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Vice-Rector of the Cracow School of Economics for Communication and Cooperation We are diverse but we do not want to accept this diversity,
that is why, and here I am referring to the title, it is going to be increasingly worse
with that richness and stability.
If we accepted that diversity as it is in the biological world,
we might be richer, we might have more opportunities, we might be better developed.
MOFFIN and Ashoka Fellow 2017, promoter of the notion of Manager of the Future The beauty of diversity – richness or utopia?
Inviting those persons I did not expect, although maybe I should have,
that it would bring the participants and panellists closer, that we would
simply come closer – sitting here together,
which was the idea of one of the panellists Piotr Płóciennik,
that just had to generate highly positive emotions and a lively debate,
which I regretted to interrupt at one point.
Jazz artist When I was twenty-one, I found myself in New York, having been dealing with jazz for a year then.
That was surely a turning point of my life. Travelling on the subway
and looking at successive passengers: a Russian guy, an Afro-American, a Chinese female, a Jew, a Muslim
and they all were going somewhere, each with their own world in New York,
plus that music I lived with running from one club to the next when,
just as you have said, musicians from across the globe would play,
all arriving at New York looking for that diversity,
I knew that, first of all, that was my way and because there was strength in diversity,
because diversity generated freedom, and it was an enriching experience.
Vice-President of the ABSL Association, Chief Risk Office Poland Head at Credit Suisse New York has been evoked as a melting pot of diversity,
the fact that people there are familiar with that diversity.
As for us, for historical reasons we may not have seen that much of that diversity in Poland when it comes to various races present here.
Yet persons with disabilities have been around for hundreds, probably,
I do not have the data but am guessing hundreds of years, so we live together
więc żyjemy w tym samym gronie, natomiast cały czas musimy rozmawiać
but all the time need to talk about activating them as we are not accustomed to them.
How come? Why? How did it happen?
Board President of Salesberry Many companies we cooperate with favour an approach presenting their enterprises
as highly coherent groups and that coherence is kept within them.
Consequently, there are we and there are they, our enemies.
And frequently corporate narratives stress the need to win, and with whom?
Well, the competitors, so the discussion
at the level of the management and leaders focuses on winning with the competition.
This is not good as the coherence of the group is strengthened and consolidated indeed
but it has two consequences to which I would like to sensitise you.
First, in such companies there is frequently no room for persons with disabilities
because what they need is strong, young, white men able to win wars.
Because we are at war. The whole vocabulary supports that.
My impression is that in such enterprises social engagement/sustainability programmes are a hoax.
CSR Manager at Capgemini Polska You represent huge companies.
So we simply need to build organisational cultures that will be flexible
that would be my assumption, that is the way it should be.
For years, we were building standards so that people knew what to do
We were building a standard recruitment process, a standard process for the performance of some business activity.
When companies are so large, well at Capgemini there are almost eight thousand people in Poland...
ou represent enterprises with possibly five, six or three thousand,
so these are social set-ups with people not knowing one another.
They will see others in the corridor maybe recognising the face, but they do not know them.
So we are not always able to influence one another directly.
And then those standards do matter, playing a specific role.
My thought is that diversity, which is my experience of the programme
we are involved in at Capgemini,
so that diversity requires of us to be flexible.
This year, the Come Closer Show focused on people and companies strong in diversity.
This is a very important message, hopefully not just written down but implemented in practice.
We often proclaim diversity and social inclusion in various mission statements, documents,
declarations and then on a daily basis we may forget about it, not necessarily because of ill will.
Today’s event Come Closer Show 2018 has been devoted to remembering in daily life
how important being open and understanding is.
Our intention was for the participants to leave this place full of positive emotions believing that it can be done on a daily basis
and not just put in declarations that we are stronger in that diversity.