Every day. And I know it's tough being, you know, the only sometimes.But what I'll talk a little bit about in a minute is how do we embrace that role and how do we help drive change because that's what it's really gonna take to move the needle. At ARM, we really focus on embedding inclusive practices across the board and hiring and team dynamics and decision making. And inclusion has really always been a part of our culture. We believe that a diverse workforce, inclusive culture activates high performance and that belief is central to how we operate and how we lead. When we think about, our most recent life at arm engagement survey, we scored over 85% on our DEI index. And this index measures things like, are diverse perspectives valued?

Do colleagues around you create an inclusive environment? Are equal opportunities available to everyone? And our scores are well above the tech industry overall as well as high performing company benchmarks. So that's not just a metric. It's a signal that our inclusive culture is working. And that's what I really want organizations to be thinking about is how do you drive that inclusive culture that truly unlocks the contributions of everyone. So if inclusion drives performance, how do we actually build it into our systems and into our products? Well, the answer to that is equity must be a part of the DNA of how we design, build, and scale technology.

We have to intentionally integrate equity into product development from who gets hired, who's at the table when we're brainstorming and ideating, to how we build user personas, all the way to how user impact is measured and tested. Equity touches truly every part of the tech life cycle. I've worked with teams that have realized after launch that the product didn't serve entire communities because those voices weren't were never in the room or never even considered in the process. And that's not just a missed opportunity. It's a risk to your brand, to your users, your integrity, your business. So equity can't be an afterthought. It has to be designed in from the beginning. Not a side initiative, but really making it foundational. One example that I I wanna talk about is the Google Pixel. Google's real tone camera technology really embodies that because historically, I don't know if you all know, but camera technology has been calibrated for lighter skin tones, oftentimes without consideration for the full spectrum of human complexions.

Speaking for myself, I would often have to edit photos taken by my smart my smartphone because they did not capture the natural complexions of black skin effectively. To address this common challenge, Google actually put together a team of engineers from a variety of backgrounds to develop the Real Tone technology which shows the proper complexions of people across all types of skin tones and photos. This technology was included in the camera for the Google Pixel six, which, by the way, features ARM CPU and GPU technology and its tensor chip. And that delivered tremendous sales for the company. Not only did this help show Google in a positive light to potential customers, it also led to business growth in its Pixel smartphone segment. It also started a much needed conversation about how the tech sector can address similar topics around representation and image equity.

Can you all think of any other examples where having diverse teams involved throughout the process and designing with equity in mind has helped a business, has helped, us as society? Or the flip side, where you see that not happening and where it's been a detriment. Please drop that in the chat as well. Because I think when we really think about it, there are many examples, both positive and, negative, where if equity is not built in, it can have, unexpected results. At ARM, we don't view, these efforts to drive equity as a separate initiative. We embedded across our systems and ways of working. For example, at the beginning of every fiscal year, everyone at ARM sets a DEI goal in addition to their work goals. And that's helped embed inclusion as a core expectation for everyone, not just a nice to have.

And it's also enabled people to really think about inclusion in a tangible way as part of their day to day activities. I think it's really been one of the unlocks for us as an organization to really normalize, people thinking about inclusion on a regular basis. But systems don't change without people who lead. So let's talk about what leadership looks like, especially for women in tech. You know, honestly, for me, I know that corporate responsibility is personal, and it's powerful when you lead with intention. And I wanna make it clear that leadership isn't about having a big title. It's about choosing to act even when it's hard. As women in tech, we often carry the burden of both building and fixing.

But what I've learned is that when we lead with values, when we stay grounded in our purpose, we can drive incredible change. In my own journey, I've had lots of moments where I had to choose. Stay silent or speak up. Go with the flow or challenge the system. Challenging the system is literally the embodiment of my job right now. And so what I've learned is that when I lean in to courage over comfort, it's always created a real impact. Sometimes on a small scale and other times on a massive scale. This work is deeply personal for me. I'm a generation college graduate. I grew up in Detroit, Michigan with people from all walks of life and many different backgrounds. And so for me, difference has always been normal.

Nothing to be afraid of. In fact, I look at difference I've always looked at it as something to be brave to be embraced. But I joined the business world in the nineties, and I didn't see that same level of demographic diversity around me. And it was a bit jarring. So I became passionate about changing that. I've also had many twists and turns in my career. I joke that I'm a recovering accountant because I started my career in auditing and management consulting, and I would have never imagined that I'd be doing HR and DEI work for the bulk of my career. I say all that to point out that your career will not unfold exactly the way you planned it, but there's always opportunity for impact no matter where you are in your career journey. I wouldn't be where I am today without the mentors and allies who helped me along the way as I progressed in my career.

