now we're
going to go mentally in a spirit to Canada
where we have our director of woman in reliability Canada
this is Carla King Carla
a welcome Carla good morning
to you how are you doing today
I mean
hi okay thank you for having me how are
you
our pleasure Carla we have provided you the presentation so
making sure that you got it mean while Carla
I'm gonna introduce you Carla is a director
of woman in reliability nursing management William Canada and
engineer working in the bio pharmaceutical feel
with friends silence burial Technologies she's
a certified lean six six men Greenville and
certified and I haven't really there she has been six
year of manufacturing experience to me she has
more than that and his first Professional Engineers
license through the professionals Engineers on
Dario again when we thought about
kind of approach we sort of Carla
for leadership accomplishments her willingness
to collaboration and she has show up
for the community she can tell you more about more
about we don't Canada but I'm Gonna Leave You with her thank you
for your leadership card I go ahead
Thank you Maura. I'm really excited to be here today and be part
of the where I'm of virtual Summit. It's been a long time coming and
I know that we have so many great speakers on today and I'm
just excited to be a part of it and sharing a little
bit about what I know and my topic which is diversity
and achieving the 30 by 30 Target. So I'm
gonna jump right into it. I'm gonna share my screen just
a moment.
What part of China?
Are you today today? From what part in Canada are you
and how is the weather there?
I am from the greater Toronto area. So the GTA in
Ontario Southern Ontario and today it's almost 20
degrees Celsius. We've had some really nice weather recently.
So I hope that it stays this way
and we don't have any more winter. But yeah, it's good
today. It's very good very sunny. That's great. We
have to go to see you. There's a face to face meeting there so
we can see the screen and we can
see you Carla exactly. Okay, great. So let's
get into it.
All right. So today we're going to be talking about diversity and
achieving the 30 by 30 Target.
So the United Nations has 17 sustainable development
goals. And each of these goals have a number
of targets and indicators on progress towards achieving
these goals. So the goals include no poverty
industry Innovation and infrastructure climate action,
sustainable cities and communities just
to name a few but for today, we're going to be talking about
gold number five, which is the goal
to achieve gender equality and to empower all women and
girls around the world.
So two Targets underneath these goals are one
to end all forms of discrimination against all women and
girls everywhere and two to ensure women's
full and effective participation and equal
opportunities for leadership at all levels of decision making and
political economic and public life.
so an indicator for the second goal, which
actually really relates to what we're going to be talking about with
respect to the 30 by 30 Target is the fact
that it is an indicator that
Is the proportion of women in managerial positions and
I'm going to speak about how again the 30 by
30 Target helps to improve this indicator and ultimately
reach the target.
So by 2019 the woman accounted
for nearly 39% of global labor force,
but held only 28.3% of managerial positions
arise of 3 percentage points.
It's 2000. So we're on the way there but there's a
number of things that we can do to help improve. This this statistic.
So Engineers Canada and 30 by 30. So what
is 30 by 30 the 30 by 30 goal is
Engineers Canada commitment to raising the percentage of
newly licensed Engineers that are women in Canada
by 30% by the year 2030.
So the 30% figure is accepted as
the threshold for self-sustaining change and
the engineering practice believes that we can actually achieve 30
by 30 through working together towards the same goal.
So here you can see the percentage of newly licensed Engineers who
are women as of December 2020 within Canada.
So here in Ontario. We are
actually sitting at 20.7 percent and the
highest province with the highest percentage
of newly licensed Engineers who are a woman are at 25%
which is none of it and the Northwest Territories. We
have a national average about 20.6% of
licensed Engineers who are women. So
that means that the majority so almost
80% of new licensed Engineers are
actually men and as we know the stem and
particularly the engineering fuels are our male dominated. So
this initiative 3530 has a number
of practices that were put together by Engineers of Canada
to help support achieving this
goal, and I'm going to get into that a little bit further.
So the Professional Engineers of Ontario, they're a
body that regulate an advanced the engineering practices to
protect and build public interest within this province
of Ontario. So there are
30 by 30 task force has put together a report of
the metrics of 30 by 30 initiative. So
here you can see that between 2018 and
2020 the license the
percentage of females of teaming their license has
risen about 3% So it's
we're on a good track there. And this is all because
of the practices that we're pushing within the
30 by 30 program.
So the number of female eits which
are engineers in training has also risen about
1% or so. Just less than
one percent between 2018 and 2020. So
again, we're going in that linear.
Upwards linear or positive linear Trend which
is really what we want to see when it comes to having more females and
more women involved in the engineering practice.
Here we can also see with respect
to employment. So not just licensure but employment so
for employers who chose to
participate in this survey, we see that between 2018 and
2020. We actually have a little bit of
a decrease in the percent of new engineering
recruits who are female, but when
it comes to female licensed engineer,
so Professional Engineers with their pH who are in
leadership positions, we have seen a rise in that between
2018 and 2020. Now keep
in mind we do have some anomalies in
2020 and 2019 with respect to
covid and people leave in positions or working from
home. So that does impact the numbers that we see here,
but what we want to see and what we're driving towards
with this program is to have more women
in the engineering field and ultimately
more decision-makers more leaders who are
more people on position of authority who are women.
