The healthcare loss of data from the oldest of the young. Many frankly are just starting to believe that the system is rigged against them. Melanie mills are not asking us to give them a free pass they are just asking us to give them a fair shot, and we have a long way to go. But the good news is even though the government may have helped create this mess it can also help fix it. As Ronald Reagan said famously a generation ago there are no easy answers, but there are simple answers. We just have to do, have the courage to do what we know is morally right. The first place we can start is by getting the government out of the way of businesses that are getting millennial as a fighting chance three and we are fortunate to have three panelists representing companies today that are rewriting the rulebook by realizing the potential of millennials. The businesses have taken an uncommon approach to fixing common problems, and by doing so, they have truly changed the world. For instance when was the last time that you opened an encyclopedia or have to walk miles to find a cab lacks the businesses are changing the way the economy works and for the future generation we can no longer allow government to get in the way. Congresswoman, the youngest ever elected in congress has been a tireless advocate in the halls of congress for millennials, and we are pleased to have her leading the task force today. For those of you in the audience or what ching online who may have questions for the witnesses, you can send your question using the hash tag gop future, and we may ask your question time permitting. I recognize the gentle lady from new york the chair of the policy committee Millennial Task force congresswoman. Thank you chairman. I would like to take the opportunity to thank the distinguished panel of witnesses for taking the time to testify to share your knowledge and expertise. To lead todays hearing as we continued discussion on how we can help empower the millennial generation. Ive greatly appreciated the insights gained over the last several months and i would like to take the opportunity to revisit the previous hearings. As you may notice is the third in an ongoing series where we have explored and discussed the millennial generation. In june june we held our first hearing where experts were representing through politics and research and Echelon Insights into the Manhattan Institute and a breakdown of americans between the ages of 18 to 34. We reviewed Current Trends and polling data that showed this generation is different in many ways from their parents and grandparents. For example eagles are the most highly educated generation in American History yet they also feel the most politically disengaged. Constituents are presenting a diverse set of backgrounds and his constituents shared realworld experiences of the challenges facing a generation that will soon comprise half of the american workforce. Challenges such as the regulatory burdens that hold back the generation of farmers and student loan payments to prevent the next Small Business from opening and a government that is slow to adapt have left to these Young Americans feeling stifled. As we come together we have the privilege of hearing from Industry Leaders who represent the cutting edge of fresh thinking and adaptive policies when it comes to the modern workplace and to be an power and in the economy. We will hear how companies are attracting and maintaining millennials to the workforces and we will also gain a greater understanding of how modern technology is empowering our constituents to support themselves economically and giving people the flexibility they desire. As the chairman mentioned, millennial set now surpassed the generation of the largest in the u. S. Labor force. In fact more than one of three American Workers today is a millennial and this percentage will rapidly increase in the coming years. To stay competitive the need to harness that talent, experience and energy of a generation that currently includes 80 million americans. With this new generation as with all generation come new ways of doing things and fresh outlooks on the world around us as past generations look for stability and certainty where millennials look for flexibility and fulfillment. Iv the peace shifts will only make the United States stronger and are competitive. I look forward to hearing from the witnesses in what is sure to be an informative and productive dialogue as we discuss how we can grow the end power and economy. Other members of the task force will maybe recognized in the future when they come into share statements but i will move on to introducing the witnesses. I will start with mazie clark who is the Government Affairs analyst at google working on their advocacy efforts on the wide range of issues in technology. She worked at google since 2010 and a variety of roles and the people or nation, of a nation, seals and Government Affairs division. Prior, she worked out the Strategic Partnership team. She graduated from Harvard College in 2009 with a degree in history. But clemens, the next witness is the washington metro managing partner for Price Waterhouse cooper. She leads a practice comprised of over 4,000 professionals serving public, private and government clients and is responsible for all Client Services in the washington metro area. She previously served as the u. S. Human capital leader in Global Talent leader and as a member of the u. S. Leadership team are in her tenure as the u. S. Human capital leader, the talent strategies were consistently recognized as