Some Ideas
Yesterday I had the good fortune to be invited by the Cadena Ser to participate in a special "A life that are two days" Madrid edition, presented by Marta González Novo, which was broadcast live from the Castle Penafiel, Wine Museum. They shared a table and microphone with professional colleagues great many of the wineries are more representative of the Ribera del Duero.
to me I participated in a paragraph which wanted to highlight various social initiatives that the wineries we do. Interestingly, as I had anticipated Patricia Cruzado, the journalist who had contacted me over the week, what interested them most was the question of equality by the high number of women in council, senior management and middle management. I must say, as I said to Patricia, that for me this is a question of what more natural and I do not think that is something to brag about. At heart I remain concerned that it be given equal importance, because to me that we are still far, far away at times, it really should be at this stage of life.
Diversity and equality are no longer, or at least it should not be a "nice to have " as the Americans say, and if a "must have ".
live in an increasingly diverse society, but homogeneous in terms of formal education. We have more graduates, graduates or graduates in training than ever before. In Europe including curricula tend to converge as a result of Bologna . What makes the difference, therefore, is tacit knowledge, that is not taught, but learned of the lived, day to day, everyday experiences. Businesses look for talent, brains over gender. Do not believe in quotas, I believe in people, in their worth, their honesty and willingness to work by computer and wanting to grow.
few years ago I attended a seminar at the EOI organized by this same, ESADE and BBVA. In the same intervened at that time was the Director of Social Responsibility of BBVA, José Manuel Moreno, and said something that struck me: "we note that today many women enter new graduates to senior management potential clear. Upon reaching age 30 is tight most opt \u200b\u200bfor motherhood. " I think the approach in many companies is misguided. It is a question of adapting to career life circumstances of people and not vice versa. Work gives us dignity and can help us feel fulfilled in an area of \u200b\u200bour life, but do not stop being people, have our own life aspirations. It's about working to live, not vice versa. Teleworking, flexible working hours or continuous or irregular distribution of the day are tools available to everyone not be afraid to apply in all positions possible. I have always believed that the mechanisms of strict and rigid control favor the poor worker. The trust works hard worker. This is to retain talent, few companies give more facilities for people to do their job and succeed as individuals get more bonding by the worker. In other words, it is people free to choose how to live your life without the condition will work.
A grounds, we should add another reality. Today the university joined the OECD almost 60% of all pupils. In the EU, this figure rises to nearly 65%. I still believe that more and more the difference will make tacit knowledge, but training is a necessary condition to aspire to positions in the company. Not to be proactive in domestic policies that allow women to develop their talent will eventually take its toll sooner or later, companies that are left behind.
conclude by a brief reflection on conciliation. The idea still exists, fortunately less and less, the settlement is primarily a woman thing. I think that's still illegal in many occasions. When it comes to measures such as those I have described briefly before (telecommuting, flexible hours, etc.) I mean parents. The reconciliation is no longer an option when you have a failure rates approaching 30%. Education is given at home and at school are reinforced values. What today is an educational problem, it is a medium-term economic problem.
Attracting, retaining and creating spaces for people to develop their talent, that's the question.
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