Greetings and welcome to the Astronomy Picture of the Day podcast. Today's picture for January 22 of 2024 is titled Shadows of Mountain and Moon. So, what do we see here? Well, here we see the moon at first quarter phase up above the mountain, and we note that the shadows are very similar. Now, that should be expected. Why? Because the sun is off to the right on this image, and the sun is what is causing both of these shadows that we see. So, it is illuminating the portion of the moon facing it, and at the same time illuminating the portion of the mountain facing it. So, part of the mountain will be in daylight there, and we see that on the right-hand side of the mountain, and part of it will be in darkness on the left. Well, the same thing happens with the moon, and the moon will be partially illuminated, and that's the right-hand side, and we see that quarter phase of the moon, and the left-hand side of the moon is completely unilluminated, completely not blocked, completely blocked out. Now, you note that we can see some of the side of the mountain, but we're not seeing the moon. Well, some of the mountain is actually illuminated by light that is scattered around from other directions. So, we can see that even though it's in shadow, it's not completely blocked out. The moon actually has the same thing. That darker portion of the moon on the left is actually being illuminated by Earth. However, it is illuminated so much less. It is much less and much fainter that for the exposure it will not show. So, we do get what we call Earthshine, which occurs when light from the sun strikes Earth, bounces to the moon, and then bounces back to Earth. And sometimes we see that when the moon is very faint. That occurs generally at the very thin crescent phases. So, the more of the moon that is illuminated, the brighter it appears, and the more it overwhelms the Earthshine itself. Now, if you'll note at the top of the mountain here, we see some portion of it that is illuminated even on the left-hand side. So, while it looks like there is that dividing line between light and dark, we see some areas that don't quite meet that. Well, some of them sticking up a little bit higher may be up above and are not blocked out from the other partions of the mountain. So, we can see that, and we also see that on craters on the moon. And while we can't see it in this image, there are portions of the moon where the light can strike part of it, or part of things can be illuminated, but not all of them within a crater. For example, a central peak mountain in a crater could be illuminated even though much of the floor of the crater is still in darkness, because it's sticking up higher. We see the same thing on Earth. If you watch the sun as the sun rises or sets, you will note that the sun might not be visible from the ground, but is illuminating high tall trees or other tall objects around. And it then takes a little bit of time for that to work its way down to the ground as, say, the sun is rising, or the sun will disappear as it sets, and we will see darkness on the ground, but some of the trees up higher in the sky and clouds even higher remain illuminated even after the sun itself has set for somebody looking on the ground. So here we get a beautifully framed image showing the half phase of the moon, which we call first quarter, as well as the mountain, and we can see how the shadows are related to each other because they are both caused by light from the sun. So that was our picture of the day for January 22nd of 2024. It was titled Shadows of Mountain and Moon. We'll be back again tomorrow for the next picture, previewed to be Skywide. So we'll see what that is about tomorrow. And until then, have a great day, everyone, and I will see you in class.


and welcome. You have tuned in to JSA TV and JSA podcasts, the newsroom for telecom and data center professionals. I'm Barb Mitchell and behalf of my team here at JSA welcome to the latest in our series of virtual roundtables. So our first hundred registrants for today's roundtable will have received a fresh lunch delivered to your door. I know our panelists have been enjoying their lunches as we've been preparing this morning or this afternoon and some of you will have received a gift card to order your own meals.  As a quick reminder for everyone who's joined us today we look forward to your participation during the event so please feel free to add any questions you may have right into the chat and as usual as we've been doing on recent roundtables for the last 15 minutes of the hour we'll move our conversation over to LinkedIn where you can engage with our participants directly. Simply type in hashtag JSA virtual roundtables or click on the direct link that will be posted in the chat. Once we're over there we'll answer any questions that may not have been answered by the panelists while on camera. And of course if you have any questions about upcoming roundtables whatever those may be such as how to register or how to participate feel free to reach out to us through our website at jsa.net. Our next virtual roundtable will cover the state of financial networks and we'll take place on October 15th at 1 p.m. Eastern Time. So without further ado we've got the housekeeping notes out of the way let's get started. Our topic today as you all know is the ever-evolving face of tech and telecom. Today we're talking to some top female leaders in the in the industry about what they're seeing changing or not changing as the case may be with respect to diversity and inclusion. We will look at the organizations that these executives are leading and talk about what areas they have seen evolving and why. We'll talk about what some organizations are doing especially well and what areas need to be focused on in order to develop the organizations that are built for the future. Lastly we'll talk about what initiatives may have been slowed down in 2020 we all know it's been quite a year lots of lots of things pulling people in many different directions but conversely to what extent positive changes have accelerated during this tumultuous year. So here to discuss all of this today it is my pleasure to introduce you to our exceptional executive lineup. Joining us today we have Mary Morgan vice president of marketing for stream data centers Rachel Cunningham senior manager sales engineering and support for DQE and Corey Cohen VP marketing for telecom brokeraging. Thanks so much for joining us today really looking forward to this discussion. So just to start would you mind each of you just introducing yourselves telling us a little bit about yourself your company your role and and why this you know topic is of interest.  Well good morning from Texas I think I'm the only one that can say that but it's a great place to be in the tech world and with the weather cooling off outside it's pretty awesome. So I'm Mary Morgan I've been in technology marketing for 20 years. My first brush with making money in technology was when I bought Apple at 54 and I quickly learned that it might be an interesting place to take my career. Eight years with a semiconductor giant the last six or seven in the data center business having worked for a large read and with now with stream data centers which is a great company based here in Dallas Texas. We have a national footprint of data center properties that we develop operate lease and sell. We do like to sell things at stream data centers and we're all about good business. And the interesting thing about us is we're part of a larger commercial estate firm known as Stream Realty Partners which gives us a great opportunity for a national footprint technical real estate expertise and just overall commercial estate thought leadership and knowledge. So it's a really great company and I'm proud to be here. The thing about stream data centers that sets us apart is kind of our vision and mission of developing bespoke enterprise solutions for the Fortune 500 but our new product offering in the hyperscale space is awesome. We're excited about it. We've got some exciting things going on in major markets and the hyperscale products are really compelling opportunity for us. With that said I managed marketing and communications and this is a topic that's near and dear to my heart because I've had to figure it out. 20 years ago there wasn't an internet of things and we've seen quite an evolution to where now that's a way of life in the cloud is where it's at. And we have a really interesting story to tell. So I'm glad to be here. Thank you. Thank you so much Mary. Yeah and Mary is a veteran I think to this sort of annual topic that we do with JSA so welcome back. Rachel would you mind going next or hi everyone. Thank you for joining today. My name is Rachel Cunningham. I work for DQE communications. We're located in Pittsburgh Pennsylvania. We're a fiber network provider. We focus on the customer honestly and providing them strategic solutions for their businesses whether it be from dark fiber internet ethernet and beyond. DQE is really the past 20 plus years maintained our focus on on the client and providing that service with integrity understanding that we have all different types of clients that we serve and really providing that reliable service and providing excellent customer care to those clients that they've come to expect. My role at DQE is senior manager of sales support and engineering so my team and I have a direct responsibility for pre-sales customer design of our actual network the lit network order implementation success for our clients so order tracking making sure that they're informed of all the different steps in the order process and post sales customer experience so that last bucket kind of involves a lot of different things but you know kind of tying back to what DQE is about which is providing that reliable and responsive service here in the Pittsburgh market and beyond so thank you for having me today. Thank you Rachel and Corey. Yes hi there my name is Corey Cohen I'm vice president of marketing at TBI so thanks once again for tuning in. TBI is the largest privately held master agent we are a third-party technology services distributor and we work with selling partners well first of all I should say we are over 230 people strong and we work with selling partners across the country and internationally helping them grow and build their business through mobility sales security sales all cloud communication and collaboration along with network and connectivity and I'm delighted to be here today and talk about this important topic and what TBI is doing to well what TBI is doing for our part in promoting diversity and inclusion but also helping to establish an equal environment for all to thrive. Thank you Corey and it's such an important topic it's one that has it garnered increased attention and focus you know well before this year you know I think organizations for the most part to to some extent at least recognize that there's a need to look into this right so at the minimum. So before 2020 hit us it was already important diversity and inclusion there we started to see programs coming up but can you talk about why you think this is important in particular why organizations are seeing this and to what extent this year 2020 has escalated the response whether it be in your organization or others. Mary would you kick that off. Well I mean you know especially this year business can't hide from the need to be more inclusive to put it top of mind to embrace an evolving culture. I think there's also a competitive aspect to acknowledging diverse contributors because you know we're all looking to take it to the next level and by embracing change embracing new horizons and opportunities I just think it's good business. Also can represent the creative side of things in the technology world and more and more technology entities are looking for creativity they need to be scrappy and they're just gonna have to learn to do things differently and that's what just makes good sense but you know just just like in generations past where you know women won the right to vote or racial issues became more complex and then more open and inclusive we're just taking it to the next level and I think technology businesses are learning to recognize what we have to offer so there is a social implication there is the cultural implication but I think more and more people just see this as good business. Our organization is responding directly in 1999 stream data centers was acknowledged by capacity media for being the leading data center provider and gender diversity and we were all proud of that we during a period of hypergrowth we were able to hire a large percentage of women to take on very significant jobs we're very customer focused and we are very very much creating a white glove customer centric experience for our data center customers and and bringing women and to not only execute on that vision and that products but bringing women in to help manage the company is very important and at a larger level stream realty partners has been very proactive we've acknowledged three new diverse groups and are at the management level we include contributors from all over the company at all levels of management and to address things like environmental and governments governance issues women's issues and racial balance so we I like that the fact that our organization close to a thousand people nationwide is able to take this on in a unified manner to talk about how it's good for everyone and I think the other thing that leadership here at stream has done so well as acknowledged that we can all do better we can all do better we can all empower each other to move the needle be successful and and win as a team so at the risk of