[Applause]
since the sixties the
safety tests on the cars are
they were doing with a dummy the weight
average of a man
this impact on women having
47 percent more likely to
suffer serious injuries in an accident
only in 2010 was it required to include
mannequins with the average weight of children
and women
many things in our society has been
built from a male look and
I think an example of day to day life is
when we think of many offices
Sometimes I arrive and see the dead women
of cold and quite comfortable men
This is because the temperature
average is also found or the body
average of a man
let’s think in our environment how many
women not Nobel Prize in economics or
sciences know how many women
inventors how many women who have
been in the history books at
throughout our lives part of the
culture as we know it has been
built under that masculine look and
especially prioritizing the look
in the history of men
this can also be seen in the
companies and I think a good example for
it known is a series that
call mad men
this series brings together a group of
publicists in an advertising agency
in the 60s
in this office they work different
men who have many
characteristics in common the majority are
Whites wear a coat tie are also
heterosexuals and they also have another
factor in common their wives are in
house occupying a super important role
which is the management of the home of some u
another way the system requires these
men work long hours in fact
often they stay until ten o’clock
eleven o’clock at night and he demands a
presence of extreme also the
few women that appear in the series
working have a role the
secretaries
I go through these rules of the game of
this and it’s been almost 50 years
in companies we see that there are different
types of people including women without
But there is something that has not changed
so much and those rules of the game are already
what do I mean by the rules of the game
let’s think about work schedules
We work until 78 pm
let’s think about the extreme presence
that still demand a lot of work
in one way or another the culture of
companies the way we work at
same as the security tests in
the high cars has been built under the
look of men
What impact has this generated today?
women are more recording us of the
most of the races when we started
to see what happens in the most positions
high of the organizations is thought
form something like a pyramid and of
made the figures reflect it in Peru
over 6 percent of directories
they are occupied by women and only
16 percent of companies have
women in leadership positions
in fact according to the world economic forum
the gender gap is going to close in
217 years
also when women start to
work we find a series
of barriers
one of them has to do with time
women dedicate 24 hours to the
homecare week while
men devote 26 on the other hand in
work we have 50% more than
likely to suffer some kind of
bullying
in group meetings the voice of the
men is usually 75% of times more
heard that ours and when
we got to speak many times we are
interrupted when we give our
opinion and we are very emphatic can we
say that we are a bit bossy and
aesthetic or that we are in our
lives
what I come to speak today has to do
just with that system with those
game rules
and how can we do to manage the
organizations without anyone staying
back as the un says and I think that a
good way to graph it is with a
exercise that we do in the company to
each person we give a character to me
can you touch me for example the character
a woman single mother with three children
who must leave work yes or yes to
six o’clock in the afternoon another person can
touch a married man whose wife is
housewife else you can
touch a person who suffers some
disability to another a trans person
We put them all in a row
and we ask you a series of questions
his answer is affirmative
take a step forward if the
Answer is negative take a step to
behind
so I start asking you today there are
a meeting that was scheduled at
two in the afternoon will last three hours
but last minute he moved at five
you will be able to stay until the end
Have you ever been asked in a
job interview if you plan to have
children
your gender identity is recognized in
your company
little by little this happens until
the point that I have left the carpet
of ted and it’s something like that what happens in
the exercises what you think general is
that these gaps are generated
those who are ahead have something in
common the privilege
these people are usually men with
certain characteristics and in fact
when we see the people who lead
our companies often happens that the
most are men so what can we
do to change this system what
we can do to rethink the rules
of the game and that’s how my story is born with the
which is what is a venture
social that what it seeks to generate
just that equality of opportunity
work with companies as agents
of change to be more inclusive and
especially to start designing
thinking about the extremes
what we have started to do is
implement something like a pair of glasses
gender and gender lenses lenses
diversity a company with lenses
gender promotes that the processes of
selection are not biased
those forms makes interview patterns
that apply for men and women a
company with gender lenses starts to
promote flexibility flexibility
even for parents and gives them days
additional to the law for licensing
parenthood considering that the state does not
it is provided by a company with enough
Gender lenses gives couples
homosexuals the same benefits as
receive heterosexual couples and
especially a company with lenses
genre designs products and services with
diverse equipment for a simple reason
consumers the world out there
stivers
this also brings incredible benefits
for organizations not only
because they start having practices for
retain 50 percent of the population
the women but because they also start
to address their clients in a way
much more strategic and so all
the people who work there are
much more happy
The most beautiful thing about this is that
we must necessarily be a company
to have gender lenses people
we can also have it throughout
this road in a of which we have
started a series of actions between
they the ranking for this ranking measures
How are the companies in
terms of gender equity and
diversity
in that sense we measure four variables
that are part of how to manage this
theme on the one hand the culture what things are
are doing in terms of
flexibility to prevent harassment
advertising on the other hand the management of
his talent how to manage without having
biases on the other hand the structure
organizational what percentage of men
and women have in this organization and
finally your strategy are thinking
appropriate strategies to the different
types of public
we started in 2015 measuring 22
companies today four years later we have
measured to more than 400 organizations in
Peru Colombia and Mexico
this has been a process of
transformation began for me which is
because I realized that there was a
situation that had to change I started to
work in other companies and I saw that
there were very few women representing us
and diadems and suffer situations of harassment
and the truth gave me so much rage rage
was my catalyst in that process I met
my partner my forgiveness whom I shared
with me that anger and above all not
We wanted to wait 217 years. I think that
this rage can be a great engine today
for today we are a community of
organizations betting on this issue and
we are more and more people who bet
because we know that if we want to have a
more inclusive world is going to be richer and
what we are beginning to generate is
that the world is not built under a
look but under thousands of looks without
that nobody is left behind thank you very much
[Applause]
since the sixties the
safety tests on the cars are
they were doing with a dummy the weight
average of a man
this impact on women having
47 percent more likely to
suffer serious injuries in an accident
only in 2010 was it required to include
mannequins with the average weight of children
and women
many things in our society has been
built from a male look and
I think an example of day to day life is
when we think of many offices
Sometimes I arrive and see the dead women
of cold and quite comfortable men
This is because the temperature
average is also found or the body
average of a man
let’s think in our environment how many
women not Nobel Prize in economics or
sciences know how many women
inventors how many women who have
been in the history books at
throughout our lives part of the
culture as we know it has been
built under that masculine look and
especially prioritizing the look
in the history of men
this can also be seen in the
companies and I think a good example for
it known is a series that
call mad men
this series brings together a group of
publicists in an advertising agency
in the 60s
in this office they work different
men who have many
characteristics in common the majority are
Whites wear a coat tie are also
heterosexuals and they also have another
factor in common their wives are in
house occupying a super important role
which is the management of the home of some u
another way the system requires these
men work long hours in fact
often they stay until ten o’clock
eleven o’clock at night and he demands a
presence of extreme also the
few women that appear in the series
working have a role the
secretaries
I go through these rules of the game of
this and it’s been almost 50 years
in companies we see that there are different
types of people including women without
But there is something that has not changed
so much and those rules of the game are already
what do I mean by the rules of the game
let’s think about work schedules
We work until 78 pm
let’s think about the extreme presence
that still demand a lot of work
in one way or another the culture of
companies the way we work at
same as the security tests in
the high cars has been built under the
look of men
What impact has this generated today?
