 Good morning to this session. It's going to be half an hour on a very very very Urgent topic of zero tolerance and wiping out harassment. It's also been streamed live and will be recorded So we hope you do participate and feel excited that we're trying to reach out as much as possible on on this timely topic My name is Pablo Jenkins, and I'll be moderating today. We have a wonderful panel here But I also want you to be thinking in the audience what you sense is emerging on this topic That when we come a year from now, we will have advanced at a faster rate What kind of spiral is going as I mean it's a very brief introduction to the topic and if anyone wants translation there is for English Portuguese and Spanish On women's day last week Christiane Lagarde a Published article on the IMF on the connection between legal protection for women Against sexual harassment and inclusive growth We still know that in all of the world financial inclusion Is both a problem and a cost that makes it harder for women to take some of their own decisions even though they make a lot of the purchasing decisions in their households over 80% But some analysis show that for example in places like sub-saharan Africa or developing countries Once you have legal protections, you get up to 25 percent more engagement of women in Financial inclusion and in being part of businesses Well here now from some business women here who have had a lot of trajectory and a lot of stories But we know that it needs to go beyond a quarter of the countries in the world don't have laws against domestic violence yet and Over 360 million women in the work don't have a legal recourse against harassment Now there's a lot of things that go beyond loss because loss don't make a lot of sense without enforcement We need a culture in which men and women are able to talk about this Have clarity what it means in terms of the government's and the actual behaviors because otherwise often the power structures doesn't allow the true reporting and addressing and Some examples have been imperfect and already shown that action can be a very important first step In what the Malas some years ago. They had this 24-hour courts Were cases the word reported took an immediate action and even if not everything was perfectly resolved It started to change the conversation even the way men thought about the masculinity and And as you do this you see that the other important topics such as how housework gets divided starts to become an important conversation Even though these gender reports at the World Economic Forum and at Davos this year was great that all the chair women Were all women for the first time ever in the World Economic Forum I want you to sense the conversation we're having today from a sense that we're close to an inflection point It's sad to think that the fourth industrial revolution will make us arrive Maybe first to Mars and to have these incredible things of autonomous vehicles and still will be decades away from even parity of salaries for women Because we're changing but the rate is too slow and yet many of us here know there are things that are working That can become a part of a positive spiral so With that in mind when true amazing partnership and diversity happens. I think Latin America has a lot of potential this includes probably a true Economic inclusion, but it's really are also about like the true human rights. So I want to start with Eluisa Elena Trajano, she's the chairwoman of the board of directors of magazine Luisa Over 800 stores. So she has worked up and down through a lot of people that really struggle on what it means to work at all kinds of levels and And even topics like domestic violence are often not that disconnected from how business can really influence people's lives So I want her to introduce us a bit to how this is happening and how Business and governance is trying to make a difference here in Latin America It's a pleasure to be here with you today People usually do not like to talk about this topic Since it is a very hard topic to talk about I am part of Mulheres do Brazil group and I've been working on this topic for more than three years And I knew that every two hours one women one woman is murdered in Brazil We have TV Luisa, which is live television and we like to talk about Racial equality for the past 20 years we've been elected one of the best companies to work in Brazil and I had never talked about women violence in Brazil because I Thought we were kind of far from that topic and eight months ago one of our managers She was 37 years old She had a great career plan and she was murdered by her husband. She left an eight-year-old son Who actually watched the murder and I felt really bad about it. I immediately started a key campaign I went to television we came up with a committee with lawyers and We know that the government actually has great actions that are being taken But oftentimes we do not have access to that and the population itself does not know about it The beginning of January this year we carried out a survey on Sexual and moral harassment with our 18,000 employees at magazine in Luisa and There's been a lot of confusion on what is Moral and sexual harassment many people do not tell the difference between them So I want to start by saying that I'm very happy by being part of this forum because many times people do not report harassment because Many women actually think they are guilty and Women since they have great economic power as of today they can do so much In terms of public policies, let me tell you two percent of third-party companies Are women who suffer from violence? There are many policies in place all around the country, but we have to expand that women oftentimes go to the police office they report But economically speaking they cannot move forward to go to court and statistics show that many times women Do not report because they are afraid and because they do not have economic power to do so and that's why I think this forum is so important To avoid this type of violence You know to we every other two hours women die in Brazil due to harassment So the first goal I have is to talk about that To spread the word my second goal is Abolating that we came up with to report these issues to business leaders and thirdly public policies So after I will go into the tales about that. Thank you We do a small project in Costa Rica that someone here said last year next