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How Can We Reach Greater Diversity in Tech
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00:03Welcome everyone and welcome back for those of you who were here before. I am absolutely thrilled to be with
00:09you today at Viva Tech. We are going to see a topic that is very dear to me right now,
00:15which is how can we reach greater diversity in tech.
00:19We would all love, as you know, we would all love to stop having this conversation, but unfortunately we still
00:26need to have it. What systemic changes are needed to increase diversity in tech and how can the proven business
00:33advantages of diversity help us move from discourse to action? This is what we are going to see with my
00:39guests. Please welcome on stage Belen Alomar, Marcel Vanloo and Corinne de Bilbao.
01:10Belen Alomar, you are Chief Product Officer at MALT. Welcome. Thank you for being here.
01:15Thank you very much for having me.
01:17Thank you. Marcel Vanloo, you are Europe West Regional Managing Partner at EY. Thank you so much for being here
01:23with us.
01:23Great to be here.
01:24Thank you. And Corinne de Bilbao, you are CEO, CVP at Microsoft, France. Thank you so much for being with
01:30us.
01:30Thanks for the invitation as well.
01:32You're welcome. I just remind to all the audience that you can ask your questions at any time. You need
01:37to go on the Viva Tech app and then you select the tab in the drop down menu titled Interactive
01:43Sessions with Slido Stage 2.
01:44And feel free to participate to the debate. My first question is simple. It's very common, but at the same
01:53time, I'm not sure everybody knows all the topics it actually covers.
01:57What is diversity in your own terms? Belen?
02:01Sure. To me, diversity is just having a group of people that has a lot of different characteristics that can
02:08be personality traits, skills, or any kind of identity defying things like sex or sex orientation or, I don't know,
02:21being a parent or cultural background or religious affiliation, whatever you want to do.
02:27And it is very important, especially because first, it's proven that it helps businesses. And second, if you want to
02:35serve a wide range audience, which in our case, I come from Malt, which is a freelancer marketplace, and we
02:41have half a million freelancers all over Europe.
02:42It is very important to be able to have all the voices that represent all these types of different people.
02:48So if not, we would not be able to actually serve a wider audience.
02:53Marcel, what is diversity in your terms?
02:55Well, let me build on those comments. So for me, diversity is opportunity. And of course, I always like to
03:04add diversity is nothing without inclusiveness. Because otherwise, it's easy to have a spreadsheet, to have a lot of different
03:13people on the spreadsheet.
03:14But at the end of the day, are we listening to everyone? And for me, it's all about we, as
03:21a company, try to ensure that everybody can be themselves, authentic, bring themselves because only then when they can be
03:29themselves, they will bring the best out of them and develop their talents.
03:33So that's, I think, the opportunity.
03:36Corinne, what is diversity in your terms?
03:38Well, you know, very recently, I was reading a quote from this North American writer, Audre Lorde, you know, she
03:47was also a serial writer activist.
03:49And she was telling that it is not our differences which divide us. It's our inability to recognize, accept, and
03:59celebrate them.
04:00And to me, those three words are super important, because it's really about recognition, celebration, and this is all about,
04:09you know, this. So you talk about diversity as different, you know, peers, but it's gender, it's origin, it's generation,
04:16it's disability, it's all of us.
04:18So it's super rich. So we can't be, you know, an innovative company, we can run innovation if we're not
04:25diverse, because you don't have a diversity of us.
04:27You're all things the same. And, you know, at the era of AI, it's super important, because you want to
04:34have this diversity to continue to innovate and create a different world.
04:39Can I add a tiny thing? Because I think it is important. We talk about diversity, but diversity doesn't do
04:44the trick.
04:45As Marcel was mentioning, inclusion is a big part of the battle. And the more diverse you have in a
04:50company or whatever, it is harder to be inclusive with everybody.
04:54And that brings, it means that we have to make a conscious effort, as you were saying, to listen to
05:00each other, to communicate, to learn, to improve, and be all part of the same battle.
05:06And how do you do to diffuse this DNA, this culture at Malt, for instance?
