 Hello, everyone. Thank you so much for joining us for this final session of the World Economic Forum's Job Reset Summit 2020, being live-streamed on the forum website as we speak. Welcome to all of you watching us there, too. My name is Ana Maria Montero, and I will be your guide for the next 30 minutes or so of what is the final session of the Equity, Inclusion and Social Justice Program of the Summit, also today's theme. Now in today's sessions, we focused on how we can reset equity, inclusion and social justice in a new economy and society. And we highlighted new insights, surfaced new standards, and examples of best practice and potential new solutions and approaches. And as we close the day, we're going to look now at defined outcomes. What key ideas, concepts and actions for equity, inclusion and social justice emerged from the final days of the Jobs Reset Summit. Our goal is to provide synthesis on the state of the issue and raise awareness of the most pressing issues and priorities required to shape the Jobs Reset agenda. Of course, I'm not going to do this by myself. I am being joined in this reflection by a panel of very esteemed women who are joining me from all over the world, and three of them which are actually co-chairs of the Jobs Reset Summit, in particular of the Diversity, Equity and Inclusion topics on today's agenda. So I'd just like to briefly introduce them to you. We'd like to start with Joanne Jenkins. She is Chief Executive Officer of AARP, calling in from the U.S. We have also Afsane Mashayeki Beschloss. She is Executive Officer of Rock Creek, also in the U.S. Welcome. Caroline Casey, Founder and Director of Valuable 500, calling us from Ireland. And finally, Minister Monica Salakhet. She is Women and Gender Equity Minister of Chile. Welcome, ladies. Such a pleasure to have you here with us this evening. I can't wait to hear your insights. I know a couple of you have already been in sessions today. So I'm excited to hear some of those outcomes. So, Joanne, if you don't mind, we'd like to start with you. Tell me, what have you seen in relation to the solutions being promoted by businesses to deliver social and racial justice in the workplace? Looks like... Okay, well, we're going to come back to Joanne. I'm going to move on to Afsane, who is already on my screen anyway. Afsane, tell me, how are businesses mobilizing and planning to take action in the future in order to ensure that equity, inclusion, diversity, social justice remain a priority on the path to recovery? Afsane, yes, there you go. You're muted. Wonderful to be part of this panel, Ana Maria, and really excited to be on today's session as we talk about the whole job reset topic. And really congratulations to the World Economic Forum for all the work that the forum has done on this topic at this time, because so much talk had gone on in the world between the public sector and the private sector on the topic pre-COVID. But I think taking this particular last seven, eight months and doing this study in such a short time, I thought was really, really exemplary. And what it shows really, Ana Maria, is really the importance between the public sector and the private sector working super closely on this issue, because we see a tale of two cities, right? There is people who are actually not benefiting from COVID, who are being able to function fully, if not more productively, because of technology. And then we have very large parts of the population in the U.S., in Europe, in emerging markets, in high-income, middle-income, and low-income countries that are getting left behind more and more and more, as they don't have access to broadband, as they don't have access to the education, they don't have access to all the training that you need that we talk about in this report and has been talked about the last few days. So the really important thing is how do you take advantage of all this technology, of all the training programs that are there to really help this group that has been marginalized? In my day job, we have invested over 6.2 billion in firms that are diverse, women and other forms of diversity. And I know from a real point of view in the private sector, it's possible to do a lot more. The very large companies, I think taking this report really to heart, will be able to hugely increase the proportion of training they're giving and the help they can provide to inclusion of a much larger part of the population in the group that's getting paid enough to have a good life and to be able to thrive. Thank you so much, Afsane, for your thoughts tonight. I see that Joanne has joined us now. Joanne, I'd like to circle back to you. Welcome. Thank you. Apologies for the technology. It's part of our new normal, right? The technology and the challenges that sometimes come with it. So again, and Joanne, what have you seen in relation to, I'm just going to jump right in, so what have you seen in relation to the solutions being promoted by businesses to deliver social and racial justice in the workplace? Well, I think what we're seeing is a new level of commitment, particularly by CEOs of really wanting to engage and wanting to be involved in bringing about solutions. I think the key will be to hold them accountable and for us to all work together. I don't think we can accomplish much if it's not everyone jumping in. So it's not only the private sector and CEOs around the world, but it also is governments and addressing systemic public policy kind of issues that we need to make sure is in place. And then certainly we all need to personally be responsible for those courageous conversations that need to be had not only within ourselves and our family, but in where we're working. And so I'm energized by the different levels of engagement, regardless of age and diversity and and all of the other factors that we're looking at. But I think we have to keep the momentum going and we have to hold each other accountable. Good advice. All right, so moving on to Caroline now who, as I said, is calling in from Ireland. How have businesses Caroline demonstrated driving a new agenda for disability inclusion? Well, thank you. I just want to say it was an absolute honour to be a co-chair and I really want to thank the World Economic Forum for making the space for the panel that we had today on the new business agenda for disability inclusion. And this is the point. We have three extraordinary statistics that help frame this. Disability exclusion costs OECD countries 7%. 