Our clients. So, we have a process and i tried to get legal out there front and center and i tried to begin early and often. Oculus arettorneys at embedded with the clients. It is a slightly different model than most Legal Departments take. That means you are with your primary client and everybody that flows from him or her, and your team helps support them. Being embedded with them helps them get ahead of the issues a little bit. So, you can kind of see what is coming down the pike and try to plan for it. But yeah, i answer emails, starting at 4 50 every morning. I wake up really early and i do a couple of hours of emailing before i spend time with my family, before i send them to be off to their various camps and schools. I do work around the clock. I actually really love my job, though. There isy at facebook, a different communication culture because it is facebook. And so, we have groups were people communicate in groups. And there is facebook messenger, which is a very well used tool. That means my email is actually less in number, but the amount of communication i get is fairly constant, which is a blessing and a curse. It is good to be tied with your clients, and they can always find you. With is good to be tight your clients, and they can always find you. I tend to try to use the getting things done model. It does encourage you to block periods of time to deal with things. I actually have standing calls with my outside counsel where we talk about what i see coming down the pike, what we need to block. We will sit down and calendar a couple of hours here and there when we will talk about certain topics. That tends to work fairly well. I actually had a great period of my career that did not last very long. I was one of the first people to have a blackberry. And when i was like the only one who had it, i could be sending out my messages from wherever i was and i did not have to worry about other people doing it. It was terrific. [laughter] not anymore. I do have fond memories of that era. All about to ask you another issue that is very important to our world today with regard to technology, and that is Cyber Security. Open a page of the newspaper or turn on the tv without seeing a report on hacking, or people stealing private information. I wanted to ask all of you how you deal with that, and if that is one of your top concerns at a tech company . So, we think about Cyber Security the same way we think about privacy, which is, it is of paramount importance only to have these strong measures in place we have an entire Security Team the engineering part of it, but also works with Law Enforcement and handles these Cyber Security issues in a world where it is constantly changing. Really, it is about building trust. You want users to know that we are taking the steps to protect the information, that we value our relationship with them, and that we will do our best to make sure their information stays secure. , amy, yout know if want to say anything . Sure, Cyber Security does go handinhand with privacy and trust issues. I think what has changed in the last couple of years is this is not just an issue for the oculus salesforced companies of the world, the Tech Companies. Every Single Company and law firm has got to be paying attention to this. There is no company or industry that is safe from a cyber attack at this point. I think the most important thing that general counsel can be doing today is making sure that these issues are making it up to the board level. This is a risk that needs to be managed just in the way other ma jor risks are being considered. And its to go all the way up to the board or a board committee, and at a regular interval. I think we included in the material a letter, regarding how we collect data. It is a very detailed response and i will not go into it, but one of the really great parts about access being required by facebook is Privacy Security is a huge core part of what facebook focuses on. It is important to them that all of their users trust them. I have seen a cultural adaption of that at oculus. Oculus has realized this is something we have to focus on for our users to trust us and have a good experience. The cultural piece, where it is a core value for the company, really influences how we give legal advice and how comfortable i am with what i think the client is doing. We are right now, i would say, adopting a culture of health and safety at oculus. Having a good and comfortable experience, a wellinformed experience, in Virtual Reality will drive user adoption and make the platform successful. S ase those cultural shift very important, both from the Legal Department and the other side of things. I wanted to mention, this is a good segue, when you walked into the room, you should get this little card that shows where the Program Materials are. They are up on the web. If anybody has any questions, we will make sure you get the link. We do have that letter that any amy ment letter that ioned from the honorable al franken. We also have the terms of use and privacy policies and before we close out the issues on Cyber Security and privacy policies, i just had a general question about again, practical tips for keeping ahead in how you approach staying on top of that because with the changes in the erules, we are sort of like, now what . Just a few more words because we have many people here who have spent much of the practice focusing on privacy. So, i will admit i was not a privacy expert when i went to uber. So, i went out and i got one. She had gotten her training at facebook and had done both european and u. S. Privacy were, which was really key for us. I think that being the nonexpert here, the one thing i would highlight, especially for global companies, is really understanding the Global Nature of the privacy requirements. And you can take several approaches to it. The easiest way is if you can get to a place where you have one global policy. The other way is to personalize it for each country. Different countries have different requirements, south korea being one, and france being