Diversidad

Guerra contra el terrorismo
 
Una nueva realidad del mundo hoy. Una nueva forma de vida que reta cualquier orden establecido.   El terrorismo nunca tiene una base ideológica. Los movimientos terroristas son grandes corporaciones internacionales.    Son grandes negocios para organizar personas que carecen de la disciplina del trabajo como profesión para crear fuentes de riqueza. Son personas para quienes los sistemas sociales y económicos de áreas de países desarrollados que tienen la democracia como principio de libertad, respeto y oportunidad representan una limitación para sus ambiciones.  Son arquitectos de organizaciones diseñadas para desmontar el sistema imperante en áreas desarrolladas del mundo. O de derrocar el sistema imperante en países autocráticos  y dictatoriales que no ofrecen un entorno de crecimiento para sus ciudadanos y donde el  caos permite toda clase de comportamiento destructivo para la sociedad. Personas que su necesidad de poder y riqueza sobrepasa las normas y legislación de los países actuales.  Son negocios que aprovechan la globalización.  La facilidad para suministrarse de cualquier país del mundo, así como de vender en todas las áreas donde consigan montar sus redes de venta para actuar con el trafico de productos y personas que les caracterice.
Son negocios que tratan del trafico de armas, de drogas  la  pornografía y prostitución, trafico de personas... Son negocios internacionales que se nutren de la ilegalidad.  Y que captan adeptos desilusionados con las normas sociales y profesionales de sus países de origen. Y personas para quienes la crueldad proporciona satisfacción en vez de repulsión. Son negocios que para existir y crecer usan como excusa algún tema político, económico, social o religioso para justificar su razón de ser.  Su aparente objetivo para cambiar el sistema que oprime a los desencantados que se unen a sus organización. Frecuentemente para luego encontrar que los objetivos reales por los que se convirtieron en seguidores de ese grupo, no eran la autentica motivación de la organización.  Que su única razón de ser es el terrorismo, la destrucción de sistemas y el deseo de poder y riqueza de los dirigentes.
Habría una forma de combatir estos movientes terroristas.  Legalizar el consumo de la droga  y su venta por canales legalmente establecidos.  Una forma de combatir el trafico de armas negociando con los movimientos terroristas como esta haciendo Colombia.  Una forma de combatir el tráfico de mujeres legalizando la prostitución como forma de trabajo reconocido.
Los empresarios/dirigentes de movimientos terroristas tienen algo en común indispensable para poder dirigir este tipo de organización.  La crueldad. El desprecio absoluto hacia el respeto a la vida. Porque sin esta capacidad de tortura y destrucción no puede imponer el “orden y obediencia” entre las filas de sus seguidores. 
Según la Lista de organizaciones terroristas extranjeras del Departamento de Estado de los Estados Unidos  (FTO) hay 45 movimientos terroristas activas en el mundo Al-Qaeda y  Estado Islámico siendo las mas poderosas a nivel mundial. 6 mas en África, , 5 en América, 27 en Asia, 5 en Europa. La mayoría de inspiración islámica.
 A esta lista se amplia con los emergentes movimientos nacionalistas. Procesos que se nutren del sentimiento de los pueblos hacia sus raíces.  Otra consecuencia de la globalización.  Mientras mayores son los espacios de referencia de las personas y los pueblos, mayor es la necesidad de búsqueda de su identidad. La realidad es que quienes impulsan este engañoso, proponen la independencia de dicha región del entorno geopolítico que comparte con otras regiones y pueblos.  Un imperativo poner de relieve la crítica importancia de pertenecer a un espacio de gran dimensión,  para su sostenibilidad en un mundo global.  Crean un proceso que empieza por la involución cultural y avanza hacia la fractura social y económica para lograr sus objetivos:  ostentar el poder absoluto imponiendo un sistema anárquico desde donde apropiarse de los recursos, la economía y la sociedad del país en provecho del propio beneficio de sus dirigentes.   Y por lo tanto para el empobrecimiento de la región. Porque carecen totalmente de la competencia para gestionar con eficacia la gobernanza de una región o país.
Un magistralmente calculado terrorismo político. Dos ejemplos digno de análisis son Venezuela y Catalunya, ambos con peligro de generar efecto domino en sus continentes. Maestros de las falsas verdades que crean para movilizar a una masas no pensantes, pero que son mayoría.  Que centran sus acciones y discursos en los temas que crean.  Argumentos en contra de los establecido.  Sin embargo en Catalunya, por ejemplo, de donde ya se han marchado mas de 2.100 empresas no hablan. No hacen ni referencia.  No dicen que Catalunya está en quiebra, sino les embelesan con la ilusión de que todo será maravilloso y que la independencia va a arreglar todo lo que ahora esta mal.  Sin decir, claro, que todo lo que ahora esta mal es por culpa de los lideres del independentismo.  Porque en realidad la intendencia no es su objetivo; su objetivo es el poder y el dinero que pueden tener en detrimento de todo la población a la que están engañando y que sin darse cuenta es la población que les facilitara el acceso a ese poder y fuente de riquezas personales.  Perfectos movimientos anti sistemas. Terrorismo político internacional.

