[Music]
[Music]
thank you very much.
thank you all for coming the truth that
when javier told me you have to talk
of a woman I said that why is there
so many things that affect us that I said
‘Well let’s talk about differences
cultural as we can have here in
our speakers we can talk about
reconciliation wage gap
so many things that I said we are not going to talk
of market we talked a lot about quota
but we do not really talk about what
that we impact the markets
so then that’s the reason
my talk that’s why you’ve chosen this topic and
the truth is that talk about profitability
women in the time they have given me
the truth is that it is very little to see if
My presentation is responsible for not
I see to see if here is good before
to start talking about women and
profitability I would like to talk about
the environment in which we live
we live in an environment where everything is
changing is a convulsive world
we have an economic crisis and
financially we have people who
they really want to live we no longer work
to live what we are doing now
same
sorry, we do not live to work
but we work to live
we are in a society where the
people we are truly more
interested in being that in having
once we have our needs
basic population
it is also that they are multiplying
grows and ages in societies
also western, we have a
serious problem with the whole subject of
our elders
in addition also the new technologies
have burst into our lives the
digital transformation
we are really in one like
revolution we are not we are on par
than those who lived in the middle ages and
now and then they went to rebirth
because we are the same in a change
structural is not conjunctural and also
all disasters are here to stay
natural that impacts us we did not see
then to all the people in Italy with fear
to see if their businesses fell their
companies had losses and
we also have that the consumer has
the power
right now social networks
they really encourage us to consult
with others to see if we buy or not
Well, all this is a world
convulso no longer advanced kissinger
speaking to what they were what all the the
American army talking about what
it’s called the search times the search times
it is neither more nor less than living in a
world where it is volatile where it is
uncertain is complex and it is also
ambiguous
then the entire international community
business that is what made it define it
as the new normal
this city standard is here to stay
only thing that we have clear is the change
and then what do the
leaders the leaders have to be
Agile must be flexible and
It also has to have the ability to
make changes in people in structures
in process technology but we have
to do that organizations and that
is the challenge truly be
adaptable and have to be adaptable
we live in a world where our
history there has not been a civilization
that is more technified but we are not going
to generate goes to the barbarians
specialists what we have to generate
are people people with values
the truth is that we see where companies
describe all their values but then
the values that give very
well on paper but really
what you have is that you get to the
action
we also have a problem that
values then they suck in education
it is mom in the family they suck the
colleges however the philosophy
disappeared from our of our
programs that values we want to have
how to handle a no peace and we are not
talking about commitment
we are talking about ethics we are
Speaking independence of spirit
critical
all that is important but it turns out that
now all the selectors of
talent speak of selection by values
what values are the people
good also the talent the culture and the
diversity are truly the key and
they are the key because we have the
millennials we just saw here a
example over here I see several thousand in
jazz
we have no match as we are
accustomed car
maybe the english words good
self-employed workers who are also
those nomads of knowledge that
will travel around the world depending on
projects and that it is already estimated that for
year 2050 are 60 percent of the
global workforce
imagine how it is going to change
absolutely everything we also have
cultural differences and we also have
to people who are already above
of the 50 but if the life expectancy
They are telling us that it will reach
110 years that we are going to do, nor should we
to integrate them as no match within
what are the organizations so that
keep contributing your experience well
we are going from the Fordist capitalism
to the cognitive and global we had
before
as for the techno economic principle
and cultural
we were in the analog world and
now we are in the digital world
regarding the accumulation regime
we were in the innkeeper and now
we are in the knowledge society
and financial the economy the
knowledge and financial
in terms of the productive paradigm we have
past the Taylorism to what is the jmas
others and regarding the social mode of
regulation before we regulate salaries
today that company does not really have a
flexible remuneration policy in which
Also keep in mind the
particularities of each person and what
have segmented based on those
needs and also in terms of
international division of labor we
we found that before we talked about
internationalization
when we talk about globalization or what
which is also called the
glocalization that in the end the incite
in those emerging countries or not
and really locate our
marketing strategies well before the
talent had hierarchical doors
the organizations will be hierarchical and
so and also the people were in
dispatches that happened with the talent that
I did not go to a stayed stagnant
talent from below did not go up