05:11In terms of D&I efforts, at Malt, we tried to do like a bottom-up and top-down approach.
05:19We are a smaller company, so we have a lot of people involved.
05:23So we allow people to create resource groups, obviously, like talking with HR. We have a group of volunteers who
05:32create initiatives from the bottom with sponsors from leadership.
05:35So I'm the sponsor of D&I in the company. And I work with a group of what we call
05:39Women at Malt, which is also done, it's women and men, by the way, helping to create initiatives from the
05:45bottom, from the teams, to actually make changes in the company that help women with mentorship, or discrimination bias, or
05:53topics that are just very specific for women in some cases.
05:56And we help them make them happen, but not only from the top, because then it is a lot more,
06:04yeah, it is a lot stronger when it comes from the teams.
06:08And really, we hear them and what they need, and we actually help them happen.
06:11And so it happens. People want to get involved, they want to discuss that.
06:15Oh, you would be amazed, yes, a lot of them.
06:17Okay. How do you work on diversity, very concretely, at Microsoft, anyway?
06:24Well, I think, most importantly, is to make it a priority, right? And make it a priority of leadership.
06:31And, of course, we are a slightly larger organization than Malt, but, yes, we have a DE&I steering committee.
06:41We have professionals doing this as their day job.
06:46However, it still needs to be a priority of the leadership, of the leadership team.
06:52And we're focusing not just on gender, but we have pillars on social equity, disability, sexual orientation.
07:03So many aspects of diversity.
07:06But make it a priority, which also means that you have to walk the talk.
07:10So in terms of allocation of resources, whether it's people or money, yes, of course, then that needs to show,
07:18right?
07:19You cannot just make it a priority and not follow through on it.
07:23So I think that's key.
07:25And so in proper English, that's chef-sache, right?
07:30It's something I take personally very, very serious.
07:34And the other bosses, if I may say, of EY as well?
07:37Absolutely.
07:38It's part of performance evaluation.
07:41If you make it a priority, you would expect the team to contribute, right?
07:45Gohin, how does it work at Microsoft?
07:48Yeah, we have a lot of commonalities, actually.
07:50You know, I think the diversity washing is gone.
07:53You know, you really need, you said, walk the talk and strongly believe into this.
07:57This is part of the DNA of Microsoft.
07:59I'm proud to say that in France, we've been rated, I mean, the most diverse company in tech for the
08:05second year.
08:05So, and this is not me, this is about the employees.
08:08So first of all, you're right.
08:09It has to be a priority.
08:12All my leadership team is a sponsor for one of those pillars.
08:16And employees are participating.
08:18I have one third of my employees participating into this.
08:21So, and it's a priority, so you measure.
08:24So when you have a performance impact conversation,
08:27you look at what has been the DNA engagement, the DNA engagement as well.
08:32because if not, it's kind of, you know, diversity washing, as I said.
08:36So important, how do you show up internally, but how do you show up externally as well?
08:41One of the examples is that we signed a commitment,
08:45which is called Never Without Her, Je n'ai sans elle in France,
08:50which is basically we don't participate in management to a run table if there's no woman.
08:55This is an example.
08:57So if there's no woman, sorry, guys, we're not going to participate.
09:00So that's a super important commitment because you need to work the talk externally as well
09:05as big companies, where big companies, they look at you.
09:08So if you don't, you know, demonstrate that you're really doing something about it,
09:12I mean, you're not serious, right?
09:15Of course, diversity is a huge topic.
09:17So we are here to talk about how to address it in tech and in companies.
09:22However, it's also a government-level problem and that should be, you know,
09:27taken way in advance when children are small, at school and everything.
09:32In order to change policing and culture on a wider scale, how can we do?
09:37Do you discuss with governments?
09:39Is it, you know, how can you work with that?
09:42Marcel?
09:42Yeah, absolutely.
09:43I mean, I think it's a co-production of government and companies.
09:50I mean, we cannot operate alone in this.
09:53So for instance, of course, government has the policies.
09:57They can maybe force, like if you talk about gender, quota, right?
10:02And that could play a certain role.
