made for the Universidad Carlos III de Madrid. we have
some exceptional speakers and we are going to start with
the first words of welcome from the vice-rector, please proceed.
thank you, good morning everyone, as
Lorena was saying before, this is the third of the seminars, we hope
to do six, all of them related to the HRS4R logo
that the university obtained in 2016 and which
is allowing us to work on human resources policies
from the point of view of the development of all our
faculty. This third seminar, like the others,
has a group of speakers who are going to give us a global vision
of the problems in this case of women in science and
the university in which we are going to have a global vision of
how women can make progress or how they can give us clues
as to how women can make progress by incorporating themselves
more fully into the university.
The data that Elena will surely present to us in a minute
makes us see that the Carlos III University is
still in deficit with respect to how
women have been incorporated into the university and we want to
continue working to be able to incorporate them fully into the university.I
would therefore like to welcome you,
thank the speakers and pass the floor to
the next speaker, Elena San Segundo, who is
the director of the equality unit
Elena?
I dont know if Elena is online
I just couldn't get the microphone to work
I'm sorry my microphone didn't work
Well, good morning to all of you, thank you very much for
the invitation of the vice-rectorate of faculty to be in this
seminar and also to human resources and especially to
Susana who is the one who contacted me, I am going to share
the lecture with you.I am not going to give you much information,
contrary to what the vice-chancellor said, because
the time is very short and
I don't have time, but well, I would like to give you a brief outline of
the equality policies that are carried out at the university
and first of all I am going to frame it within this third
workshop of the HRS4R logo and I will start by saying that one
of the things that links the logo with equality policies is
the European Charter for Researchers that
the university signed in 2015 shortly before the logo
was awarded, and with regard to equality,
articles ten and twenty-four are linked. Article ten talks about
the principle of non-discrimination.
Employers and funders shall not discriminate against
male and female researchers on the grounds of gender, age,
ethnicity, sexual orientation, etc. Article
twenty-four refers more to working conditions
where it says that working conditions should be promoted
that allow both men and women researchers to reconcile
work and family life. at the first moment in
first report that was presented when the logo was going to be awarded.
it was already indicated that the Carlos III University had an equality plan
in the foreground that was approved in 2010
in April and at that time they were already starting
the procedures for the second equality plan.On the other hand,
in the action plan that is established in the HRS4R logo
as you know, there are seventeen measures
and within the ethical aspects, the eighth measure is
the one that refers to the second gender equality plan, as you can see
there it is reflected that it is done and that it requires training.
Well, how the equality bodies were created at Carlos III
University, I suppose you have all heard of the
equality law in law 3/2007, the organic
law for the effective equality of women and men, but
it is not only this law that involves everything related to
equality, but also the organic law 4/2007
that modifies the LOU, the organic law of universities.
In this law 4/2007, important
modifications were introduced with respect to university policy
and one of them was that in the twelfth additional provision
it established the need for universities to have
an equality unit and it also established many modifications.
Elena, the slides are not advancing
what slide are you looking at? the first slide
now, now, sorry, I was looking at it, are you looking at it now?
yes, ok sorry, I was looking at it fine, besides,
as I don't watch the chat, I suppose, I could hear the noise and I supposed
they were writing there.well, i was commenting that law
4/2007 establishes that equality units
must exist within the organisational structures
of the universities and it also established modifications
in the selection system for teaching staff.
This meant that the statutes had to be reformed
and so the opportunity was taken to also
regulate the equality unit. well, the equality unit
has existed since september 2008, when
the first vice-rectorate of all spanish universities
with equality in its surname was also created, in this case
the vice-rectorate for cooperation, although now we are dependent on
the vice-rectorate for students and equality.In this slide you can see what
is established in article 159 bis of the statutes
that regulates the equality unit and among other things
establishes that the appointment of its director is
the responsibility of the rector and establishes the functions and competences.
and the main competences are everything related to the
equality plan, to draw up, implement,
monitor and evaluate the equality plans in the university.
to inform the governing bodies to draw up an annual report,
which we do every year, as I will mention, and to support
the carrying out of studies with the aim of promoting equality
and encouraging the application of the
principle of equality in the university community.
mentioned, started, the committee began its work,
on 12 April 2016 a very
broad committee was set up involving the governing bodies,
i.e. we had the participation of several
deputy vice-rectors, a representation of management, the social
council, trade unions, students, PAS, PDI, in short, the whole university
was represented and it concluded its work and was approved
on 30 October 2017 in the governing council.