another. Just being aware of what your plans are going and what is required in that country is something i have gone through. It is just an important issue. As we go increasingly global and increasingly cloudbased, we run into these privacy issues everywhere. Area to an incredible see how it has developed. I remember hiring my first privacy lawyer at expedia in 2007, and until then, i had never met anybody who focused on privacy. And 10 years later, i have 10 people on my team to do nothing but privacy, 10 in europe and 10 nothing the privacy, five in europe and five here in the bay area. You have to extend outside counsel. I agree. One of the things we are very lucky with at oculus, while we are an embedded legal team, facebook as the subject matter. We have a very strong privacy team, both in the Legal Department and of the policy team. Weve a large policy team, so there is a lot of cross functional work that goes into thinking about these issues. I felt like when the franken letter was being drafted, what oculus lawyers offered was a deep understanding of the product and how it worked, so the subject Matter Experts could totally put that into writing for us. I highly recommend everybody looking at that letter because it goes into great detail about what the policies are in the reasons for the policies. I indicated during my introductory comments during my diversity is a very important topic to me. I wanted to give you an opportunity to comment some on w hat your companyaries companies are now doing with diversity. So, i mentioned at the beginning that i stayed at my law firm for a while. I had intended to stay there, but i did not say why. Part of it was because they really enjoy the practice of law, and i really enjoyed working with the people the law firm. But part of it was because i had read abas story in 2008 on minority women. The basic gist of the story is probabilityy, the that a minority woman would after 10at a 200 firm years was statistically 0 . At that time, i was getting indicators that perhaps, i had a shot. I decided, i will stay in, go through those miserable years by the four partnership and try to figure out how to solve this puzzle and teach others how to do it. That was one of the reasons i stayed in. When i got this opportunity to become general counsel of uber, it was a difficult decision for me in a number of ways. I had been so committed to that, and i had been so public about that. And then to say, hey, im out, right . I thought, ok, well, this is a great opportunity. Let me see what i can do on the inside. It has been interesting for me. I have learned a lot. One, my first five hires were women. I did not go out to hire women, i just went out to find the best people for the company and what he looked around, they were women. Then i hired a man, and then the joke around the Legal Department was that i was now free to hire another woman. What was the unconscious bias that i held . To be honest, i think we are out of place and for the women, all of the women on this panel, we work with really smart women, really smart, diverse women. And it is really out of place. To me, i dont think it is a question of why. It is a question of why not . I will continue to go out there and hire the best people for the jobs that i have. One thing that i do is i am very intentional about it. I asked my team, make sure we will hirethe last i asked mys team, make sure we are hiring the best people. What i have experienced in my team is, how you put at the very top matters. My womenled legal themes are much more diverse in every single way. And so, i try to be intentional about what that makes looks like. And when it gets skewed, i talked to them about it. It is not a performance metric, but just by being intentional, i think that i have seen some of the results of that. We are not there yet. Think there is still a long way to go, but being aware, talking about it, being intentional about it, is really a very important first step. I believe you have written on this, and also in our materials, we have one of your articles on this topic, correct . Yes. This is a topic i do have some views on. [laughter] us, atink all of facebook there is a real focus on hiring diverse candidates and employees. I believe that all of our interviews lately try to have at least one underrepresented minority, or woman on the panel. The techis known for space. They make sure they have females in the engineering to the Legal Department at facebook recently won an award from the National Association of women lawyers, the president s award for the advancement and retain minimum women in the Legal Department. Advancement and retain meant o the advancement and retainment of women in the Legal Department. Hired on first woman the team and have remained the only women in the menlo park offices. My hope is we will have some diverse candidates come through for these positions. I will say that Virtual Reality, i believe is the next platform. I am very passionate about it. It is very interesting to me. I believe other women will find interesting, too, and they could really enjoy working in this space. I have seen a lot of women go Market Companies that are considered sort of more, female friendly, a topic that is less tech focused. But i feel like, why should i have to work in a business that i am not that passionate about because i am a woman . I actually care about technology and i would like to be part of shaping the next platform. I feel it is important to make sure we have a diverse message in our legal group. Salesforce, as i mentioned earlier, i am very lucky to work for a company that has been very dedicated to central issues. This last year we really took on gender pay equality. It was probably one of the First Companies, if not the first, to publicly commit to repealing salaries of 17,000 employees and looking for discrepancies. Admired is thely main that commitment not knowing what we were going to find, and committed to fixing that. After undertaking the survey, we did find that we had to make adjustments for both men and women. We committed