10:04On the other hand, without companies and the role that companies play in society,
10:10I think government will not be successful.
10:12So yes, we discuss.
10:14And particularly if you talk about technology,
10:17often we hear the complaint when we want to hire and we're growing very fast in technology.
10:25And with respect to gender, then, yeah, the answer is, well, it's difficult, right?
10:29We are trying to grow in an area and there's not enough women.
10:32Now, there's two things you can do.
10:34You can accept that context and say, okay, that's too bad.
10:37Or you can say, okay, so what do we do about changing that context?
10:40And then reach out to government, education, go in there early.
10:46So I think, yeah, it's a co-production with government.
10:50Corinne, what's your view on that?
10:52Well, I would say it's an ecosystem discussion, you know.
10:55Everybody plays a role, government, association, companies.
10:59So there is really a talent gap in tech in every country, that's for sure.
11:06If I share the example of France that I know a little bit better, you know,
11:10in the last four years, I mean, the request of, you know, the increase of jobs is 66%.
11:17So, I mean, if you look at getting all the same people, I mean, you're not going to make it.
11:22So you have to work on it.
11:23I'd like to share one example I like very much that we call the Avula Tech, which is their tech,
11:29which was really a partnership between public, private, our ecosystem.
11:34So we work with the employment agency in France, we work with association, we work with all our partners,
11:42and we created a platform to propose jobs, diverse jobs, and call for candidates.
11:50And there was a lot of workshops around how do you make your curriculum vitae,
11:55how you go, how you deal, you know, with diversity as a company as well.
11:59That has been super successful.
12:01We got 1,000 proposals for jobs, we got more than 500 candidates, and it's real, it's concrete.
12:08And it was not only here in Paris, but in all the regions.
12:13Ecosystem discussion, I mean, that works.
12:15That's real.
12:17Belen.
12:18Yeah, so I do agree it's an ecosystem, and I think the governments can,
12:23and some of them do, change policies to help with equality.
12:29But, and also companies have a responsibility to show up and show that this is possible.
12:35So, I don't know, in our case, for example, we have strong representatives in some of strategic tech positions.
12:42We have a very strong VP of data, which we went to the U.S. to recruit,
12:46because she's a strong female leader that shows that this is possible.
12:51I come from engineering, so I was in tech from the beginning.
12:56But I would also say that even if all policies are established by governments,
13:00or we, companies, do all our efforts,
13:02it is also up to society to take advantage to fight for this.
13:06We can give scholarships, we can give equal parental leaves to men and women,
13:10but if society every day does not make a conscious effort to take advantage,
13:16and we encourage our girls to go and study tech,
13:18if we don't give them the power to feel like they can do this,
13:22we can put in place every framework we can,
13:25but it's not going to change, or it's going to take us a long time to change.
13:28So, I think it's a dialogue we have to have from very early on,
13:33empowering kids to choose their path,
13:35and allow them to equally decide what they want to do.
13:40Belen, you mentioned that when you're, you know,
13:43empowering employees to take their space and to talk about diversity, it works.
13:47Corinne, you shared that platform that you created with associations and local...
13:52It's the employment agency, which is called Pol'Emploi in France,
13:55and so it's public, private ownership, and association, yeah.
13:59Yeah, so my question is, according to your experiences,
14:02you mentioned two things already, but what works, what doesn't?
14:05For people in the room who are trying to, you know,
14:07implant more D&I in their companies, in their teams and everything,
14:11what would you like to tell them what works?
14:14I think definitely, you know, I think the CEO engagement and the leadership engagement,
14:20if it doesn't come from the top, forget about it.
14:22I mean, you lead by example, so that's, I'm super convinced about that.
14:27You need to measure the efforts, like you do for anything.
14:30I mean, you measure financial performance, why wouldn't you measure D&I performance, right?
14:34Yeah.
14:34It's coming with the, you know, CFRD, and we're coming there.
14:37So that's pretty positive.
14:40I think it's important to join coalition as well.
