignore the talent pool of women right how care they don't want to build companies which are just full of men I'm really sorry I don't need to offend the men but I'm sure even the men would like to have female colleagues diversity is really important to get diverse perspectives and diverse capabilities it would be such a boring world if there was only one sex in it I think I don't have a straight forward answer to that question I think that's a question that's been bothering me as well when I look back at our conferences sometimes you have dismal records of the fact that there's not a single woman speaker in the audience but does that mean that there are no women practice that particular technology I don't think that that's really the case I guess one of the issues that we've obviously faced is that we need to we need to be more out there and reaching out to more and more people to participate in what we do I'm sure there are women out there and I think what we do recognize is the fact that one oftentimes we ask women to come up on stage and speak like am I really qualified to do this I think that's where the perfectionist issue comes up and I think there are many times that I've had this struggle and I would tell somebody like I was inviting somebody in this panel and the person refused and I said that's our problem we're just not willing to come up and speak because we somehow just feel like you know it's you know we're just not qualified to speak and that's not really about qualification it's really about the confidence at the same time this is so cultural and so ingrained in us that you know if we don't know something end to end then we're not going to come out and speak the other is there are not many women who actually talk about the work that they do and that makes it harder to go and seek them out and I think part of the reason that Richa is here today is because we've just been interacting and you know I reached out and she reached out and I got a response and I said okay you know what I think you're somebody that people have to listen to because clearly you know somebody who's actually you know trying to get a voice out there and I think that that is really important I think both for our careers as well as for our personal and political lives that if we have to be out there we really have to kind of make ourselves visible and that is a question how do we make ourselves visible we have to start getting shameless about the fact that you know we're actually doing good work and we have to put it out there so I mean as much as you know I always think in transactional terms I'm working full time in the company I have a two and a half year old daughter and I keep thinking do I want to spend my time on Twitter because maybe sometimes I should really talk about what I do almost ten and a half back I think when you started it so I really like the concept of that and at that point of time I was on a career break so but what I felt was whatever opportunities were there in the company everyone asked for at least you know a two three year experience okay but what I've seen from my personal friend circle is that either they are girls who actually have a three year experience and then go on a career break due to marriage or whatever reason it is or there are girls who's just passed out of their college and then just got married okay it might be a personal choice or it may not be a personal choice and then it wasn't even that you know they had some restrictions because of which they could not work but somehow life turned out in such a way that they did not go back into a company to work or start their career as such so how do you how can you in your portal bring that up you know so people who are interested in getting back and starting their career but do not have relevant experience especially in technology can do that that's a really super question and that's something that we've been really struggling with and I'll tell you the reason why we're struggling because companies who have fresher roles don't want a 30 year old woman in it and I mean we just released a video in fact and you since you're following jobs and thank you for that and I can't believe you knew about a one and a half years ago when we were at MVP stage but we just released a video which was 10 career myths of restarters or women restarters and the first thing we put out there was that people say that older women cannot report to younger bosses and we put Cheryl Sandberg who reports 32 year old Mark Lakerberg right and of course pretty much everybody in the tech startup world because look at the age of the entrepreneurs but that's a huge problem that the fresher roles they're looking for and we're trying they're getting there we're trying to convince them that hey don't just think about that that person has to join in a role according to her age it can be just according to her experience so thank you for that feedback that was really good I wanted to ask about this extremely overused phrase about women who have it all so for the record I'm with Nui who thinks that you know women can't you compromise on one thing and that's the only way you can be really good at something else so I wanted to know what your individual opinions are very quickly because I have a feeling that you might disagree with each other can you repeat it can women have it all right so there's a lot that has been spoken about this topic and my current take on it is that yes we can have it all just not at the same time so if I'm here then I'm not with my kids and I'm not in my office if I there's a month when there's a huge drive going on at work and I need to just focus on that then that's my all if my kids are sick and I need to take care of them then maybe that needs to be focused on and that's my all so if you look at the overall picture then yes of course you can have it all I mean it's almost like telling men that hey if you're working you can't be a sport so you can have it all just don't expect everything to be perfect you don't have to be perfect at work and perfect mother and perfect wife and perfect colleague and know that you're juggling different balls and at some times you have to keep some balls up in the air and that's okay figure out at what point you need which balls to be in your hand and which ones you can keep I don't think I have anything more than I explained it really well look at all what I do is keep only one problem if your kids are not well focus on that if there is a major bug of office then focus on that if you have some other things at the personal life focus on that so I think the problem is like we try to become very perfect and I have to balance everything in a very perfect manner I have given up on that maybe the moment I there was my first baby then very well it is a compromise and then keeping the right expectation with others that I think is a major thing keeping the right expectation with others that including your kids when they