and talent have it all
people all people have
talent for something
we have neither the talent generated no
they have gender or have age that is
happening now now is the time to
flow to you now everything is coach go go
collaboration with working etcetera
etcetera are already beginning to relate
to companies like this house
telephone has opened its spaces
because because maybe one day you
you are sitting at one of those tables
hot they call next to a
commercial or next to a director
functional or next to the one that is
programming all that makes the flow
knowledge and therefore also
favor creativity and reduce
inbreeding of the posts in which
we are working and that comes in the
future
well this is the new philosophy that is
democracy that is not even more though
these names always seems very
bombastic that have a structure
horizontal where the bosses disappear
where what really matters are the
projects and depending on the projects
roles are assigned to people this by
example we have a very good example in
zappos which is a company that acquired
amazon and where also the ceo even
can be a subordinate come to the
point of gamification where all
the workers then receive awards or
bonus and so on depending on whether
they have truly fulfilled their
objectives
Darwin already said it at mid -century
19 that those who survive is not even the
smarter and the strongest in
the one that best adapts to the changes and
So we have to be clear that we
man woman and all the gestures of
talent has to be clear about this topic
ok now let’s talk a little bit about
woman forgive the men you are
here if you see something that is rare
but good that we can say you want
read the quote from carmen guaita that I made
the 21st century
It will be a century of women who believe in
themselves and strengthen their words and their
steps in this trust is thus what
we see in the new directives all
you who are young we
identify and raise the hand that is
identify sisters I see touching hands
well good, well, it happens that we are almost
50 percent of the population
world but it is also 55% between
16 and
and 64 are the workforce and
in addition 60 percent have studies
university students is to say we are the
best-formed generation with 56% of
graduate but what happens that only the 10
percent access to senior management
something will have to be done and we have to
breaking the myths is much talked about if
we women take forms of
male leadership is not true
women fall there is also the myth
of the queen bee that is to say we want
but many workers do not rise no
it’s true
all the programs that have the
large mentoring companies
coaching and so on what they are
trying precisely is to organize
women within their organizations
to identify female talent
young and be able to push the upwards
and that’s what’s really interesting
that we are here to stay what
want to know men or not good and
women, of course, we want
reconcile our family life and
our professional life but as
they said before the American speakers
we also want personal life we want
time to go and have some cañas
with friends to enjoy our
privacy of loneliness too
we want time for health to leave
to the hairdresser to do all those
things that do not allow us and life
personal and family life or for
go to a museum to the cinema to
share to relate we are beings
social as everyone and we can not
forget about that personal part because
is the one that enriches us the most
good the conciliation of course not
it’s a woman ‘s thing it’s everyone’s thing I’m not going
to extend a lot because then it’s going to
talk about this topic too but as
society we will have to raise
schedule topics or topics of
stewardship and good here I go
to make an incidental margarita of cos
Some of you will know her
all his life fighting in the field of
woman already claims the quotas and
spaces but at home in families
that there is a little more balance in
families well regarding the
qualities and competencies that the
woman at the time the woman manager
Well, we’re pretty good at everything
what it has
what to do with flexibility the
organization planning
risk management we are much more
cautious and good here in the table what
what you see are all those aspects where
we are above men there
only one point where men
earn we tolerate very badly the
pressure on the rest of what are the
managerial qualities as is by
example the leadership the vision
strategy k the orientation to
results practically
respondents say that it does not matter what it is
a man and that is a woman
we have to make a difference more
between being the boss and being a leader
boss is the one who gets the
results and the leader is the one who
get the company to evolve and
between our way of evolving
we are also different from leading
we are also different
the challenge in the end is to win and connect
the differences that we have because we are
wonderful equipment we do not
we want to claim differences what
we want is to join
he is more competitive we are
more collaborative what good news
we are in the society of the
collaboration and we are very prepared
for it
moreover we are more intuitive it turns out that
In a world, searching for intuition is a
point also they are a little more
structured
he is more hermetic and we
we imply a little more and so good a
etc
I want to let him chase
more status and we like it
generate links and that’s very
important for women is a
competitive advantage that we have because
when we do networking we generate
links we are not looking for work
sell and so on
we are generating links that then
they help us a bit of neuroscience then
hunger sendin here I recommend two
books has established a psychiatrist