14:43There are a number of coalitions, I mean, because the way you show up externally,
14:47and, you know, the more you go, I mean, the more you participate,
14:51the more people look at you, and you have a responsibility,
14:54especially as large corporate.
14:55How does it help, very concretely, when you join a coalition, what does it do?
15:00How does it help its discussions, its meeting people?
15:02Well, we have very concrete actions, mentorship, for example.
15:05I mean, we participate in a coalition which is called a coalition for an inclusive economy.
15:11And basically, I mean, we concretely decide to engage our employees for mentorship
15:18for people from underserved areas.
15:20So we give a number that we're going to engage,
15:22and we have those people, you know, to get to the network, access to company they don't have.
15:27So that's a very concrete one.
15:28Back to concrete, I think after, you know, the direct tech that we've been organizing,
15:33we've published a white paper, and it was a lot of concrete examples of best practices,
15:38not only for candidates, how do you show up, but also for company,
15:42how do you deal with diversity?
15:43It's not like, you know, you know how to do something.
15:46Sometimes you don't have the right behavior, and it's not that it is not volunteer,
15:50it's just you don't know how to deal with diversity.
15:53So that's very practical, and so we'll give the link, and we will share afterwards.
15:59But I think that I encourage company to, you know, make a step, and there.
16:04Yeah.
16:05So where can we find that white paper?
16:07That's on the link, which is Abula Tech.
16:10We will share afterwards.
16:12Okay, perfect.
16:13We'll make sure we tweet it over here.
16:15Yes.
16:15Marcel, what works in your own experience?
16:17Well, like I said, make it a priority.
16:20So give an example.
16:21I mean, we are a partnership.
16:23So basically, yeah, I mean, we have partners.
16:27They are the co-owners of the company, right?
16:29And of course, over the last, you know, well, we've been on a journey
16:34to make sure we have more female partners, right?
16:36Yeah.
16:38And it's tough.
16:39So make it a priority, stick to it, but also be very vocal about what the target is.
16:44So as an example, this year we said, as a leadership team, we need to have 33% of the
16:50new partners
16:51need to be female.
16:52End of the story.
16:53End of the story.
16:54And I said this in webcast for all people, so I almost exposed myself, of course.
17:00So I'm not going to go back to these people and say, well, we tried, right?
17:04At the end of the day, it was a hard fight, but we delivered, right?
17:08And so now we're going to the next phase, of course, because the fight isn't over.
17:15It's really a difficult journey.
17:17But we're having mentor programs.
17:20So we look into what we call our pipeline of female talent, make sure that somebody from
17:24the leadership team is taking accountability.
17:28So also part of the performance assessment is about have you helped others, right?
17:32And what have you been doing?
17:34And also, you know, just to finish, yeah, performance assessment, including my performance.
17:39I mean, our global leadership takes this very seriously.
17:44And we have introduced a DE&I tracker.
17:47I think maybe we can make that available.
17:49I mean, it's really cool.
17:51And so every regional managing partner, we have 22 in the world, are being measured.
17:56And it's part of my assessment.
17:58Yeah.
17:58So I think some very concrete examples.
18:00On what you just said, talking about gender, I'm going to ask the question, how do men react
18:07to that 33%?
18:09Do they make the space for women?
18:12Yeah, you have to be prepared to have uncomfortable discussions.
18:17Because if you're so loud and you make this target, of course, there's men saying, well,
18:22hang on.
18:23I also want to become a partner.
18:25Yeah, I think, you know, and there will be still plenty enough opportunities.
18:29And you have to recognize that we are not discriminating men, but actually we want to make sure there's
18:36equal opportunity.
18:36And with the number of people we have, there's no reason why men would be better to become
18:44a partner or have a better chance to become a partner than women.
18:46So it's almost like, well, we are trying to address a situation, right, going forward.
18:53So, but most men, I would say hope, they accept that becoming a more diverse organization,
19:00we're becoming a stronger organization, which of course is a win-win for everybody.
19:05Yeah.
19:05Including the male partners.
19:07Yeah.
19:08Belen, do you have something to share?