are growing up this is my time spend quality time everywhere so don't try to be a perfectionist jump in wherever you think that requires more amount of so whoever is crying take it the right attention so in my view this time I agree with Neha and Leena that yes you don't want to have to become perfectionist but yes I this thing I will say that yes you can have it all and the way you want it if you want to get through our senior role and you want to play a major role in your company or you want to become a CTO or CEO yes definitely you can do that have you seen a guy who who get his ambitions less just because he is becoming father no he never does that so if you want to have a kid and you want to run a company yes you can do it but just manage to get a good partner if the good partner is there then I think we have two questions from twitter before that I wanted to ask kind of the really small question how do you have a go to resource or go to answer to deal with microaggression on everyday basis for example if you are going to an interview and the interviewer asks you are you married well it's none of your business or if someone says you know you've lost weight and they think it's a compliment whereas you know you don't really want to hear that so when men do that kind of thing to you at your workplace you deal with it I can give you an example when I went through the microaggression did you say microaggression so I was once asked what our revenue model was and when I explained that that person was not very convinced and then he asked that okay okay tell me a little bit about your background and I told him and then he said oh the Kemwell group is behind this Kemwell group is your husband and I was mad right he was waiting to figure out who my husband was or who my father was or who the man behind jobs for her is to be able to figure it out in his head that okay this organization might work so one thing I realized now that I am older and wiser is that you know what there's no point there's really no point of even like indulging in those conversations with those people it's like that movie Madagascar I don't know how many of you have watched Madagascar what do they say in the end just smile and wave just smile and wave yeah don't fight with stupid so ignore it because you can't change others what you can do is control yourself but it takes a while to get to that level of it may not have to be from what I've seen is from the society so that's a nice thing to do I haven't experienced that kind of question still now like is there a man behind you success yes no I haven't experienced that and if I do I will what will be my reaction I will just go mad over that person you know start cat fighting because this is my success that belongs to me and me only I had a question for mayha actually so I don't know whether that's around so it's a very good initiative that you're doing jobs for her but are you just concentrating on the tech side you missed out the part or are you also looking at the mindset shift because the change right are you concentrating on that too on the women do you have so I mean we're looking at solving the problem from lots of different angles okay the first and the core which needs to be solved is first bringing out enough opportunities for women first we need to make sure that those jobs are there those companies are there who are welcoming them back because we can do enough of these we can talk about it we can mentor them we can train them but at the end of the day the job is not there then where does that lead us right so we are focusing on the job but it is extremely important and for I mean all of you over here who have been successful in your careers we need to be able to inspire and help others who are struggling right so help in mentoring them help in providing the stories of how you deal with situations help in re-skilling in whatever way possible and in opening up opportunities and we are doing tech non-tech HR finance admin data entry from CTO to data entry we are looking at all sorts of jobs all sorts of levels and definitely trying for fresher jobs too so we have a couple of questions from twitter the first one is what do each of you do towards changing the landscape for women yeah actually I don't think I can claim I have done anything on that other than other than getting when the conversation comes up getting others no kid is what I am thinking so I don't think I have much answer for that maybe Zainab or which I can can I please tell you by being a woman CTO she is doing a lot in changing the landscape for women in tech yeah but being a role model itself is fantastic so at least every woman in your company and women who know you know that it is possible to be a female CTO even while having a family so I think that is a picture yes so Neha and Lina I look forward to you because you are playing amazing roles being a mother and being a CTO and running your founding your company so me being an engineer here I think you can do it do it what you want so what I feel is like I always whenever I meet women so I create awareness like you know you have to join pursue your career and for that I am a part of women take makers program and I am part of which is part of BLR droid so I have been speaking and giving sessions for like last two years in the meetups and I want to tell you that in those meetups when so many girls come from different colleges of Bangalore I see the happiness in their eyes when a woman speaker is up on the stage so when they see that they get inspired so by taking these initiatives and having more sessions where a woman is speaking you can inspire other girls and men can also play a role they can mentor girls in their team to come forward and speak here the last question is what is on your wish list what are some changes that you would like to see to make life for women in tech more fulfilling and fair one of them which is what Neha pointed out is flexibility being able to just enable whether it's men, women, chance whoever to be able to like you know have the flexibility to work from anywhere and have better systems of accountability I think that flexibility is extremely important and important also to break your mindset that the showing up at work is not equal to productivity I think one of the biggest things in my wish list is for companies to stop judging the bagel by the whole right so for them to stop looking at the gap on women's resumes and to judge them on the basis of their aptitude and their attitude because at the end of the day technology is going to change again so you might as well hire someone who has who knows how to learn right who can adapt, who can relearn, who can reskill herself and take that risk and take that chance because I'm pretty sure that they will be happy for it I think my opinion you have to go to yourself and start thinking that okay there is no limit everything is okay either it succeeds or it fails sky is not going to fall down if you fail so that internal barriers, internal fixes is what I think we have to attack more that how maybe initiatives like Jofoher will help them to do that creating more awareness that's one place I have a limit, max I can do that kind of thing is what we have to change, you can see more and more people doing that we are making some dent okay thank you very much for this and for sitting through I'm sorry you have exceeded time but I really hope this was worth your while thanks a lot to the panelists I think this was really inspiring


