At Voxel we commemorate International Women’s Day with a week filled with activities to promote a more egalitarian society.

Last week, on the occasion of International Women’s Day, we organized Women’s Week at Voxel. For this, we held a series of thought-provoking activities about how to build a more egalitarian society. These activities included protest videos, participative workshops, thoughtful discussions and symbolic films. During the week, more than 100 Voxelians participated in these activities.

Launch of the I am a feminist video

Part of the Voxel team played a role in the I am a feminist video, where they explained the reasons why they were celebrating International Women’s Day.

Micro-chauvinism workshop

A workshop imparted by Voxelian Sara Alite was organized, which main topic was micro-chauvinism or set of preconceived ideas, prejudices and behaviors in society with respect to gender roles. The session was attended by more than 30 people and was 100% participative.

At the beginning of the workshop, the discussion focused on the idea that the first step in making a change is being able to name it. The second step is to talk about it in order to find solutions. Thus, one of the activities encouraged several Voxelian teams to name examples of sexist behavior.

“Assume decision making by gender” or “tell sexist jokes” explained a group. “When a woman is successful in her career, then she has not been a good mother” or “unequal salaries by gender”, were mentioned by other groups. Also “mansplaining” and “attributing colors to gender” are behaviors that promote gender inequality. “Advertising pressure”, “physical assault” and “on occasions, murder”, were mentioned by other participants.

But, ¿what can we do? Here are some of the conclusions that were drawn:

• Raising awareness about sexist behaviors committed by ourselves or others. Men play a key role here.
• We must be willing to correct others as well as be corrected ourselves.
• It is normal for adults to be careful about what is taught to children or what they hear.
• We must invest in education, education and more education.

Inclusive language discussion

Voxelian Mónica Jurado prepared a discussion about inclusive language. The session, using photographs and videos, presented a decalogue of non-sexist language.

“Adventurous woman” and “adventurous man” do not have the same connotation. “Every man present” is a generic structure formulated in masculine. “The motorcycle for the father and the washing machine for the mother” reference gender stereotypes or roles.

These as well as other reflections were mentioned at the discussion and were commented by the more than 30 participants. In conclusion, there are many alternatives for expressing ourselves and using consensus driven and inclusive language.

Projection and videoforum of the film Suffragette

By Voxelian Daniela Ramos, the film Suffragette was played. This film is about the suffrage movement originated in England and driven by working class women. Based on a true story, it shows how between 1910 and 1919, many women fought, risking everything, to achieve equality in the voting system.

When the film was over, a videoforum was organized where different reflections were made such as the strength and determination displayed by those women by never giving up, as well as the fact that even today, there is still a lot of work to do.

Thanks to Sara, Mónica, Daniela, Andrea, Neus, and everyone else that participated in the activities. For raising awareness about the gender inequality that still exists today. And also for taking sides, each from their position and with respect.

We continue doing our part in the fight for equality, remembering other initiatives such as Charla Grow 8M: “El cambio hacia la igualdad es un juego de equipo” (Grow 8M Talk: “Change towards equality is a team effort”).

Happy International Women’s Day!

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This past Friday, 11 February, we held a round table for International Day of Women and Girls in Science. Participating in this round table were 8 female employees from Voxel who wanted to share their experience after pursuing a career in science. Thanks to these women, dozens of Voxelians had the chance to think about the role of women in this sector. We also had a chance to reflect on the challenges ahead of us.

The first challenge: entering the world of science and technology

School perhaps represents the first opportunity for girls to experience science. Sometimes, school marks the beginning of a beautiful story as explained by Maribel: “As a little girl I enjoyed subjects related with physics, chemistry, etc. Strangely, my parents signed me up for a programming course when I was 10 and I enjoyed it very much”.

However, it isn’t always like this. Many women don’t get started in science until much later in life. “I did not choose my path in the world of science and technology, it chose me. Until I began working at Voxel, I had only worked in ERPs”, said Sandra.

On the other hand, Marta took advantage of a sabbatical year to decide what she wanted to do; what made her happy. “Some coworkers from my last job encouraged me to transfer over to the technology sector”.

Difficulties and obstacles along the way

Once in the sector, our female coworkers described the difficulties and obstacles they encountered along the way.

“I had to deal with insecurities because I felt different. When I was young, I was the only girl that liked technology, gaming, etc.”, remembered Daniela.

“I have encountered many barriers to enter the sector. The worst thing was having to continuously prove my worth”, admitted Maribel.

Female role models in science

Another subject we discussed during the round table was the lack of women role models in science. Or in other words, the lack of visibility being placed on these women.

“Female role models exist, this is true. But between distance and time, they feel very far away. For me it was encouraging to know that there were real women working in science and technology. The Twitter community helped me a lot”, said Sara.

Along the same lines, Carol said: “I didn’t come into the sector because I had a role model. I felt inspired by the same female coworkers I have met at Voxel”. 

Patri added: “In my case, my role models were some of the women closest to me. My sisters have taught me to get to know who I am and work hard to reach my goals”. 

Affirmative action: yes or no?

We also had time to discuss affirmative action and quotas in company leadership positions. Is affirmative action necessary? Do quotas solve anything?

