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WIRAM Virtual Summit 2022 Part 2 of 4

WIRAM Virtual Summit 2022 Part 2 of 4
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.
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