American who has 30 more than 30 years
studying the female brain and
male of his book the fetus
He really does not have sex until eight
weeks and the moment he enters
testosterone that everything changes everything
change
men power their cells
sexuality and aggression by two and the
women we give much more space to
all the communication part that we
makes a lot more empathic and we
makes it a lot more sensitive to what
everything around us is everything that surrounds us
you make us make us a lot more
powerful at interest level
emotional and therefore are more
ready to actively listen to everything
what surrounds us
but we need you men accomplices
all of you who are here I encourage you to
that is it jce men listen to
men and this is not a matter
that they listen to us is that if
do not listen to this 50 file for us
market cent
I do not think we can afford it and
now let’s talk about profitability
well it turns out that we are the most market
world’s largest with 18 million
Dollars
it turns out that we have 80 percent of
buying decisions is to say
we decided in the united states the
85 of consumer goods be
We decided to buy the cars
We all decided the whole house purchase
We also decided the whole issue of
medicines the new housing at
vacation and so on
did not say franklin that if you want
have a good business what you have to
to do is to consult his wife
here in Spain they do not usually say good
you will not have to consult with the pillow
I hope that from now on really
call us woman well but what happens that
80% of economic decisions
have the men with which we
we decided to
but they control what happens for
come to power because we have to
go through many labyrinths here I leave you
two books by alicia kaufmann which is a
expert in everything that has to do with
executive coaching and analysis of
Ron
this is a very powerful tool in
which analyzes our relationship with the
authority at a level of 360 and this what
means that as we have we have
related to the authority when
we were small
that will affect us on how we are going
to relate to authority when
we are also in the companies and
this is a part that we have to do
the job
us but then we also have to
have really and lay the foundation the
corporate governance the government
corporate has to raise the
structure and here I would like to read you
the definition of corporate governance
of juan arenas that the other day in
a pumping event in which he says that
Corporate governance is defined as
the set of practices and disciplines
that allow managing a company with
the purpose of creating goes
north in a sustainable way and in addition
is based on three pillars ethics the
regulation and profitability
profitability but what happens
what have been the objectives that
we have in regulation it turns out that the
regulations that we have the code of
good governance to societies says that
for 2020 we have to have a 30 of
people 30 percent of women in
the tips
as for the European commission the
reding directive
what I did is that we have to have a
40 and our equality law
he said that in 2015 we had to
have a 40 seer healthy minds
objectives but the reality is very
different according to the last study of a
balancing that has analyzed all the
ibex companies only 20 percent
that is 7 complies with the rule with the
dyn directive
but there are two that do not have a single
single counselor is 5 percent
On the other hand , 67% of companies
does not have any directive
this data is taken from informs
dan brad pitt in which it is contemplated 142
thousand companies
the reality is that 12 percent of
the societies article 75 of the
good government code that I take out that
says that they are all those companies that
do not have to submit the reports
abbreviated have more than 40 percent
but only 26 of the societies
they have more than 40% of counselors
this is also taken from anambra if
has a base of one million
companies
good management positions in the world
women are represented in a
25 percent
Spain is below average in
36th place
think that japan is in the last
is at 2 percent with which
these things we also have to know
more but it turns out that 60 percent
of productivity is caused by the
managerial quality
if we analyze the indices very
we see that only euros all
during 2015 it has had profitability and
what is the good news that in
companies with at least one person a
woman on the steering committee is
generates a higher action value
to 26
percent more than those that do not
have in the credit suisse data in
the data of petersen intention
institute for international economics
They have analyzed more than 20,000 companies
we talk about companies with 30%
of executives have 15 percent
greater benefits and I ask them to
the organizations
you know that women today
we really want to work in companies
that they value us that really
we want to buy in companies that do
discrimination with women that also
we are informed and we do
another way and we have another way of
understand leadership and also
we started having established networks
where there are links and where we help each other
and there are many reasons for causes
social to which you move so that
you are in many mixed associations not
mixed
I’m not spending a little time
but good with this means that the
diversity we are diversity
fosters credibility we leave the
inbred tunnels all that makes us
that we encourage innovation and so
so much that’s profitability and if a
company really does not take into account the
women means that 50% of the
labor market and therefore going to
disappear or serve is yours
go and fly but fly high many
Thank you
[Applause]
[Music]
thank you very much.