So the engineers Canada's woman
in engineering committee has created a guide or a collection
of practices for engineering Regulators stakeholders
and leaders to support the 30 by 30 Target. So
a lot of the activities employers or
leaders can actually adopt these practices
within their own organization so that
they could help support this initiative. There are internal activities
here as well as external activities to
your organization that you can practice in order
to support this initiative.
So there are a number of things like appointing a
woman in engineering Champion. So this person
could be a designated staff person or portion
of Staff person who can help to
support women engineering activities and sponsoring our
partnering with other organizations and organizing
Outreach events and conducting research that actually
builds community and supports retention of women in
engineering
another good thing would be to have
a woman in engineering web page section. So obviously
when you have a company or
an organization an employer and your researching that particular
organization your first thought would
be to go to the website. So if women are looking at
these web pages or looking for career opportunities oftentimes having
a dedicated woman in engineering web page is attractive and
it can show that you have representation. There
are not only in you know in leadership
or in employment within the
company but also as as really
taking an initiative to make sure that you have
women in these positions. So having that dedicated page
is really attractive to women who want
to get into the field and really I don't
see why we wouldn't want more women in the field. It's advantageous for
everyone. We have a lot to bring to the table and we
have a lot of ideas that contribute to society as
well.
Um, so we also have you know activities to
create and support women in engineering or diversity
and inclusion committees to support staff efforts. So
if you have a workplace at you could
create a committee that's often funded by,
you know, senior leadership teams or or
a council within your employer and this
could help to track progress towards meeting your
goals build awareness about different programs that
are available to Women Within your area not just within your
your employer and much
more you also have visibility to
the community. So encouraging woman to be volunteers to
be, you know Outreach to
to other areas of the community. So there's so much
here that you can do, you know, as as part
of this initiative internally within your own
organization to to Really support this
this target, so licensing our increasing
the licensure of a
The only licensed Engineers 30% by 2030.
So there's a lot that we can do here.
With respect to activities that are in
partnership with external organizations. There's a
couple of things that can be done. You can host
a variety of workshops diversity workshops
for members and employers. This helps
people to connect over, you know, a common topic
of of diversity and having more women in
the engineering workplace partnering with other organizations
and Outreach efforts and collaborating with
post-secondary institutions. So having
women as leaders and decision makers is
ultimately the goal here, but this requires
awareness and involvement in the workplace.
But also before that.
So when we got to outreach Outreach
not only in post-secondary institutions, but
also in secondary institutions and even
as far as primary schools and getting into these areas
and creating that awareness of the opportunities, there
are available to young women is advantageous because
it really starts there if the if
the young woman don't know that stem or engineering are
options for them for a very successful and
fulfilling career from a young age. I mean,
it's unlikely that they will work towards that so creating this
awareness in schools at a young age is is
really in my opinion the key to having
this target supportive. Obviously,
there's a lot of other elements at the
employer through licensing bodies
through post-secondary school, but
the earlier the better so that we can actually just implant
that that opportunity and that possibility of
being a part of something so great.
And I just wanted to
say that some of the greatest contributions to society have
come from engineering and stem communities and women's voices
belong there.
And that's
all I got Laura.
Hey, thank you so much Carla, maybe one
of the questions he's why did you choose this topic?
So for all of us to be aware of?
Yeah, so I chose this.
Because my mentor who is
helping me with my professional engineering license is
actually heavily involved in this initiative.
She mentors a group of young women
a number of us is growing quite a bit
and she helps us through our application process. She
helps us with career opportunities. She helps
us with navigating conflict in the workplace and all
of these things and she's actually a mentor as part
of aspy which is the Ontario Society of Professional
Engineers, which is another organization here in
Canada. So this mentorship program
has
Really taken a step towards achieving that goal of 30 by
30 and it just really inspires me because I'm
a product of that and I think that there's
so much opportunity for other people other women to be products of
this great great initiative and take advantage
of it.
That is great. And when you mentioned taking action, you know,
I think one of the things that I encourage to all of us
is to continuously to review the 17 sustainable goals
from United Nations because you might
find that that one or two or
three right now can be mapped to your organization. Maybe
you need to review in how
do you feel about all the 17 United Nation goals with
again their equality, how can you tell
the audience here also to take actions with these
in the 17 goals of
the United Nations?
Yeah, like you said all of these goals can
be mapped towards your organization and what you
do on a day to day basis. So, I mean,
I know that the United Nations were thinking globally we're thinking
big trying to make all of these really big changes, but
it really starts with small steps within your organization. So
if you go on the website, or if you
just Google, you know, the United Nations at 17 sustainable development
goals, they'll all come up there and there are also
targets for each goal and indicators for
each Target that actually help you to
map the progress with that framework
in your own organization. So you have elements
there that can help you so it's not so overwhelming
and again, you don't have to do all 17.
You can pick ones that are more suitable
or more relatable to your industry or
your area where you live what you do for work etc,
and we can all make a change just with that small step.
Yeah, you're bringing such excellent topics, right like the part
of not the way all the same time because can be
overwhelming. I think that's such an important piece Simplicity what
thinner the time in the consistency? So,
you know, then when I leave them more I realize life
is really about taking it easy and consistency. That's
where the results come Carla before.