So, we have applied seepage theory to two cases, the one is the confined flow mostly in case of the sheet piles or then let us say dam or a beer. In today's class, I will be discussing about the unconfined flow which is a characteristic of earthen dams and particularly homogeneous cross sections and of course to simplify the things I am assuming this to be isotropic that means kx is equal to kz equal to ky. By definition, the unconfined flow is occurring in a situation like this that if I consider an earthen dam, so this is an earthen dam, it is a cross section impact, it is an embankment. We can call this as an embankment also, this is a third dimension which is going up to the infinity into the plane perpendicular to the blackboard. Normally we define the slopes as 1 is to m and 1 is to n where 1 is vertical and n is horizontal, we might assume this to be impervious, it is a rock and then suppose if I am retaining water over here of height h, I want to establish the domain of seepage which is occurring through the body of the earthen dam. Now, based on what we discussed in the previous lecture, I hope you can realize that this is an equipotential, what about this surface, line 1, 2, sorry, this is also an equipotential, agreed. So, these are equipotential lines or equipotentials we will say, forget about lines and all, these are equipotentials, can you tell me where the flow line would be? Similarly, on the downstream side, if I say that this is the height of water which is being retained, so this is upstream side, this is the downstream side, I hope you can easily recognize that equipotential lines or the equipotentials, this is also in equipotential, alright. Now, if you look at the bottom layer, what happens? This happens to be the flow line, okay. Can you follow this? Intentionally what I am not trying to show here, the top flow line, because the top flow line is going to be something like this, we do not know what is the shape, what is the location as a function of time itself. Now, this problem is becoming very complicated, so what we will have to do is we will have to take a steady state so that we come out of the time factor. So, suppose the saturation takes place, the top flow line sets in, now this is what the top flow line would be, okay. So, this is the top flow line, we call this as the free attic line also where the pressures are atmospheric. I hope you can realize the moment edge changes, what is going to happen? This line will drop down or go up and that is the reason we call this thing as unconfined because the porous media through which the discharge is going to take place happens to be the other than damp. The top flow line is not fixed and it is a function of so many parameters, a bit of variation in edge is going to change its location. The flow is confined between these equipotential lines and the flow line, the top flow line is not known. Now, what I am intentionally trying to show over here is if you allow this type of a seepage pattern to occur it goes and hits somewhere over here and this is what we were discussing in the last lecture, meaning thereby if the line of seepage or the seepage flow hits the earthen dam at the downstream side from this point onwards the erosion will occur. What happens between let us say if I define this as 3 and 4, now 3 and 4 becomes a seepage line, this is also a sort of a flow line, sorry not flow line, this is a discharge line, better you call this as a seepage line only, better let it be the seepage line, alright. Now, we are interested in finding out what is the location of point 3, number 1, what is the velocity of the seepage which is taking place at this, what is the shape of the top flow line, alright and what its location, a comprehensive picture of this situation would be if I consider the foundation soil also. So, I will remove this impervious layer from here and I will shift the impervious layer somewhere over here, now what has happened? This portion we have already analyzed, clear, so this is a sort of a confined flow, in totality or in real life what happens is we have a composite porous media domain through which the seepage is going to take place, so some part of the seepage is going to take place through the foundations, rest of the seepage is going to take place through the body of the dam. So, what I will do today is I am not much eager to analyze the foundation system, I will go back to the unconfined flow problem through the body of the dam. Now, suppose if I consider the cross section of the dam as alright, there is a water column over here, there is a tail water here and this is the free attic line which is developing over here. Now, if I start doing the analysis, I will just give you few steps I might like to skip, if I consider this as 1 is to m and 1 is to n, if I draw this line further and if I treat this as h-h, if I shift the origin at this point, if I consider this as b, this will be the top of the embankment or the dam and let us say this is b1, so this thing is going to be equal to n times h-h, see this is h and this is h, so this becomes h-h, 1 is to n, so this becomes n h-h, I think the first analysis we should be doing is with the, I will have to change the free attic line where you are right, so I was not very careful when I drew this, so in this case we are eliminating or we are putting the 0.3, 0.3 is known as the outcrop point. So, in this case outcrop point 3 happens to be meeting with the tail water, is this okay now? Now, in most of these analysis what we do is, we consider an element because the first task in hand is find out the shape and location of the top flow line, that means I have to establish what is the shape of this curve, so if I assume at a certain x distance there is an element of thickness dx and at this point the height of this system is let us say y, I hope you can realize the dy by dx is going to be the velocity vector because this happens to the free attic line, so let me explain to you the concept of the free attic line first. If I keep a piezometric tube at this point and if I know by somehow the flow net of the system, if I know the total head at this point, the total head is going to be equal to the equipotential line which is going through this point and cutting the top free attic line, so just consider this for the timing when we will draw the flow net, we will discuss this in details alright, that means if I draw an equipotential line