thank you all for coming the truth that
when javier told me you have to talk
of a woman I said that why is there
so many things that affect us that I said
‘Well let’s talk about differences
cultural as we can have here in
our speakers we can talk about
reconciliation wage gap
so many things that I said we are not going to talk
of market we talked a lot about quota
but we do not really talk about what
that we impact the markets
so then that’s the reason
my talk that’s why you’ve chosen this topic and
the truth is that talk about profitability
women in the time they have given me
the truth is that it is very little to see if
My presentation is responsible for not
I see to see if here is good before
to start talking about women and
profitability I would like to talk about
the environment in which we live
we live in an environment where everything is
changing is a convulsive world
we have an economic crisis and
financially we have people who
they really want to live we no longer work
to live what we are doing now
same
sorry, we do not live to work
but we work to live
we are in a society where the
people we are truly more
interested in being that in having
once we have our needs
basic population
it is also that they are multiplying
grows and ages in societies
also western, we have a
serious problem with the whole subject of
our elders
in addition also the new technologies
have burst into our lives the
digital transformation
we are really in one like
revolution we are not we are on par
than those who lived in the middle ages and
now and then they went to rebirth
because we are the same in a change
structural is not conjunctural and also
all disasters are here to stay
natural that impacts us we did not see
then to all the people in Italy with fear
to see if their businesses fell their
companies had losses and
we also have that the consumer has
the power
right now social networks
they really encourage us to consult
with others to see if we buy or not
Well, all this is a world
convulso no longer advanced kissinger
speaking to what they were what all the the
American army talking about what
it’s called the search times the search times
it is neither more nor less than living in a
world where it is volatile where it is
uncertain is complex and it is also
ambiguous
then the entire international community
business that is what made it define it
as the new normal
this city standard is here to stay
only thing that we have clear is the change
and then what do the
leaders the leaders have to be
Agile must be flexible and
It also has to have the ability to
make changes in people in structures
in process technology but we have
to do that organizations and that
is the challenge truly be
adaptable and have to be adaptable
we live in a world where our
history there has not been a civilization
that is more technified but we are not going
to generate goes to the barbarians
specialists what we have to generate
are people people with values
the truth is that we see where companies
describe all their values but then
the values that give very
well on paper but really
what you have is that you get to the
action
we also have a problem that
values then they suck in education
it is mom in the family they suck the
colleges however the philosophy
disappeared from our of our
programs that values we want to have
how to handle a no peace and we are not
talking about commitment
we are talking about ethics we are
Speaking independence of spirit
critical
all that is important but it turns out that
now all the selectors of
talent speak of selection by values
what values are the people
good also the talent the culture and the
diversity are truly the key and
they are the key because we have the
millennials we just saw here a
example over here I see several thousand in
jazz
we have no match as we are
accustomed car
maybe the english words good
self-employed workers who are also
those nomads of knowledge that
will travel around the world depending on
projects and that it is already estimated that for
year 2050 are 60 percent of the
global workforce
imagine how it is going to change
absolutely everything we also have
cultural differences and we also have
to people who are already above
of the 50 but if the life expectancy
They are telling us that it will reach
110 years that we are going to do, nor should we
to integrate them as no match within
what are the organizations so that
keep contributing your experience well
we are going from the Fordist capitalism
to the cognitive and global we had
before
as for the techno economic principle
and cultural
we were in the analog world and
now we are in the digital world
regarding the accumulation regime
we were in the innkeeper and now
we are in the knowledge society
and financial the economy the
knowledge and financial
in terms of the productive paradigm we have
past the Taylorism to what is the jmas
others and regarding the social mode of
regulation before we regulate salaries
today that company does not really have a
flexible remuneration policy in which
Also keep in mind the
particularities of each person and what
have segmented based on those
needs and also in terms of
international division of labor we
we found that before we talked about
internationalization
when we talk about globalization or what
which is also called the
glocalization that in the end the incite
in those emerging countries or not
and really locate our
marketing strategies well before the
talent had hierarchical doors
the organizations will be hierarchical and
so and also the people were in
dispatches that happened with the talent that
I did not go to a stayed stagnant
talent from below did not go up
and talent have it all