singing kumbaya with my fellow streamers right now I will hand it off to Corey hers but I just think it's good business sense it's culture it's a cultural imperative and there's so many reasons to do this better and almost feel like we have we have to have specific objectives in mind but we'll talk about that later and yeah you're I know you're right Mary there's so many proof points to show why it's important not just because it's the right thing to do but because it's better for business you know I was talking with with Rachel about this beforehand because I'm gonna specify and say like I was a little nervous to do this this panel because I'm not talking about technology which I normally am I'm talking about diversity and inclusion which I am not an authority on however then I started thinking like well this is a human issue right and this is actually the forefront of the conversation right now this isn't like you said Barb a new conversation this has been going on for years highlighted you know Rodney King in the early 90s I mean this this isn't a new conversation but we happen to be in the age of a pandemic where we're forced to take a step back and kind of take inventory of our lives and of our workplaces and so then I thought to myself like why do I have to be nervous like I am an executive I you know I'm in charge of hiring I'm not the HR manager but like I certainly have a say and and frankly you know I can only speak to my you know experience as a white woman which we all are on this panel not very diverse in and of itself but I will say I wrote down some stats because I think it's important to highlight right I mean we're talking not just about gender but also diversity and from a gender perspective right you know women make up 47 percent of the labor force so it's almost half but only a third were managers in 2019 and they were mostly white women in fact women of color had drastically less showing like latinas 4.3 percent black women for 4 percent Asian American women 2.5 percent I mean we can do better just from a holistic standpoint so and then I'm gonna pass it off to Rachel but I do want to say that you know TBI is doing its part we're a very diverse organization across the board from all levels entry level all the way through management and people value work culture employees it's been studied that employees value fairness across the board not just for themselves but for the entire organization they like rate that as one of the reasons why they go to work at a company so from a TBI perspective what we're doing we have LGBTQIA sponsorship promotion awareness we encourage our employees to share with us organizations they're involved with for us to support we have weekly all company meetings where we interview people in the organization that we might not know and they come on and they tell their background and their story we have executive I'm gonna call them like memos but they're basically just restating our core beliefs as a company and why why we do the things we do and we started a diversity and inclusion committee and I think we've really worked the past few years to make it I mean it's always been it's always been a diverse environment but we focus very much on having everyone feel comfortable to share and so I think that is one of the reasons why we were voted best places to work in the cranes and Chicago Tribune and that's why I'm a proud proud TBI family member thank you it's so great to hear the examples of how your organizations are are you know contributing to this effort yeah Rachel sure so it's funny that Mary and Corey mentioned a couple things that I think kind of tie back to what I wanted to say you know as as Barbie mentioned this is not you know obviously it's come to the front in 2020 but this has been a topic that's been of importance to my owner's organization for happily a couple years now at least so two years ago our organization created a DNI council diversity including council as well I was glad to be one of the 18 employees in that council that ranged from you know new employees to tenured employees you know folks in all different departments all different kind of you know tenures in their careers as well you know we really focused in on you know to Corey's point Mary's point culture talent engagement and community involvement what I thought was what I wanted to bring up here is something that Mary said regarding company culture and how do we you know it's a good business decision to tie together what is what about the company culture we can tie these things so DQE has a very strong passion for volunteerism in the community we always have big kind of contributors to United Way and some other things what I thought was interesting what the DNI council did was tie that element to our DNI council so we were involving in doing volunteer-based events for minority and businesses doing volunteer based events for LGBTQIA groups in the community as well participating in the pride parade as a volunteer effort and things like that so you know just just in the past year we volunteered over 3,500 hours of our employees in the region and really focusing in on the past year or two on equity in our communities and some of those some of those groups so you know as far as you know since March and kind of having to change it up obviously we've had to think about ways that we can still continue that type of behavior but you know not necessarily being able to do it in person anymore right not being able to go out and do you know do things at food banks in person and things like that especially when all this first started so a couple ways that that DQE has really has really pivoted there has been participation in a blog celebrating women in tech as a part of International Women's Day and I'm happy to send that out after this it really shined a light on some of our leaders at DQE and what we're specifically doing also you know participation in these types of panels for our leadership team and being being open to participating those things because you know they're now virtual so just wanted to highlight those things I just think it's interesting kind of time back the company culture or two you know what what means the company and and DNI so yeah I love that all your organizations have initiatives in place already and a focus against this and I think the conversation then becomes is it enough you know is it enough are you doing I mean your organizations are doing a lot are other organizations doing enough is there more that needs to be done in the industry as a whole so I was just going to talk for a second about so last year Melinda Gates announced that she would be contributing a billion dollars towards creating opportunities for women in the tech sector through her organization pivotal ventures in cooperation with the reboot recognition tech coalition which is you know some of the top organizations within the tech industry Gates and fellow leaders and influencers have been working to shed light on the need to close the gender and diversity gap in our industry in addition to serving companies about their existing strategies researchers spoke with more than a hundred leaders in the field to determine what strategies were proving effective so people you know just like you right talking about what are you doing that's working but also you know what what are some ways that you think that we can make a difference the resulting research which was called the reboot representation I highly recommend it it's quite a long read but it's full of information recommendations case studies etc it provides advice on how to pick and set a strategy that's in line with the company's business objectives and also a self-assessment to figure out if what you're already doing is working so I just wanted to start and just the panelists will respond to this a lot of the the folks from the coalition have provided quotes I'm gonna start with a quote from Melinda Gates who's of course you know the inspiration for it all so I'll read the quote and then I'll let the panelists respond as the tech industry continues to expand beyond Silicon Valley to other areas across the country we have the opportunity to reimagine what the sector could look like if these emerging tech cubs are supported to prioritize women's representation and inclusion as they grow they will be better positioned to tap into the full range of local talent while also helping create a blueprint for closing the industry's gender gap nationwide so Corey do you want to take that do you want to talk about just obviously in this quote there's an emphasis on the importance of closing the gender gap across the tech industry and we'll talk later about you know beyond the gender gap and further you know thoughts on diversity but do you agree with the importance of this and why 100% I'm like so passionate about this and there there is obviously a gaping discrepancy in you know female leadership and male leadership but I'm not 100% certain I mean it's not a it's not a tech sector issue it's a it's a global work issue actually I'm all about the stats I brought them today because I when I was like doing research for this panel I was so I already knew some of these but as I delve as I dove deeper into into research obviously it's a rabbit hole but it was fascinating to highlight some of this key you know the key gap right and if you think about this generally speaking in 2019 the proportion of women in senior management roles rose to 29% it didn't increase 29% it's at 29% of all female leaders in senior management roles and that is predominantly human resources and within medical and health services and food services so in 2020 40% of those human resource directors were women compared to the chief marketing officers which was only represented at 17% and CIOs which was 16% I mean if you think about that a there's a problem with women advancement I'm not sure how much and it will be interesting to see the repercussions of this pandemic to see because I know many women right that are of our working mothers but then decided to stop working because during COVID they didn't feel comfortable having child care so they assumed the role of child care and left their job now there is an extreme division of labor amongst roles of spouses where there might not have been before so it'll it'll be interesting to see how the I guess economics play out in terms of leadership roles with with women but I do want to say that McKinsey did a report women in the workplace in partnership with leanin.org and it says that women are falling behind in their careers because if first level women were promoted like men there would be one million more women in management over the next five years so there's work to do promotion giving giving more people a shot also I do want to specify that in the previous answer I did also write down another stat which was diverse diverse teams are 35% more productive absolutely I think that one stat that I will it's not really a stat it's more of a I don't know an observation but and we talked about this earlier there are more men named James leading Fortune 500 companies than there are women which is and I know that you had said that you heard a similar but slightly revised version of that so I mean yeah lots of crazy yeah yeah Mary did you want to add I applaud Melinda Gates I hope she takes some of that billion dollars and puts it toward education to the up-and-comers I come at this I'm so appreciative of Cory for having the stats and for you guys bringing you know some of this intel to bear because we know it's all out there but I come at this from a kind of a generational perspective organically and I think women have to show up we have to teach our daughters what stem means because acronyms really don't resonate it means you can make money by using your skill sets to work in the technology sector right so I think whether it's Melinda Gates or us or any of our colleagues we have to speak in in terms that are consumable and digestible to the youth to our peers and to the market at large and I think now it's imperative and as we grow it's imperative that leadership at the highest level embrace the opportunity to take on your talent but at at every level women and diverse groups have to show up you know we have to show up we have to have the expertise we have to have the know-how and sometimes when you're just trying to get through school and find a job that you know some of that doesn't compute I think the gender biases is kind of a natural flow that if you look at the engineering schools and them and the other kind of math and science educations and backgrounds that feed our industry it's kind of natural that that that the men floated to the position they're in now along with with every other group but now if we teach the community our peers and our daughters and our friends to show up and bring their skill sets I mean I'm in marketing I'm creative but every technology leader I've worked with has appreciated the skill sets I can bring to compliment theirs so that we can go to market effectively and that's what I've loved about it I've loved being part of the team and I've loved the win and I love how things I love learning how things work so if you appreciate learning and understanding how things work you can appreciate technology and then the youth of our world can learn to embrace that on a more tangible level and so this is my dialogue is all about making it more tangible making it more actionable giving people an opportunity that they can embrace and understand instead of just talking about it I think all these perspectives have to come together to dev tail into the solution you know Mary I don't mean to cut you off and obviously I I'm like interjecting but you said something