from passing through the point h and this is the top flow line where the free attic line is the point of intersection distance between the point of intersection of these two and this element is going to be the pore water pressure at point h, I will explain it again later alright. Now if you solve this expression, I will write quickly the steps, now what you can do is if you consider this element over here, I can write the q equal to k into i into a and this will be equal to k into dy by dx into area of cross section will be y into 1, this is the slope of the free attic line and if I integrate let us say this function, I will be getting dx equal to k by q into dy y, so 0 to x and this is 0 to y, when I am writing dy by dx please be careful with the sign, this will be minus, if you solve this expression you will be getting q into x equal to minus k y square upon 2 plus c, substitute the boundary conditions x equal to 0, y is equal to h and in second case I can substitute this value over here and I get c is equal to k into h square by 2 and hence q will be equal to k h square minus y square upon 2x. I hope you can realize that this is the equation of the parabola where I can write y square equal to h square minus 2 times qx upon k, this is the equation of the parabola. So, what we have proven is that the top flow line happens to be a parabolic curve, this is okay. See another equation will come when you substitute x equal to let us say b plus n times h minus h and at this point y is equal to h, I hope you can understand the basic objective is to obtain the value of h, h is the principle unknown, why? Because I would like to find out what is the maximum discharge taking place through which the h becomes maximum. So, I have to design the system in such a manner that the maximum discharge should not occur. So, I should be taking the value of h when it becomes maximum.  See that is what we have proven, y square is a function of x is a parabola, your h is given constant is it not, q will remain constant for a configuration of h and small h, k is constant and hence this is a parabolic function, alright. So, what I can do is I can write this expression as q equal to k h square minus h square over 2 times b plus n h minus h, this is the function which I get, is this part clear? So, for a given h and a small h, this is the flow regime which is getting developed. Now, I want to optimize this function. So, obtain h maximum. So, if you differentiate this function and put it equals to 0, what you will be obtaining is, you will be obtaining h which is maximum equal to h plus b by n minus under root h plus b by n square minus h square, this expression. In short, what we have done is, we are finding out the nature of the top flow line for the condition when capital H is causing the flow to occur in the homogeneous dam section under unconfined flow condition, tail height is h and we want to see what is the maximum height of the tail water which is going to come for this system. So, b1, b in fact is a function of b1, h because design height has to be fixed. Now, this is what is known as a free board. You must have been reading in newspapers why free board is so important and why the cities are getting down these days. There are so many cases including Maharashtra and so on, is it not? m, n. So, I can design the top width keeping in view the edge, the two types of slopes, how much water is to be retained, what is the free board. So, I will include in this the free board let us say as z. So, this becomes a typical cross section of the earthen dam fairly simple. The only point of interest you should remember is we are taking a hypothetical plane across which we are finding out the discharge. And just to make things clear, the slope of this line is nothing but dy by dx. So, which I am assuming to be equal to i, rest is all simple mathematics. So, you check it for the global minima also by double differentiating it and get a solution that you can do. Check whether this is going to be a global minima or not. That is right. So, q is going to be maximum for the h maximum. That is right, correct. So, the maximum discharge is going to get accumulated over here and hence the h is also going to the maximum possible for the situation. So, the both the things are interlinked. See another point here is the outcrop point. So, if I consider a typical case downstream where the top flow line comes and cuts the embankment and if this is the alpha value, this is the velocity of the water. At this point m, if I consider this as y and this as x, point o is the outcrop point. This is inclined at an angle of let us say delta and with respect to horizontal, this is beta. So, if I say alpha equal to delta plus beta, if I assume the component of v in this direction, let us say this is a t direction as v into cos of delta, I can show that at this point the velocity is going to be equal to dy by dx and this will be equal to minus k into sin beta. What we will do is having done this, I will substitute the value of this v which I have obtained from here. So, this becomes v sin of beta into cos of delta. I can also obtain a term here vt as minus k into dy by dt and this will be equal to minus k into sin alpha. So, if I go for the equality of the two k into sin alpha equal to sin beta k into cos of delta where I can write sin alpha minus beta equal to cos delta, beta will be equal to alpha minus delta. So, I can say that this function now I have done, sorry, so if I substitute this over here, I can show that sin alpha equal to sin beta cos delta and if I substitute the terms, I will be getting sin of alpha minus delta equal to sin of alpha. What this indicates is that delta tends to 0, number 1, if delta tends to 0 that means the discharge velocity at the free surface is going to be equal to whatever the v component is. So, this is always parallel to the downstream slope. This solution is valid when we say alpha is less than equal to 90 degree. So, what we have done is we have talked about the velocity of the outcrop point. We do not know what is the location of this point still. So, location of the point O or let me put it as S is not known yet. So, we will try to find it out. Now, there are different methods of finding out the location of the outcrop point. So, this is the point S. One of the simplest method is you adopt the graphical method. Please follow the steps which I am going to talk about. If this is the downstream side of the slope, I have taken this as alpha. What we are interested in finding out is the location of this point which is S and this is the height. This is the height of the water column, let us say h or whatever. The first step is extend this in the vertical direction and let it cut the downstream slope. So, extend this line vertically up or wherever this cuts. Suppose if I say this is A, this point is B. On AB, draw a semicircle. So, the first step is this. Number two step is this. Draw a tangent to the free attic line and let it cut the downstream slope. Let us say this point is C. So, this is the step number 3. Take AC as the radius and keeping A as the center, draw an arc. So, A is the center and OC, AC is the radius. Get the point number D. So, this is the step number 3. This is step number 4. Get point number D is 5. Keeping center as B and take BD as the radius and draw another arc. Let it cut over here. So, this becomes your point number E. So, it so happens that this is the point S. The way I have drawn has to be corrected alright. So, this is the point S which matches with E and normally we define this distance as A. So, having done point number 5, this becomes step number 6 and obtain 7. A is 8. Is this okay? I will repeat it. Basically, we wanted to find out the location of the out-drop point. So, take the downstream side of the dam, extend the height of the water column, let it cut the dam surface downstream stream. Get the point B.  