We let you go. I want to make sure that people know for Brandy
for cat before car like having
two in the general chat. They're LinkedIn profile so
you can connect with them for more information tell us
what we're gonna that has been doing and what's
ahead of us. So everybody knows.
Yeah, so for barium Canada, we've had
a couple of webinars so far. We've had webinars regarding
a financial literacy
for women
for professional woman, which is which was a great webinar hosted by
tembica our keynote speaker Tim Baker Pratt. She's
a Financial Consultant. We've also
had
a Sharon Barney on she said diversity in equity Advocate.
She has spoken on
kind of being in the workplace and
diversity in the workplace specifically for
a woman and kind of
Finding your place navigating conflict and all of
that. So that was really great and really relatable for a lot
of people we've also had Mina does
and she's a she's a great social media influencer
actually for the
younger generation, but for everyone as well and she
spoke on how to kind of navigate yourself towards where
you want to be in your career more for younger women
who are coming into the engineering and the
stem Fields, but also applicable to anyone who might be doing
a career change. So we've done a number of different topics and
moving forward for the rest of 2022. We're looking
at not only just
With respect to professional professionalism and what
you can do in your professional life, but how you can support yourself
and nurture yourself so that
you can be the best you can be at work. So we have things coming up
like Wellness Health topics as
well. Sorry. I think that I'm frozen on camera,
but number of
topics divers the leadership more on finances. So
just a very holistic view of what you
can do as a woman to make yourself more a more
better rounded person.
And I have to tell you, you know, I don't know. I think
it's the first time you're gonna hear these I did take action
as soon as we were done with the financial webinar.
She gave so many great advices that I
took action immediately. So tell her from me.
Thank you and from the community and that's what we want. We learn
to continue taking action and we will bring her back with
more financial topics as well. So thank you Carla because
really with the group you're bringing a lot of awareness to
the community. It looks knowledge. So, thank you so much for representation
today in your leadership.
Super now we're gonna continue with women in
reliability in us and management again, if you're join
us, thank you so much for being here. We have more more to cover
at this stage. I want to introduce Gabriela Mejia
Gabriela. If you can turn your camera on
Gabriela is our director for woman in reliability
Latin America.
Yes, because we need the voice also in in
Spanish this case a presentation today will be
in English. But Gabriela is working collaboration with
all the female colleagues in Latin
America to have webinars in our own boys. So
Gabriella anything you want to tell the community about
the webinars in Latin America.
Okay. Thank you very much Maura. Good morning, everybody here.
Yes director for
without them firstly. I
want to give the thank you in the name
of me and the all the leaders and
women leaders in Latin America for the invitation
and we get we're gonna
get a specialist teacher coming up
Alma from Peru.
I want to start these introduction
about talking. What is
a fundamental fundamental future
in Latin America is the rears the
diversity is a part
of our life here in Latin America because there's
many situations that
got some relation about
that for some the first example is about or
history and machination Mr.
Misogenation from the countless time
until the last decade massive.
Migration of people external on
internal or region is a
kind of diversity and or we handle
many kinds of language. Also the
Spanish is our main language and especially
or not true or not to is a
very rich delicore in a grain
in a great space of plants so we can
say that the diversity we is
a part of the from we
what we were born and
including our our day
of life.
Day by day day diversity we
can see we can feel and we can live.
so the diversity we can reflect the
se children for the framework on
organization, especially
in the area of reliably so
we can handle the diversity
and some
concept as a skill leadership processors
and communication very
important policies and handling another
organization in a way that we
Always handling in our personal life.
So these concept is going
to be handled by yamina or
a speaker today. I'm gonna to introduce
about yamina. She's a Industrial Engineer
and from Peru. She's a
director for Peru and Colombia and Austin
management advisor for IP console.
She's got more than 25 years of
experience in asiminations, and she's she's
got a coaching and knowledge
and degree on
digital transformation framework. She's got
a certificated only Auditor in ISO
55,000, and
she was working as advisor
in many important company here in Latin
America yamina for me. It's a pleasure
that you be here representing all the women leaders in
Latin America all the speaker
ask me are so exciting
to hear you today. So you
have to control you can explain to all
your thing about diversity and
we will reliably welcome.
No, no, I'm okay, right?
yes you
so much extend that welcome. Thank
you to all our colleagues in Peru and Latin America. Thank
you as well and we can see you as
you have the screen before we can see
it perfectly right now. We see the two screens so, you know, so
the way you had it before was perfect. Okay, is
that okay?
That is perfect. Thank you, yamina.
Okay.
A well, thank you guys for the
introduction a hi. Good morning. Good afternoon.
Everybody is really a pleasure to
me to be here with you in this. We're in Summit
and representing our region. We are letting America.
As it really and with this
two topics those special as diversity and
reliability.
During my career as an answer management
professional and also as a happy man
of two of two amazing teenagers,
I I could say
that is to toppings are really key elements
for life. I hear elements also for 20
great teams for in the in the
professional. It feels
in order to get the best results and the
best performance.
We are gonna start talking about the diversity.
There's always the current situation of diversity.