What are the particularities of this equality plan?
it is valid for five years, has bodies responsible for the application
of the measures, measurable and quantifiable objectives and the obligation
to make an annual monitoring report. as I mentioned, we have already
made two monitoring reports
and they are posted on the website of the equality unit.
the responsible bodies are the vice rectorates, the departments
and the management, because we believed that the involvement
of the whole university was important, that is, not only at the horizontal level
but also at the vertical level, i.e. the equality plan is
transversal and applies to the whole university community and
involves the whole university community.
within the equality plan, we have divided it into four areas
of intervention, a total of fifty-two measures.
the first area refers to raising awareness, communication and
information on equality, the second to professional careers,
access and working conditions, the third
to conciliation and co-responsibility and the fourth to teaching
and research.are you looking at the slides properly now? yes.
yes, yes, all right, I agree the first axis I am only
going to highlight some of the most representative or
most developed measures of each of the
axes because I don't have time.so the first axis that refers to
awareness-raising, training and visibility is what
we call the culture of equality, that is to say, to awaken
consciences and raise awareness. there are three different areas,
one of them is for students and we have organised a lot of
activities there, as I have detailed some of them, for example 12 editions
of the forms against gender violence, 11 editions of the
international women's day. all these activities are offered
to students with the possibility of credit recognition and
there is a lot of participation.we have also
held workshops against sexual harassment, leadership
workshops and a documentary film series on human trafficking for the purpose of sexual
exploitation.In the case of the administrative and service staff and the faculty, we have organised
or promoted the organisation of courses, for the administrative and service staff on
non-sexist language, a cross-cutting course on equality,
or courses on sexual and gender diversity. And for the faculty, some
on non-sexist language and also, above all, on the introduction
of the gender perspective in teaching, which I think there is
one planned for a couple of weeks from nowand in the area of
visibility, because we always think that what is not
seen is almost as if it did not exist, we insist a lot
on the disaggregation of data by sex, we think it is very important
because it is the way to know how the university is at gender
level, there is a very powerful promotional campaign in secondary school
called STEM 4 GIRLS, it is a campaign of different activities
to promote technological careers or technological degrees
in girls. and then we make numerous proposals to
disseminate the achievements of women, we propose names
for buildings and nominate women for honoris causa
for example. in axis two, which is access to professional
career promotion, well, there are very important measures
such as the balanced presence in selection boards and commissions
and in training programmes, which modified the
regulations on the composition of the boards to ensure
that there is always parity in the boards. The inclusion
of the regulations on equality and conciliation in the selection
processes in the case of the administrative and service staff has
already materialised in the latest calls for applications and then specific
occupational risk prevention campaigns for women
and in this sense, for example, there is an annual gynaecological
examination campaign for the university's administrative and service staff and faculty.
and also last year a campaign was launched,
women for the heart, to prevent strokes and their
impact on women. this axis also includes
a measure relating to studies on access and professional careers
by gender.In axis three, in relation to conciliation and co-responsibility,
there is a stable programme of teleworking
for conciliation for the administrative and service staff, which held its tenth edition
in 2019 with great success, although more women
than men have always participated, but the pandemic
arrived in 2020 and obviously this teleworking programme has come
to a standstill because, in reality, almost all of us are
teleworking. In this axis there is also
a measure that refers to adjusting meeting times
so that they do not interfere with work-life balance,
trying to make them reasonable, so that we are not called to a meeting
at seven in the evening or that the meeting does not end at that time, for example,
and encouraging the organisation of courses at times that allow
work-life balance or even promoting online courses,
which the current situation has unfortunately led us down this path.
