Indra Nooyi

So your competence is impacted because you're questioning yourself.

Am I good enough?

Can I do this?

So I think the whole idea of meritocracy is thinking about all talent is equal as opposed to one talent is more important than the others.

Opportunity, environment, constantly monitoring it, making sure we don't slip back to old bad habits, and making sure we have the numbers.

Usually when you have one or two diverse people in the organization, you can't really practice how to be inclusive.

And then you have to constantly check yourself and say, if 60% of the summa cum laude is from that college,

But women, where are my summa cum laude?

Why aren't they in this company?

Okay?

So you've got to ask yourself those simple questions based on the statistics coming out of all the graduating classes.

Because if 55% of the graduating class are women,

55% of the summa cum laude and magna cum laude are women.

And even in STEM disciplines, it was more than 50%.

And if you only have 20% of the hires are women, why aren't they coming to you?

So you've got to look at all these numbers and say, let me ask a question about what is it about my company?

Especially if you're a consumer company, you go, boy, they should really want to come here.

What are we doing wrong?

You've got to get introspective yourself.

So performance appraisals for men is like, you know, he didn't deliver on all his goals.