We are diversity in all of us aspects
in our lives. We are diversity professional personal
but we will
leave the varsity we have the really are
looking for all the factors that diversity
get to our lives. Do I have
different types of diversity in different aspects.
It means engender. For example, a fortunately
is increasing the women in
careers of science engineering and
for sure reliability Main and
Sassy management. We are looking more and more a professional
women that are starting
growing in this field. It is
really happy for us to see that say in the
same when we have far a day
or 15 years ago. There is not
so so easy to
I'm another professionals now
are more and now we can share experience we
can as we as we here as we
run we can start promoting this fields
to the developer and and this
will be so so good for the for the
growing of the of the field and through the growing of combining also
the diversity of point of view the
diversity in the results on this world teams that we
can that we can get together.
Another point of diversity and important
point in the ways. We as Latin Americans
we know very well about the diversity in
ways. We are a mixture of races for sure.
It's part of our identity and power cultural development
and also is is a reason
to maintain the cost of our ancestor.
Another important point that we have to have
in mind and we do we have to consider is the age
diversity teenage. We are now having an
accelerated.
An accelerated digital transformation. This is
an important point that we have to to consider
in order to how we are managing
the knowledge in the organization how we
are the managing the transforming the
knowledge from the overforce to
the new generation of the workforce that is that we are
having with the digital transformation. Another is roll
some functions in the in the
companies. We always when we
start implementing as it management Pro, yes,
we always have this like a challenge to make
these school for changes and my other is partner. We're
talking about this this morning and we are
We need to integrate the roles. We need to integrate
the function. This is the main challenge for the cultural
transformation in the organization. And we
start making to interchanging point
of views to having an integrate vision
of the objectives. This is the the name things
that we work with them with the leaders
to present to start to
prepare for them to prepare the teams in
order to understand that we have to have a share vision.
About this some it concept of
reliability and reliability culture reliability. It
could be used from different perspectives. In
terms of assets. Is
there probability that's an asset will perform its in
10 function at equity for any species five period
of time in terms of the perspective of
the operator is the probability that this operator is
a sign and a point aside performance
assignment functions and tasks during
a period of time based on a functional
and Technical role definition.
And in the perspective of business, I
as a way to develop a business
activity with profitability and responsibility with
people environment and legal regulations.
Then we come with what we can say about reliability culture.
In a library liability culture each member
of the organization trust in each other.
And work focus on a share goals
of multimacing availability and best performance
of the people of their asset of the
services and processes that's important
point. If we start making the
trust during yeah along the
organization trust is the most important thing that we
can deliver personal in professional in
all the environments in the world teams that we that
we develop is there is the first
step that we can get from the human in terms
of growing in terms of have the best
the best things of the people the best
things of the objectives that we are looking for.
Reliability and attitude reliability is
an attitude and individual latitude and a collective
attitude of when we talk about organization. This
is a challenge the main challenge that we have to either we
are looking for the liver. We are looking for
developed in the organizations in terms of
get this attitude in terms of the the action
that we take from an incident. They form
that the way that we do the business
the way that we perform our actions in
that company.
Talking about the operational reliability. We
are going to review some parts of
the forefronts of the reliability for operational reliability.
We have the design reliability in
terms of design phases design engineering
they ask the reliability a focus
on criticality availability lifecycle maintainability.
closer reliability in terms of normality system
procedures and humoral
liability if we are
going to focus on these and in this conference
in terms of develop how diversity
is
Growing is impacting and is
enriching human reliability in terms
of competencies culture leadership Employment
Development. I know that we have to learn in
terms of make a human sense in
the organization and a human development for this career
and for this people
When they when we talk about human reliability we can
say that we are in the
company. We are a controlling we
are monitoring and we have some definitions that
I read traditional typical definition. There
are others that are not so no so
common or maybe we don't have so so develop
the procedures we have
maybe some poor procedures. We are going to reduce some of
them for example, the complexity and the
training experience complexity of
the position complexity of the of the
labor of complexity of the role that
we are defining if this is high if
this is nominal this is a two easy
is basic we don't need a for
we need what is
a training experience we need what kind of
experience what quantities of experience
we need to develop.
Need to study certification what type of studies
are simplifications we need. Another thing important
points is the procedures and metals that
the organization has. These are gonna impact to
the human reliability in terms of how we deserve how
those
Procedures exceeds if they are
complete and clear is a that we
have them I tool we have
the way that they employee has access to this procedures
and also the support and administrative procedures
in there. So if there
are acceptable, is there a timely
for the for the time that employee needs
they can get help under organization.
I know how to do it. That's an important point that
we that the employee can have to
support in when they when he needed when
it's when maybe is not
necessary to apply a policy maybe some
things start to be so clear also and
so close to the to the
workplace for example matching interface
is another thing important point that
is gonna have to Define and he's
gonna back to the Himalaya ability.
How do we have this in there? So
how this impact to the to the
results?
In terms of personal condition. This is
one of a more Astra more normally specific
for the organization but
only but it's more related to the to
the person now in terms of health party destructors
that we have in the workplace. We are
monitoring in the hell. We are recently with
us are under me and we is that
we learn how to challenge with this absence
of person now, I read that maybe before
pandemy we don't have we don't imagine that
we are gonna have this kind of changing cheats
a considering some kind
of replacement sometimes so all what
we happen, for example in the
independent. Now, we have this these learning
in order to to focus on
how we have to manage and understand and
control some important points
of the person that impact.