and lastly, axis four, which refers to
teaching and research, contains measures
relating to the introduction of the gender perspective
in both fields, both teaching and research.
in the case of teaching, there is an impulse for the creation of moocs, which
last year, in the 2019/20 academic year,
three moocs were approved in relation to gender. Another measure is to promote
academic activities and courses on gender equality
among other activities for example, and to promote
the offering of humanities courses or optional subjects
in the field of women's or gender studies and a postgraduate
course in gender policies that we have had for two editions
in the case of research, as I said, also
introducing the gender perspective in research, which
is increasingly in demand in Europe, for example,
in calls for proposals, it is very positively valued
that gender is taken into account, that there is parity in the research team, etc.
excuse me, we have a
problem again with the slides.no, they are not showing up.
no, in fact, the one I have in front of me is axis one: raise awareness,
train and make visible. ok, axis two
axis three conciliation and
co-responsibility
we are in axis three, now
four teaching and research,
I was telling you about the teaching and research measures
and I was going to tell you that a very important
and consolidated measure is the Pilar Azcárate research
awards for TFG, TFM and Theses on gender and equal
opportunities, which we have now had six editions
and in the next slide I will give you
a number. It is very important how the number of works
presented in these subjects has grown.another initiative
is to increase the visibility of research carried out by
women at the university,
as soon as we find out about an initiative or a award,
or something significant in the field of women's
research, we publicise it or promote
these women so that they can participate in science week, etc.
as I was saying, I don't know if you can see
the graph now, can you see a graph that I have just passed around? we are still
on axis four.
a slide about the Pilar Azcárate awards,
telling us that there are six editions and that 209
works have passed through this call for entries and the evolution that has
taken place over the years.Finally, the last slide is
a commitment to non-discrimination that coincides with
article 10 of the European Charter for Researchers and here he highlighted
that we have the second protocol for prevention and action
against sexual harassment and cyber-harassment on grounds of sex, sexual
orientation and gender identity and expression
approved in November 2019 by the Governing
Council and also in 2017 a procedure was approved to
change the name for reasons of gender identity
that was requested by a student
and we are carrying it out. and finally, the university's Decalogue
against harassment, which is posted on
our website. The truth is that I didn't have
anything else to tell you, I can pass you the presentation.
thank you very much, thank you very much Elena
next
on the agenda, as marked and as you all know,
María Blasco from the National Cancer
Research Centre is going to participate. she is going to present the women's
office that depends on the centre. she has already had a few years
of experience and i know that she is also going to present
a presentation that she has prepared.We hope
that she will be able to follow the slides perfectly. let me
give you the floor, Maria, thank you very much on behalf of all of us
for having accepted the invitation and for being with us today
at this seminar. hello thank you very much for the invitation
you see the screen? yes, for me it is a pleasure to
participate in this conference at the CNIO since
2012 we have had a women and science office and
the objective has been to really raise awareness in the organization
in this case in the national cancer research centre
which is the organization I have directed since 2011, about
gender stereotypes and gender imbalance.Until then
there had been no gender policy at the CNIO and the idea
was that this would be one of the pillars, one of the
hallmarks of our centre and through
this office we would contribute to correcting gender imbalances
through structural changes in the institution
and so the CENIO WISE office of Women In Science Office
was created.it is something, as I say, it is one of the pillars of the organization
one of the strategic axes of the centre and on our web
page you can see it above, women and
science appears to give it the prominence it deserves
the prominence it has for us.
we participate in the office, either on a voluntary basis, people
who have different responsibilities in the organization.
