The reason for a program that was needed, for a space to be able to listen, ask ourselves many questions, change our minds many times, express doubts, and above all, understand the perspectives of different minority groups. To know why organizations need to be more diverse, equitable and inclusive. And to debate what works and what doesn't when it comes to changing our square meter.

The ESG approach model is a way of thinking in a coherent and systemic way about everything related to the environment (E), society (S) and governance (G), and of seeing how the three aspects are related. It is also an excellent gateway to understanding diversity and why organizations should embrace it.

What is the current state of the debate on gender issues? What milestones have we reached and which ones are we still missing? What are the best strategies to continue evolving? numquam, error, est. Ea, consequatur.

Smart strategies that organizations can undertake to facilitate change, and adaptive strategies that women often adopt to be included.

It is time to talk about the complexity of the gender and sexual issue in all its range and its organizational and social implications.

What happens to cis men and how they can act in the face of the growing normativity of gender diversity. Is there discomfort, is there disorientation, is there anger, is there a feeling of procrastination, is there a desire to be allies of the feminist movement? And what does it mean to be allies? Are we watching different movies?

We have come a long way from Olmedo and Porcel… Will we have much more to do? How do stereotypes impact advertising and the media? A brief foray into the issue of inclusive language.

How do we realize if we are facing a case of androcentrism, if we are confusing the human point of view with the generic masculine? By incorporating the gender perspective we begin to see issues that were previously invisible.

A social view of the issue that allows us to get out of well-intentioned paternalism and realizes that we put up the barriers and they are of many types, not just physical.

There are many ways to be adults. The only devalued minority to which we all aspire to belong is the 50+. Conversations about this new stage of life that is inserted, qualifying the transition between being adults and being elderly.

Perhaps one of the least talked about forms of exclusion and the most difficult to prove. Having a non-hegemonic physique punishes people in the labor market, it is a element of discrimination, another kick to meritocracy. But if it is difficult to demonstrate or quantify discrimination based on race or sex, it is more elusive in relation to appearance.

How do migrant organizations from different countries, skin colors, religious beliefs and social strata coexist today? What kaleidoscope does this coexistence generate and how are we learning to manage it?

When we were all looking towards the metaverse, artificial intelligence arrived and climbed through the window. But this artificial intelligence is fed by data that humans generate at some point. Which, of course, include biases, stereotypes and ethical failures, which will be exponential, because once in the loop, they can be detected but not so easily eliminated.