19:11Yeah, so I was thinking when I was hearing this, I keep thinking, for example, what works
19:17really well is to talk about diversity constantly, in all hands, in your conversations, call out
19:25non-inclusive behaviors, discriminated behaviors.
19:28Because this is really, no one is born knowing everything, you need to teach people how to
19:35treat other people, how to listen, how to acknowledge that they made a mistake and try
19:40to be better next time.
19:42So we talk a lot about D&I these days, we're taking it very seriously.
19:47Again, we are a smaller company, so it's a joint effort between the people in the company,
19:51they come to us, they ask for things, they say, hey, I don't know, listen, we think we
19:56could be better at here, we could be better there.
19:58And then we discuss and we implement these measures, because we want to make sure that
20:02we have a company that creates a safe space.
20:04But also, if you're trying to change and become more diverse, you need to take commitments.
20:12Commitments like trying to find a diverse pipeline of candidates that is not exactly, let's say
20:19if you're in a rush to hire, you will always end up what the market looks like.
20:22So you're going to end up hiring someone that looks like you, studied something like
20:26you, and that has exactly the same background.
20:29So how do you tackle that?
20:30Because that's a very concrete example.
20:31Yeah, you need to take more time and just be a little bit more willing to take the time
20:36to explore, to find new candidates, to search candidates who have strong potential, and
20:41maybe they were not exactly what you, let's say, initially would go for.
20:45And I think it's important to look for the potential and not only the experience, so that
20:49it can change a little bit the market.
20:51Because when we look only for experience, we're always going to find the right kind,
20:57the same kind of people.
20:58Yeah, that are playing.
20:59Especially in leadership, you will find a lot of white male, nothing against you, Marcel.
21:05But it's true.
21:06So we need to make a conscious effort to try to shape the future in a different way.
21:11Yeah.
21:11And it starts with the leaders.
21:13It starts with the leaders, as Corinne said.
21:15It starts with having a commitment to really change how we do things.
21:20Okay.
21:21We have questions from the audience, and thank you for that.
21:24So the first one, how can we shift the mentality to focus on a put-straight rather than on our
21:30weaknesses?
21:35How can we shift the mentality?
21:37I think there's a mistake somewhere.
21:39But how can we shift the mentality to focus on a put-straight rather than our weakness?
21:45So I guess on our strengths rather than our weakness.
21:49Corinne.
21:51Well, I can take that one because we talk a lot about, you know, gender diversity, but
21:56it's obviously more than that.
21:59And as I said, you know, in the tech, I mean, we're missing talents, and there's a lot to
22:04be doing.
22:05And you can't have talents in, you know, a lot of areas.
22:09If you look at what you said before, I mean, when you look at, you know, the typical portray
22:14will be someone less than 35, male, sorry, less than 10 years experience, with high
22:20degree, you know, university engineering degree.
22:23But the reality is that you have more talents than that, right?
22:28And we've been building a program.
22:31We started five years ago with a social builder, training builder called Saint-Plan for AI.
22:37And we've been, you know, working with different people coming from an underserved area, not
22:43having the degree, but willing to participate.
22:45Yeah.
22:46Incredibly successful.
22:47Incredibly successful because you build on the strength of those people, right?
22:52And so you go for a program, then you get a partnership with companies, with all our
22:56ecosystem.
22:58The success rate was incredible.
22:5998% back to work.
23:02People were not working for a while.
23:04And they had talents.
23:06Just they had different talents, right?
23:07And they were different.
23:09So I think we're making progress.
23:12I think it's a tech we're making progress.
23:15Reality is that there's still a long way to go.
23:17Because when I look, we opened very recently a cyber security school.
23:21If I get only on the gender thing, 11% of women.
23:26It's even worse than the industry.
23:27So we still have a lot of work to do.
23:30But those programs, you know, making it successful, someone say, hey, that works.
23:35So I have more partners willing to join the school and say, those are talented people.
23:39So, and you build on the strength.
23:42Yeah.
23:43I just want to mention that I know Saint-Plan, which is a beautiful association.
23:47So for French audience, please have a look at Saint-Plan.