people all people have
talent for something
we have neither the talent generated no
they have gender or have age that is
happening now now is the time to
flow to you now everything is coach go go
collaboration with working etcetera
etcetera are already beginning to relate
to companies like this house
telephone has opened its spaces
because because maybe one day you
you are sitting at one of those tables
hot they call next to a
commercial or next to a director
functional or next to the one that is
programming all that makes the flow
knowledge and therefore also
favor creativity and reduce
inbreeding of the posts in which
we are working and that comes in the
future
well this is the new philosophy that is
democracy that is not even more though
these names always seems very
bombastic that have a structure
horizontal where the bosses disappear
where what really matters are the
projects and depending on the projects
roles are assigned to people this by
example we have a very good example in
zappos which is a company that acquired
amazon and where also the ceo even
can be a subordinate come to the
point of gamification where all
the workers then receive awards or
bonus and so on depending on whether
they have truly fulfilled their
objectives
Darwin already said it at mid -century
19 that those who survive is not even the
smarter and the strongest in
the one that best adapts to the changes and
So we have to be clear that we
man woman and all the gestures of
talent has to be clear about this topic
ok now let’s talk a little bit about
woman forgive the men you are
here if you see something that is rare
but good that we can say you want
read the quote from carmen guaita that I made
the 21st century
It will be a century of women who believe in
themselves and strengthen their words and their
steps in this trust is thus what
we see in the new directives all
you who are young we
identify and raise the hand that is
identify sisters I see touching hands
well good, well, it happens that we are almost
50 percent of the population
world but it is also 55% between
16 and
and 64 are the workforce and
in addition 60 percent have studies
university students is to say we are the
best-formed generation with 56% of
graduate but what happens that only the 10
percent access to senior management
something will have to be done and we have to
breaking the myths is much talked about if
we women take forms of
male leadership is not true
women fall there is also the myth
of the queen bee that is to say we want
but many workers do not rise no
it’s true
all the programs that have the
large mentoring companies
coaching and so on what they are
trying precisely is to organize
women within their organizations
to identify female talent
young and be able to push the upwards
and that’s what’s really interesting
that we are here to stay what
want to know men or not good and
women, of course, we want
reconcile our family life and
our professional life but as
they said before the American speakers
we also want personal life we want
time to go and have some cañas
with friends to enjoy our
privacy of loneliness too
we want time for health to leave
to the hairdresser to do all those
things that do not allow us and life
personal and family life or for
go to a museum to the cinema to
share to relate we are beings
social as everyone and we can not
forget about that personal part because
is the one that enriches us the most
good the conciliation of course not
it’s a woman ‘s thing it’s everyone’s thing I’m not going
to extend a lot because then it’s going to
talk about this topic too but as
society we will have to raise
schedule topics or topics of
stewardship and good here I go
to make an incidental margarita of cos
Some of you will know her
all his life fighting in the field of
woman already claims the quotas and
spaces but at home in families
that there is a little more balance in
families well regarding the
qualities and competencies that the
woman at the time the woman manager
Well, we’re pretty good at everything
what it has
what to do with flexibility the
organization planning
risk management we are much more
cautious and good here in the table what
what you see are all those aspects where
we are above men there
only one point where men
earn we tolerate very badly the
pressure on the rest of what are the
managerial qualities as is by
example the leadership the vision
strategy k the orientation to
results practically
respondents say that it does not matter what it is
a man and that is a woman
we have to make a difference more
between being the boss and being a leader
boss is the one who gets the
results and the leader is the one who
get the company to evolve and
between our way of evolving
we are also different from leading
we are also different
the challenge in the end is to win and connect
the differences that we have because we are
wonderful equipment we do not
we want to claim differences what
we want is to join
he is more competitive we are
more collaborative what good news
we are in the society of the
collaboration and we are very prepared
for it
moreover we are more intuitive it turns out that
In a world, searching for intuition is a
point also they are a little more
structured
he is more hermetic and we
we imply a little more and so good a
etc
I want to let him chase
more status and we like it
generate links and that’s very
important for women is a
competitive advantage that we have because
when we do networking we generate
links we are not looking for work
sell and so on
we are generating links that then
they help us a bit of neuroscience then
hunger sendin here I recommend two
books has established a psychiatrist