The to the final human reliability to
the development of the overall of a
labor of the of our Workforce is
straight and mental World environment. We
have also that this is in terms
of the definition that we have in the position or the personal
maybe some personal situation and
the employee would have in the in the
personal life, but could affect these with we know
as organization that we made the money tour in order
to know how these coming that's so the result
because we are human as a human.
We are just one that we have personal problems
or situation that we
have to that. Also. The organization has to
have the way to not to
to notice this the way to identify the system
or personal and also another important points
is how we distribute. It's
time of our labor of our working.
In if this is an operational a tactical or a
management position, maybe should it's gonna be
different right different there is of a how
is the time to the percentage of time to
analysis the person that like to execution to making reports
for example, but during this is this
available is this sufficient the time
that we assign for each function and
tasks and he they have already
sources for that in terms of depending of
the world what we are asking for and how we monitor
if this is a if they distribution of
time the resource the tools that we have are function
of the in the way that it should
be in order to have the available
time to to make this time. No see they execution
this documentation and accomplish all
the role because maybe for some tasks
we can impact another tasks
in order to
Read all the the assigning us. He assigning activities.
We have to identify not all
the people have the same learning core not
all the people has the same heart. They
say in management of the time organize the same
for the money the the activities and we
have to make a following we have to monitor all
this aspect that this is
the happens when you are close to them. We are making some
Meetings making some a brainstorm means
that how we are. We are having or managing
the problems of what problems we are. We are
having because typically we see this in
reports or in some meetings or some
specifically discussions, maybe but we
are real. No. Typically we are reacting when
we have a problem. Just
we start doing us to make a
maybe a failure committee and talk
about how we are not gonna a how
we have a number of this
problem, but we have to work more
in how how is the people? How is the the
situation right now in order to
prevent?
Whatever problem or whatever incident and this is
knowing our personal knowing the situation that they're happening
not only work on the personal life that
put effect today to his lady.
Let's talk about here about the personal
reliability to organizational reliability.
We have the human reliability this
these we have this we found
we found finds always
when we have a project. So as a
management implementation we have these we have the person
and the organization we have to Define leaders
that we they have to
train they have to
Promote to have cleared the terms
maybe to in
order to to transmitting in order to teach to
the others to their things to to
make the cultural transformation thing. Well,
let's review what we have in terms
of person in individual reliability in
terms of the development of world and what
we have in organization.
In terms of person. We have the behavior the conduct
in terms of Ethics moral in terms
of knowledge. We have a skills
and ability and the risk perception. There are
some people that has a more whisperation that
others that's why we have personal
that goals into some
positions and our has the profile because
for some position and another that has no really
a completely profile to some some of
them in terms of Hardy time beliefs a
religion. For example, I couldn't hear
a because I I had an
experience also with that. I think they're so working teams.
I I remember that
I I work in a multifunctional I'm
multinational project some
years ago where we have
He we have some people we have we were in
in the in the root in
the critical root of the project and we were working some hours
many hours and the weekends because we
have to accomplish the goals in
order to to finally the stage of the of these
critical route. But we have in the
in the project. We have people of if
you wish a religion they don't work
on Saturday and we have to consider these
we have to respect these because they
are by the religion. They don't work on Saturdays and we
are what we have to do. We have to make let's see what else
change in some meetings in order to
include this believes this this situation. This
is just an example, but we start
looking for all the diversity that we can
have in our teams maybe giving some
flexibility giving someone understanding of these we can
get the same goals and we can start
Considering work ecos is important with a
for many people or for each people for this maybe
minority a people but
it's important to consider all of the aspect
that can impact or can affect to the
goals and should be considered in the plans for
example in order to to know and
accomplish what we are looking for.
maturity level in terms of psychological aspect
cognitive emotional intelligence that
an individual may be depends on the experience
depends on the in the age depends on
what what a role is developing and
how we
Compare these to the organization in terms of organization. We
had Behavior conduct of the organization focus
on notative and goals in terms
of knowledge. We have policies we have
values. We have a skill abilities
internal controls. If we
have a standardized process you have internet controls featuring
areas. For example, this is an specific
point that I wanna
Focus in terms. So for example in when we
make the integration of Asset Management areas, when
we Implement a they for
example the standards the practices. This is
an important point that we put in that we
put focus in terms of how we have to
manage your health and we integrate areas when
when I is an internal vendoring internal
provider and internal client that has
to be some indicators in
terms of internal control. How is
they I think how is the performance or one
area that is provided to the other days and internet crying
in terms of main thing integration and
have an indicator and that is
focus on that. These relationship is
going to improve and it's improving continually
because this make an integration
in the into the roles for example in
terms of for a
very simple in terms of logistics area that is
an internal provider of maintenance
and operation area we can
put an indicator that measure they attendance
of how many were orders are
stayed by materials for example,
or a state by some a delivery
deliver of some services in terms
of starting proving that they they together
the areas
have to improve this indicator and we start
Including we start growing in indicators that
Integrity areas and not only indicators that
start looking by separate but isolated by
all operational. I mean, that's and by
Logistics are separate just an indicator that integrate
both of the areas and also another very
with other areas. This is gonna be starting
integration and the diversity of
considerations that
you have to have for this integration of or
disease that we started looking to that one
eliminate that we're gonna mitigate and but
they start working together having these
criteria combine to improve
this indicators.