industryleading. Terri was recognized in 2015 is one of the most powerful people in the greater washington, d. C. Area. Terri was also recently recognized by the National Council for research on women as one of their trailblazer is a designation given to those who continue to contributed to significant positive change in the lives of women and girls at the last witness is brian wirth who is the federal Public Policy leader for ubers bundle for advocating the progrowth Market DrivenBusiness Model to all federal stakeholders and interested parties. Prior to joining uber, worth served as the director of coalition for the House Majority whip kevin mccarthy. In this role he was responsible for coordinating outreach to the key organizations that were interested in legislation being considered by the house of representatives. Brian began his career in washington working for the congressman abe hudson and also served as a political appointee at the u. S. Small Business Administration and as the Vice President of Government Affairs for the independent electrical contractors. Hes a graduate of Miami University and lives in Arlington Virginia with his wife and two children. The chair now recognizes mazie clark for five minutes for an opening statement. Hello. Im going to start over. [laughter] hello, everyone. It is an honor and a pleasure to be here with you all today. I do governor Affairs Analyst and ive worked at google in a variety of roles for the past five and half years. As you know the recession has disproportionately affected millennials meaning the vehicle leaving many unemployed or underemployed. I graduated from Harvard College in 2009 at the height of the recession of one with much of my graduating class i didnt have a job lined up on graduation day. Like many of my peers i took a parttime unpaid internship for five months engaging in more important salary positions. I employed to upward of 100 companies and was fortunate to receive a call back from google work in the recruiting department. Recruiting wasnt the three are path i imagined i was in college but i needed to make some money and move out of my parents house. Five and half years later i worked at recruiting, sales and Government Affairs and i could have and have asked for a more rigorous experience in my career. This is because of the way that google focuses on the culture and people. To improve the strategies to attract this incredibly talented generation of technologists. Thanks for your time. Thank you. The chair recognizes this as but mcclements for an opening statement. Thank you congressman and other distinguished members of the congress for inviting us today to talk to the Millennial Task force hearing. We are delighted to share some of the Innovative Strategies weve implemented around the approach to attract attraction for development and retention of a group of people often misunderstood the millennials. Our workforce is strikingly young. By next year millennials will account for approximately 80 of our people. So the issue of how we attract, engage and develop the youngest members of the organization is some end we spent a lot of time in about a. Of millennials are often stereotyped as absorbed or lazy or quick to shift their loyalties. We found that those stereotypes simply are largely unfounded, and when we started paying attention to the Millennial Workforce motivations and interests, we ended up with a fresh perspective on the Work Experience for the entire firm. In 2012, we collaborated with researchers from the adversity of Southern California and one in Business School to look at millennials in the workplace. What motivates them to keep them engaged. What we found were some generational differences among the newest and youngest hires difference differences that forced us to reimagine the effect of People Strategies from our wide. One of the takeaways with understanding how much millennials and even our experienced people valued flexibility and careers. In many cases millennials are willing to give up the opportunity to make more money or work line the corporate ladder to find abe role that offers them the flexibility to work from home were timed to follow their passions. We use this information to rethink what kind of flexibility we are offering all of our people. In january, 2013, we launched a contest which we called plan to flex where we asked the managers to work with teams to find a way to achieve flexibility by supporting each other during one of the busiest times in the Business Cycle january through march. The goal was to deliver the commencement and have time. On the half of 20,000 people participating in early 2014 we took it one step further and rolled out your route flexibility for the entire organization. We are also finding more ways to offer flexibility and balance. We recently launched the flexibility Talent Network that allows people to work during the busiest time of the year and then pursue other interests. Weve had flexible Talent Network professionals enrolled in medical schools during most of the year and come back to us during a break between classes for our busy season. Another professional flute percussion and start to the bakery using the reliable capital earned working group of Small Business. On the most are also reminding us to think about how we engage in communications. It is a myth that younger people only we want to communicate through electronics. They actually crave facetoface interaction particularly when it comes to feedback and Career Development. This insight pushed us to take a fresh look at our