Extend the tangent drawn to the top periodic line. Wherever it discards the inclined surface, point C. Take A as the center, AC as the radius, get point D. B as the center, Db as the radius, get point E. AE corresponds to A and A is the location of the out-drop point. So, until now we have done three things. We have defined the shape of the top flow line. We have defined the location of the point S and we have also proven that the velocity vector at point S, out-drop point is going to be parallel to the face of the slope. It is seepage or simple discharge. Alright? Clear? So, and this surface is not going to be an equipotential which I showed you in the earlier case. So, it is a freely discharging surface. Is this point okay? Now, the same thing we will prove. I drew these. Yeah, because that was one of the situations. Yeah. So, basically in that case what I did is I have located intentionally the point S meeting with H. I hope you can understand this is one of the case, specific cases. What is the reason for doing this? I will come and explain to you. If this point S is lying somewhere over here, this is going to be more damaging to the body of the dam.  Because the seepage line is coming and hitting it over here. So, the erosion will start here. So, the better way would be let this point remain submerged into the water table. Clear? This is one of the ways. And I can create a reservoir here where I can allow people to do some amusement or whatever. Yeah. So, I am sure you must have realized what we are trying to do is we are trying to relate H and H. All right? Is this okay? So, I can always create a situation where the top free attic line comes and meets this point. I can say that S corresponds to or A value tends to 0. That also I can do. So, this is one of the specific situations which we talked about just to derive the parabolic equation. Otherwise, what is going to happen? Please realize this. Very conveniently, what I did is, by assuming this point over here, I have imposed this condition of H at this point. At this point, unfortunately, you do not have H valid. Are you getting this point? Because this happens to be a discharge point. This is not a seepage point. That is what we have proven. So, in order to get a mathematical solution, we have forced this point to be lying with the top tail water so that we can obtain a solution. Fine? So, let us do now the analytical solution to obtain the outlaw point. In this expression, suppose if I, in this figure, if I write that q equal to k into i into A and this will be equal to let us say k del y by del x into area y into 1. Solve this expression in such a manner that if this y is equal to H, capital H and say this distance is D and this outlaw distance is A, this y will become A sin alpha. Can I show starting from this function? If I come to let us say k upon 2q H square minus y square, substitute the values x equal to D minus A cos alpha and at this point, y is equal to A sin alpha, is this okay? So, this much is A cos alpha. So, this distance would be D minus A cos alpha. If you solve this expression, you will be getting q by k equal to H square minus A square cos square alpha sin square alpha upon 2D minus A cos alpha. This is the equation number 1. Another equation I can obtain by equating q to be equal to k into, can you tell me what will be the another equation? Suppose if I use this function A sin alpha is the area of cross section through which the flow is taking place. So, y term becomes A sin alpha into 1. What will be the hydraulic gradient here? If I assume this as dy by dx, is this okay? So, this I can write this as tan alpha into A sin alpha. In other words, q by k will be equal to A tan alpha into sin alpha. So, I am defining the discharge in 2 ways. If I equate these 2, I will be getting an expression. The final expression would be A is equal to D by cos alpha minus under root D square by cos square alpha minus H square by sin square alpha. So, this is the expression which gives you the value of A. In other words, A depends upon what? A would depend upon capital H number 1, alright? Distance of the section at which H is acting. So, D and the alpha value. Coming back to your partial answer, what is the peculiarity of this equation which is linked with the question which you are asking? At this plane, the q is q. At this plane also, q is q. At this plane also, q is q. Agreed? Continuity? What do you observe here? That the out drop point is independent of q. This is okay? So, one of the questions has been answered. It does not matter where I put the tail and the out drop point, clear? Because the location of the out drop point is only the geometry of the downstream side of the earthen embankment. So, what we have shown is A point. And now please sit down and try to solve this and prove that A what you get from here is same as the A what you are getting from here. So, these are the two ways to solve the location of the out drop point. So, this is the analytical solution, fine? But I am sure you must have realized the derivations are very, very informative. They give you a lot of information about how to design the cross sections of the dams, homogeneous cross section of the dam. This is the upstream side of the water of height h, okay? This is the equipotential line and this side is also an equipotential line from the end point to the point where I have taken y equal to h, right? That is how I think I created boundary conditions, yeah? So, from this point, this is A cos alpha and then I am substituting the value of A as this thing, A sin alpha y. Truly speaking, if this is an equipotential line, the top free attic line should have been perpendicular to this. But what we have proven until now is that the top free attic line is a parabolic curve, all right? How to fit the parabola on this? Please stop writing and see what I am doing. This will give you better understanding of what we are going to discuss subsequently. The only possibility to fix a parabola on this figure or superimpose on this figure would be if