Party time benefits intersubishi a
beliefs in terms of vision and Mission maturity
level in terms of world system and organizational
culture that this is
the specific point that where we
can we're going to include the diversity to get there
is advantage of this.
How diversity in passing human reliability?
Do we know the benefits of diversity for reliability culture?
It's gonna review
some someone terms of
diversity. If there are anything it to
considering working is changed from from to
size one is from demographic diversity
talking about gender Age Origin
race, educational Pharmacy
pointional diversity and
the other Escape comes from human capital diversity
that is knowledge Community experience values
and company has
to deal with this with those those
two diversity types in
terms of
To make a like a model in terms
of gate advantage of what diversification to the
teams. For example. Let's see in this model the
we will have the reliability activities in
terms of operational practical and management
activities in all these activities. We
can apply reliability practices analysis teamwork
control results. And first
of all, we have the strategy human
resource policies the human resource
strategy human resource practice that typically console
identical meaning of the personal control
the standards controlled and monitor
the that we are we that personally
is having or working meat he but
normally is is more specific related
to the position of related to the role related to
the specific functions that everybody is one
has to accomplish.
The other side is the demographic and
human capital diversity. That should be joined should
be a combined with this strategy and
policy and practices in terms
of have the advantage of this
specific effects communities, for
example, knowing about which is the way of making
decision of the people how they is the
mindset of the people of the differing groups. How
is the mindset of the people that I
came from Finance for example, and pain from operational
maintenance that came from from support
areas for security for safety.
They might say is different the focusing of
the work is different and we need to combine this but we
need to understand how is the way of thinking of
this one this can get we make these
there's teams with all
them together focusing on analysis.
for example focusing on on the definition of
the of the objectives that
we have to work for example in I I
return to Asset Management implementation because we
are really dealing with this in the project that we are
working on and for a for example our our
sessions of learning our sessions
our courses to understand the object
is the concept of asset management we
Do we really must to have the people
of all the areas because we say that
in the company is the first the first
step where they are starting to break barriers
that they have of thinking making most of
us. Most of them are our mindset that
they have and they start to understand. What are they
need somebody for example, they had the
finest people and start to understand
how they operation. I mean that's people
see this life cycle of the
asset. I'm how the whole day and
the operational management. It starts understand more
about how the finance
people see they like man and cycle
because both of them talk about the same but in different age of
the same thing because one has
to accomplish with finance a institution
and the other has a completion with
technical ones and
Italy or normally they start working as what
do we ask me for? What information you
need? I I send to you this information and
typically this but when doing make these
teams together, not only you talk
about what you will need from me or what do I have to give you
about information is to why and
which is the important point that is
for for the finance View for
the operational or my friends view is having in
order to have the value for results and there
is still in these we have we are starting working. No
just yet. We are in area reactive way.
We started working in a proactive way because we understand that
we have times and it only that thing they
finally the objective is an integrated objectives for the
value of the a to keep it information. Not
only what we are going
to use in operation or we are not used in the
finance is just one.
This is a it's a way
to change is that is a really hard
way to change has as I was I was
hearing about other experience but it's a stuff
like this. This is Starlight understanding all our
our diversity. Then we can start
getting advantage and having the benefits of
this in the effective effects. For example effects. This
is not belonging in the company how we
can a transmit this to the team
how the team can develop this we have we need
a commitment for a project Communications symbolical. We
have the channel. So communication we have appropriate
a brainstorming sessions.
We need to solve some public or we need to start
with. Typically. We have the definition of plan
for a project but it's important that in members
a participating in some station or
two to make part of these, you know to communic
Commitment and see this symbolic
important because it happens also
in the for example in our meeting
we talk about the same the same language
in Latin America, but we have finished country
different different and terms different
some concepts are
different with the same language. Imagine in terms
we extend to this to another a
another place is we have to assure
that everybody's understanding the
same understanding the real thing, you know, that's an
important if we could we get
that diversity demographic diversity.
We can
get these addition to today at reliability
activities. We can achieve a
maturity scenery and a patient
on the organization.
Let's see a some business benefits of
diversity of work and also that
we are that diversity can give us to
to the work teams to the teams. The person's
perspective enlargement conceptive enlargement.
They might say of the team is enlarged,
you know, the relation to the human relationship in which
with a perspective with the diversity.
Another one is they creativity at
work a creativity at work. I I
really think what
it could be in place in the organization
when we make some definition of
solving a problem or the
definition of a new idea for example to change something and
we can see that that with great preference
interests and personal condition of
the people influence of the Year vision
of the world of the vision of the problem these
a gener
New ideas in what these new ideas? They increase
it is new ideas increase the
productivity when these appears as
new proposal people feel motivated
to developing really like challenges
because they are not only what they
are they get used to develop because they
have a new new issue of
the problem. Maybe new new methodologies new
you we say something
in the things that typically the person
that is not involved in the specialized. So the following
can have a good opinion that because it's
like it's outside. Maybe the people
that is specialized people. Yeah, they typically they
specialize the especially
It starts to deepen and dipping in the problem, but
there are the other people that has the basic point
of view could have good ideas and it
typically happens in things.