90% of children who have a disability don't get into a classroom and you're 50% more likely to experience poverty. There are 1.3 billion in people in the world who have lived experience of disability and it has been quite an overlooked issue. How business are finally rectifying this is through business leadership. Business is the most powerful force in the planet and when it sees the value of this community, the valuable 500 was launched at the World Economic Forum 19 months ago. We were told we were crazy. It was absolutely insane to consider that we could get 500 of the world's most influential brands and leaders to elevate disability inclusion to leadership level. Today we're at 335 organisations representing 12 million people, employees globally and that is 31 countries, 52 sectors. To answer your question, I think what's happening now is that disability is a metaphor for how we're starting to increase and enlarge the inclusion agenda. We are starting to see that the business world is seeing the corrosive nature to the siloed approach of segregating our inclusion agenda where we're pitting society against each other. With the increase of the organisations joining the valuable 500 and with leadership taking the accountability of board level, we are starting to see the systemic change that we need. Full human inclusion. We are not one-dimensional characters and therefore we need to be fully represented in business. Wonderful. Thank you so much Caroline for your insights. And now I'd like to reach out to Minister Salakhet calling us from Chile of course. If we take stock minister of the multi-stakeholder collaborations aimed at closing the gender gap and mainstreaming the DNI agendas, what would you say has been achieved? How successful have they been? Thank you Anna Maria and to all the wonderful speakers joining us today and I'm grateful for this opportunity provided by the World Economic Forum. I would like to start by saying that gender inequality is not only a pressing moral and social issue but a critical economic challenge. Particularly after this global crisis where million of women have been forced to leave the workforce. Chile has been working strongly on partnering with the private sector as a key ally to advance gender equality. The gender parity task force or IPG for its initial in Spanish is an initiative which we have been promoting and working on since 2016. During this time we have focused on three major objectives. Increasing the participation and rotation of women in the labor market raising awareness about the gender weight gap and implement concrete actions to reduce it and promoting and increasing the participation of women in high level and leadership positions. Today IPG Chile has 180 member companies working on generation important organizational changes to close their internal gender gaps. This is the largest public private sector task for the gender equality in the world. This last three years IPG has helped us achieve important goals. The initiatives broad scope has allowed us to advance towards important legislative policy and private sector changes which include the universal daycare reform bill, the creation of a registry of women or boards of directors, the amendment of regulation related to gender diversity in Chilean boards and the expansion of our four to seven program which allows girls and boys between the age of six and 13 to remain in an educational establishment after school. We also launched along with the private sector the first gender equality report that shines a light of companies gender gaps and progress. As the ministry of women and gender equality we strongly believe that addressing gender gaps on a global level is the only way we can achieve sustainable growth. This is a challenge that requires a holistic approach. In that regard we are moving forward with IPG 2.0 which will enable us to purse greater goals by working closely with all stakeholders. Three new strategic objectives have been incorporated in response to the social demands that we will make evident during the October 2019 social crisis and the challenge brought forth by the COVID-19 pandemic. First, developing actions that accelerate cultural transformation. Second, encouraging the adoption of corporate practice that promote gender equality and parental co-responsibility and third, promoting the incorporation of new workplace policies that allow us to collaborate in the prevention, detection and reporting of violence against women. The cultural transformation we are looking for can be accelerated if we give greater possibility to the initiative in Chile and we enhance our relationship and feedback with companies. We must also strengthen our in-person and online learning communities and focus intensely on labor, reinceptation and economic reactivation throughout the pandemic's duration. Finally, we must take into consideration that the increase in automated jobs will be yet another challenge for women in the workplace. The amount of time spent on unpaid care and domestic work will greatly affect how women learn new skills to participate in a highly digitized economy. All the while facing important financial constraints. Women have less access to digital technology and have lower participation in STEM fields than men. If we can help women transition into the digital economy successfully, it will mean that