The evidence of global diversity as the fundamental characteristic of this era is unquestionable.   But it has not spurred the corporate or political governance communities to understand that the mega-differences of peoples from the different cultures, demographic profiles and areas of the world -  is the cause of the major conflicts that endangers humanity. It is also the generator of innovation in companies such as Google, Facebook and Henkel in which D&I management is a corporate policy.
Because managing diversity is generating the inclusion of peoples of different profiles to align behind common objectives;  whether social, entrepreneurial, scientific, or of governance. 

• On April 25th 2015, 1.000M persons interacted in FACEBOOK – 1 out of every 7 persons that live in this world today
• 500M persons communicate every day in TWITTER- 1 our of every 14 persons in the world
• GOOGLE receives 38.576 requests for search every second: 3.333M a day, 100.000M consultations a year today.
• LINKEDIN has 433M professional profiles in its network from 200 countries who Exchange and help each other globally every day.
• The MOBILE is no longer a pone – is an intelligent devise that fits in the palm of a hand which holds all the information a person may need today, as applications are available as new needs are sensed to emerge, or as innovative talents introduce a product/service/game which will feel a unnoticed gap that immediately becomes a preferred tool for users of all or different profiles.

The issue is not that 1 out of 7 persons in the world meet in Facebook every day, for example,, and the company has to be prepared for this demand – the issue is that the diverse workforce of Facebook creates constantly the systems that propitiate that 1 of every 7 persons in the world coincide in Facebook every day
 
11 years ago these tools did not exist ( except Linkedin launched in 2003).  What was the range  of communication of persons  from all over the world? How vast was the knowledge of the cultures and needs and ways of life and work of people at local and global levels? To what extend are people aware of the transcendental impact that the diverse behaviors of peoples from all over the world have on everyday life back home, wherever home may be. Diversity is the nature of humanity.  The importance does not lay on whether persons are yellow or white; or whether they are young or old; or on their religious believes and languages.   
 
The real impact of diversity comes from the capacity of peoples to interact in a creative, respectful and positive way.  On mutually  accepting the behaviors of the different profiles of peoples, on the way they build their cities, set up social and economic institutions, develop certain styles of governance.  The impact of what peoples from all over the world generate, affects all the rest of the global population today….evidently, as peoples interact globally every day. Information technology has shrieked the world in 11 years as never before in the history of humankind. 
 
Managing diversity is not a women´s issue, or an ethnicity issue, or an age issue, or the issue of any specific trait which is different from the dominant profile of a group, organization of country. Managing diversity addresses all the profiles giving them the same value.  What is more, addresses the multi-profiles of persons when addressing the cause of a discrimination process, which generally responds to more than one trait of the person´s profile.
 
Managing diversity is mandatory to prevent conflicts, to create sustainable growth through innovation and efficiency in all areas of human activities.  It is not just a mater of not discriminating persons with different profiles.  It is a matter of developing corporate and governance system to leverage those differences and turn them into value. Inclusion deals with empowerment, active listening, constant diversity awareness schemes to include all internal and external players related to the company, accepting challenging ideas, renounce to repeating old models and opening mindset to multiple alternative in all areas of activities. Measuring and evaluating results in order to allocate resources to projects that make the highest tangible and intangible contributions to corporate results. For example;  a drone was developed maybe from watching a toy helicopter fly.  It now serves as premium spy, safeguards woodlands from fires, helps disabled and elderly persons at home, help in stands in fairs,  is a premium delivery system. So it would be on the capacity of persons who can develop new application, create new characteristics to the product that the company will allocate resources.  Organization must capitalize diversity to hold sustainable competitive positions in the markets in the future.  Otherwise they fall in obsolescence in short periods of time. 
 