23:49They're doing an incredible work.
23:51And they help really to, as you said, put people back at work and diversity.
23:56There's a topic listening to you that we haven't mentioned yet before going back to the audience questions.
24:01Which is that obviously, it's such a strong, it has a strong impact, diversity in terms of everything.
24:10Obviously, performativity and everything.
24:12But can you talk about that for people who want to do better as well in their work?
24:18Having a diverse team is helping so much, right?
24:21Marcel.
24:22Well, there's quite a lot of academic evidence.
24:27Yes.
24:27That shows that being a more diverse, inclusive organization results in better business outcomes.
24:35But, yeah, I mean, it's also clear when we are meeting clients and we are selecting client teams.
24:44And I've experienced myself, I'm an auditor from training.
24:48And I was serving a large client as the lead audit partner.
24:54And I had to select a new engagement partner, my number two.
25:00Because the existing one had to rotate out because of mandatory rotation.
25:06There were a lot of men that were eager to take that position, large audit client.
25:10I selected a woman.
25:12And I can tell you, there was a complete different dynamic with the client at the board level.
25:18You know, with the CEO.
25:19And I think I really enjoyed it.
25:23And for me, it showed in practice we had different discussions, another connection.
25:28So, I think...
25:29What else changed?
25:29You said there's a different dynamic.
25:31What else changed?
25:32So, can you say more concretely what happened?
25:35No, I think simply also, you know, the way we connected with that client, women having different observations, right?
25:47Things that we don't see and she saw.
25:51And I think it made us a better team and being able better to serve that client.
25:57That's the best incentive to employ women.
25:59Thank you.
26:01Yes.
26:01Phelan?
26:04Yeah, I mean, in my case, so I work in product and I'm leading product.
26:09So, I think diversity helps us to create products that, as I said before, a broader audience loves.
26:16In our case, we have 50% more or less women in our community, 50% men.
26:20And being aware, I'll give a very specific example.
26:25If we had a very male-driven team, we wouldn't have been able to do this.
26:28We noticed that our female freelancers, for example, as always, were less for the same type of projects.
26:35For sure.
26:35So, obviously, we have a great team of project partners and community team that talks with the freelancers.
26:41And then, from them, initially, they started having webinars for female freelancers.
26:46They started giving talks and events to help them feel more confident, to understand that they could ask for the
26:53same that are male freelancers in our platform.
26:55So, we're trying to, yeah, slowly change things from within, mostly.
27:02But the employers, are they ready to pay a woman as much as a man for the same task?
27:07I think that's not a difference.
27:09Like, we don't show the gender, let's say.
27:11It's not a thing when we do the matching.
27:12Okay.
27:12So, we have an algorithm and it doesn't take either gender or age into account.
27:18We do it based on skills, mostly on skills and job description and availability and, like, the request if you
27:26want to go to the office or not.
27:27So, it takes a lot of things into account.
27:30So, for the clients, they just see a proposal of a project and a price.
27:37So, they should, they're quite, of course, they can go and see the profile, but it's not obligatory to have
27:42a photo.
27:43So, maybe you don't have a photo and it's fine.
27:45Yeah.
27:45Okay.
27:47We have another question about neurodiversity.
27:50What about it?
27:52Many neurodivergence create their own startups because they often don't fit within a big company.
27:58What can be done to keep them?
28:01It's a great question and we have initiatives on that.
28:05And, obviously, we grow our technology services very rapidly.
28:13And, obviously, we're sort of a little bit struggling because we need to recruit different people than we had before.
28:19And so, we work on also a different career path than the traditional career path of an auditor or a
28:25consultant.
28:26But, also, people with what you may say have a little bit of a disability.
28:33Actually, and it's back to the question, can we focus on somebody's strength instead of somebody's weaknesses?
28:38Yeah.
28:39So, we are working in various of our countries with trying to onboard these people.
28:45And, it's very successful.
28:46Yeah.
28:47Okay.
28:47Okay.
28:49Corinne.
28:49One important point, I think you mentioned that before on the products, is that how do you make it accessible
28:55as well?