about you said something about women showing up and I wholeheartedly agree but it's been known and studied that women have to almost like work twice as hard to be noticed above like a male counterpart and I think that's where it's not that's what I'm not necessarily sure my point but I might but what I think I'm trying to say is that it is harder and increasingly harder to live your life a work-life balance working twice as hard and having a life separate from work trying to advance a career also struggling in a pandemic it seems like the world is on our shoulders harder to show up you're right about all that but at the same time as women we have innate skill sets and talents that guys just don't have I mean we think in a wide wide wide radius we think in terms of throwing a net hunter-gatherers you know the guys are notorious for being very focused very linear and I don't mean to like cast blanket aspersions on our the opposite sex or anything like that but like big women think big and and I've worked with babies under my desk I've worked at home I've worked at night 24 7 to get this done because I did have to try harder right and you know I often felt like I was winning because I had to I had to work at it and learn more and show up harder like you're saying to get there but then once I got there the teamwork was great you know that it's being on a dream team you know that all the things they say about teamwork makes it work and all that it can happen we but it and it's harder for us to show up and if guys in the world and the leadership can appreciate that of us we'll continue to show up even better we can polish our our style we can write our stories the way we want them to be told and as women I think we we do have the power to show up like we need to and and I think the needle is moving on opportunity and it's it's very exciting but you're right Cory yeah Rachel did you want to add to that I just wanted to add kind of something I think is just another layer of this conversation that I think should be pointed out so you know part of the Milindov gates quote that is very important is about you know hiring talent right hiring the recruitment process but I think that it's important for all of us to recognize that recruitment is just the first step of this right so retention of those employees making them feel welcomed included and empowered throughout their employee life cycle is just as crucial some ways that you know my organization is supporting that is we actually just launched our first business employee resource group Berg as it's eloquently named and if specifically focusing on women and energy in organization serving as a forum for awareness education and supporting those employee connections so this is for all for employees of you know brand new in the life cycle to tenured women in the company so I think it's just one one example but I do think you know the the hiring process recruitment bringing in that talent the stem programs for education are obviously very important but I think you know that the next the next thing or an equally important thing is is retaining those talented employees and making them feel included and empowered throughout their time with our organizations that's such a good point and actually interestingly it's been you know leaders of the industry are actually forecasting a shortage in workers in this sector so demand for workers with advanced IT and tech skills will grow as much as 90% over the next 15 years and they're already projecting a shortfall of those workers over the next three years so it's really important that the sector stays on top of this and is expanding its talent pool and and so where do you go for your talent pool you go potentially to a previously underutilized talent pool which includes women and and women of color today and Kerry said stats stats very similar to this but women today and particularly women of color are chronically underrepresented at every stage of the tech journey so only you were talking Corey about the entire you know workforce but only 11 percent so quite a bit lower than the workforce I think what you said 20 I can't remember what your number was in the 20s of women in leadership roles but only 11 percent of tech leadership roles are held by women so excuse much lower it's already low for the workforce in general excuse much lower for tech and so you know one of the things that when I start talking I started talking about the the reboot coalition right one of the things that what they were looking at is the the different points of entry for women and so it's things from school Mary you mentioned school age programs but beyond that so early STEM education early on but then throughout you know you know beyond into university and then you know opportunities once you've begun your career so last year one point I just wanted to make was that so these the top 32 tech companies spent over 500 million dollars on philanthropic philanthropic giving but only five percent of that went to programs aimed at correcting tech's gender imbalance and most of most of those went into school age programs actually and less than 0.1 percent of that actually went to support women of color so over and over the past decade the ratio of black Latina and Native American women receiving degrees in the tech space has dropped a third it was never high it was six percent it dropped to four percent so it's actually getting lower instead of better so just you know I like my quotes so I'll throw another couple quotes of you guys and that'll lead us into the next question but you know the the idea of these quotes is you know the extent to which having a more diverse workforce actually benefits the bottom line of the organization and helps a better input for your organization for innovation and for society in general so two two quotes the first is innovation is born from a diversity of ideas perspectives and experiences so Greg Clark former CEO of Norton Lifelock said that Sarah length director of societal impact for Verizon said diversity in all its forms is critical to the future of technology and innovation the fresh ideas and perspectives we need to address the world's biggest challenges come only when the technology industry reflects the society that it serves reflects the society that it serves I think that's a great quote so I just want to throw it back to you guys and what ways are you seeing diversity and inclusion evolving across the industry and in what ways is it supporting organizations Rachel do you want to show so when you mentioned you know serving the communities are serving the footprint a big shift I'm personally seeing my team has responsibility for responding to RFPs or requests for proposals so DQE's largest subcontractor happens to be a women-owned business so we've been able to offer this up as you know kind of supplemental information in our beds for many many years however I would say pet probably the past like 18 to 24 months I've seen a shift especially from certain verticals honestly that um supplier diversity has moved from being you know maybe a feature of a bid to being a requirement to being a metric in the ultimate decision making of a bid so I think that you know our prospects our clients vendors organizations as a whole are pushing for supplier diversity and I only anticipate honestly I only think that's going to continue so yeah I mean I agree with you in that um yes I'm sure there's tons of RFPs coming down the pike saying you know they want minority and women-owned business um whether they hire them or not right you know it might just be like a check mark on the RFP um to answer your question in what ways am I seeing diversity and inclusion evolve across the industry I'm not 100 sure I am um we're we're focused on this topic for a reason today I made the I made the statement in that stat that says racially diverse and gender diverse groups are 35 percent more productive than non-diverse groups and I was reading that one of the biggest hindrances or one of the biggest reasons why managers don't hire more diverse employees is because they're afraid of of introducing conflict which is just simply like not true um I don't I don't know how we can expect to see change with you know uh completely male dominated executive team that is consistent across the majority of organizations globally um and just expect them to like change the chemical makeup of their organization simply because this is a topic of discussion I think it's led by employees um I think that people accept jobs based on companies that share similar beliefs I mean there's so many stats about not stats there's so many like there's so much research about millennials and the workforce and and Gen Z coming on board and only going to companies that have a certain sustainability program or a certain philanthropic program that have core beliefs that that are inherent in their nature and because of that that will force change you know the younger generation is our future um and so I I don't know if I've seen change but I'm hopeful um you know to give another stat I will say like and this was shocking to me google and microsoft um black and latino staff has only gone up 1 percent since 2014 um you know we're expecting now conversely I will say that you're seeing a lot of fortune 500 and 100 companies like Salesforce and and some other large companies that have a real big um presence uh in terms of promoting gender and racial diversity so you're seeing a lot of large companies help lead the change but I'm not sure I'm not I'm not sure if we're going to be seeing these large organizations help lead the change or if it's going to be some of these mid-market companies that are going to be the first to to make the shift yeah interesting what do you think mary I agree 100 percent um we we are seeing some female decision makers come across from the large companies but um I think the biggest thing that I'm seeing is the conversation the conversations are happening um the awareness is happening and that's the biggest thing I see but again um I'm like Cory I'm not sure I see I'm not sure I see the needle moving but I see the conversations happening which I think again will lead to a trickle down effect for gen z and the youth that are coming up behind us I mean so many things are changing but um specifically to your question uh the way stream gives back to empower future generations is by funding educational scholarships through iMasons infrastructure mason's is um a notable organization in our industry that is has through leadership of various IT infrastructure organizations and cloud companies are taking on the mission of um shepherding uh education opportunities to fund our future and so working with them they do have a women's organization within infrastructure mason's there is the women in technology um women technology forum and I'm seeing those conversations become more frequent and more empowering because like this round table we're bringing uh thought leaders to bear on topics that will benefit not only our careers but the industry at large and so I think just by sharing um the conversations and drumming up more awareness we will move the needle eventually but I don't think it'll happen fast um conversations are happening and I think people are aware and that's that's the biggest thing I see yeah well this this is such an important conversation and there's so much more for us to talk about um we're out of time unless anyone has any burning thoughts that you want to share any of the panelists um but you know thank you thank you to the panelists uh for participating today and thank you everyone for tuning in just a quick reminder that our speakers are staying on for the remainder of this hour to answer any of your questions via linkedin so you can go to linkedin search for hashtag jsa virtual roundtables or click there's actually a direct link in the chat box here uh so you can go there to continue the q&a and of course viewers if you are one of our lucky first 100 registrants we hope you enjoyed your lunch go ahead and visit us at jsa.net to register for our next jsa virtual roundtable the next one will be taking place on october 15th where leaders in our industry will talk about the state of financial networks so that's a wrap thank you everyone uh and go ahead and look for the playback of today's roundtable coming soon to jsa tv and jsa podcasts on youtube itunes iheart spotify and more in the meantime see you on linkedin happy networking bye have a good day


Now the Deputy Senate President Ovi Omar Gage has charged the newly elected executive of the All Progressive Congress, APC, in Delta State, to work in line with the party's constitution and make peace with the group members who are not happy with the outcome of the state Congress. The Deputy Senate President said these are the inauguration ceremony held in Asaba, the state capital. He said the focus of the party is to defeat Governor Yifan Yokoa, another PDB candidate, in the 20-23-4th common governorship elections in the state. We have commenced the process of reconciliation. And very soon, everybody will be on board. I say we are going to provide an effective leadership that will fight partnership. Not for you. We talk to them. We know them. They are our brothers and they are our sisters. Our goal is not to defeat them. Our goal is to defeat Yokoa and defeat whoever in a class to attend with both in Delta. I say I can't because I know that it can never succeed. But when we are here, the people of Delta State will determine who the next governor of Delta State will be. Hello. Hope you enjoyed the news. Please do subscribe to our YouTube channel and don't forget to hit the notification button so you get notified about fresh news updates.