to Christine Lagarta Thinking about women rights and even when we do things that seem disconnected We were working with women in technology young girls but teaching them to understand the violence from their Boyfriends that could arise and having men be able to discuss from their own sense and denounce it becomes very important because the laws don't work alone and Looking at the kind of governance and policy that it's true and honest requires us to often make internal changes and we have here a I think another wonderful example of of Someone who's had a lot of experience in family business and family business governance Which in Latin America that's often a really important place in which to create transformation And Andrea grobo copatel from Los Grobo's group has worked at a cross range From taking a family business and really making it a leader in governance She's also co-chair of the W20 which in Argentina in the context of the G20 is bringing this really at the core level So we we're seeing these women that are influencing in the amount of people they touch directly through their enterprises in their countries in policies But at the web, how do we scale that so? And also how women become part of decision-making and get better trained to take on these positions of leadership once we really have Abolished some of these terrible things like the amount of violence that still exists So tell us a bit of what you see emerging there and what you're trying to push forward Good morning everyone. I think the title of this panel is amazing Zero tolerance is the way to go since We are talking about this issue in several different spaces that has to do with sexism This issue is not a natural one. We have to start talking about power and what power meant before As of today we see power in a different way Leaders working networks. We talk about empowerment So we do not have to talk about power in and of itself But about networks and also we have to talk about manhood since women have a Lower revenue they have less power offered oftentimes, but sometimes women make more money than men So we do have to talk about manhood No one is losing power or being less of a man because his wife Earns more or Because his wife is empowered So we do have to keep on talking about these topics in different environments so we can change our beliefs and That comes from our early education both in Latin America and in the world and that's why this topic so important something else that is very important in Argentina since I started working as the co-chair at Gw20 and W10ing 20 stands for women 20 and in this group we have to come up with Concrete proposals to G20 as to how we can change our current reality and this has to do with three specific topics three pillars that we learned from Germany because W10 20 in Germany works with social economic and work inclusion We also talked about women in rural areas Because if we have these issues in urban areas What can we tell about women who are not in urban areas in rural areas? And that's why in Argentina we started talking about this topic because in these places that are is more of vulnerability and less of communication resources and we feel confident because we are facilitators. I Also have my notepad here. I'm taking notes on everything you say because this is a process of dialogue We want to hear what you have to say so we can come up with concrete proposals. This is the role of W20 in Argentina. That's why I'm here to listen to you so we can elaborate on what you say and That does not only have to do with how women can balance their personal and work life with their family life on How we can decrease Wage differences, but also talk about violence not only in their workplace But just like Luisa mentioned issues with domestic violence, which is something that impacts us a lot Both in costs and in economic topics for our families and for our countries and that's why this is so important Is a man in the panel mr. Ricardo Amaral who is the VP for Global Western Union. Thank you very much for being here many times. We do not mention Sexism and other issues and things that our mothers did not understand Such as patriarchy it because this is a joint burden that we need to both liberate each other from courses the oppression and the violence But you see even the amount of say accidents caused by men that often are not great at Discussing their feelings and situation and it often becomes a violent thing to themselves or to the people close by So I think it's very valuable to have companies that are touching a lot of people seeing how this is transforming Tell us a bit of how you're seeing this within the the kind of work that you're doing in the region Our company has diversity in the DNA and that includes the women's part a company Generating 31 transactions per second of which 50% are actually sent by women 65% of those messages are actually or those transactions are received by women. So this is a company where women Take financial Upstream at the world level at the worldwide level and we take it very seriously and Louisa was just mentioning that there are a few Men here. Well, it's a pleasure to be here indeed Because this is a theme that has really touch everybody and it has to touch everybody Not only on written codes of conduct, which have to be written in companies in corporations We at West Union we have this code that actually touches on the attitudes that leaders must have attitudes that employees have and also an important theme is how to Report the harassment problems and this is something Where people do not feel so comfortable to touch upon those issues? So the company has to open up those channels those channels for reporting for for zero tolerance. I Think changes within corporations start from sometimes rather small attitudes. I have some examples I had my son ten days ago and many people in the company came to me and said now You're going to see that your wife is going to ask you for help changing diapers And she's not going to ask me for any help I'm going to change my son's diapers because I think I have to do that this type of thought However, small it is or it may be this is where it all starts and as leaders We have to start you know fostering that and we have to be very strict Within this zero tolerance policy so that as The basis for Western Union to and we have to increase diversity. There are research efforts saying that companies