eSignature Licitness for Addressing Harassment in Mexico

How to eSign a document: eSignature licitness for Addressing Harassement in Mexico

[Music] our main clients are ministries of the Mexican federal government look at Congress's judicial power municipalities in all over the Mexico especially Jose wanted with the high rates of domestic gender-based violence gender-based violence sorry and think-tank civil society organizations and academic institutions institutions so I will not to proceed to talk about my experience and to shed some light on what I call the Mexican perspective of DNI culture in the workplace with a special focus in in the public sector not in private ones so where are the tools that Mexico has in order to achieve gender well to achieve an idea and I call turnaround in gender equality but a T&I culture you knurl for a few years now the government has designed diverse national standards to promote the NIH strategies within public and private organizations there have been three big national standards this one this one's these three ones mystery and the other the other two inclusive company and family friendly company are there are no standards there are only awards and organizations can attain by presenting some evidence that they have implemented DNI actions we we have found that this will fall for short and scope because one of these this one only specializes in some or torch reactions with own people with disabilities and the other one on work and personal life corresponds a bit co-responsibility and very few companies in Mexico actually have these awards and we look for the information to know if exactly which companies have them and actually we couldn't found any information of this so the valid one that we have today this one the Mexican standard for labor equality and non-discrimination this one have well the this national standard has a priority of objectives and it's a quad if considered now the Mexican national strategy of D&I DNI culture has been reduced to this sole standard and what are the objectives of these national standard of this one day not for labor equality our recruitment processes selection and training of personnel equal pay and benefits use of inclusive non-sexist and accessible language flexibility of work schedules breastfeeding rooms accessibility to physical spaces and mechanisms to prevent attend and punish discrimination and workplace violence including harassment and sexual harassment so initially we could agree that it's a will design instrument but even with the multitude of issues it seeks to address the truth is that no tangible Rizzo the results have been observed neither in the private sector nor it not even in the public one the main issue is that no behavioural change occurred without the organization's so as a consequence the design and implementation of gender equality of diversity policies remains the same ing to official figures until 2018 only 309 organizations had the national standard and approximately 157 are government organizations so this is at federal state and municipal level so this tells us that only a very few organizations in Mexico have implemented this national standard so the main objectives of the standard focused only in gender and accessibility but the truth is that they overlook racial ethnic cultural class a lot of a lot of elements these objectives are only a narrow division of the eni strategy and in this sense we require a broader perspective we only need to look at some of the discrimination rates in Mexico so I don't know if you can read if you can read this but for example these are only the most important that I that I read is seven out of ten Dartmouth skinned Mexicans claim to occupy the lowest positions in the workplace two out of ten women in Mexico say that they receive less paid and their male counterparts for doing the same job five out of ten people with disabilities say the rights matter little or nothing to society two out of ten men in the country said that will not render home to indigenous people two out of ten inhabitants in Mexico I sure almost sexual and transgender people are the less respected by society a four out of ten men say that being around someone with HIV is a risk seven out of ten dark-skinned Mexicans have do not have a higher education so as we can see it discrimination and inequality is a serious and tangible problem today barely invisible in Mexico minority groups such as LGBTI community people with disabilities and historical disadvantage disadvantages groups are victims of violence not only in the workplace as well in their in their families and communities ing to the national survey on discrimination twenty eighteen twenty percent of the population aged 18 and over declared having discriminated in the last year by some characteristic of personal condition this is a skin tone weight of speaking waiter hate way of dressing social class place they were live religious beliefs sex age and social orientation so in summary there is a worrying prevalence of intolerance to diversity and I said well as a lack of inclusion toward these disadvantages disadvantages group so what's the problem what has the DNI astrology have failed is to failed I will try to answer these these questions you see using real-life cases that we've worked on it that we worked on there are two series the medium series was calientes and a state of Mexico it's this is the municipality and the tree and two federal organizations are the federal consumer procurator's office and national water Commission's all four all of these obtained a national standard but after receiving the certificate they stopped working on the undestroyed strategies we found we have found some similarities and outcomes on the on these four organizations that shed some light on the of the government vision of the Eni so the first