A reversible door means it can be either hinged from the right or left. Most of them can be easily adjusted using a screwdriver to reposition the hinge and the door. This means that you can have the appliance opening from whichever way suits you best.


Now let me tell you, I went out and I found some very important, important, powerful respect programs going on at the Sex Abuse Treatment Center here in Honolulu at Kapiolani Women and Children's Hospital. I'm here with Justin Murakami. Welcome, Justin. Great. Thanks for having me. Thank you for coming. I appreciate it. Before we get started though, talking about the Sex Abuse Treatment Center, there's a really important thing happening tomorrow. I don't know if you guys have heard of it, but you know that march for our lives that all the kids are doing right now? Well, we're going to have one here in Honolulu. It's going to be at Alamoana Park tomorrow from 9 a.m. to 11 a.m. And I encourage everybody to come out and support these kids. If you've got kids, bring them. Even if you don't have kids, come out and support this program because it's really important. But now let's focus back on, Justin, I'm so glad that you're here. Thank you so much for coming. Oh, absolutely glad to be here. What you guys are doing at the Sex Abuse Treatment Center is amazing. And you guys have been around since 1976, right? That's right. We just celebrated our 40th anniversary. That is exciting. So I know a little bit about the history. I know that Pat Psyche, her husband, was a doctor. He was the chief medical officer at Copiolini at that time. Oh, okay. And at the time when Pat Psyche found out that they were doing the physical exams in the morgue for rape victims, she knew that was not acceptable. And I just really admire her so much for the changes that she has made, things that she has done. And we have a quick little video we can show, I'm pretty sure. Give people a little bit of a background about the Sex Abuse Treatment Center. It goes by SATC, right? Yes, yep. A little less of a mouthful to say it. Absolutely. Okay. You will cue that video for us, that'd be great. It was the age or the time when women were emerging as a force and the political climate was equal pay for equal work. It was in the 70s and it was a time when I think most people weren't prepared to talk about this. Women who were sexually abused or who were raped were sent to the morgue to be examined by the physician there. This was not right socially. It was not acceptable. You're overwhelmed. You're overwhelmed with the emotions, the trauma. You're overwhelmed with anger, with fear, with self-blame, worrying about people if they're going to judge you and the judgment was big. My husband was really quite modern. He was an obstetrics and gynecology. He dealt with women. He was also chief of staff at Capiolani Hospital. At that time it was known as the Capiolani Women's Hospital. He felt strongly that women should, under these circumstances, receive all the care possible. So he chatted with Richard Davi, who was then CEO and administrator of Capiolani Hospital, and the two men got together and decided that they would open an entity within the hospital known as the Sex Abuse Center. It was really two people who were men who really got this thing started. In the early days before the Sex Abuse Treatment Center, if you wanted evidence collection, you had to go to the city morgue for that. If you wanted any kind of medical care, because you're concerned about sexually transmitted infections, pregnancy, other things, then you had to go see a private practitioner. There was not that one central place to get care. So then the problem was money. How are we going to fund this thing? That's when I came into the picture. It was the easiest thing to sell to my fellow colleagues. All I had to do was point out that if the abused or the assaulted were your daughter, your mother, your aunt, your cousin, would you want that person to go to the morgue to be examined? And they would say, absolutely not. Then I said, sign here. And so we included it in the budget, and that's how the Sex Abuse Center was created. The core, and I think the number one thing, what makes SATC very, very different is we provide really good quality emotional care. So many people stay silent when they've experienced violence because they feel ashamed, and they don't know who to go to. And they're afraid that they won't be believed, and I think just to get someone who acknowledges where they've been and what they've been through is absolutely critical. When survivors come in, they're afraid, am I going to get pregnant? Am I going to be at risk for HIV? And then in that process, you help them to understand, at the same time, we're going to collect evidence, and that evidence will be part of your case and part of this examination. But this exam really is about good medical care. You have to take that victim-centered approach, which is the victim is at the center of everything. So there is always a crisis worker present, always. It was an absolutely new approach. You have to bring together the medical community, the police, the prosecutors, hospitals. You've got to get a team of people who are really trained and trained well to deal with trauma, and you've got to get them all working together for the survivor. We knew that we could expand services for them. We didn't want to just stay, I think, focused on providing victim services. We wanted to have a role in preventing sex assault. You know, when it comes to prevention, partnerships are absolutely key because we cannot do this work alone. If you really want to prevent sexual violence, it takes a community. We also have a K-12 sexual violence prevention curriculum that SATC developed with the Department of Education, and it's all age-appropriate lessons really focused on respecting boundaries. We've also trained over 800 educators statewide. One of them is the Honolulu Theater for Youth. We work with them on our Respect 2.0 program, which is kind of a cool, multimedia, interactive, theatrical education. We get the class to engage in discussion, like, okay, what is going on here? And do you think this is a healthy way to start a relationship and really getting them to think critically about situations that they see fairly often? That's why we love partnerships. I mean, that's what it's all about. It's just about a community response to a very sensitive issue. What's so special about working at SATC is you've got a staff that is so passionate, so committed, and bright, and they are always thinking of things to make it better. They thought if we had a dog in the waiting room, then that will help survivors, you know, maybe lessen their anxiety while they're even waiting. Then we found an instructor who does our trauma-informed yoga. It's bringing them and healing them in a different sort of way, so they're not just sitting, you know, in that counseling office. And we have 24-7 hotlines throughout the state every single day. And in the, what, 34 years that I've been with the Center never once has that hotline gone down. That's a huge accomplishment. I can't believe that it's been 40 years since I had this little part to play in the creation of this entity. Adriana Ramele, she can tell you more about the nuts and bolts and all of the difficulties and all of the help that she received to bring this sex abuse center to what it is today. I mean, all I did was help her get started. And I'm giving too much credit, really, but I'm proud of having been a part of it. That is one very courageous woman. It's very much so. I must be really nice to get to work with her. And just, it's so inspiring. That video is almost unbelievable. I mean, it's a daily inspiration to work with someone, you know, who's been in this field for three decades and helped so many people. Right. Thousands. Thousands of people. Yes. That's just, to make such an important difference, you know, it's just really wonderful. So you guys put together this program called Respect, right, that while you guys were part of it and the State Department of Health and a couple other, right, that put this Respect program together to go out into the schools and teach the kids sort of some of the things that we saw on the video there. It's amazing. What are some of the other programs that you guys have? Well, we're a comprehensive sexual assault center. So we have crisis intervention and advocacy where counselors can speak with people who have just recently been sexually assaulted or, you know, even if it has been some time, they're free to call in and speak with someone. We have a 24-hour hotline available seven days a week. We also have longer-term mental health therapy, you know, for people who are having issues with depression, anxiety, post-traumatic stress disorder. In addition, we have prevention education. Respect is one of the products of that program. I love that. I love the name. All of it. I love it. The community and really changing, you know, the way that society views sexual assault in response to it is one of the absolute key roles of SATC. I engage in policy work, so that's government relations work where we try to sort of change how the system itself approaches sexual assault in our laws, in the way that government agencies and in the way that community organizations approach it. Wow. So your title is Policy Research Associate, right? That's correct. Okay. So explain what that is a little bit more. That's what you're just starting to talk about, right? Oh, sure. Explain what that is. Well, essentially my role is in government relations. So during the legislative session, I'll engage in education-based advocacy, so providing information to lawmakers, members of the public, other stakeholders about policies that benefit survivors of sexual assault, and that could also prevent the occurrence of sexual assault in our community. Wow. So when someone comes to you and say they call and they say, I've just been raped, what would be the—what's the first thing that you do? Would you go out and talk to them, or how does that work?  So we do provide medical care to acute sexual assault cases as well as that evidence collection that's so key in, you know, moving forward with a potential police reporting. When does that have to happen? When—how, like, soon after the rape, does that need to happen that you get that evidence collection? Is there a certain timeframe that needs to happen within? Well, you know, the thing to note about evidence collection and really getting those medical care services is that it's important to get them as soon as possible. So the earlier, the better. But we also do offer it out to 120 hours after sexual assault. And that's, you know, according to national standards, when evidence is potentially viable. But again, you know, because physical evidence of a sexual assault can deteriorate over time, always earlier is always better. Right. And so you have, like, an advocate that goes out and helps the person get there, even?  