the parabola goes like this, is this correct? Agreed? Because what we did is we have shown, we have derived the expression. Now, if you put this equation and superimpose on this cross section, this is how the situation would be. Now, tell me what are the geometrical irregularities I have induced in the process? Let us start counting. Is this possible? Very good. Why not possible? You are right. Answer is correct. It is not possible. Why it is not possible? Look at the flow line and the equipotential line. They are not perpendicular to each other. Number 1, fallacy or I would say this is violating del square phi equal to 0 and del square psi equal to 0 case. It is not because the way you will plot it, you will normally know that it is going to cut. So, you can differentiate that parabola function over here. You will find this not. All right? The second, what is the second loophole? Look at the figure. The start is included in that. Yeah, you are right. So, this is the number 1 discrepancy. Number 2 discrepancy is this. Number 3, yeah, that has come already. So, perpendicular to the very good. That also, no, no downstream will come later. First you finish this part. What is next? Come out of that discussion that I have now said that there is some problem over here. Now, what is the other problem? Major problem. What I have drawn here is a top flow line. Is there some problem with that? Look at where the top flow or the phreatic line is going. It should have been in the porous media. Imagine you are drawing a top flow line which is going outside the porous media. That means this is also, there is a problem. Agreed? So, what should be done? Create the correct phreatic line in the damp body. And that answers your question. Is this part okay? See, even then, what is going to happen? I am sure if you, even if you shift it, whatever you do, there is going to be a discrepancy like this. Try this now. Clear? And there is an answer for that. So, let us assume this situation. Now, the question is how are you going to come out of this situation? What we have to do is we have to reshape the equation of parabola which we have derived. So, let us start applying corrections from point number 1. Is this part okay? The discrepancy part? Have you understood? What we should be doing? As you rightly said, the flow line is going to be perpendicular to the equipotential and not starting from this point where the water is matching with the body of the dam, it will be at a certain distance x. So, the top phreatic line would start like this, okay. Now, this is near perpendicular. Then what will happen? This will go further down. At this point, where is the out-drop point now? Out-drop point should have been somewhere here. So, I have to match it with this out-drop point which we have obtained as A, the distance between this point and the point where the parabola is cutting is the error delta A. We have added two more uncertainties now in the process of solving the situation. What are these two unknowns? One is x, another one is delta A. x we can sort out by assuming that if the length of the submergence of the upstream slope is L, length of the submergence of the upstream slope is L, x is going to be equal to 0.3 times L. This I have taken care of that means the initiation of the flow line is going to be from a distance of 0.3 times L. L, if L happens to be the submergence length of the slope in the x axis. Number 2, this line itself is an equipotential line. So, the way I have drawn is still wrong. What should have been done? Yes, you are right. It will be perpendicular, comes like this, cuts perpendicular and goes like this, okay. The another uncertainty is empirical in nature delta A. So, what people have done is they have come out with design charts. And in design charts, if beta is known, where beta is the downstream slope angle, if this is 30 degree, 60 degree, 90 degree, 120 degree, is it possible, 120 degree? It is possible. We will discuss such cases, 150 degree, 180 degree. The value of delta A upon A plus delta A is 0.36, 0.32, 0.26, 0.18, 0.10 and 0. This was given by Arthur Casagrande. We call this as Casagrande graph, where delta A upon A plus delta A is inversely proportional to the beta. Delta A is the error term. Truly speaking, what you are doing?  So, this can be pushed only when this point is a fictitious point and it goes inside so that the graph matches with the out drop point. That is it. It is a fictitious point. So, this we have taken care of, all right. So, normally these type of situations are drawn graphically. First you apply correction over here, number 2 correction over here, come up to a certain point over here. Let the graph be discontinuous, start from the downstream side, fix value of A, obtain the value of delta A, A plus delta A is known, fit this portion of the graph again and then let it be discontinuous up to point B. And in between you can match the two graphs. Nowadays you have FEM packages which can do these things for you quite easily. But I thought it is important to discuss in the class the conventional way of doing the things.


So AJ has a question is there a way to combine calendars from teams one through four? So you four different calendars into a single calendar in the management team so into a fifth team Inside of teams for SharePoint So can they combine teams calendars? Answers the short answer is no Yeah, you're welcome Glad we can help. Yeah, and well and the the long answer is Possibly if you use some power automate to cross post items between those calendars, but there's no way to synchronize Calendars, yeah, there's no add the box solution for it No, and is this something calendar overlays was were great, but Microsoft has deprecated those and unfortunately You know, they're taking away things that people need We were all trying to manage our schedules and The reality is that our schedules are in different places So being able to pull things together into one is a real thing and I think Microsoft needs to put that back on their list personally Because I had this all the time we hear this all the time. Yeah, there's different calendars in different locations and You know, and so there's there's got to be a way to bring these things together I mean like internally we just created a You know a unified like the single source calendar But it requires that wherever each department each group is managing their things somebody's doing the double entry and just making sure that the core calendar is up to date because there's not a way to Make that happen in an automated fashion The only other option you have is depending on the type of calendar. You can switch back to classic view I know I'm getting a drum here switch back to classic view and sink it into outlook and each person can do that themselves and be able to see a Roll-up view, but that's a band-aid. I mean for us a problem that is widespread. So So that's an option So I'm gonna ask the other question The the phrasing