American who has 30 more than 30 years
studying the female brain and
male of his book the fetus
He really does not have sex until eight
weeks and the moment he enters
testosterone that everything changes everything
change
men power their cells
sexuality and aggression by two and the
women we give much more space to
all the communication part that we
makes a lot more empathic and we
makes it a lot more sensitive to what
everything around us is everything that surrounds us
you make us make us a lot more
powerful at interest level
emotional and therefore are more
ready to actively listen to everything
what surrounds us
but we need you men accomplices
all of you who are here I encourage you to
that is it jce men listen to
men and this is not a matter
that they listen to us is that if
do not listen to this 50 file for us
market cent
I do not think we can afford it and
now let’s talk about profitability
well it turns out that we are the most market
world’s largest with 18 million
Dollars
it turns out that we have 80 percent of
buying decisions is to say
we decided in the united states the
85 of consumer goods be
We decided to buy the cars
We all decided the whole house purchase
We also decided the whole issue of
medicines the new housing at
vacation and so on
did not say franklin that if you want
have a good business what you have to
to do is to consult his wife
here in Spain they do not usually say good
you will not have to consult with the pillow
I hope that from now on really
call us woman well but what happens that
80% of economic decisions
have the men with which we
we decided to
but they control what happens for
come to power because we have to
go through many labyrinths here I leave you
two books by alicia kaufmann which is a
expert in everything that has to do with
executive coaching and analysis of
Ron
this is a very powerful tool in
which analyzes our relationship with the
authority at a level of 360 and this what
means that as we have we have
related to the authority when
we were small
that will affect us on how we are going
to relate to authority when
we are also in the companies and
this is a part that we have to do
the job
us but then we also have to
have really and lay the foundation the
corporate governance the government
corporate has to raise the
structure and here I would like to read you
the definition of corporate governance
of juan arenas that the other day in
a pumping event in which he says that
Corporate governance is defined as
the set of practices and disciplines
that allow managing a company with
the purpose of creating goes
north in a sustainable way and in addition
is based on three pillars ethics the
regulation and profitability
profitability but what happens
what have been the objectives that
we have in regulation it turns out that the
regulations that we have the code of
good governance to societies says that
for 2020 we have to have a 30 of
people 30 percent of women in
the tips
as for the European commission the
reding directive
what I did is that we have to have a
40 and our equality law
he said that in 2015 we had to
have a 40 seer healthy minds
objectives but the reality is very
different according to the last study of a
balancing that has analyzed all the
ibex companies only 20 percent
that is 7 complies with the rule with the
dyn directive
but there are two that do not have a single
single counselor is 5 percent
On the other hand , 67% of companies
does not have any directive
this data is taken from informs
dan brad pitt in which it is contemplated 142
thousand companies
the reality is that 12 percent of
the societies article 75 of the
good government code that I take out that
says that they are all those companies that
do not have to submit the reports
abbreviated have more than 40 percent
but only 26 of the societies
they have more than 40% of counselors
this is also taken from anambra if
has a base of one million
companies
good management positions in the world
women are represented in a
25 percent
Spain is below average in
36th place
think that japan is in the last
is at 2 percent with which
these things we also have to know
more but it turns out that 60 percent
of productivity is caused by the
managerial quality
if we analyze the indices very
we see that only euros all
during 2015 it has had profitability and
what is the good news that in
companies with at least one person a
woman on the steering committee is
generates a higher action value
to 26
percent more than those that do not
have in the credit suisse data in
the data of petersen intention
institute for international economics
They have analyzed more than 20,000 companies
we talk about companies with 30%
of executives have 15 percent
greater benefits and I ask them to
the organizations
you know that women today
we really want to work in companies
that they value us that really
we want to buy in companies that do
discrimination with women that also
we are informed and we do
another way and we have another way of
understand leadership and also
we started having established networks
where there are links and where we help each other
and there are many reasons for causes
social to which you move so that
you are in many mixed associations not
mixed
I’m not spending a little time
but good with this means that the
diversity we are diversity
fosters credibility we leave the
inbred tunnels all that makes us
that we encourage innovation and so
so much that’s profitability and if a
company really does not take into account the
women means that 50% of the
labor market and therefore going to
disappear or serve is yours
go and fly but fly high many
Thank you
[Applause]
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