they have access to more productive and better paid work. If we don't wait gap will continue to grow and women will be forced out of the labor market. Wow, thank you. Thank you so much for that. I also would like to add that Jordan is also going to be joining the closing the gender gap accelerators. So it's the next, yes, it's the next country to join you in your efforts and the second one in Middle East and Africa after Egypt. So power numbers, power numbers. Minister, if I could ask you one more question, where do you think public funding and investment should be directed now in order to improve the position of women in the labor force? The first step should be for government to target women as the main beneficiaries of subsets and emergency support. Not only because they are most severely affected by decisions to reduce cost both at the company and household level, but because we know that when we invest in women that translate into more responsible spending. With this in mind, all our government support package and job protection program have targeted and largely benefit women. For example, 58 percent of the households that have received our COVID-19 subsidy are learned by women. And we have launched multiple employment subsides focus on creating one million new jobs for women and young workers. However, transferring resources and benefit is not enough. It is key that activation and recovery strategies are as a whole included a gender perspective. This is crucial considering that traditional economic recovery efforts tend to focus on infrastructure spending to initiative job creation in the construction and mining industry. These are male dominated industries, so women barely benefit from these massive impediments. This is why it is essential to engage with this sector and make sure that an important part of both new jobs target women. Our ministry has established working groups with both the construction and mining sector to train women to be competitive in this market and ensure they are a central part of their recovery efforts. The pandemic has also accelerated the digital transformation, showing us that tech will continue to play a central role in our lives and increasingly drive our economy. We must ensure our know are not left behind investing in programs that develop digital skills for women as key driver of economic recovery. Lastly, I would like to stress that all this effort will be in vain if we don't invest in addressing the main obstacle for women to participate and remain in the workforce. The burden of care and domestic responsibilities it is urgent that government invest and strength integral care systems that allow for women and men as well as for the state communities and households to share care responsibilities, allowing women to enter or reenter to the labor market. All right, thank you so much. And on that note, so we've heard from the minister about what the governments can do. I'd like to hear from the rest of our panel about where, I mean, this is a panel, we're looking at outcomes, right? We're looking at things that we can actually do. What, in your opinion, should businesses, how should they deploy their efforts? What should they do? Caroline. Listen, I'm going to be bold. I've got the bold wallpaper. Three things. Yes, you do. Now, three things. We need to make sure that our communication, even more so now, is fully inclusive. We can no longer talk about that and put it to the side. If we have the right to speak, we need the right to receive. The second is human centred design. This is where business actually can make a move, looking at how it benefits serving more people, which is about growth and innovation. Thirdly is about representation, full inclusive representation. How do you know your consumers if you cannot see yourself in the communication? But lastly and above all, and this is the bold statement, do we not believe at this point, we should be looking at a completely universally corporate human culture? Do we not believe instead of having all of our initiatives, like the valuable 500, that we should be working inclusively together for a collective good, while still balancing our unique, beautiful and magnificent identities? It is beneficial for the business, and it is more cost effective for the business, but the cost to society to silo us against each other in different initiatives and agendas, I think, is detrimental. And this is something business can do and is beginning to do, and we should help and support and scale it. I actually was going to mention Joanne because I'm very fortunate in my day job at Rock Creek, we work very closely with Joanne's team, and I think some of the areas we work together on, and we do it in general in Rock Creek is really the allocation of capital, because the way to ensure inclusion, private sector and public sector, as the minister said, it is the allocation of capital. The way the companies can do a better job is by allocation of capital. The way investors can do a better job is the allocation of capital. It's a very powerful force. And I think, as I mentioned earlier, we have been able to allocate close to 6.2 billion in our firm to inclusion. And I think given that, I would really encourage the private sector in particular, the large corporations to take it more seriously and to find ways of doing it with creating the new networks, as we heard from the other speakers, and I will pass it on to Joanne because I think she has a lot of leadership in this area. Well, I was just going to add that I think that we can't look at this as some kind of initiative, that it actually has to be the business strategy, that businesses need to understand that this also affects their bottom line, which is how we get them to move and change the market. And I think that I know for us at AARP, the inclusion addressing the societal injustices and looking at health disparities and financial disparities is our