goodnight to savage there are several
years
I go to Italy I was just married
My husband is French and all
we moved to a beautiful
small town near city ive
one day I watched the news and
Journalists announce results
an intriguing survey which the
callian children and he had more fear
of kwh were you most afraid when
you were little, well those whose
Italian children were most scared I
was not to lose their parents or
getting lost or black they
feared the most was the extras
as in Italy
Outside immigrants
European Union children
Italy were more afraid of immigrants
which is the traditional bogeyman
and suddenly I realized
I realize that I was even in extra
Community since I’m Brazilian
it is just those moments I
memory already on immigration and
Many studies showed
the positive impact of immigration on
the Italian economy
I told myself how something as
a strictly positive standpoint
Can be seen as rational
being such a negative thing a
emotional perspective then I
am fascinated by reports
unlike humans and
During my professional life I
noticed that it is often
the most different people for months
that have me most is growing and it is
and I became
Madame diversity is the diversity
mixture of human differences
visible and invisible
there are differences that are quite
obvious as those related to gender
age origins ago
differences which are useful as
those related to different types of
personalities such as those related to
that different sexual orientation
with certain disabilities
Inclusion is a culture
which is valued feels free
be oneself
even when it is different from the
majority
diversity and inclusion
but we must think of good food
[Music]
diversity are ingredients
and inclusion is the recipe for
mix the ingredients so
they end result is a
delicious dish in which
ingredients goes well while
revealing their best flavors and
In the enterprises
I found a similar paradox
that of Italy numerous studies
show that the diversity and
inclusion can improve
sales
motivation productivity
innovation and even results
Financial companies such
-according catalyst businesses with
more women in positions of
direction are on average 34%
according profitable even gained and
companies with more diversity
ethnic are on average 35%
yet profitable businesses
very difficult to move forward in these
areas often why we talk
corporate culture as one
factors that prevent
business
dd promote diversity and
including a major obstacle
but what is it what is
is that a company culture says
just a business culture
it is the way people
interact within an organization
gave no crop
companies outside people
who make yet I interviewed
thousands of employees and
employees in 17 people in
different countries and different sectors
often people talk about their
corporate culture
he speaks as if it were some
separate things for themselves as if
I was there for nothing
with regard to the diversity and
including when I have months
employees what you are doing
to contribute to an environment
working more open to me all they
say ah you see it with
managers
I see managers I ask them
same question like pumps you
see it with management
I’ll see what the directors and
he told me of your good opinion
question to see it with management
human resources and you know it
they often tell me but management
human resources
1 this really really depends on the
management and so on
the truth is that there is a chain
responsabilities
nobody can single-handedly created
an inclusive culture but each
of us a role to play because we
all have an area of influence
then of course you have more
responsibility over this area
of influence is important, but each
of us a hymn area of influence
I propose today
These are two simple actions to
everyone to promote
diversity and inclusion in business
two actions you could take
in any organization
whatever your status
two actions that will make your place
a work place more
rewarding and pleasant
for all and especially for you even
first action passes and your
head and she is to exceed your
first impressions
you know how long it takes to
form an opinion on a stranger
tenth of a second
unconsciously we classify
automatically individuals
used criteria easily
observable as color size
Skin gender age 7 mechanism
categorizations allow ourselves
aid to cope with the
complexity of the world but it is also
causing prejudice
we would all like for most
of us have no prejudices
is not it perhaps that our
for a conscious level but our
unconscious dictate our
behavior 95% of the time it is
all the time trying to judge people
on appearances that can be
misleading and no one is immune
I once spoke with a
receptionist who was visually impaired
and she told me that she could even
judge people before knowing them
over time their voice
harvard university has developed
an incredible tool it’s called
Implicit Associations Test
to measure our prejudices
unconscious or very like the ten
nicely scientists our tickets
are aware in different
categories
For example you can measure if you
are unconscious or not goods
negative or positive indeed
to people based on their
weight according to their age and
just you wait a moment
do you listen to me is
differently
they were older
Did you know that according to groups
research storms
age is the first factor
discrimination in Europe
here I was here I was black is it
you listen to me there is the same
so maybe if I was I
would not even be the room and why
according to the observatory of discrimination
in France
AC v and earn a person with a name
African to 3 times less likely to
that we get hired person
with their non-European now
Is what you are listening to me there may be
Similarly, if I were a man
housed a style you have noticed
I have a communication style that is
very soft, which we find more
frequently in women and our
companies
we often confuse gentleness and weaknesses
and this is one reason
why women are less chosen
for leadership positions once
I had an American chef
called me who told you I His
need to talk but he saw fear
looked into his eyes and he
said I wanted to apologize to you
because when I was hired
I had many doubts about his
ability to carry out our strategy you
the air was too nice and the weather
showed me how I
cheated on your my former capacity
Head him he has overcome premiums
first impressions and he
given a chance a chance the
surprise
it seems obvious is not it but
tell me you is when the last