about 3 million to trying to repair the situation. Something we have committed to doing on an ongoing basis. This is not something you can do just once and forget about it. You have to continually be reviewing that. I think it is really important for whether you are at a law firm, or you are inhouse, there has to be a commitment from the very top to racial diversity, to gender diversity, and to diversity and personalities and other ways. I cant be something that is simply delegated to somebody or a committee deep in your department or deep in your company. People want to see that you are personally committed at the highest levels, and you are going to take responsibility for the outcome. You know, i have Something Else to add, which is what we can do in our day to day work. We had everybody go through a managing bias training, and there are specific tips around how to be more inclusive and manage diverse groups in workplaces. I actually tried to, what i call microequities. It happened recently where we were any meeting and a woman engineer met a point and her point somehow was lost in the conversation. And i was able to say, i think what you are saying is really important and i turned my chair towards her and asked her to speak again about it. And to be totally honest, i dont understand the engineering points anyway, but i thought what she was saying was it wasnt and i thought worth letting her have the floor. And she made her point and it was good and people responded to it in a much more meaningful way. And i think it was helpful to have the lawyer in the room acknowledge it. But the way people present at meetings just varies. Some people do not present in a way that makes everybody immediately listen up. I encourage people to call it out. I refocused it back onto her. I think it worked at that time. I just want to personally thank every woman here for the role that they are playing in encouraging diversity among women in racial and gender, and every offset of diversity. It is commendable. U. S. , we have all women working. And in fact, you have seen jessica, who is handing round pieces of paper for your questions. Please write them down. Outside counsel, many outside counsel are here, as we have seen by the show of hands. If you could talk a little bit about what you are looking for because after the presentations today, i am sure everybody would love to get on your list of outside counsel. As you answer it, if you have any examples of best and worst Business Development approaches anecdotes or you know, concrete things, or do not try this, anything that is practical would be appreciated, too. But if you recognize somebody in the audience who you are about to tell a worst approach story about, please do not do that. Please respect their privacy. [laughter] firms. Se about 200 law i have found that every company where i have been inhouse has used about 200 law firms. If your international, and if you have litigation, you simply wind up with a huge number of law firms. I have tried a different times to reduce the number and really focus on a few firms. I had limited success. Off forup trading working with somebody that i really connected with, and getting the best person in that world. I have always been willing to go with more firms rather than fewer. In terms of advice on that, when i am really what i am really looking for is somebody was looking up for me personally, as well as for the company, who really wants to see me, or see people on my team succeed as well. A lawyer, and i remember i was at expedia and i was concerned. Something had come up and it was a big deal. And i was worried suddenly that i had not made a filing, which by the way, i had. But i was worried a certain document had not been filed. Lawyer called on a saturday night and said, i got your message on this, i am going to look into it. It is saturday night, dont worry about it. I have got this. If you filed it, you are fine and if you havent, i am going to help you solve this. And i just felt like the weight of the world was off my shoulders because i had somebody on my team looking out for me, somebody who was going to help me get somebody who would help me solve it. And that is what i really looking for an outside counsel. Who is really caring about the company personally come and who cares about me and my team . Inhouse, ii became learned very quickly all the things i had done wrong at my law firm. Because in my own defense, i was a fairly junior partner, so please forgive me. I was a very apt learner in this space. Here are the things that truly exceptional outside counsel do. One, they get back to you really, really quickly. The best outside counsel out there, meaning the ones that hit the news all the time, usually get back within hours. I am talking half an hour to two email that a quick mls say says got you. I will have some a look at this issue and get back to you right away. I think responsiveness is really important and it also puts you in the queue. We are human and those of us to get back to us really fast, we are going to wait, especially if you are somebody that really gets our business. So, that was one thing. I think, with regards to litigation, what i am really looking for is somebody who has litigated against this particular patent, in front of this judge, in this court. If you send me a copy that says, been sued, you have i would like to talk to you, i probably will not have the time to talk to you because others are sending me analysis of that lawsuit. So, doing fewer of those, we have seen you sued, or maybe none, and doing more targeted, we have litigated against this willcular plaintiff loo get you a lot further. And going to the last point, i try to remind my team that it really matters who you call at the law firm. Because having been the junior partner, you do not get a say on whether or not you should have some share of the matter or the client, if you do not get the call. If you are truly interested in diversity, especially at the law firm. The aba recently published another study. When i read it, there was no cha