You know, they have a choice of accepting any or all of the parts of those services. They can say no to any part. I think we have a slide that's got the numbers on it. Oh, absolutely. In case anyone out there watching the show today needs help now, there's your 24-hour hotlines right there on the screen.  It goes everywhere. So we really want to make sure that anyone that might be watching the show, if you are local here on the island, on any one of the islands, you can call that 808 number. Or if you're on the mainland and you need help, call that 800 number because you do not need to suffer alone. There is help out there for you. I should say, though, for the neighbor islands for Maui County, Kauai County, and Hoi Island, each of the counties in the state have their own sexual assault center. So if you do call that number, we'd be happy to transfer you to your 24-hour hotline for that center. For that island. Oh, okay, I see. So that they can get services in their community where they are. Oh, right. Oh, I'm glad you said that. Thank you. Okay, so you know you can call that one number, though, and they will immediately get you to the services that you need on another island, if that's the case. Oh, okay. That's great. You guys do so many things. Do you do anything that helps people with the legal system? Because I know that in the past, I've heard stories from people that say, you know, the police were terrible, or they didn't have anybody to help them through that stage. But I understand you guys have something like that, don't you? Well, collaboration is so important in this line of work.  And in that setting, yes, there is advocacy that can take place. Again, part of making sure that the system response to sexual assault is there and on point. Okay.  We can also make referrals to other agencies that have those resources to assist with legal issues. Okay. Well, that was a quick first half, wasn't it? We need to take a break. There's a lot more to talk about, especially the bills that are going through the legislature right now that are really going to help victims of sexual assault. So I hope you'll stay with us. We'll be back in just one minute. Hello. I'm Dave Stevens, host of the Cyber Underground. This is where we discuss everything that relates to computers that's just going to scare you out of your mind. So come join us every week here on thinktecawaii.com, 1 p.m. on Friday afternoons, and then you can go see all our episodes on YouTube. Just look up the Cyber Underground on YouTube. All our shows will show up and please follow us. We're always giving you current, relevant information to protect you. Keepin' you safe. Aloha. I'm Jay Fidel, thinktec. Thinktec loves energy. I'm the host of Mina, Marco and Me, which is Mina Morita, former chair of the PUC, former legislator, and Energy Dynamics, a consulting organization in energy. Marco Mangostorf is the CEO of Provision Solar in Hilo. Every two weeks, we talk about energy, everything about energy. Come around and watch us. We're on at noon on Mondays every two weeks on thinktec. Aloha. Welcome back to Finding Respect in the Chaos on Thinktecawaii. I'm here with Jason Murakami from the – I'm sorry, Justin. Oh, my gosh. That's so bad. Don't worry about it. I'm so sorry, Justin. I will do that again. I'm here with Justin Murakami. I really do know his name, I swear. And we are talking about the important programs that are going on at the Sex Abuse Treatment Center that is here at Capulani Women and Children's Hospital. And so I understand as the policy research associate, we were talking a little bit before the break about how you help with the wording for some of these bills. Now, I've got a thing right here in front of me that says there's a bill 2128, which is insurance coverage for clinical victim support services, which I think is really important. Can you explain a little bit more about what is involved on that bill? Oh, absolutely. So House Bill 2128 is part of the women's legislative caucus package this year. Clinical victim support services refer to, you know, when a person with mental health disorders or issues as a result of their sexual assault go in for therapy services. Beyond therapy, they need additional work. Right. They need additional care between providers. Sometimes assistance accessing agency help or services in the community. They could require assistance talking with an employer, with a school about safety issues or reasonable accommodations for their mental health condition. Historically, mental health services in Hawaii are supposed to be covered by insurance. But for whatever reason, insurers have decided not to cover them to date.  Oh, that's so important. Oh, my gosh. So, and that has gone through any of the houses, I mean, is it still explained to me how it goes through the legislature to finally get either passed or denied or where is it now? Because I know they're meaning right now. Sure. So too, as a good starting point, you know, as I said, this is a women legislative caucus bill this year. So we were fortunate enough to have it introduced on both sides. So there was this House bill as well as a Senate bill, and they moved through their home chambers, through multiple hearings with different committees, subject matter committees. This bill is surviving. We're now in the latter half of the legislative session. Oh, so it's already made it this far? It's made it this far. And, you know, we've been amazed by the amount of community support for it, the amount of support that we've seen from our agency and organization partners, and especially we want to thank our legislators for, you know, really making it this far for helping the bill to proceed this far. Right. I went to one of the meetings. I was invited to go to the women's legislative caucus that was here in Honolulu, and I understand that they went and met on every single island also. They did. So that was a new initiative done in partnership with the Coalition Against Domestic Violence here, where they did a roundtable to talk about these gender violence issues and really think about what bills would benefit that community. In addition, a number of our organizations meet in what's called the Women's Coalition to look at issues that affect women in particular, as sexual violence does because of its occurrence with respect to women. So we produce bills that we make recommendations to the caucus concerning, and they decide whether they adopt them for the year. Right. Oh my gosh, that's awesome. The next one, the next bill here on my list is the 2719, and this one to me is very special and close to my heart because I was one of those delayed discovery. I didn't remember my abuse until I was 30 years old, way past the statute of limitations, and it had just started that you could, it was that delayed discovery where you could actually, if you could sort of, sorry, my brain stopped for a minute there, but if you could establish when it was that you remembered, and lucky for me, I was in therapy when it happened, so I was able to have some kind of record of when I remembered, and so I was at a successful case, and this is back in the early 80s, in the beginning days of all this delayed discovery. So this one says that instead of just being 26 years, that you could go all the way to the age of 40, or within 10 years of discovering the injury, that is miraculous, and I know how important that is. So I'm just going to do everything I can to support this bill. That's for sure. Can you explain a little bit more, because I'm sure I left something out. Sure. So the statute of limitations for bringing a civil lawsuit against your abuser as a victim of childhood sexual abuse right now is eight years past the age of majority, which is 18. So you can only bring a case up to the age of 26, or from three years from the date of discovery, or when you should have discovered that you were abuse victim. So our position is that that is too short. In order for victims to be able to meaningfully seek justice, we have to be in line with what the reality of disclosing childhood sexual abuse is. And the reality is that people tend not to disclose until their 30s or 40s. So really extending that statute of limitations is key and important.  Yeah. I mean, that boggles the mind, right? Right. So 10 years seems to only be a reasonable amount of time allowing victims to meaningfully seek that justice. I totally agree. I hope that this one goes all the way through. There's another one that I think is really important. It's called Aaron's Law. And that's one I'd really like to talk about too, 2368. And it's going to require the Department of Education to establish a program for the consistent delivery of sexual violence prevention, and boy, do I ever like that. Because until we start, and I'm always, if you've seen any of my shows, you know, I'm always talking about how kids, and we need to train them young instead of trying to, you know, fix what's wrong when they're adults, let's teach them the right way to begin with. So is the respect campaign going to be part of this whole, what is it, WAM? I don't know what that is. Ways and means. Is that what the ways in the WAM is? Oh, okay. So it's the Sexual Violence Prevention Education, or Aaron's Law. Can you tell us a little bit more about that? Oh, absolutely. So this bill, Senate Bill 2368, which was introduced by key members of the women's legislative caucus, would require the Department of Education to implement a program, a systemic, regular, consistent program for sexual violence prevention education, pre-K through 12th grade, training teachers and parents in how to engage with issues of sexual violence and, you know, respond appropriately to disclosures as well. Right. This is probably the most important bill that could possibly go through the legislature right now. Oh, absolutely. You know, an ounce of prevention is worth a pound of response. Exactly.  Well, and that's great in all the money and everything, but gosh, just that you save the kid. Oh, absolutely. I mean, it's like, that's what's important to add to me. I think, oh my gosh, and the money's just kind of like a bonus, right? Oh, right. No, absolutely. And I don't want it. You have to give the wrong impression. You didn't. You didn't. I'm just one of those, ah, pound on the table, stand up on my soapbox, you know, and cry to the world, let's save as many people as we can. And if I may, you know, it's so important for the state of Hawaii to pass this in particular. We recently completed our Hawaii risk behavioral health, I'm sorry, risk behavioral health assessment. It was a survey of students in Department of Education schools, 6th grade through 12th grade. And we found that overall, our rate of rapes experienced by children during their lifetime was significantly higher than the national average, 8.8% as opposed to the national average of 6.7%. So we're a third higher than the national average statewide. Oh my gosh, so we got lots of work to do, people. Lots and lots of work to do. All right, we're just about ready to wrap it up. Gosh, just half an hour has gone by so fast. I'm hoping for one that you will come back and be on the show again and give us the update on what happens with those bills and everything else. I think that would be great. Coming up, we've got some important things going to happen, though. This is April is Sexual Violence Awareness Month and Child Abuse Awareness Month. So teal is the color for sexual violence awareness, and they are going to light up Honolulu Hale from April 15th through the 21st. So as you're driving through town, make sure you glance over and see. We're making a big statement and really raising awareness in a big way. Honolulu Hale will be lit up in teal. We got a couple more important things going to happen on the 5th of April. There's going to be a respect showcase. And I think this is an important thing to come out and support. It's going to be at St. Andrew's Cathedral at 7 o'clock, and it's in the Tenney Theater. And I really hope you guys can come out and support this program. There's another one that's going to be happening at HPU, and it's Walk a Mile in Her Shoes. And I know that's a really important one, too. That's going to be Friday, April 13th at HPU from 10 a.m. to 2 p.m. Well, I can't believe we're already out of time. I'm fly, so when you're having fun. It does. Justin, thank you so much for coming. Thank you. I really appreciate it. I can't wait until you come back and give us an update on what's going on. Oh, absolutely. Anytime. So I want to tell everybody, thank you very much for coming to join us here on Finding Respect in the Chaos on Think Tech Hawaii. I'm Cynthia Lee Sinclair, and I hope you'll come and join us a week from Friday at 3 p.m. Come and join us again.