Once you have exceeded your
first impressions and you
given a chance to someone lucky
surprise you
ie is when the last
Once they you have noticed the
critical little voice in your head
and that you have not followed had
not follow their move to the second
action
that is external and it consists of
to meet people who
we wanted to seem unconsciously
constantly sweep the environment
Search danger signs
it’s part of our instinct
survival
but also because of the one in
that we have a tendency to see
different people that we
led unconscious’ll see
as threat and so we
tend to put us in touch with
people who are like us middle
Socioeconomic of the same
origins taste the same as us and
and so on
This is what scientists call
through infinity and everyone
this to me is affinity gua
including
I once went to a
convention executives
that there were many other
and gradually realize that but
I approached the few women
present and after a moment all
women gathered together
it is understood that it may arrive from
occasionally but repeatedly it
can be very harmful
personally my biggest
experience of inclusion and
of belonging to the company is
spend in a place where people they
came to me and knew me
not necessarily happened but good
day but invited to a coffee
two geniuses together and it was the
very different colleagues of me there
could be younger older
they were from other departments it
were other hierarchical levels
month
Inclusion it materializes in these
small life interaction times
daily
some companies are trying dice
promote these exchanges that are source
wellness and innovation by
pixar pixar example in the toilet
has found a central location
know why
for all employees
backgrounds converge towards the same
place and meetings there are
large groups that use
mobile applications to set
relation to employees
Research colleagues to go
lunch but nothing can replace
your willingness to go to the people
it seems obvious is not it but
tell me is when the last time
you had two young and with
colleague that you did not know
well that’s when the last time
you have a
but the conversation with someone
different in your workplace and
you see someone new
different what are you
made to that person feels
Welcome exceed your initial
impressions and to meet the
People who do not like what you
two actions to the other inter
external
they are simple but is very simple
they are not easy because it us
request unplug our pilot
Automatic and out of our area
comfort but together these two actions
our brains are programmed
expand our comfort zone and even
listen they may make
smarter and more creative as
University researchers
columbia before evoking t I you
offers to do things very
concrete
the first is to go on google and
steps and test harvard associations
implicit and made a test in the
category of your choice you will
to be surprised
and the second thing is simple
inviting a colleague you do
not know very well to take
coffee
Italian children
they may have heard their parents
say only speaks to share with strangers
as adults we need to do
exactly the opposite talk to
unknown
because as rightly said the victor hugo
Happiness is sometimes hidden in
the unknown
thank you
[Applause]
years
I go to Italy I was just married
My husband is French and all
we moved to a beautiful
small town near city ive
one day I watched the news and
Journalists announce results
an intriguing survey which the
callian children and he had more fear
of kwh were you most afraid when
you were little, well those whose
Italian children were most scared I
was not to lose their parents or
getting lost or black they
feared the most was the extras
as in Italy
Outside immigrants
European Union children
Italy were more afraid of immigrants
which is the traditional bogeyman
and suddenly I realized
I realize that I was even in extra
Community since I’m Brazilian
it is just those moments I
memory already on immigration and
Many studies showed
the positive impact of immigration on
the Italian economy
I told myself how something as
a strictly positive standpoint
Can be seen as rational
being such a negative thing a
emotional perspective then I
am fascinated by reports
unlike humans and
During my professional life I
noticed that it is often
the most different people for months
that have me most is growing and it is
and I became
Madame diversity is the diversity
mixture of human differences
visible and invisible
there are differences that are quite
obvious as those related to gender
age origins ago
differences which are useful as
those related to different types of
personalities such as those related to
that different sexual orientation
with certain disabilities
Inclusion is a culture
which is valued feels free
be oneself
even when it is different from the
majority
diversity and inclusion
but we must think of good food
[Music]
diversity are ingredients
and inclusion is the recipe for
mix the ingredients so
they end result is a
delicious dish in which
ingredients goes well while
revealing their best flavors and
In the enterprises
I found a similar paradox
that of Italy numerous studies
show that the diversity and
inclusion can improve
sales
motivation productivity
innovation and even results
Financial companies such
-according catalyst businesses with
more women in positions of
direction are on average 34%
according profitable even gained and
companies with more diversity
ethnic are on average 35%
yet profitable businesses
very difficult to move forward in these
areas often why we talk
corporate culture as one
factors that prevent
business
dd promote diversity and
including a major obstacle
but what is it what is
is that a company culture says
just a business culture
it is the way people
interact within an organization
gave no crop
companies outside people
who make yet I interviewed
thousands of employees and
employees in 17 people in
different countries and different sectors
often people talk about their
corporate culture
he speaks as if it were some
separate things for themselves as if
I was there for nothing
with regard to the diversity and
including when I have months
employees what you are doing
to contribute to an environment
working more open to me all they
say ah you see it with
managers
I see managers I ask them
same question like pumps you
see it with management
I’ll see what the directors and
he told me of your good opinion
question to see it with management
human resources and you know it