that Enjoy diversity gender diversity nationality diversity. They have a 35% better performance than companies Within the same sector the same industry By comparison with the average so those are points that we do have to address It's uncomfortable But once you do it you unlock many things you unlock participation you unlock economic growth You unlock better performance because all the challenges of this fourth industrial revolution Can not be taken alone by any power group that existed there historically If we don't listen better, I love that the key thing here is to to listen and we're Killing the voices sometimes literally but at the very least metaphorically keeping down a big part of the population We're never gonna take off But this is starting to change and as you say even simple things like men doing an important part of the house work All over the world. That's a challenge Not just in Latin America either and and it makes a difference But I wanted to send it briefly to the audience before we come back what You sense is trying to emerge that we should include in important meetings for leaders here like the W20 what would you like to hear maybe in more detail in the next 10 or 12 minutes About what has started to happen that we could really accelerate as a community. So We have someone here in the back Microphones coming Talking about my employees Most of them are men. We have managed to develop this very strong corporate culture and we work well together. However When this team the gender thing comes up, I always emphasize the importance of really appreciating or giving value to women So we're starting this gender capacity building process and it's difficult to find those Sources and they claim that they have to be equal without giving much importance to women So my question is how are the ways in which we could? Respond to this kind of argument When they understand That we women should play an important role in those positions, which were not available to women in the past Without we'll take a couple more one here in the front I am a global shaper from Mexico and I was wondering about the response from the me to movement on all the other movements against sexual harassment and the Response that came from France was saying that it was a rather of a cultural issue I would like to know whether it is a cultural issue in Latin America or we have Eventually internalized violence up to a certain point that it became something normal something cultural that we should not fight My name Cynthia. I am also a global shaper in Costa Rica we have advanced as far as identifying gender rights in the organizations by means of this Certification provided by the government at the same time. We did experience some advances Advancements, but politically we have felt that we have taken some steps back I would like to know whether that also happens in other countries and This concept that has come about is the gender ideology meaning gender has become somewhat of a negative word As we have advanced in terms of raising awareness about equality, which is convenient for all parts a Political context developed where we have Observed some backward movement because we started to sort somewhat fear those concepts Good morning. My name is out on seafoor. I am from the Bogota hub. I'm also a global shaper three years ago I lived in France and I worked for a while for the first time I worked in France and I had the opportunity of Working with a great mentor who actually pushed my professional career forward Bringing me to a leadership position so much so that a colleague once came up to me and said How difficult it is to be yourself and I said well, I never really stopped to think about it Yeah, he said that while we represent three minorities to this company or a woman you're young and you're from Colombia So I didn't have an answer to give at that moment because I had not even Realized that I had been labeled as such but indeed for the others. That's how I was labeled. I had indeed Studied I had become an empowered woman if compared to a rural woman And I had to understand that those would be would have to be transformed into my strength So my question to you is How do you work in your own environment in order to allow women to understand that many of the things that are considered weaknesses by Society, how can they be transformed into strengths? So that they can contribute to society or to a company as in my case To summarize, but this is the kind of conversation we should be having I feel this is the energy that we want to unleash just imagine all these young empowered beings humans men and women acting to change barriers in tech To think what me too means here to understand that sometimes we get gaps But then politics sometimes with populist movements often the light to some bad use of religion tried to take us back So Give us a little bit of a quick what what can be done and how we can include some more of this so that we come next year And we have a we're further along. We don't have next year the same conversation First of all answering about the women obviously Companies have to understand that women are making decisions about the car. They're going to buy so women are making decisions about the market They're the side of the market So the best thing is when things come to their own maturity time So it has been proven that women in top management positions and the better it is So I have to be able to speak the you know male language of numbers and that provides a very strong argument secondly, I'd like to Stir the following when companies join these movements What in full strength that we and we have these reporting channels when we bring about some research efforts and bringing in man to our sides from those 90 Reports that we have had 30% of those reports were made by men because We work with many men who are going to be Father of women. They're going to be those voices and we have this secretary that speaks three languages Then they have to Bring an end to those limiting Beliefs so somebody said that a woman came and she was hard So please take a look call her and we have this supporting Structure and I I'd like to tell the companies that it's not expensive We would like to ask you to do that and I'd like to offer you this research material to all of you who have Published that in the cloud your magazine just last week this Research effort involves all levels of employee all