here into a management team Is it possible that the solution they need is more like shifts for teams or shifts to be able to do shift like like What are they? What are these calendars? Like what's the business purpose that they're trying to accomplish because just just looking at this going I have a teams calendar and I want to roll it into a management calendar. I'm like, well, are you doing shift work? Like what's happening here? Yeah, well, that's that's that's why I said like I was trying to use the example So this is I read this is there's teams one through four. So there's four different teams Yeah, each have a calendar. Then they have a management a leadership team Team and with the calendar and they want those four all to filter and blend in this magic, you know, fifth calendar People that have like they're working on project management and they're working on four or five different projects that have different calendars and they need one view of everything that's going on. So they're not Double booking themselves, you know, they're trying to manage the meetings between all four at that. You know, that's what I think You know, it only took a decade for Microsoft with project to finally think in terms of portfolio not just project portfolio So it took a like it over a decade of the community yelling at them like why can't I go and do this Something simple. I mean I one of my first SharePoint projects that I did as an employee is I went and built a roll-up for a portfolio view into project plans and it was manual, but we created that high-level visibility and You know going in over and sitting and that's actually how I got to know Christoph Feisinger when he was over on the project team was yelling at him about portfolio Adding portfolio features give us the aggregated view of these things. Yeah So It didn't even happen. I think he had left the team before it. They added that capability So so which I'm just saying like he joined the SharePoint team, which is great And but it just meant that all of my yelling was in vain But now all of that yelling went into him who's on the SharePoint team who can fix it here now, right? Oh, yeah, I don't know now. We just he has emotional issues from people yelling at him, but that's what yeah Look at what he's done Christian I'm still perplexed by this not by the need But why this is so complicated and it's not a judgment I'm thinking it must be very complicated to to aggregate and sync this up And you know other and a previous question we had was about the the suitability of a tool And you know, maybe a team's calendar That's that sounds like that's pretty much targeted just for that team and you know a calendar at the end of the day usually becomes a list and then you know and When you're synchronizing data or aggregating up or having a view into all these different things like it gets quite complicated So yeah, like I get that I get the need for the question. I'm scratching my head why it's so hard and why that doesn't exist Wait Can you roll up in hubs like can't you hub all of the SharePoint site sites together and then do a roll-up in the hub site of The calendar a blended view calendar or would it just pull the separate calendars and give you visibility in one location? I think it would just give you visibility right, but that's all they're asking for right Well, no, I mean I interpret this as they're looking for that that federated view of That I mean I go back to Sherry. I think you had the answer. It's like look at if on those four teams You create in the attributes for it a flag have a power app that grabs So because maybe not every item needs to roll up to the leadership team Some are there for each of those project teams that are relevant to them They could flag an item that hey this needs to be on the share to the management calendar and that a power app Goes and looks for that flag Imports that over to that list and updates in that view and recreates the item. There's an answer It's not out of the box, but yeah But the the main problem with that is maintaining it So once you you know once you post it into that list if it changes in the primary list You've got it your power app has to Account for that too and how do you know I'm just thinking database-wise you have like a primary key that? Identifies is there a grid or good or whatever for that item that it goes and looks save it changes update I mean that that gets really complicated. It's not just like a one-shot deal and making sure it synchronizes It's not just right when it's ready. So or if we got the date we change it. Yeah Yeah, nothing ever gets rescheduled ever, right? Of course not Calendar items are created in pen for a reason. Yeah, exactly


Hi everyone, Joe for Jaspy's casebreaks.com coming at you with 2023 panini gold standard football six-box half-case picker team number five And that is a half case from a fresh case Big thanks everybody who got into the action right here on Tuesday the 17th pick your team five Lot of teams in a random number blog Michael You got last spot mojo star next to your name can see chief 70% of time last spot mojo hits 100% of the time There's everybody else. So thanks everyone who got their team straight up and thanks to the people who got Into this random number block. So this is essentially a serial number break now for those teams so total of 17 at teams Forgot to upload that video I'm gonna upload that before I forget You could fast forward through this part if you're rewatching the video if you're not if you're watching live You're stuck with me as I do that. All right. Now. Let's pop this case open Pop this open See Which six the boxes we're gonna do I can unload these boxes properly All right, so there's three and three right there and another three and three right over here So we'll go roll the die will go one two three for the left side and four five six for the right side And it's two so we're gonna go left side right here and these we will say for break six pick your team six Mark those six There's a chance. We might be able to get that done tonight. No filler yet on it. So pick your teams grab your spots You can make this one happen Now let's see what we got in here Phillies are cruising ladies and gentlemen. They're up 10-0 Top of the eighth. So that game's over Kings. I think my Kings won tonight as well. Yeah, that game's over All right, nice We'll use this Jaspie's branded a blank card here To slow play the hits All right, we're gonna lead off with George Pickens one out of five All right, that's a start Steelers Arthur King picked up the Steelers straight up so Arthur All aboard the big hit express Out of five's and under get the train whistle nice Good start We've got Darnell right 46 out of 99 for the Bears Bears are a number block team. So that'll go to Bears Six go by that digit right there. Not that one that one And that will be for Douglas for the number six Got trailing birds gold gear 189 out of 299 That will be the Titans are a number block team and Titans nine is gonna be for Alexander Got Jameer Gibbs 344 out of 399 newly minted relic for Edward and the Lions You got Justin Fields to 62 out of 299 gold gear relic for the Bears Bears are a number block team that'll go to Bears to Chicago Bears to Michael Ossia And we got a Callum on 46 out of 49 and That's Brown's edition Of Callum on We'll say right there signed by the Browns on the 31st Cleveland is a number block team so I'll go to Cleveland six and that'll be for Douglas This is for you And here's a Titan 129 out of 199 rookie Jersey and autograph to Jay Sharp. Nope to Jay Spears That's gonna be for Alexander and Tennessee number nine Jack Daniels number nine, right? It's looking like it Rex. It looks it's looking like Philly's Rangers Almost feel like Rangers for sure Especially stealing To from the Astros in Houston.  