this photo is already a bit old but we are, myself I am the scientific
director, there are programme directors, there are female group leaders
male group leaders, technical unit leaders, now there are also
students and it is a job that we do
in addition to the work that each one of us has
One of the main axes is
the balance between work and personal life and also
one thing that we have organised from the beginning is a
series of seminars and events that are held every month, sometimes
we even have them twice a month, which are aimed at fighting against
gender stereotypes and to make gender imbalances visible and
promote actions to correct them.
some of the structural changes we have made
in the organisation we now have a continuous working day. before
a typical working day where you had to stop for lunch,
this has been changed in agreement with the works council and has been changed
by our board of trustees we have a flexible working
day where you can adopt a flexible start and
finish time, within the start time it would be
7:00 in the morning to 10:00 in the morning.we do not hold
strategic meetings of the centre or important meetings or seminars
and it is in times for people or theses at times that may exclude people can be exclusive
who have to take care of children, well in general, who
have to take care of people of both men and women, so we do not hold
meetings after 16:00 in the afternoon.we have quotas
for women in the distinguished seminars,
which are the seminars that we organise every Friday, and we bring in
very prestigious peopleCENIO also organises conferences that
are quite prestigious which are the CENIO frontier
meetings and here there has to be 50% women
speakers in this conference and in the distinguished seminars.
When in CENIO we are not civil servants and in the case
of the junior groups, they are groups that have a
determined CENIO time, they can only stay for five years plus three
years and in the eighth year they have one year to leave the organisation and
look for another place, in this way we have a renewal
of groups with group leaders. if the group leader he or she
has taken a maternity leave, this implies having an
additional year before the evaluation.
there is an evaluation to continue for three more years and
after three years everyone would have to leave and look for
another place to continue with their laboratory and
if there is a maternity leave this increases by one year
we have a partially subsidised nursery, not completely
but partially for all employees who have children between
zero and three years old we have a breastfeeding room we have approved
teleworking even before the COVID19 pandemic.
we have a code of ethics of conduct that reflects gender issues,
harassment, etc. and an equality plan that
develops more profusely these
things that I put here as a summary.
one of the important and perhaps most visible activities
related to women and science are the WISE
seminars that we have every month and where we have brought
mainly women, some men have also come, but
mainly women who have been successful in professions, who
have reached the top and who have come to tell us
how they have done it, what difficulties they have encountered,
etc.It is also an occasion, well now they are
by videoconference due to the pandemic situation, but these
meetings were face-to-face at the CNIO and that also served as
networking between the people who attended from the CNIO
and these professionals, these professional women.
we also invited, you have to join
online, but in person we always had one or two secondary
schools come to listen to these talks in person
at the CNIO and it was also an opportunity to get to know the CNIO
etc. because we think that these talks are important
for CNIO workers, but surely
they are even more important for boys and girls who are studying
at secondary school, and it is very important for them to hear
these more or less personal stories
that these women tell us.one of the
last ones we have had was Pepa Bueno, but there has also
been the vice-president of the government María Teresa Fernández de
la Vega, Zapatero, businesswomen, scientists, fiscal writers,
these are some of the last seminars,
one of the first ones we had was Edurne Pasabán, who you know is
the first woman who managed to do the fourteen eight
thousands. here you can see how we invite boys
and girls from secondary schools to listen to
these communication seminars and also to be inspired by
these womenthis is the case of the seminar given by María Teresa
Fernández de la Vega, vice-president of the government,
here you can see Luz Casal, in this case it was a talk with
the presenter of Radio3 music programme
who is called ciento ochenta grados, here you can see Victoria Camps, who is a philosopher, Rosa Montero.
here are the girls who are high school
students with Luz Casal, here is a talk, a debate,
an interview with Elvira Sastre who is
a poet with the director of the book who is the one doing the interview
this was the talk, it is now online, during the pandemic
given by José Luis Rodríguez Zapatero, ex-president of the government and you
can see that the vice-president María Teresa Fernández de la Vega also attended.
here we are with Sagra Jiménez who is a member of congress
for ciudadanos and is a defender of the rights of
the gypsy ethnic group and specifically
of gypsy women and all the difficulties they face.
