put labels and put packaging
all those who
what we see what we feel and in something
very simple as for example in the
civil registration
when someone makes man woman the race
the nationality
that is already pigeon-holed and it’s going
tagging and as we go
growing and we are studying
we tend to do very to the
slight
comments as the students of the
College x are better than
school students hear why
ellipsis or eventually
when we advance and the university
we say who study in
public universities
they eventually have more trends
progressive and revolutionary that
who study in universities
private because ellipses
they are all labels, they are all
packaging that we are creating in
ourselves and in the people of
our circle of influence that
eventually they are the ones that limit the
diversity of thought beyond
diversity of gender and are those
limit the progress of societies and
of the future and this is not different in the
corporate world what happens to us in the
corporate world now is that we see that
women are not reaching those
great managerial positions in the
cusp of the pyramids of the
organizations and eventually not
reflect what society is in the
other corporations and not to mention and there
It is mentioned a lot that this is due to
glass ceilings that each of
we put on what is true
but it also owes a lot to that
label of those packages that
eventually our bosses our
organizations or our friends we
they say eventually this charge is not
for you
this charge is for a man not to mention
of people from the axis community
bt they have enough more
restrictions of those who have today
or the restrictions we see in the
corporate organizations
in a recent makin study if we see
that half of the world’s population are
women and the other half of men and
just the generation of wealth by
part of women of productive age
comes with 37 percent then the
question is why yes yes yes
represents 50 percent as soon as
generating 37% and I share another
There are 195 million fewer women
that men who have access or already the
education
survey data recently
published and in the financial world there are
190 million women in the world who
they have less checking accounts and less
of access to the financial system that
shoulders and all this has an impact on
the in society and an impact
financial year in 2025 if we
we reduce those gaps that we have
now for that discrimination that we are
doing gender
we will be able to contribute 12 trillion
dollars to the jeep and global to the product
global gross domestic then no
only a theme of I want to be good
people and I will not discriminate
I want to be a better manager and I’m not going to
go and I will be inclusive this has a
impact on society and progress
of the nations to generate wealth
but let’s think for a moment because it’s
that all this is happening and this again
going back to the aam the cultural theme
and the issue of how we educate in
our families in our house to
our children what is it that usually
in passing the stereotypes that we have
for the women
we women are weaker and the
Men are stronger races
typical of women are those of
the design arts and eventually the
men have to go to careers like the
mathematical finance engineering or
in the house when we are dealing
after a lunch that is what
we tell the girls to help their
mom to finish doing chores
from the kitchen and the child we are going to play
Nintendo
let’s learn new things I can not
play football because it does not go backwards to
because it does not happen the other way around because we
we are unconscious eventually
everything is a stereotype and all those
programming that we are doing in
our families in our society and
if we think that this is difficult
for women to progress within
the organizations
let’s think for a moment how much more
difficult can this be for someone who
is the community of gmt
not to mention organizations very much to me
regret very much discriminates people
that are diverse in their condition in their
orientation
we now in Colombia we are
we have organized with a group of eight
leading companies what is called pride
connection that something else but a child of
eight multinational companies to go out
to society to say talent is not
they have so that the talent is inside
one’s
talent has no gender talent is not
has the responsibility that
we have organizations
generate those opportunities so that
people are valued not by what
they are but for what they bring to the table by
that for that thought for that
training for those capabilities for those
skills for those values that they
they have and that they are those that communicate
with organizations like the
integrity transparency what what
what I want to do to make a
company progress
not for the fact of being male or female is not
for being gay lesbian
transvestite jewish muslim catholic and here
I do not want to confuse the subject of my
orientation I do not think that I come here to
make a revolution in in this
prestigious university to which I appreciate
a lot
I personally am an Apostolic Catholic
Roman and I believe in the family man woman
as the basis of society
but here we are not talking about that
here we are talking about respect and
the very essence of the person
I could not imagine having to
hide that I am married and that I have
three children and that my husband likes
bulls I would feel very bad because
then someone has to hide which
is your condition or your sexual orientation
and that’s why it’s been labeled or not
an opportunity to be promoted to
Being a manager is the proposal that we
of the organizations we are fighting and
that you as future leaders and as
current leaders of this society has
that encourage then again when
we think of stereotypes and
because this happens to us
come on, this is a cultural issue and
we talk about this has to do with the
unconsciousness then the one called here
is we become aware of what is today
unconscious because we are human and there
that if we have to remember every day
that we are not perfect but that
we have to respect and give those