women are more recording us of the
most of the races when we started
to see what happens in the most positions
high of the organizations is thought
form something like a pyramid and of
made the figures reflect it in Peru
over 6 percent of directories
they are occupied by women and only
16 percent of companies have
women in leadership positions
in fact according to the world economic forum
the gender gap is going to close in
217 years
also when women start to
work we find a series
of barriers
one of them has to do with time
women dedicate 24 hours to the
homecare week while
men devote 26 on the other hand in
work we have 50% more than
likely to suffer some kind of
bullying
in group meetings the voice of the
men is usually 75% of times more
heard that ours and when
we got to speak many times we are
interrupted when we give our
opinion and we are very emphatic can we
say that we are a bit bossy and
aesthetic or that we are in our
lives
what I come to speak today has to do
just with that system with those
game rules
and how can we do to manage the
organizations without anyone staying
back as the un says and I think that a
good way to graph it is with a
exercise that we do in the company to
each person we give a character to me
can you touch me for example the character
a woman single mother with three children
who must leave work yes or yes to
six o’clock in the afternoon another person can
touch a married man whose wife is
housewife else you can
touch a person who suffers some
disability to another a trans person
We put them all in a row
and we ask you a series of questions
his answer is affirmative
take a step forward if the
Answer is negative take a step to
behind
so I start asking you today there are
a meeting that was scheduled at
two in the afternoon will last three hours
but last minute he moved at five
you will be able to stay until the end
Have you ever been asked in a
job interview if you plan to have
children
your gender identity is recognized in
your company
little by little this happens until
the point that I have left the carpet
of ted and it’s something like that what happens in
the exercises what you think general is
that these gaps are generated
those who are ahead have something in
common the privilege
these people are usually men with
certain characteristics and in fact
when we see the people who lead
our companies often happens that the
most are men so what can we
do to change this system what
we can do to rethink the rules
of the game and that’s how my story is born with the
which is what is a venture
social that what it seeks to generate
just that equality of opportunity
work with companies as agents
of change to be more inclusive and
especially to start designing
thinking about the extremes
what we have started to do is
implement something like a pair of glasses
gender and gender lenses lenses
diversity a company with lenses
gender promotes that the processes of
selection are not biased
those forms makes interview patterns
that apply for men and women a
company with gender lenses starts to
promote flexibility flexibility
even for parents and gives them days
additional to the law for licensing
parenthood considering that the state does not
it is provided by a company with enough
Gender lenses gives couples
homosexuals the same benefits as
receive heterosexual couples and
especially a company with lenses
genre designs products and services with
diverse equipment for a simple reason
consumers the world out there
stivers
this also brings incredible benefits
for organizations not only
because they start having practices for
retain 50 percent of the population
the women but because they also start
to address their clients in a way
much more strategic and so all
the people who work there are
much more happy
The most beautiful thing about this is that
we must necessarily be a company
to have gender lenses people
we can also have it throughout
this road in a of which we have
started a series of actions between
they the ranking for this ranking measures
How are the companies in
terms of gender equity and
diversity
in that sense we measure four variables
that are part of how to manage this
theme on the one hand the culture what things are
are doing in terms of
flexibility to prevent harassment
advertising on the other hand the management of
his talent how to manage without having
biases on the other hand the structure
organizational what percentage of men
and women have in this organization and
finally your strategy are thinking
appropriate strategies to the different
types of public
we started in 2015 measuring 22
companies today four years later we have
measured to more than 400 organizations in
Peru Colombia and Mexico
this has been a process of
transformation began for me which is
because I realized that there was a
situation that had to change I started to
work in other companies and I saw that
there were very few women representing us
and diadems and suffer situations of harassment
and the truth gave me so much rage rage
was my catalyst in that process I met
my partner my forgiveness whom I shared
with me that anger and above all not
We wanted to wait 217 years. I think that
this rage can be a great engine today
for today we are a community of
organizations betting on this issue and
we are more and more people who bet
because we know that if we want to have a
more inclusive world is going to be richer and
what we are beginning to generate is
that the world is not built under a
look but under thousands of looks without
that nobody is left behind thank you very much
[Applause]
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