business strategy. We don't see a path forward for AARP in the next 10 years, 20 years, 30 years, unless we are more inclusive and that we are looking at inequities, not only inside of AARP, but in the partners of who we do business. And so we have now built that into our next three-year strategy, holding ourselves accountable as also holding the people that we do business with accountable. So that we're not going to do business with companies who are not valuing persons with disabilities or women or minorities or that don't provide adequate health services to their employees or the people that they're serving. And I think once we all collectively agree that that is the new standard by which we're going to do business, then I think we'll begin to start to see movement. Wonderful. Thank you so much. And on that last amazing thoughts, I want to thank you all for joining us today on this panel for your reflections. I'll be brief, but very powerful. Thank you so much. I'd like to hand it over now to Sarita Nayar. She is managing director and chief operating officer of the World Economic Forum to share some next steps and reflect on the outcomes of the day. Sarita, the floor is yours. Good afternoon and good evening, everyone, depending on which part of the world you're joining from. First, I would like to thank you and Maria in shepherding today's conversation. Thank you to minister Zellacat for driving such an impactful initiative on gender equality in Chile that of course we are very proud to be associated with. And thank you very much to Caroline Afsania and Joanne for co-chairing the Job Reset Summit. I think the energy and the passion that you all bring to this issue is very commendable. We of course greatly value your leadership at this very critical time and in ensuring that we embed equity, inclusion, and social justice as we build a new economy. And we need to make sure that it works for all of us, not just for the few. And you have all articulated that really well. We have heard during the course of today a rich array of priorities and actions coming out of the various discussions. Anything from needing a new definition even for diversity, equity, and inclusion through very practical initiatives and actions. And from a forum perspective, I would like to just very quickly recap perhaps three quick outcomes. One around new insights. So the future of jobs report, which actually has provided the foundation for much of the summit's discussions as well, has shown us that the dual impact of technology and the recession on jobs has been worse for women, for youth, for lower income workers. We've also seen during this COVID time that similar negative impact and double disruption is happening for racial and ethnic communities and minorities. This was discussed in this panel as well. I think we can look at all of this as a warning to us to ensure that we do use this moment to embed equity in the new economy that we all wish to create. The second area is around new standards. And you mentioned that at the start of the session as well. And Maria, the resetting the future of work principles that we have proposed basically proposed that companies must consider a new benchmark for diversity, equity, and inclusion, especially when it comes to ushering in a new era of work in the organization. We don't think companies can hope to uphold the principles of stakeholder capitalism or the demands of our societies today without it. And in that regard, we have the DEI 4.0 toolkit that has been created in partnership with all our partners. And that helps to have companies deploy technologies that can support inclusion. And on the third front is really new actions. What new actions can we take? And in this regard, we have made some very good progress through the program platform. And we've showcased some of this during the summit to highlight just very few. First, of course, Caroline's leadership has been absolutely critical in committing the more than 330 companies. I guess it's 335 now, as Caroline just shared. And creating this valuable 500 initiative for the disability inclusion. In fact, I think since the time we had Davos and met in January, we've launched or added additional 95. So coming up to additional almost 100. Second, we have a partnership for global LGBTI equality that has also continued to make significant progress and strides in having cross company learning and ensuring that this agenda stays on the forefront. Also highlighted by many of the panelists here. We have the minister talk and on our front as well on the forum platform, the public and private sector led initiatives on gender equality have expanded their work. They refined the focus and Maria mentioned as well. The forum is also very proud that Jordan has become the second country from Mina to join this cohort in launching closing the gender gap accelerator. And I think we now have a total of 10 in this network, including Argentina, Chile, Colombia, Panama, Costa Rica, Peru, Dominican Republic, Egypt, and also France. And finally, together with our chief diversity and inclusion officers community and other partners of the forum, we will actually be launching a new coalition on partnership for racial justice in business in the coming weeks. So very aligned with what you the panel has been challenging for the business to deliver. We do hope that much more will we will be able to work on much more with all of you with all our partners. And we welcome all ideas that everybody has. I would like to thank everyone again, the panelists, and I also hope that all the people who have joined online for the summit and the session that you will now join us for the closing plenary of the entire jobs reset summit. This closing plenary will actually pull together the four themes that we have deliberated on over the last four days. And it is chaired by our founder and executive chairman, Klaus Schwab, and it is starting now. Thank you.