And I also wouldn't be where I am without a posse of amazing women who are my peers, my cheerleaders, my listening ears. And so ask yourself who is in your posse? How do you all lead? Because leadership is showing up with intention and owning your influence, whether you're a manager, an engineer, or a new graduate. And I want all of you to see yourselves as change makers regardless of your role or level. Think about your sphere of influence. How can you leave your mark? Because when we all do our part, the collective impact is groundbreaking. We're in the final day of this wonderfully inspiring conference, and I hope you are all soaking it in.

But what do we need to do after today to maintain the maintain momentum? It's simple. We must act. And so what I want you all to be thinking about as we wrap up today is the fact that if we wanna change tech, we have to start by changing culture. And that starts with small intentional actions. It's not the work of a few. It's the work of all of us. One person, one action, one change. I believe in the power of shared ownership, and that's how we've made inclusion a part of our growth strategy at Arm. As I mentioned, we embedded in our business and our culture and how we define success. So as you leave today, I want you to think about what is one thing that you'll do differently.

You don't have to be a chief anything like me to drive change. You can shift things in your team starting tomorrow. So let's all make a commitment. What questions will you raise your hand to ask that no one else is asking? Who's missing from this meeting? Who benefits from this technology? How can you play devil's advocate to ensure you're considering all angles? Who would you mentor and advocate for? Do you only do that for people who are like you, or do you reach across difference to share your insights? What product will you focus on designing more inclusively by thinking through the whole life cycle with a more discerning inclusive lens. Remember, intentional, inclusive actions are what drive change and impact.

So in terms of closing thoughts, I want us all to think about the future of tech and realize that one thing is clear, building inclusive teams and equitable systems isn't just the right thing to do. It's a smart thing to do. So if you're with me, drop one word in the chat. What's your one takeaway from today? What's something that you will commit to do? Because I'm grateful for the work I know many of you are already doing. Being the kind of leader our industry needs, it's a collective effort, but we all need to keep building with intention, inclusion, and impact because we all have a role to shape this society. So let's build the future together for everyone. This is every day. And I know it's tough being, you know, the only sometimes. But what I'll talk a little bit about in a minute is how do we embrace that role and how do we help drive change because that's what it's really gonna take to move the needle.

At ARM, we really focus on embedding inclusive practices across the board and hiring and team dynamics and decision making. And inclusion has really always been a part of our culture. We believe that a diverse workforce, inclusive culture activates high performance, and that belief is central to how we operate and how we lead. When we think about, our most recent life at arm engagement survey, we scored over 85% on our DEI index. And this index measures things like, are diverse perspectives valued? Do colleagues around you create an inclusive environment? Are equal opportunities available to everyone? And our scores are well above the tech industry overall as well as high performing company benchmarks. So that's not just a metric.

It's a signal that our inclusive culture is working. And that's what I really want organizations to be thinking about is how do you drive that inclusive culture that truly unlocks the contributions of everyone? So if inclusion drives performance, how do we actually build it into our systems and into our products? Well, the answer to that is equity must be a part of the DNA of how we design, build, and scale technology. We have to intentionally integrate equity into product development from who gets hired, who's at the table when we're brainstorming and ideating, to how we build user personas, all the way to how user impact is measured and tested. Equity touches truly every part of the tech life cycle.

I've worked with teams that have realized after launch that the product didn't serve entire communities because those voices weren't were never in the room or never even considered in the process. And that's not just a missed opportunity. It's a risk to your brand, to your users, your integrity, your business. So equity can't be an afterthought. It has to be designed in from the beginning. Not a side initiative, but really making it foundational. One example that I I wanna talk about is the Google Pixel. Google's real tone camera technology really embodies that because historically, I don't know if you all know, but camera technology has been calibrated for lighter skin tones, oftentimes without consideration for the full spectrum of human complexions. Speaking for myself, I would often have to edit photos taken by my smart my smartphone because they did not capture the natural complexions of black skin effectively. To address this common challenge, Google actually put together a team of engineers from a variety of backgrounds to develop the Real Tone technology which shows the proper complexions of people across all types of skin tones in photos.

This technology was included in the camera for the Google Pixel six, which, by the way, features ARM CPU and GPU technology and its tensor chip. And that delivered tremendous sales for the company. Not only did this help show Google in a positive light to potential customers, it also led to business growth in its Pixel smartphone segment. It also started a much needed conversation about how the tech sector can address similar topics around representation and image equity. Can you all think of any other examples where having diverse teams involved throughout the process and designing with equity in mind has helped a business, has helped, us as society, or the flip side where you see that not happening and where it's been a detriment. Please drop that in the chat as well.

Because I think when we really think about it, there are many examples, both positive and, negative, where if equity is not built in, it can have, unexpected results. At ARM, we don't view, these efforts to drive equity as a separate initiative. We embed it across our systems and ways of working. For example, at the beginning of every fiscal year, everyone at ARM sets a DEI goal in addition to their work goals. And that's helped embed inclusion as a core expectation for everyone, not just a nice to have.