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A FLOR Foundation program for those who wish to learn about diversity, equity and inclusion and positively impact their areas of action.

What is it about Increasingly, the issue of how to approach different aspects of living with people different from ourselves becomes central. Until relatively recently, no attention was paid to how diverse a team was or whether there were women on an expert panel, but today the importance of these issues has been understood from a utilitarian point of view, but also in terms of ethics and rights. However, the complexity of the problems is systemic and cannot be resolved with laws or procedures but requires research, dissemination, awareness, negotiation, consensus and even decision architecture.


Aimed at all people who are interested in the topic of diversity, whether because they lead organizations, are in charge of organizational responsibilities in areas of People, Talent and Culture or HR, or on topics related to DEI (diversity, equity and inclusion), because they want to become agents of change, or because they simply want to better understand one of the greatest challenges of our time: how to integrate differences in a world that increasingly subsumes us into our own bubbles.


The program will be carried out virtually, forma virtual, en 15 encuentros virtuales los días martes de 18 a 20 hs, vía zoom. Inicio 30 de abril.


Marcela Lomba
Carolina Battaglia
Santiago Chaher
Andrea Grobocopatel
Andrés Hirsch
Analía Hoban
Rebeca Hwang
Naylyn Zannino
Rocío Restaino
Flora Proverbio
Carlos Magariños
César Jorge
Giselle Petraglia
Manu Mireles


Perspectives on diversity

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.

Perspectives from the Board: The ESG approach model

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.

Gender Perspectives 1: Notes to understand current debates

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.

Gender perspectives 2: State of affairs in organizations

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

Gender perspectives 3: A view from the LGBTTTQI+ collective.

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

Gender Perspectives 4: From the Shoes of Cis Men

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?

Perspectives on communication

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.

Human perspective or male perspective? Reflections on androcentrism

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.

Perspectives on disability.

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.

Perspectives on age.

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.

Perspectives on body diversity

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.

Perspectives on cultures

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?

Perspectives on AI

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.

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