Good morning, Chair McKinn, Ranking Member Smith, members of the distinguished members of the committee, and thank you for the opportunity to testify today. And when I last appeared before you, I declared that there are two important qualities of our naval forces. And they are one that we will operate forward where it matters at the maritime crossroads of the world and that they will be ready when it matters. This remains our mandate. Your Navy and Marine Corps are uniquely qualified to respond immediately to crises, to assure allies, to build partnerships, to deter aggression and to contain conflict. But these qualities and their value are a great risk by the fiscal uncertainty that we now face. Although our primary concern with sequestration and the lack of an appropriations bill is the impact they have on the readiness during this fiscal year, make no mistake, it's gonna have an irreversible and debilitating impact on Navy's readiness through the rest of the decade. We will not be able to respond in the way the nation has expected and depended. And we should make that kind of decision consciously and deliberately. Three symbolic but not really all inclusive examples of the impact of the delays, or the delays, of the deployment of the Harry Truman, the delay in the overhaul of the Abraham Lincoln and the delay in the initial construction of the John F. Kennedy. These were not inconsequential decisions or the only decisions that we will have to make and that we're gonna make over the coming weeks. They did not come without significant, excuse me, they did not come without significant consequences to our people, to the defense industry or to local economies. The impacts of funding that we realign today will cascade into the future years. The $8.6 billion shortfall confronting us in operations and maintenance has compelled us to cancel ship and aircraft maintenance, reduce operations, curtail training for forces soon to deploy, and plan for the furlough of thousands of civilians. These actions enable current missions of forces forward deployed, but subject to congressional action will have inadequate surge capacity at the appropriate readiness to be there when it matters, where it matters. We asked that the Congress act quickly to replace sequestration with a coherent approach to deficit reduction that addresses our national security interests. We need an appropriations bill for this fiscal year that will allow the department to allocate resources in a deliberate manner. Without these actions, the condition and expected service life of our ships and aircraft will further degrade. Our sailors will not be proficient and they won't be confident to do the job.  Platforms such as the Joint Strike Fighter, the P-8 Maritime Patrol aircraft, the little combat ship, all those and even more will be in jeopardy. Mr. Chairman, I know you are dedicated to the men and women of our military and to their families, but our folks are stressed by the uncertainty about their jobs, their operational schedules, and more importantly, their future. I appreciate the opportunity to testify on their behalf and I thank you in advance for your efforts in this and out of this body in trying to avert the very real readiness crisis that we face today. Thank you. Thank you, Admiral.


Hey everybody, welcome to our Q&A session. We've had a lot of interesting talks already this morning from Istio project members about new developments in the Istio project, new ways of using Istio and particularly about our roadmap. This is our opportunity to hear back from you, hear questions around the ambient mesh that we've been talking about quite a bit so far this morning, as well as just around Istio in general. With me, I have the Istio TOC members and I'll go ahead and ask you all to introduce yourselves. Why don't we start with John? Hi everyone, I'm John. I'm a staff engineer at Google. I've been working at Istio for almost five years now. So I'm excited to chat with you all and answer some questions. Let's go to Louis next. Hi everyone, I'm Louis Ryan. I'm a CTO at solo.io. I've been with Istio since Istio was a thing and excited to be here as well. Len, how about you? All right. Hi everybody. I'm back. So excited to see you guys. My name is Len. I've been working on Istio where I was also at IBM for five plus years and then I joined solo about two years ago. So I'm leading the open source development at solo right now. Eric, last now the least. Hi everybody. My name is Eric van Orman. I'm a senior software engineer at IBM. I've been working on Istio now for close to five years. Recent probably the most recent addition or maybe Mitch was the most recent addition to the TOC. So welcome everyone and we're here for your questions either you ask them in the chat or maybe in the Q&A. Yeah, we have two ways for you to send questions. There's a Q&A tab at the top right side of your screen on the event management platform. There's also the IstioCon channel at slack.istio.io either of those are great places to post questions and we'll be monitoring them throughout the session. While we wait for the first few questions to trickle in, I've brought a few of my own to sort of warm us up. So Istio has long championed the sidecar architecture. That's been something we've been founded on for some time and we've defended. Why are we now shifting to this idea of shared proxies? Who do you want to feel that way? So this is about learning. If you're going to build a software solution as impactful as a service mesh that does all the things that a service mesh do, you're going to learn a lot of things along the way about what is a good fit and what works for one set of users will not necessarily work well for another set of users. We started out doing sidecars because sidecars were the easiest and quickest and most consistent way to get the set of properties that we wanted the service mesh to have. A huge part of when Istio launched was the ability to put empty last traffic routing and observability into one package. And then we spent about the next five and a half years tuning, optimizing, making enterprise-ready that package. But at the process of those five years, you learn a lot of things along the way. You also learn how to do things a little bit better. And it's probably fair to say that the discussions about Ambient were going on probably about four or five years into Istio. So maybe even three years ago, we were having Istio up to discussions. And so I think most of the questions that people get today about Ambient are, is it as secure? We don't really get questions about can it observe the same set of traffic. We don't get questions about can it perform the same routing and operational functions for traffic management purposes. We just get that basic question, is it as secure? And it's a perfectly reasonable question. We wouldn't have done what we've done with Ambient unless we thought and had tested and validated and checked with a lot of people that we could do something that was both better and as secure. And there was a blog post done by Justin and a few other folks last year talking in extensive detail about the security properties of Ambient and why it's as secure at least and in some respects more secure than the Sikr model. Now they're different. So there are some variations between these things. But assuming the whole existence of Ambient is predicated on being able to answer that question in the affirmative. If we can't say that it's as secure, we would never have done it. It just wouldn't be a thing that would have been crazy. We would have looked for other opportunities to get the other things that we were trying to get with Ambient, which is a better operational model, a cheaper resource footprint, which are the kind of observable outcomes for the end user. We would have gone after those in a different way. I certainly encourage people to read the blog. I'll take a link and I'll put it in the chat for people to take a look at it. So then if you think about, so assuming we can answer that question, then why is Ambient better than the Sikr model? And it's really a blended model. And if you look at, talk about this, if you look at software and you're trying to optimize the system, the first level of optimization you're going to take for any system is, I'm going to rewrite it. So I'm going to take a Java application. I'm going to go rewrite it and go or Rust. And I'll yield maybe an order of magnitude improvement in performance or resource consumption or something like that. But often that's not worth the effort. Generally you could try to optimize the system. You want to yield two orders of magnitude improvement. And what that usually means is re-architecting and also sharing. You've got to find a better way of reusing data, reusing code, reusing the resources to yield more than one level of improvement. And so that's why Ambient is also new architectures to get to, in many cases, two orders of magnitude improvement in a lot of dimensions. So that's why Ambient has done the way it's done. But that first question, that security question, was the critical one to unblocking the decisions around everything else. And Ambient is, we use a node local proxy, which is shared but has the same security properties as a sidecar for L4 traffic. And then we share the L7 behavior, which is the much more complex thing. And we put that in the network and putting it in the network allows it to be shared. And that architectural shift yields those improvements. Anyone else