The world today- started yesterday of course
 
The scientific community in the 1970s (  Abernathy and Utterback   )   identified diversity a the most singular characteristic of the XXIst century
 
In the 1980s (Johnston & Packard ) established that diversity generates conflicts.  Which must be managed.
 
In the 1990s  (Cox and Blake ) concluded that well included human groups generate innovation and therefore human development
 
In the 2000s Adler, Richard & Shelor   among others, shyly introduced diversity as part of academic curricula
 
In 2003 Richard Garner founder of Centre for Strategy and Evaluation Service (CSES)
clearly establishing  the business case of diversity
 
In 2005 scientists like Nigel Bassett-Jones , Richard & Shelor  and  Gonzalo Sanchez Gardey proposed models for corporate diversity management
 
Diversity issues which had been under the  Director General of Labor and Social Affairs
were passed on to DG Justice in 2011.  Inclusion is a social, economic and legal mandate
  
In 2003 the EIMD carried out a research worldwide  to analyze the inclusion of diversity subject in academic institutions.  The result was that only 3% of universities had introduced at the time diversity as a subject in their institutions.  When repeated in 2008  in a research project carried out for the EU, the figure had raised to 9.7%.  Still short of what it should be. As only when diversity management is part of the academic curricula, the  students, as they enter companies or occupy administration posts,  implement the strategy as part of their professional lives.
  
The world tomorrow- started today
 
If 15 years ago it was a challenge to describe a vision of what the scenario today  would be like regarding  diversity and inclusion;  forecasting the diverse dimension of the world tomorrow, is pure science fiction. Nevertheless,  there are actions that must be addressed in order to safeguard equal treatment, control of conflicts, create innovation and foster corporate and governance results
 
Educate- to combat stereotypes acquired in early age cultural environment, (unconscious bias) in order to eliminate discriminations and foster inclusion

1. Academic curricula - active in research and transition of expert knowledge in diversity management as a business case for the corporate community and as professional of cities and nations for governance
2. Start-ups- must be created on the philosophy that it will gown based on a diverse workforce , a policy which ill guarantee a sustainable business that will always have the capability of anticipating and optimizing changes in the highly volatile, uncertain, complex and ambiguous (VUCA) present and future scenarios. Because it is very difficult to establish corporate behavioral transformation in companies that have been working for years with outdated  cultures which do not match changing scenarios
3. The workforce must always reflect the diversity profiles of the changing external agents in a continuous system of contextual  transformation due to the cause and effect of the impact of diversity in all fields of activity
4. Blind selection – to ascertain  that recruiting and promoting is done to the persons who have the talent and qualification for the responsibility, regardless their diverse profile
5. Value talent - efficiency and contribution to bottom corporate sustainability rather than time spent in work place
6. Create diverse teams- in private and public organizations to combat conflicts and sponsor innovation and advance towards sustainable growth.
7. Quotas – figures should never set strategies.  Figures measure whether strategies are met. Recruit 20% more women is not an efficient objective.  The fact of being feminine does not guarantee the specific talent required for a job, and therefore an efficient contribution to corporate results.  The objective is to improve corporate results, therefore the company has to recruit and select the most efficient talents.  And if in the process there is a 30% increase is recruiting women, this evidences the richness of diversity. This is equally valid when addressing diverse profiles of age, ethnicities, disability, cultures, religions/believes, languages, sexual orientation.  Or multiple diversity traits.  Diversity is not a women issue or at ethnicity issue, of a language or religion issue.  It addresses the differences  in profiles of a multicultural and highly diverse global and local population.
8. Visibility- project the strategies and results of organizations excellent in diversity and inclusion management to spur a sense of emulating successful companies in highly diverse and transformational scenarios.
9. Scenario building- companies must exercise forecasting as a constant corporate activity in order to know how to select and prepare the peoples that can take the company into a sustainable future of exponential diverse growth.  The same applies to global governance.  Leaders must master the art of diversity management to prevent the elusion of conflicts between nations which has been  a constant factor  of the history of humanity

Se esta presenciando un juego de cartas peligroso para los espectadores.  Unos jugadores usan barajas españolas y los otros juegan con naipes del tarot.