“It is very important for women to be in top leadership positions. Not only to be there, but to reach the top positions. Quotas have proven to be a very effective tool. I am in favor of quotas but not as the only tool”, said Maribel.

Patricia had a similar opinion: “Affirmative action must disappear naturally. For me the key is for there to be visibility in all stages of education”.

Micro-chauvinism, salary gap and gender-neutral language

During the last part of the round table, we discussed micro-chauvinism, the salary gap between genders, and the usefulness or not of using gender-neutral language.

“Regarding micro-chauvinism, we have come a long way but it still happens. Even during interviews, it is common to be asked personal questions”, said Sandra.

Daniela talked about the salary gap: “The salary gap exists because historically, the best paid positions in the sector have been reserved for men. Women are more insecure and it is hard for us to believe we can be successful”. And Meri added, “women should be invited to participate in leadership circles. If these spaces open up for us, women will participate”. 

“Gender-neutral language is more than simply replacing one word with another. Gender-neutral language means changing the way we think”, emphasized Carol.

Finally, all participants wanted to leave a very special message for all girls.

Thanks to Marta, Sandra, Meri, Patricia, Carolina, Sara, Daniela and Maribel. For participating in this round table and sharing your experiences. For shining a light on women and for being role models in science. And also, for being part of Voxel and making us think as we listened to your words.

Happy International Day of Women and Girls in Science!

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May is European Diversity Month and at Voxel we have carried out a round table proposed by the company’s own LGTBI+ group and promoted by the Organa project.

With this, we wanted to take a step forward towards raising awareness of the reality of the group, with the ultimate goal of promoting the inclusion of gender diversity and sexual orientation in the workplace.

At the round table, we were joined by four speakers with different sexual orientations and gender identities, and with different life and work experiences. Sandra Vilaseca is a transgender activist, a meat processor in the Bonpreu group and a castellera. Lluis Giménez is account manager at Voxel, was born in 1981 and is gay. Alaitz Blanquer is a former employee of Voxel, full-time entrepreneur and activist for the LGTBI+ collective. And finally, Jose Pires, a Voxel employee in the operations team and “born gay“.

During the round table, we went through the life cycle of each person. We learned about the key personal experiences that helped in their self-knowledge and were fundamental in their acceptance, but also that of the people around them. Finally, we delved into how to create diverse and inclusive work environments with a dynamic of normalisation, without falling into commodification.

The first stage: childhood

All the speakers lived their childhood in the 80s and 90s. This was a time of uncertainty, misunderstanding and lack of reference points. A situation “more pronounced in rural environments”, as Jose pointed out.

In some cases, these doubts began to become clearer during adolescence, a stage marked by self-discovery through experiences in social circles. And also by the first revelations to people close to them such as family and friends.

All the speakers agreed that support and understanding when expressing a sexual orientation other than hetero-normative is key. It is also important to be able to express it in any environment in order to feel free and to be able to act naturally, like any other person. It also serves as a tool to make visible a group that fights for equal rights. Knowledge and information about realities that are different from one’s own takes away confusion and, therefore, transforms hostility into empathy and curiosity. “In the long term, this translates into normalisation and therefore real inclusion, reaching the final objective,” Lluís emphasised.

Referents and collectives

Belonging to a group, or to the LGTBI+ collective, in this case, provides referents, support and understanding about realities and experiences shared among members. However, it is disconcerting and even shocking to see how within the group itself there is internal discrimination, governed by the same rules set by society.

In this sense, Sandra explained that gay men continue to be the patriarchal figure and maintain and reproduce gender roles from a position of dominance.

Extrapolating this to other categories that could be grounds for discrimination in our society, we find a ladder of privilege within the collective. Thus, a trans, immigrant and racialised woman would occupy the last link on the ladder of social privileges and inclusion, as well as the first in terms of discrimination both in employment and in the other areas of her life.

Sexual orientation in the workplace

Can companies bring about social change? In Alaitz’s words, “unconscious biases are the first wall to work with”. One of the main conclusions at this point was that it is necessary to raise awareness inside and outside organisations to reduce the walls, as well as to use levers of change such as language.

Nowadays, respect between people is no longer enough, but concrete measures are needed. Within organisations, cultural change has to come from the top, be conscious and real, avoiding the commercialisation of specific actions and opting for initiatives or projects that measure and objectify their impact in order to set new directions or give continuity to successful actions.

The round table discussed that the HR department and the steering committee have the responsibility to encourage and promote such actions. But it is also important that culture, values, diversity and real inclusion depend on each and every person in the organisation. It is all of us who are the agents of change, who create and live this internal culture and extend it to customers, suppliers and other new recruits.

In conclusion, companies are no more than the sum of the people who make them up and therefore have a great responsibility for and with society. It is in the hands of all of us to raise awareness of the different realities, eliminate any source of discrimination and promote the normalisation and full inclusion of any group, no matter how small a minority it may be, as each person is different but equal in terms of rights.

Organa’s initiative was very well received and was well attended by all Voxel employees. The session gave rise to new concerns that will soon be addressed by the Organa Project.

Many thanks to Sandra, Lluís, Alaitz and Jose for their participation. And to Anna for moderating the round table.

La entrada Round table: Sexual Orientation and Gender Identity in the Workplace se publicó primero en Voxel - Blog.