Performance Management practices which at the time was largely paper driven process driven, backend and often focused on assignment of ratings and compensation as opposed to actual Career Development. In 2014 we replaced the old process of a new Leadership Development experience grounded by the professional Career Development framework which emphasizes the competencies necessary to solve important problems in an ever increasingly complex world. We are creating a culture emphasizing frequent, informal come in the moment feedback to help our people grow and develop each and every day. We developed an app that urges progress against the professional to facilitate more robust career conversations. Millennials also want to know that they are valued and appreciated for the conditions we are making. It can come in the form of realtime rewards for Something Like a great effort and a meeting or for finishing a project. It can also be expressed more subtly in the ways that we express appreciation. There are 86,400 seconds in a day. We like to ask have you used one of them to say thank you thats appreciation. It takes about a second that the value of getting that feedback can be impactful and longer lasting. It used to be that the promise of one day becoming a partner was a before justification. But today, the millennials are focused not just on their own career goals of purpose, the reason for being. Our millennial stick that purpose to heart. They are willing to lead if what we are doing as an organization doesnt align their values. Since the study we invested the time teaching people about the purpose can help you build trust in society and sold important problems. We spend time looking at the commitment to social issues, taking cues from our people in broad societal trends to make an impact. Weve taken an active role to promote Financial Literacy and support the needs of our veterans. And we are giving our employees the flexibility to be involved in our own communities to take time away to engage in something that is meaningful to them. This issue of purpose in meeting has led to the implementation of one of the programs. We booked at the rising debt to current students and recent College Graduates are burdened with. There are currently 1. 3 trillion outstanding loan debt in this country. Much of that debt is owned by millennials. We saw this as a societal issue that we could have impacts on by helping employees. Starting next july in about 45 of the firm will become eligible to receive as much as 7,200 over six years towards repaying their Student Loans. In closing i would say one of the biggest Lessons Learned is to embrace the opportunity to learn from anyone offering a fresh perspective. Our research into millennials has breathed new life into a number of programs and policies. We are not afraid of millennials. Quite the contrary. They made us better by forcing us to rethink our entire approach to the experience and to enabling technologies. And we are getting results with higher overall employees of section and retention rates. Last i added that the job is never done. We need to constantly think about iterating the talent practices. Thank you for having me here today. I would be happy to answer any questions you may have. Thank you. The chair recognizes mr. Worse for an opening statement. Thank you. I appreciate holding this hearing and giving me an opportunity to be here today. I want to talk about this a little differently if i can. I dont want to talk about what it does to the employees like me just as great as you heard about here and to make sure you dont get fired its better than you heard from the other two companies. [laughter] [laughter] that i do want but i do want to talk about the outward facing nature of what we do and weve heard a lot about flexibility from the first two witnesses and that the millennial studies and frankly we all do and what uber is to provide the flexibility and what that means that for people as consumers and for people that are drivers on the platform as well. I would like to start its somewhat ubiquitous in and we kind of take it for granted. A lot of us get around that we now fight years ago the company just got started. The technology didnt exist. They could be charged the technology exists and we take this for granted a short five years later so who knows what the next year the technology is and the next application on the phone will be sitting here saying we cant remember but it was like not to have that on the phone or not to be able to do that so thats where technology is moving in is changing the way people interact commercially. Its empowering individuals whether it is a big chain store to buy something or do something faceless we are now dealing with a person more directly having a transaction. When you are in a uber right whether you are the right or the driver youre dealing directly with the person who is paying for the services you rate them afterwards. That is an empowering thing for consumers not something only you uber does but they cut out the middleman and a sense of the employer. In a snapshot of what we are talking about and how this impacts both of the larger sense what it means economically on the platform were in 300 cities around the world and one in 70 countries the United States we are in more than 200 cities and the 400,000 plus active uber drivers in the United States. People of the platform do more than four trips a month on the platform. Go over that number and its excess of 1 million. From the millennial standpoint, we pulled the numbers on that, 23 of the