And that increase the productivity in terms of combined
these people these different knowledge of
them.
The performance improvements interactivity into the
organizational culture a to get
commitment and sense of below.
That's an important and important in organizational culture
the construction of a
personal brand a good reputation
is of a company is really easy to
spread when it is based on.
Positive values when it is based on organicual
opportunities and inclusion.
This is this immediately
a
better our image improve our image
and also the differentiate our our
vision in the market because we have different
people condition different interests concerned and
neutral company.
I want to finish talking about sharing about
some ideas to promote diversity.
If they see the phrase of these are refocused
the cellation and recruitment process. I think
this is an important thing that we can
start doing because as you know, even in
leaning even in all the process,
we have a lot of criteria to select personality
for this.
Amount of criteria, there are many candidates
that maybe are are good for the position that we
are looking for but don't apply because they
don't cover one or two.
Let's see. Let us start for example making some
levels to be some levels of recruiting
making a start with showing whatever
the values of the company whether one
we are looking for our company in terms
of a personal profile. And then you
start a general form in terms of having a
a general form of what do you ask
for you and then we can classify between
all what we are looking what what we are
looking to to form these diverse equipment
if there's things in ending with
this a classified a
candidates we can go into you know,
how we gonna combine how we want to
combine these ideas because but there is still reduce
the criteria of the selection process
and you're gonna have more candidates for the position
avoid bias in this election process. That's
an important we
Apart, maybe a general automate process in order
to to feel to to apply
for the position and this will
be avoiding influence or preference. Is
it by the personalized a for
example input that we ask for just general and
also I think reinforcing what
do how do the way is
the code how the way the company is looking for a culture?
How is how we are looking for in their
stand how they are the values of
the company and we will be the environment that we Are
Gonna Keep On which is the people that we want to
work for this in personal values promote the
Bears at the World by setting examples. This is
important getting an important recommendation for
not only for money. Yes, no said
for leaders for the person that typically influencing
the organization testimonials. I
said experience we can make
Kind of meetings in the company in terms
of for example to share experience to to
get a meeting and share
a conversations to talk about
what is acceptable or an acceptable in terms of
passions and these for sure making these
examples we're gonna be more trust in
terms of a talk about that more passenger. So
maybe changes or interest to help each
other to know we share the action time.
Maybe we have to eliminate or maybe we
should have to start doing
Integrationally equivalent to Celebration. This is
this is what it's not one of my favorite because I
think that not only a what about
celebration, but it's because then it means
that
When we can share about we can integrate what
we the things that the people move inside
with a celebration. For example, if
we are a multinational company that
has different countries different cultures
different. We have include all the festivities of
the control festivities of the different
cultures including different relations, for
example, different important days important events that
they have in order to share in order
to share with each other, you know, not only they're majority of
thing a no, they they
festivities all over the majority of people so all of
me because we can learn we can share maybe to
to do some meetings in
order to allow that they can say, okay the
people can show the customers they
traditions in order to share to learn and to
give the importance of how this
this is specific events or days for those
People and make it important for all the team. So
they're giving some specific days for
that or a specific meetings for that
will be a good help to start growing and
large in this diversity training for for
diversity at work. This should be continuing because
we haven't continuous improving continuous training
enters. So maybe have some system. I
saw some some in some organization
side a training systems
where they we can put
real situation and we start knowing how
the people is very reacting for this situation for
you know, in order to evaluate. How is the company growing
in that and they employee canister a
evaluating come along participate
and give ideas. How come
we do this or that is specifically in the
role in their working environment or their typical
in the Maybe?
The workplace that they have because will be
so different. They study that
they label to having planned or the other who had enough
fees or in some country or in another country and that's
important to combine. No.
Communicated and alive and dialogue in
a channel for communication the dialogue
space in order to get and with some
relationship in the members of the company integration
and Trust Robin technique use
is just all in order to have for example
and method to give the opportunity to
each member of a meeting or happy to give
the opinion typically knew what
the new participants start to don't
give the opinion or there are
some members that get the protagonists that we
have to we can balance that. Oh with the
technique changing priorities changing that
not only the people that
is a that is a main area should be
the main destinations or any of
the opinion survival and also
supporting that and we have these kind of leaders that can
help for that in order to grow.
This diversity ID.
And another one is collaborating tools
equilibrating to several help alone because
allow us to participate in the company culture
allow us to give a retro a
allow us to give ideas allow us
to show how we are and which are the needs
an importance of how were they that we can
see and that we are gonna show and we
wanna get and what's important for the position importers
for the Department for
the country and this collaborating tools.