opportunities for people to be
best
so in that sense basically what
I want to tell them to do
consciousness that there are three ways or three
prejudice that we have in
our minds the first prejudice in
affinity prejudice what I mean
to affinity prejudice is that we
we want to work or want to have in
our environment to all those
people who look like me or because
they like the same sport or because they
like they have the same interests or
because he studied in my university and
I want that person to work
with me nothing more closed for a failure
for a limitation that one is filled with
people who do not have a diversity of
the one that has a when you surely
those who feel identified when
a new student comes from another
college at school is the new
then the new one does not know how to operate
here and now to teach him and when the
Lake has a different thought
eventually lizano does not know why he
is new has to learn and what one
is doing is losing all that
wonder and it is the opportunity that the
people have a broad vision and
diverse things then the first
is the prejudice by affinity the second
prejudice for confirmation and does not
has nothing to do with this person is
bad or this person what you want to do
animal feel full fulanito this or
sutanito which is again an issue
the unconscious and the prejudice by
confirmation for example I’m going to them
will ask you to think about the person
number one of the organizations
he followed global in that we think
typically in a gentleman of about 50 55
years dressed as a terno that’s a
stereotype
when I tell them to think of a
ballet dancer or ballet dancer
what do you think of someone like that very
delgadito poured surely with a
tube with a tulle do not think of a man
we do not think of a man who can
dance intuitively we give after
already when the rationality and c
the art they do not have so they should not
have packaging
So that is the invitation that
I want to make me not to notice
nor in people who are only
related to us or to people who
we confirm the stereotypes
with which we have grown and the third
it has to do with prejudice
systematic that are much more difficult
to change because they are those that
they implement organizations in their
policies in their ways of thinking about their
ways to select for example
how many times do we not put the
newspaper trade the universe and and
we see you need 40 maximum engineer
years of age and that man is going
nothing like a family person
that’s what the rapporteur the newspaper
of today less and less because the
society is evolving but those are
the policies that organizations
we are willing to or we have to
change me as a resource leader
humans for South America work in the
financial sector been working
together with the executive team
to make all those changes for
example what we do for
select someone from middle management
high management is to ask them that the
SUV has to come to come
at least one woman and not only
that but that those who interview in the
interviewers should have at least
less a woman because this is not
question of quotas not for
select fashion a woman because that is
the skinniest favor that can make us
a woman who does not select by fee
They do not have to select it by
knowledge by the capabilities by the
gift for the values but to generate
those opportunities to whom and who
choose the best
choose the best talent not the best in
pack and then for that you need
new players not only
they need new players in this case
women are the members of the
ft community to whom we
we have to give them the tools and
those and that training so that everyone
of us we believe what we are
facts and let’s not say or have those
internal fears but we do not
let’s take out of our mind do not count 22
conversations that I had recently
with two women are applying
management positions the ona tells me no
I believe that I am going to withdraw from the process
because not because I did it because I’m
pregnant then and what is the problem
is pregnant being pregnant is a
blessing says it’s not that eventually
format that the three months of the
maternity and techniques leads to think that
I surrender – all a story that already
had done in his head when in
reality when organizations
we hire women we are hiring
diversity we are being more inclusive
and being a woman means having the option of
be a mother and that in no way
represents a problem to the contrary
represents a strength for
organizations
the other conversation I expected that
apply because we had a candidate
that was super good for a position
that we wanted to promote and did not apply and I
I call him and then he would come because
apply such a position says is not that
there he said that one has to be so many
years of experience that has to be
100% bilingual I’m not one hundred percent
of income 90% bing then not
apply and yet when one
hired and saw the dvd profiles or
men who had applied lacked
quite more than that 10% of English but
is the way of looking at life differently
to take risks on this side versus no
take it and be more conservative for this
another side then the proposal and the
training
We are doing the organizations of
is to give them the tools to tell them that
take risks that everyone has to
lead his career and he has to
sit in the driver on the site the
driver of the
race not on the site the co-pilot and
to conclude what I want to leave you
as a proposal is that diversity and
inclusion is an issue of intelligence is
an issue that belongs to everyone, not just
the women of the axis community
vettel but also of men
because men are those new
players who have to give those
opportunities and especially the leaders
that come curiously progressive and
that changed societies are the ones that
they will do and finally tell them that
we are aware that we are human
that there are prejudices that their prejudices
they are unconscious but the key is in
make them aware to generate that
progress in societies
thank you very much
”
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