He thought it was a third game No, we've only been through two in each series 10 out of 99 Cam Acres Cam Acres going to the Rams a random number block and that'll go to zero 10 out of 99 1099 Robert Runkle Chase Brown newly minted relic 270 out 399 for Cincinnati Cincinnati's number block team that'll also go to Robert and the number is zero Kenny Pickett mother low 208 out of 299 Five pieces of his jersey that will go to Arthur and the Steelers Got a Garrett Williams for Ryan Hines and the Cardinals 83 out of 199 and there's a Jalen Hyatt triple relic and autograph 90 out of 149 Giants were picked up straight up by Jerry Jerry. All right third box CJ Straub 2 out of 30 nice rookie card for the Texans That's gonna go to the Texans random number block and that'll be for Michael Texans to Jerry Judy 79 out of 99 for the Broncos Chad Oh with Denver Alec Pierce gold rush relic 245 out of 299 Colts or a number block team Colts 5 That's gonna be for Omar Throw it on Alec Pierce All right, he's fine. He's fine. There's a dual relic Jackson Smith and Jigba and Quinton Johnson 007 out of 199 So that's a randomizer between Seattle Matt and The Chargers random number block so Chargers 7 Michael so I'm gonna set this back here next right behind the ghost We'll do that randomizer later. Here's Stefan digs 22 out of 299 Buffalo Buffalo is a random number block team So that'll go to Buffalo to Michael number two There's Drew Pearson 7 out of 25 Dallas Dallas gonna go to Michael picked up the cowboy straight up and back here is Jalen Carter Nice patch nice autograph. Good penmanship 10 out of 49 For the fly Eagles fly Jose with the Eagles alright Halfway through this half case break second half in the store 55 out of 75 Tristan with the Jaguars and a one-of-one Portland Sun feel like these these base cards here and find some low-known parallels One-of-one Portland sudden for Chad. Oh, and the Broncos Chad All aboard the big hit express Some good train whistles on a two Tuesday, but I've been a train whistle. That's 38 out of 39 out of 49 Got laundry tags in there as well some nice color Wow, so what is the one-of-one look like? Tennessee nine that'll be for Alex Here's where she writes to 399 For the chiefs that's gonna be for Michael last mom ojo For me Michael are you're not Michael McFeeders? You were Michael Jaspie There's Brock Purdy the Brock lobster mother load 169 out of 299 Niners Damien got the Niners straight up There is Luke schoonmaker 27 out of 49 triple relic and autograph Nice relics there for Dallas that's for Michael Brinson and back here is a Jameer Gibbs triple relic and auto 132 out of 149 Edward with the Lions Alright two more boxes to go We've got TJ Hawkinson to 75 Douglas and the Vikings Trenton Simpson to 49 Ravens that'll be a number block team so they'll go to Ravens eight It'll be for Douglas Got Micah Parsons mother loads six out of ten nice relics there for Michael Brinson once again Michael B and the cowboys It is for you for that computer not for me not for my computer There's do savon 313 out of 399 another one for Michael B and Dallas Deuces Some Joe Burrow piece of the Jersey 58 out of 299 bangles Cincinnati is a number block team Cincinnati eight It is for Douglas should be a couple autos here to finish it off Miles Murphy 114 out of 199 that'll go to Cincinnati for and that will be for Nicole and Cedric Tillman 176 out of 199 Cleveland six That'll be for Douglas This is for you. I've had packs, but how many we started 31 wow Still sixth and final box Half case pick your team five second half of the break is in the store Right now isn't on if you want to get after it All right, there's DK Metcalf 12 out of 49 That'll be for Seattle Matt Johnston What's the what do you think DK stands for if you if you get it? I'll be so impressed I'll buy you lunch. I'll buy you dinner. Don't get up You don't think you'll ever you want to take a guess Dean Kevin maybe I don't know. I mean give me a guess. I look it up. I don't know Not on my head It's Dekaylin Zacharias Dekaylin Zacharias Metcalf DK for short.   What wow? In it in that opulence design All right, okay, the Texans are a random number block team One-of-one Texans one Douglas nobody wanted the Texans at all That's pretty nice All aboard the big hit Express so far he looks like he's the The best rookie quarterback in this class at least for this season That is awesome. It's in that opulence design right there as well Yeah, that's right Easily a couple thousand you think There you go Douglas. There you go All right Then we got Miles Garrett gold rush 60 out of 299 That is for Robert and Cleveland zero We got another Jameer Gibbs newly minted rally 380 out of 399 Edward with Detroit You got a Cooper cup 269 out of 299 mother load He's back in action looking good playing well Rams are a number block team, so they'll go to Los Angeles nine And that's gonna be for Alex Jackson Smith and jigba 76 out of 149 well even as a Seattle fan Eric.  I think which is a short print and now an Anthony Richardson RPA Two-color patch and autograph 20 out of 24 That's a scratch on the top loader, not the card by the way Anthony Richardson deserves a clean top loader There you go That's a lot better And nobody picked up the Colts Colts zero. That's gonna be Robert Runkle congrats Robert and there you go gang That's it. We got one randomizer to do right here Oh That's a that that's a good one air. You never said you were good at spelling That's a good way to hide behind your mistake All right, so Seattle and the Chargers three and a five eight times Team on top gets the Sorry three and a five you can see the time stamp right here is yeah, we're at 806 right now three and a five eight times team on top it gets it one two three four five six seven and Once more eighth and final time and that's gonna be Chargers. So apologies to Matt and Seattle But Chargers is a number block team So Chargers seven is gonna be for Michael. There you go Michael. There you go gang pretty nice break Second half in the store. I'm Joe for Jaspy's case breaks calm and I'll see you next time for the next football break Bye