We can do sitting on it to make any working and also
to to maybe sharing of experiences and to
give ideas in order to Growing this
Well, I I like to give at
this list of ideas. And for sure
I I if you make this
brainstorming you are gonna have a lot
of men more ideas to to promote the diversity to
as we are as we developing operational
areas in Asset Management areas and
technology technology to we always are
developing projects employee needs
to have this diversity only to
have this this combination of Specialties and
diversity in a short
term. No because we have a short term to level as a project.
We have targeted we have timelines. He that's
why we start doing all these
practices all these in all these
combination all these spaces in
order to get to the human importance and
the human needs in for a project and for
the continuous label that
That you have it's important to have an estate to
give a space to this and start working with what
we have in the workings that we are and and
with it tools that got the
technology can give up right now.
Well, this is all why I have to show you. I really
thank you the space and the opportunity to talk about
these such a exciting items
diversity and reliability that we we can
share today. Thanks, Maura. Maybe we are in time
one.
Hey yamina, thank you very much. You know
we can spend the whole day with this presentations. There are
a lot of questions. So I'm gonna just capture two of them
for right now the rest we will send your way so you can reply but
one of the questions let me go back
to it says please let us know the importance on the
role of Isis of 55,000 in asset management
and the collaboration of the guidelines ISO. 55,002.
Okay. Okay, Maura really and I
saw five 55,000. Well within
that is a important point
that we have of this of these
normative for Asset Management. I think we
have we know that the standard has for all
the different areas is some health some practices and
recommendations on that some only a line means
that we need to implement. But I wanna
I want to pray for
the part of human and we said that they're so
to create what we what I
so recommend that is the the asset
management system. We have to start with
the people. They start with a training a start
with with making these kind of leadership the
good leadership for Asset
Management in stairs always start
making the change from the operational areas to
the capillary practical areas, Maybe.
I you see looking for how we
are using the the tools to support the technology
that support the procedures as
of all the process because we have to start developing
the people in terms of make and
implemented practices a standard.
I saw 55,000 have a really
good and practices recommendation for
this part in terms of how
we manage the human a real
human leadership how we instead of
the organization how we
manage the the contract is
now the the third part contractors of the
legal relationship. I mean,
there's so many study ones in there's how we control these in
order to obtain the value of the processes that we are have
been what we have in the organization and we
can get of this and also an additional
point of the ISO.
If 5,000 is that a we have
to we must have we must
spoke in some get the value of the asset and this is
value not only a profitability value
in terms of the organization that they
process could have a Google reliability.
The people will have a reliability in the
world and understanding in order to to get
the most value of their goals the
most value of their professional development and
different for information and it's not for
the culture of the organization.
Amina gray and one more question says following up.
It doesn't mean that to achieve results
organizational reliability. There has
to be a standards and systems in
place.
Okay, really? Yeah, if this system understanders
are support are part
of the complement that
we need to for for this transformation
reliability needs to support methodology
tools systems
and also many information
part of this is to need to have information because
we wanna get
really ability. We need to to be support
by information of the company the information that
we have in the company of the company the story
that we have not even all the acid living
of the people eating of the how is the
this intangible values of the company has
how is the English in the market of the companies in
the sector? I don't all of these kind of
information you're gonna give us an integrate
a an interview how
we are the starting.
Boy, in order to develop this reliability which are the goals
that we can focus on which are the starting point of that and
with this information we can start.
Like a natural me making some measures making
some a some changes and
evaluating how we are getting the objectives and
this all these tools assisting an
information is gonna make and they're gonna low us
to to evaluate the changes and we are doing and we
are getting the the goals that we are looking for.
Yeah, I mean in the last one explained please the robin technique.
Okay writing. It is interest is like
that.
Is simple but so important really technique.
I love you to apply in
a good way in a working would be
in a project or in a
discussion on a typical team that we have that we
have a lot of people including with different Specialties
or different levels. You
know, we have we we have
diversity in the things and we need to
get the advantage of the diversity and they think
what they say is do you have to get to give the opportunity
to have the opinion of each one
thing because typically in the meetings we have
some profoundness or some for
example see the meeting is or for finance the
famous people what ceremony he
said that we have to change priorities
to start a with
a you can have like s*** and
start with the people.
Example that means in that is not the protagonist on
the of the meeting. If you have a final
meeting a one technique that you can apply is
that the first opinion could be not financed
because it it likes a hydrogant
heart tires of the other opinion is the
people that knows more about the topic is
starting, you know, there are people could have
to feel like no I don't I can not even
opinion like this, you know, so what city can
meet people they take me is that
you can start knowing how the
diversity in your teams and try to
balance is a Yuka is depending of their
topic that you happen in a meeting you start a to
changing the shift of the
opinion in order to get here all these
different point of view. I'm you
know, when you have another discussion you also balance
depending on the talking that you're gonna talk.
In the members to start you can
apply another one in order maybe of the quantity
the quantity of people that you have or the
specialization that you have or you have people of
local people and on people of other other
sites of the company this all
these variables you you analyze and
you apply visual Wanna Be the makeup for humans decide a
lot for that.
Well, yeah, I mean a thank you very much. There are other questions because of
time we will be sending your way. I want
to say to everybody yaminas LinkedIn profile is
in the general chat same as the other weirdm speakers.
Thank you so much yamina for the
time on the presentation that you provided to us today. Thank you
so much more. Thank you. Bye.