want to pitch in on that one? Yeah, I would just touch in on this. A lot of what we said about the learnings. I had a similar question myself is that, not why are we shifting away, but why didn't we do this six years ago? And I went and dug up a super old document way before I joined East Geo. I don't even know if it was called East Geo at that point, comparing what architecture should we use. And you can see that at the time we just didn't have as much experience with all the models. And some of the stuff that we're building on top of wasn't present back then. So we had considered a lot of these things, but we didn't have the expertise that we've learned from running service mesh and production for six years to kind of put all the pieces together to have something that meets that, or does a magnitude improvement that Willie mentioned that will maintain the security properties and other things in that regard. So it's pretty natural, I think, for a project to get years of experience and then kind of rethink things and improve on them. I would add, I think our users really give us the feedback in a sense. I remember seeing the crazy tweets about, look, East Geo is using 90% of my resources in my cluster because of all the psychos. And I remember user being complaining to us, look how frequent we have always CVEs regarding the psychoproxy. And then now I have to kind restart everything to pick up the new psychoproxy. So all these operation pain point and also the cost resource utilization, you guys been complaining about really help us, I think, to land ambience to where it is. And to Louis point, definitely security is the first thing. We have to make sure it's as secure as psychop, not better. So it was designed in mind in the first place. Eric, do you want to add anything? No, I think that's all a pretty good discussion. I think we talk a little bit about where we were and I think like any of the other projects out there, at some point in time, you might decide that where you're going isn't quite the best fit for where you should go. And instead of continuing to make things along that route, it's the sidecar route, take a step back and figure out what the user really wants and what they need and sort of make a small pivot to do that. And I think we've done well with that. I think with we talk about the ambient mode, sidecar interoperability. So it's not a one or the other. It's not like you're going to have to make the big switch. You'll be able to migrate, hopefully, very easily and get to the new mode if you decide you need it. So I think that's good. Lynn, it sounds like what you were saying is that this is not so much a backtracking or a reversal, but more like the natural progress of a project. I think of the Apollo missions proved out that manned space travel to the moon was possible, but the space shuttle made travel into low Earth orbit something like one tenth of the cost per kilogram because of reusability and optimization. Is that sort of what we're seeing in Istio now that move towards efficiency? Yeah, I would say definitely. I think a lot of people we talked to are extremely excited about ambient simplified operation, right? The factor they don't need to change anything in their application is amazing for the longest time. I think people are excited about a surface mesh doesn't require them to change much code of their application by simply dragging that sidecar without having language specific libraries. But now with ambient, we're definitely taking to the next level where you don't even need to make any modification, not even drag that sidecar with you. So that is huge, along with the cost saving perspective, which we've done a lot of study. As solo, I believe we've seen 90, even up to 95, 99% of the resource saving, especially compared with the provisioned resource. So we're going to do a little bit more resource calculation in the community with larger scale deployment. But from our initial testing, it does seems to be trending to that resource saving trend of saving at least 90% of your resources needed with ambient. Those are some really impressive numbers. So if you're just joining us, I'm live with the Istio Technical Oversight Committee. We are having a Q&A as part of our IstioCon event. And so if you're on the event platform, you can put questions in the Q&A section at the upper right corner of your screen. We're also taking questions from the IstioCon channel, which is on slack.istio.io. And we have our first question here from Samuel. Is it possible to run sidecar model and ambient in the same mesh and also in a multi-cluster mesh? Anyone want to jump on that? So the intent absolutely is to be able to run both sidecar and ambient in the same cluster at the same time and have them interoperate. That obviously represents some complexity and we haven't validated this for all these cases yet or tested every variation of it in even in single cluster, but that is being actively worked on. And we have to do that. Upgrade is impossible without the ability to do that. And we need users to be able to upgrade. A lot of Istio users out there and also a lot of Istio users out there. And anything other than that is probably not going to allow them to move to ambient. Some users can probably take out the cluster and do blue-green based upgrades at a whole cluster level, but not everybody can do that. And we absolutely recognize that. As for multi-cluster and also multi-network, which often go hand in hand, it's kind of the same state. We're doing active work in the project right now to do multi-cluster and multi-network. They're not there yet in open source. So that's just being actively worked on. There was a lot of discussion in the working group last week about that in a couple of different areas. And so that should come out in the next couple of releases. Anything else? We've got a follow-up question that is specifically for Eric and John related to that. So Eric, I'll throw this out and you can kind of combine your responses if that's all right. I have a question from Beth. She asks, in the Istio roadmap session, you mentioned a list of items that have to be in place for ambient to reach the stable release, including multi-cloud networking, trust and security hardening, observability, and ambient sidecar interoperability. Can you drill down on those things? What still needs to be done in each of those areas? I think there's a lot of work that's going on across the board in that space. I mean, we have a weekly ambient work group. I guess it's not a work group. An ambient development meeting where we dive into some of these things. We also have a document that's out there that's talking about some of these things and trying to identify owners and sort of the state of them. Yeah. There's the link there. Thanks, John. That talks about a lot of it and identifies people. Anything you want to add to that, John? Not just so much what you said. Most of the stuff that we're talking about, it already exists in some form in what we have shipped for ambient, but we need to make sure that it's at a very high bar of quality before we go until existing enterprise customers, hey, you should go adopt this in production. That's a very high bar to meet. So, while if we were a brand new product, we may be pushing more users towards this, we kind of have to be better than the Istio side credibility. Otherwise, we're kind of doing just service to our users. So that's really what this is all about. It's making sure that things are really, really solid. They're not going to cause weird issues, edge cases, fully tested, et cetera. Included ducks. Our mantra in the Istio project is that if you didn't test it, it doesn't work. So there are things that you may find, incidentally, that work with ambient like sidecar interoperability does have some degree of functionality that you can get out of it today, but we don't have thorough testing on that. And we're not confident that we should be telling you to rely on it until we've been able to test that thoroughly. So that's kind of what we're doing here. Thanks, Beth, for the question. I have another question from, I think the name is Subankar, I apologize if I've mispronounced there. They ask, what are various tools available to do a cost analysis for Istio with sidecars versus ambient mesh if we have to highlight the advantages to our org? Yeah, that, Louie, go ahead. No, no, no, go ahead. Sorry. I was going to make an Excel joke. Why don't you tell the joke first then? That's probably more interesting than what I was going to say. Yeah, do some math. No, you should go ahead then. Okay. Yeah, so I'm just going to chime in. I mean, we're not perfect on this measurement of ourselves, right? In the community, we're trying to do more work on this, but we've done some initial work. So that typically involves, you know, the design, which application you are going to use for the testing, right, and be able to drive certain load for the testing, and also define, you know, what functionality do you need from ambient, right? What deployment architecture are you looking at from ambient, right? Do you just need a zero trust tunnel, or do you need a waypoint? And does each of your application needs its own waypoint? Can you with the namespace-based waypoint be reasonable for you? On top of that, we have also developed a simple Grafana dashboard to help you visualize when you put the resources together, right? So like what we did was once we define these other applications we're going to use for these scales, and these are the loads we're going to generate. We first run them with PSYCOP for a certain time period, and then measure the CPU memory resources in the cluster related to these applications and related to your control play. And then after that, we do a similar load test, really assuming these applications are not running in PSYCOP, but running ambient, and then we look at the resource utilization in terms of CPU memory, and then that's how you can tell, you know, what is the actual resource saving from that perspective. The other thing I wanted to encourage you to look at is not only the actual resource saving, but also what are the provision resource requirements that you had to provision for PSYCOP, right, for these applications, and then what are the provision resource requirements for ambient, for zero trust tunnel and potential waypoint if you need any, and then compel the saving. Because what we find out is PSYCOP typically needs more reservation of resources, which is what you pay, by the way, you're not paying for your laptop based on your usage, right?  