the way from the you know luggage carrier to the top director because everybody Was brought around the table to talk About what sexual harassment is what what moral harassment is and what are things that you don't like to see Taking place in this unit and we have brought about six things that they really don't want to see happening So we're working first on the education side of it because we cannot tell men not to make passes that women because they have been brought up in that kind of environment and We're telling them stop making advances on women Making passes because you're going to lose your space all over the world the first thing that came up was you know like play playtime when they Start harassing they say it's playtime. So we're working in order to avoid playtime in the company Because that's like, you know, that's based on black humor actually and the second thing is Undo exhibition more harassment people don't like to be called their attention in front of other people also An appropriate physical contact I was really struck when I saw that There's lots of undue physical contact in companies people don't like it But it happened so we're working towards Having people understand that we don't want them to do that because in our company we we embrace people We have people and we kiss this Brazilian way of a greeting people This is why I decided to develop this company in order to avoid Removing things which are part of the culture but to make people aware of that The other point is going beyond the limit. Nobody knows what the limit is and that's what we're working What's your limit? That's what we're working on what is no good and the Idea of respect was very often the word discrimination was also very much present But nobody can actually explain what discrimination is all about So my proposal and that's what the company has been doing all along Christina. They've been talking about they have to stop and talk We say we're not going to fire you but you have to apologize and Stop doing it so that we can actually bring to surface whatever happened So we have this research effort might have been one of the biggest efforts that it's ever been made that we're now working on the Educational process now all sexual and moral harassment in our company for many years now Marcelo can can testify to that it's Inevitable and my proposal that includes that I'd like to say that I'm really concerned with rural women Well, our movement is working hard on that because that's a very you know underprivileged position. They work from you know from dawn to To dusk and it's very difficult. So I'd like to ask companies We had this example in one of our offices Her husband would like to go and harass her during work every day So we started with our reporting channel the women's channel. It was called He just stopped going there because he was afraid of being known for that Characteristic throughout the company. So I'd like to ask all the companies to join that Alfred We are developing this bulletin. It's like a manual to tell you how you can actually join this movement, and it's not really expensive We still I'm I'm going to I'm good Yeah, we're gonna have a summary in the past few minutes to close to have Women grow and become part of the company. We have to be aware. First of all, we have to be aware develop our own awareness perhaps not full awareness I Don't like to differentiate because we're not going to be addressing women as any at any lower level As a leader in a meeting with everybody around us. We're all equal, but in the background Yeah, we do have programs in place at our company people have noticed That we have people from the top management level onwards That there are very few women in those levels. So we have put in place some programs that Raise the following question. Why are there so few women in managerial positions? We have noticed that It's not really a matter that we hire less women or more women are our company and the internal hierarchy Women cannot climb the ladder and that's what we've noticed and we don't know why We now have a specific program looking at bringing all women together And the company to help them raise To help them rise And important so the first thing in the company. We have to notice clearly that this is happening Within the company. This is starting point and then we have the Tolerance policies zero tolerance policies, then we have the internal policies in terms of how to address these issues But our awareness raising is the first thing we are not supposed to hide what's happening a Lot has been mentioned about companies I'd like to add some of the stuff that I've heard for instance the role of trade unions That should be a strong role in these issues a Voice that is somehow protected because we often think about large companies But small companies can be a problem as well So the role trade unions play is really very important in order to be able to address those issues also public policies we talk about it very often but awareness rating and Steering culture changes changing weaknesses into strengths and In compliance with the law in most of the countries that we have observed particularly within the realm of the W20 we have systems that we have to just enforce the law Monitoring is also a very important effort And and discuss the ways we have to go about changing. We have to start We have already started and we're going to be working together Each and every one of you from your city from your companies You can implement major changes civil society men women all genders. We can all work towards change Towards changing this situation into something that is economically positive not only because of rights as we said before here This is a major economic opportunity And this is a legal issue really and this is how we're going to incorporate the labor job In order to include rural women. We already In order to have many decision making forums The more women the more decisions will be made and the more profitable the companies will be the greater The GDP of those countries will be it's also important to work on the issue of violence in this Case and the labor market will be addressing violence in general terms and will be able to achieve greater peace Which I guess that's all and I feel very optimistic that we start from the beginning having a conversation at this level So thank you very much and have a very good time at the rest of the event