Chicas en Tecnología held the third edition of the CET Breakfast for organizations and companies in the technological entrepreneurial ecosystem. With a 100% proposal online, which allowed the participation of 80 experts and specialists from 6 Latin American countries, the event promoted the meeting between organizations and companies and strengthened the common goal of building an ecosystem where there are more teens and women in technology.
In a challenging year for all professional and work environments, Chicas en Tecnología was able to boost its growth and achieve the regionalization of the organization with the support of alliances and sponsors. The pandemic context generated that the digitization of content to expand outreach to adolescent women in Latin America through free and open educational quality programs. Innovation in the organization's work dynamics, in the processes and, fundamentally, in the programs was a key factor in reaching more girls, training and accompanying a new generation of women leaders in technology. Therefore, the meeting highlighted the importance of having the support of leading organizations in the industry to advance the gender equality agenda with inclusive, free and free proposals that allow the development of young women in the sector.
“Biases and diversity in digital scenarios” was the thematic axis during the morning of exchange in which data, experiences and good practices of the technological environment were shared to generate commitments for action. The CET Breakfast included a workshop on “Unconscious biases in the workplace and strategies to break them down”.”, by Ana Clara García Arbeleche, HR Advisor of CET, who shared: “More diverse teams dialogue better because they integrate more perspectives, make better decisions, in more agile ways, and create more robust solutions.”. During the workshop, data and practices from the world of technology were presented to encourage people to create a systemic change that involves all the actors of the technological entrepreneurial ecosystem. Also, based on data generated by research The difficulty of balancing the demand for technology jobs with the supply of profiles available for these types of positions was highlighted, a challenge that becomes even greater when it comes to incorporating diverse talent into companies and organizations.
The morning continued with the “Panel of Experiences” on real practices in the technological world, in which leading women from the ecosystem shared their testimonies. Participants: Pilar Camacho, Mercado Libre; Melina Rochi, MuleSoft; Delfina Ramirez, J.P. Morgan; Anabella López Clapier, Fundación YPF; Marina Rey, S&P Global. The experiences and data presented enriched the debate and collaboration among the people attending the meeting and served as an incentive to think about how to transfer these experiences to other areas. In their interventions, the participants of the Panel shared actions that are carried out in the organizations where they work professionally to generate inclusive proposals:
“We were presented with the challenge of thinking about how we could, in line with our purpose of democratizing money and payments, democratize internal opportunities. And so the opportunities@MELI program was born, which seeks to democratize internal opportunities, with transparency, without bias.”, Pilar Camacho, Mercado Libre.
“What we did was develop training content on our internal platform that is available to everyone within our organization where there is content on inclusive business practices. For example, we have inclusive hiring, inclusive leadership, inclusive marketing and inclusive promotions. These trainings in many cases are mandatory and are even among the strategic objectives of the business. Prioritizing them and giving quality content to the entire organization is important to be able to implement successful inclusive practices”, Melina Rochi, MuleSoft.
“At this moment we are developing a particular action with the Programming area where we make sure that all candidates who go through a selection process with us have an interview with a woman within the company, a woman who has experience in technology. Because we want them to be able to imagine what it is like to work at J.P. Morgan as a woman and to democratize the selection process for this candidate within the company”.”, Delfina Ramirez, J.P. Morgan.
“The training for managers is called Create, it's a full year's journey in which managers touch on different topics that are key to leadership. The unconscious bias in particular is a topic that is covered for 2 months”.
“We believe that diversity and inclusion unleash the potential that each of us has and ignite the spark of innovation.”, Marina Rey, S&P Global.“We came with a communication very much associated with the oil industry, the strong man who was welding surrounded by fireproof material and sparks and that is the communication we were using trying to attract women to these courses. Of course women were overlooking this communication and this year what we did was to change it, to think of it in a more inclusive way, to think those hard things that are related to perception biases, that women were not going to be able to, that you need to be strong or have a certain body to be able to carry out this type of training.”, Anabella López Clapier, Fundación YPF.
With the aim of continuing to invest in the diversity in work teams, The morning of shared experiences, lessons learned and best practices challenged all participants to transform organizations and, consequently, the environment of which the next generation of girls in technology will be a part.