28:56And, I would say, as a company, we've been working a lot on that, you know, with closed captions, with
29:03your transcription, in all the products that you make sure, I mean, it addresses, you know, disability as well, as
29:10part of the design.
29:11As part, and this is a very important statement, as the accessibility to your products, is that how do you
29:17show up as a company as well?
29:19So, I can tell you there's no product which you don't have, you know, this feature of, you know, accessibility
29:25and the accessibility button, so you can, you know, increase our mental rating or all of this.
29:32So, that's, you know, important in terms of making sure you address, as well, you know, all kind of populations,
29:40yeah.
29:41More diverse talents means more education for all.
29:45How do you, as a company, partner with universities to help on prohibitive tuition fees?
29:52Belen, do you work with universities?
29:55We do have some teams that go and do, give talks to universities.
29:59To be fair, we are not at the scale of this beautiful two people.
30:03So, it is a little bit harder for us to, like, manage to do everything.
30:08More than this, we do a lot of events.
30:10So, for example, I speak at Women in Tech events, and we talk with people who are trying to change
30:16careers or, yeah, try to figure out how to make it into the tech world.
30:21So, and not only me, in every market, we do this a lot.
30:24So, we try to help from within with our own resources.
30:27So, we invite everybody who wants to come, freelancers or clients or whatever.
30:30We partner with Ironhack, for example, in Spain, which is an upskilling company.
30:37So, we do events with them and talk with people.
30:40So, maybe not at a university level, but we do have a lot of partnerships with a lot of different
30:46upskilling platforms and try to do events together and talk about this.
30:50Quickly, because we have only one minute left, Marcel.
30:52Well, we are very well connected with universities.
30:54No surprise, because we recruit a lot of graduates.
30:58Yeah.
30:59Last year, in our region, 15,000.
31:02One, five thousand.
31:04So, and yes, we are also providing teachers.
31:08I mean, basically, that's all what we do, you know, attract talent, develop them.
31:12Yeah.
31:13Yeah.
31:13Corinne?
31:13So, of course, I mean, we work a lot on this.
31:16I mean, it's how much, I mean, we use as well, LinkedIn, the training courses.
31:22But, you know, the point is to scale up what you do.
31:25And very recently, for example, cybersecurity is a big topic.
31:29But we're missing 10,000 professionals in France.
31:32And the reality is, how do you scale up?
31:34So, we created a little mark, you know, that we distributed to teachers.
31:38Very simple to explain what is cybersecurity for the kids, which is cyber, my future job.
31:46Because education is not always equipped, you know, for this future, for all those future jobs.
31:51So, I mean, it's important that we bridge that gap very quickly, because technology is going very, very fast, as
31:58you know.
31:59And you don't want people to miss it.
32:01So, scaling up is super important as well, yeah, with simple kids.
32:07We have only a few seconds left, but I have a last question for you in a few words.
32:12What is your call to action for the audience that they can go back to work with?
32:16So, if I had a wish from anyone who can shape the future, I would ask to be a conscious
32:23driver of change every day.
32:25It is up to the leaders and up to all of us to make conscious decisions in a hire, in
32:31training, in mentoring, to really shape the future in a different way.
32:36Thank you so much.
32:37Yeah, I would say make it a priority, be bold, and stick to it.
32:43Yeah.
32:44Corinne?
32:44Well, I would say, instead of talking about, you know, companies, ecosystem, governments, ask yourself what you're doing yourself for
32:51diversity tomorrow.
32:52What is the action you're going to take?
32:54Are you going to work on your succession plan and look at a driver's succession plan, or what is your
33:01concrete fit?
33:02If everyone takes a commitment, the world will be much better.
33:05That would be the final word.
33:06Thank you so much.
33:07Just one quickly, just after this session, we will talk about talent with values.
33:12What do workers want?
33:13If that's an interest of you, you can stay.
33:15Thank you so much to the three of you.
33:18It was such a pleasure to interview you.
33:20Please make a beautiful round of applause for our guests.
33:25Thank you.
33:26Thank you.
33:28Thank you.
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