So in terms of paying the cloud provider, it's very similar. You pay for what you reserve, and not necessarily what you actually use. So I highly encourage you to look at the resource reservation between PSYCOP and ambient as you do the cost analysis. I can also link to some of the blogs we had from Solar, which by the way, we're trying to publish it still.io, so you can see how we were able to do some of these calculations in terms of resource. Thanks, Lynn. We have another question from Samuel. The sidecar model allows a good level of troubleshooting, but it's mostly envoy logs. Will ambient provide a similar logging and troubleshooting experience? That's a good question. So ambient can kind of compose the two layers, right? The waypoint is itself an envoy that's similar in most ways to sidecars in terms of debugging. So the experience there will likely be fairly similar in that we have logs as kind of the first phase and we have some tooling to inspect the kind of state and metrics and tracing for other types of debugging. So a lot of that will largely stay the same, I'd imagine. For the z-tunnel layer, the node proxy, it is its own implementation. So a lot of it is inspired by envoy debugging. Like we have a similar config dump API. We have logs. We have all those same sort of things. We have the easterocuttle support for a lot of the debugging tools. So I expect it will be fairly similar. That being said, we'd love to hear feedback on how we could approve that debugging story. We have a lot of opportunities to make changes now that we're re-architecting. Thanks. Thanks, John. And thanks, Lynn, for sharing that blog post. You can find that in the chat channel off to the right side of your screen explaining a little bit more about ambient mesh resource savings. And that's from a speaker who's going to be coming up a little bit later in our conference, Greg Hansen. All right. We have about eight minutes left. So, John, I heard you talk in your session about the need to get feedback from users. Can you give us an idea of A, why this is the right time, or if this is the right time, for our users to be kicking the tires on ambient mesh? Or maybe they should just hold back and wait until it's GA. And then secondly, which users are those that should be really trying this out? Do we need the power users to be doing this? Is there a user who maybe doesn't have any business trying this out or not to be waiting? Yeah. Now is kind of the perfect time for trying out ambient because it's stable enough that you can use it without it crashing immediately and just not working at all. But it's not so stable that we can't make changes to it, right? Like if you came to us and said, hey, I had this issue with side power approach and we need to go make this giant backwards and compatible change. We maybe could address it, but it would at least be much, much harder, right? It's very hard to change the behavior of a product that's already been rolled out in production to hundreds and thousands of users. Ambience different, right? We have, we can go make breaking changes on a daily basis at this current point in time, but in a few months from now, that will slowly start getting harder and harder. Now, who should be trying it out? It's really everyone. In particular, like people that aren't currently yeast users are really valuable for giving feedback, because one of the goals of ambient is to extend the reach of Istio so that we can target users that historically haven't used Istio for various reasons from cost to complexity to compatibility. The other thing is like power users as well are great because they're obviously using Istio and have oftentimes very intense demands for various functionality, but also just a typical casual user as they make up the bulk of Istio usage. So really everyone in that's here or even not here would be great to try it out. Of course, where you should be trying it out is not in that production environment where if you have an outage or security issue that it's a big issue as it's currently in the alpha stage. But trying it out in development environment, you know, we would love to hear feedback from anyone. Thanks, John. I have one last question here from Sanjeev. Existing brownfield applications may already have been written to use TLS libraries. So we're finding from existing deployments that it's primarily greenfield apps that are written to not use their own TLS libraries. Instead, let the infrastructure or the service mesh handle it. What kind of apps are we seeing adopt Istio? So I would actually challenge the assumptions here a little bit. We see a lot of enterprise use cases of brownfield applications. And the more brown the field, the less likely they are to be doing TLS in a good way or at all. Like an application written seven years ago using SSL 3.0 is a security problem. SSL 3.0 has known security vulnerabilities. Its negotiation of ciphers has problems. If it's being done at all and in truth, when you look inside most enterprises that have been around a long time, have a large tenured IT portfolio, there's a lot of just plain text stuff and VPNs or other things were being used to try and secure stuff. Or very, very expensive firewall products were being used to try and make sure that bad things weren't happening in the plain text realm. So there's a big kind of bimodal distribution. There's large, long tenured enterprise IT like think a bank that's been around for like 200 years versus a company that started in the last 10 years and started developing and is greenish. Even in the greenish world, we still see a lot of plain text. If you talk to a database or you talk to a queuing system or you talk to some other piece of infrastructure that you bought, they're very often not doing TLS. And most people are actually just doing TLS at the edge of their network. They're not actually doing TLS internally. So there are definitely places that very consistently do TLS internally in libraries. GRPC and users of GRPC do that very consistently. And we see that with other consistently used modern frequently updated REST client libraries. But that's not the average. It's not even close to the average. And that's obviously fixing that problem is pretty valuable. Like putting bad TLS on good TLS is also a good thing to do, by the way. So we see some of that as well. Anyone else want to chime in on that one? Yeah, one thing I would just also say is, you know, that's what kind of apps are we seeing adopt use to. One of our goals that we've done an okay job with sidecars and are doing a very good job with Ambient is allowing you to run on any application. So even if your application does TLS in the application, you can still use Easter on top of that. And you may have two layers of TLS, which maybe sounds crazy. It's actually not so bad from a performance standpoint, right? You lose a few percentage points of CPU usage, which you can later, you know, at your leisure, maybe change your application to offload the TLS entirely. But it shouldn't block your use to adoption. That's a good point, John. And I think for a lot of people, the cost of updating a brownfield app to stop using TLS is going to be massive compared to the cost of double encrypting your traffic for this brownfield application. So that's an excellent way to move forward for those users. Yeah, I mean, nobody thinks twice about putting in TLS over an IP set based network. That's double encrypting, right? There's no difference here between that and Ambient. So I think that John's answer is the right one. Don't sweat it. Let Ambient do it for you.  And I was going to say, the other thing, and I know Louie has mentioned this in the past is, you know, if Ambient and service mesh becomes part of the infrastructure, right? You know, it's not even an app question at that point. It's just, you know, it's part of the infrastructure. The apps are the apps. Yes. It's probably a good mental thing to think of it. It's no longer really the applications adopting Istio, right? The network admin or the Kubernetes cluster operator is the one adopting Istio. The apps are just writing policies to get specific behaviors out of the networking infrastructure they want, like routing, right, or circuit breaking. But they don't own the infrastructure anymore at all. It's hidden from them. By the way, that's exactly... Sorry. I was just going to say that's exactly why it's called Ambient. Right. Yes. It is magically in the air. All right. Well, we're out of time. Thank you all for joining us for the Q&A session. And I'll leave you with a brief parting question. And it's been a burning question for me for five years. Which way is the Istio boat sailing? Is it going from right to left or left to right? It is. The small sail on the front is a spinnaker for those of you in the familiar with the sailing terminology. So it's going in the direction of the small sail. And I think that means it's going... Looking at your shirt right now, it's going from... That way. Oh, this way. Okay. Yeah. This way. That's a fun one. Thank you all for joining. And I look forward to seeing you in Chicago at Istio Day North America. Bye, everybody. Thanks, everyone.


Ok guys so I am back with another Destiny 2 video and today I have some exclusive gameplay of the new exotic, the sweet business, Auto Rifle which is epic by the way but before we get into the video for you guys do enjoy it at the end leaving a like is much appreciated on my behalf. Can we reach 5000 likes for this Destiny video? That would be absolutely incredible. Also guys remember drop a comment down below if you want to be with a chance of winning my weekly giveaway either a Destiny 2 beta code or a resurrectionist emblem the choice will be yours. Ok so getting into the video and today I am playing the new strike for Destiny 2 the inverted spire and using and showcasing to you guys the new exotic the sweet business. Unfortunately I can't show you guys the whole strike because I am in LA at the moment and the hotel I am stopping in the wifi is that damn bad it's unbelievable it's literally 2 megabyte down and 0.4 up so rendering out a 25 minute strike video and uploading it on this wifi would just be a no no so this video is short and sweet for you guys. Now the exotic is called the sweet business it's an auto rifle as I've said we weren't actually allowed to inspect the weapons so I can't show you that but we can see it's actual two main perks we've got payday large mag increased hipfire accuracy and then we've got holding down this trigger boost this weapons range and rate of fire and automatically loads ammo pickups into the magazine so yes but using it it just feels incredible and like as you can see by the holding down the trigger part you see that in action it starts off shooting pretty slow and then it just winds up into a proper minigun as this weapon looks to be which is just amazing. Now I do have footage of all the other exotics we got to see and use from the capture event which you guys will see on my channel pretty soon so stay tuned for that but yes guys the sweet business exotic auto rifle is one of the various new exotics coming to destiny too hope you guys enjoyed the video hope you guys enjoyed the exclusive gameplay if you guys are new to my channel and would like to see more destiny too hit that subscribe button if you never want to miss a video turn on them email notifications by pressing that bell button next to that subscribe button I hope you guys do enjoy the video dropping a like is much appreciated on my behalf again thanks for stopping by and I will see you on that next one