one all these four institutions were led by a woman so this means that mostly if only women are leading the organization's they are interested in these DNI strategists second people are reluctant to behavioral changes people agree that to a lot of actions they considered they even consider it necessary but only agreed to the ones that didn't imply like a behavioural change in their in the workplace you know third predilection to accept melts in high-level positions males were not aware of that privilege and the last one once they get the standard and announce it to the media they stopped tracking outcomes and lose all the previous work that we have worked on it only one organization of this the federal consumer procurator's office continue continue to work so what are the implications of this on on the net on the DNI national strategies base it on the previous information and I will work with Mexican organizations where the limitations you can see their political will out it cost lack of allocated resources lack of follow-up by responsible institutions instruments built for private companies not the DNI the national standard is not for the government organizations lack of D a nice traditional strategy for the implementation government the bureaucracy in Mexico appears to be men an advantageous position the bureaucratic culture in Mexico of course seriously is a very masculine workspace so the current issues and its consequences few government entities are certified little sensibility of public organization staff from the perspective of gender diversity inclusion and accessibility a few women in leadership positions and lower salaries than men it will be challenging to create and implement public policies without public institutions having an already internal establish and follow it DNI strategy the bureaucracy will the Mexican DRI a standard comes a conceptualization is limited and the standards do not seem to include our behavioral changes so this as well sorry rights they're ours in addition there are other limitations that all that that those other those limitations and problems have caused more issue sorry and these are the more issues more problems in Mexico that we have the salary discrimination and Mexico shows that women receive lower salary demands of the 1371 million hours a week that the population in Mexico devotes to housework to housework and childcare 88 percent corresponds to women and 12 percent to men there is a big a big difference many who want to spend more time with their children are impeded by the work environment in Mexico by low men have a paternity leave only five days so not it's it is nothing some of your motive actions within the Mexican DNA standards have a symbolic content that reinforce sexist stereotypes and of course ing to the UN 70% of the federal government campaigns include sexist content so I will move because I have only five minutes I think so what is the putt for what there are I would like to stress these findings we observed from our working organizations and recommend these actions the rights awareness first of all about the elite privilege in a masculine word of the Mexican bureaucracy raise awareness that they are in a privileged position for example bill man white upper-class etcetera the legitimacy of a privilege of men in public sector institution must be questioned it and we are in a very good moment for that so design and implemented solidly on a national strategy the National gender mainstreaming a strategy in the government workplace has not integrated the DNI concept not at all not enough of all they only talk about gender equality but not about diversity inclusion and accessibility and one of the most important for Mexico in this in this moment is that we need organizations that design effective programs to tackle the high numbers of violence against women femicides and gender domestic violence and again how can they design and implement that those policies if they don't even have a DNA strategy within the organization so that is why is so important well so common to conclude it is mandatory for us as a country to come up with a DNA national strategy considering that also there are few organizations has diversity lines or equally equality policies equality and diversity strategies require public organizations to produce equality schemes and productivity promote gender equality between different groups of people and of course make a significant effort to push the diversity agenda forward so thank you for your attention I hope that my Spanish was not so bad my English sorry was not so bad and I hope I was able to show you at least a small glimpse of the state of art in Mexico so it was my pleasure thank you and any question you have related policies and procedures no that's a thing there are no incentives it's not mandatory they don't even consider there is not in the agenda I think it's not the DNI strategy is not in the national agenda so that's a problem there's no nothing huh sorry my question was if in the private sector if do you see a lot more improvement are they getting incentivized or what is motivating them to do it versus the government agencies there are some incentives I think that in the when when ago one government house hired a company I think that if they have this type of strategies they are like they have like more points in the contest in the public contest I think that they are both actually I think that it's not so visible that I mean and of course the private companies that have this that DRI national strategies are the international ones you know it's Microsoft Apple Amazon Netflix I'm not about Mexican organizations and there are a lot of Mexican companies medium and be a big size they don't have like a lot of incentives yeah I think we we need to to to make that so okay great you thanks dr. Jana [Music]