they often tell me but management
human resources
1 this really really depends on the
management and so on
the truth is that there is a chain
responsabilities
nobody can single-handedly created
an inclusive culture but each
of us a role to play because we
all have an area of influence
then of course you have more
responsibility over this area
of influence is important, but each
of us a hymn area of influence
I propose today
These are two simple actions to
everyone to promote
diversity and inclusion in business
two actions you could take
in any organization
whatever your status
two actions that will make your place
a work place more
rewarding and pleasant
for all and especially for you even
first action passes and your
head and she is to exceed your
first impressions
you know how long it takes to
form an opinion on a stranger
tenth of a second
unconsciously we classify
automatically individuals
used criteria easily
observable as color size
Skin gender age 7 mechanism
categorizations allow ourselves
aid to cope with the
complexity of the world but it is also
causing prejudice
we would all like for most
of us have no prejudices
is not it perhaps that our
for a conscious level but our
unconscious dictate our
behavior 95% of the time it is
all the time trying to judge people
on appearances that can be
misleading and no one is immune
I once spoke with a
receptionist who was visually impaired
and she told me that she could even
judge people before knowing them
over time their voice
harvard university has developed
an incredible tool it’s called
Implicit Associations Test
to measure our prejudices
unconscious or very like the ten
nicely scientists our tickets
are aware in different
categories
For example you can measure if you
are unconscious or not goods
negative or positive indeed
to people based on their
weight according to their age and
just you wait a moment
do you listen to me is
differently
they were older
Did you know that according to groups
research storms
age is the first factor
discrimination in Europe
here I was here I was black is it
you listen to me there is the same
so maybe if I was I
would not even be the room and why
according to the observatory of discrimination
in France
AC v and earn a person with a name
African to 3 times less likely to
that we get hired person
with their non-European now
Is what you are listening to me there may be
Similarly, if I were a man
housed a style you have noticed
I have a communication style that is
very soft, which we find more
frequently in women and our
companies
we often confuse gentleness and weaknesses
and this is one reason
why women are less chosen
for leadership positions once
I had an American chef
called me who told you I His
need to talk but he saw fear
looked into his eyes and he
said I wanted to apologize to you
because when I was hired
I had many doubts about his
ability to carry out our strategy you
the air was too nice and the weather
showed me how I
cheated on your my former capacity
Head him he has overcome premiums
first impressions and he
given a chance a chance the
surprise
it seems obvious is not it but
tell me you is when the last
Once you have exceeded your
first impressions and you
given a chance to someone lucky
surprise you
ie is when the last
Once they you have noticed the
critical little voice in your head
and that you have not followed had
not follow their move to the second
action
that is external and it consists of
to meet people who
we wanted to seem unconsciously
constantly sweep the environment
Search danger signs
it’s part of our instinct
survival
but also because of the one in
that we have a tendency to see
different people that we
led unconscious’ll see
as threat and so we
tend to put us in touch with
people who are like us middle
Socioeconomic of the same
origins taste the same as us and
and so on
This is what scientists call
through infinity and everyone
this to me is affinity gua
including
I once went to a
convention executives
that there were many other
and gradually realize that but
I approached the few women
present and after a moment all
women gathered together
it is understood that it may arrive from
occasionally but repeatedly it
can be very harmful
personally my biggest
experience of inclusion and
of belonging to the company is
spend in a place where people they
came to me and knew me
not necessarily happened but good
day but invited to a coffee
two geniuses together and it was the
very different colleagues of me there
could be younger older
they were from other departments it
were other hierarchical levels
month
Inclusion it materializes in these
small life interaction times
daily
some companies are trying dice
promote these exchanges that are source
wellness and innovation by
pixar pixar example in the toilet
has found a central location
know why
for all employees
backgrounds converge towards the same
place and meetings there are
large groups that use
mobile applications to set
relation to employees
Research colleagues to go
lunch but nothing can replace
your willingness to go to the people
it seems obvious is not it but
tell me is when the last time
you had two young and with
colleague that you did not know
well that’s when the last time
you have a
but the conversation with someone
different in your workplace and
you see someone new
different what are you
made to that person feels
Welcome exceed your initial
impressions and to meet the
People who do not like what you
two actions to the other inter
external
they are simple but is very simple
they are not easy because it us
request unplug our pilot
Automatic and out of our area
comfort but together these two actions
our brains are programmed
expand our comfort zone and even
listen they may make
smarter and more creative as
University researchers
columbia before evoking t I you
offers to do things very
concrete
the first is to go on google and
steps and test harvard associations
implicit and made a test in the
category of your choice you will
to be surprised
and the second thing is simple
inviting a colleague you do
not know very well to take
coffee
Italian children
they may have heard their parents
say only speaks to share with strangers
as adults we need to do
exactly the opposite talk to
unknown
because as rightly said the victor hugo
Happiness is sometimes hidden in
the unknown
thank you
[Applause]
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