here we are with Pepa Bueno. this is to give you an idea
of some of the activities we do to fight against
gender stereotypes, to give visibility to women who have
stood out in their careers and who can be
role models, both for boys and girls, and that this helps
to break down these gender stereotypes. we have also
organised exhibitions at the CENIO, in this case about Maria
Skłodowska-Curie, it is an exhibition that has been travelling around
different places and was also at the CENIO. On the eighth of
March we always have a special event, in this case it was
the performance of Virginia Woolf's A Room of One's Own
by Clara Sanchís, this is a monologue, an adaptation
of Virginia Woolf's essay A Room of One's Own,
which has been in different theatres, the CENIO was one of the
first places where it was performed after the Pavón, before
the Teatro Español for example and we thought it was
very nice to bring this play by Virginia Woolf to the CENIO because
as you know it talks about a visit of Virginia
Woolf to a mix between Cambridge and Oxford and she is going to visit
a male college and then she is going to visit a female
college and it is a way of contacting an academic place
like the CENIO and the centre of instigation in particular.
we have also been the headquarters in Madrid but now we are not anymore but
we have been for a year the headquarters in Madrid of the
Stem Talent Girl initiative which is an initiative of different
women CEOS of very important companies
related to Stem Siemens IBM
issues and also with the most fundamental or basic science trying
to inspire girls to choose Stem careers and as I
said this initiative has been at the CENIO for a
year and these are some of the speakers of Stem Talent Girl
I think this initiative was started
by Verónica Pascual, one of the producers of the
initiative, who is the CEO of ASTI TechGroup,
and they are different women
who are in companies in the Stem sector.
we have specific initiatives for the
international day of women and girls in science
to test science in CENIO, an initiative
called CENIO&City.
This is a campaign that I think was launched last year
in which we made a video telling about the
different obstacles that women,
from girls to women, can encounter during their
professional careers, in this case a career in research.
mentioning all the equality policies
of the organisation, in particular the
Women for Africa Foundation, which is
a foundation presided over by María Teresa Fernández de la Vega,
which finances sabbaticals for women from
African countries in the centres of reference in
our country. The CENIO is one of these centres
and we have received women researchers from
different African countries. 2021 the person has
already been selected, although it says here that
we are still in the selection process
but she has already been selected.
any CENIO action inspirational
videos etc. we always make sure that there is a gender
balance and that we place a specific emphasis on
girls or women in general so that these gender
stereotypes are somehow broken.
and here we end is an example of
the distinguished seminars and
conferences but we also have an initiative
called CENIO art through which we want
art to be a vehicle for society to understand the importance
of science, in this case it is an artist who each year
generates new work inspired by the work of scientists and here
we also have a gender balance the first one was Eva Lootz
and Margarita Salas last year Chema Madoz
and Ignacio Cirac last year, the year before
is as if it didn't exist, last year we
had Juan Luis Arsuaga and Carmen Calvo and now
in 2021 we will have Sarah Teichmann and Daniel Canogar is an example
of how we are always very strict in having 50%
men and women in order to transmit this message. and here we had
graphs, maybe this is not necessary, because I don't know if I have
time, but here you can see that in the CENIO, as in other institutions,
we still have more men than women group leaders
but this is improving, now for example we do not start a
selection process until we have an equal number of
men and women at the highest level to apply for the position
of group leader and this has meant that in recent years
almost all the groups we are hiring are groups led
by women to correct this imbalance.we have many more
women than men at the highest levels of training in
the orgnisation who do not become group leaders but we have many women
and therefore we should also have more women group leaders.
but there is this glass ceiling that we try to compensate
for by always having the same number of women and men
in the selection processes for group leader. in the administration
we have a majority of women, in the management committee
we also have slightly more women than men at the moment.
The scientific committee is also equal, it has been very unequal.
In the external advisory board we have also been achieving this
equal representation, in this case it is the board that
advises me as scientific director of the CENIO. There is also equality
in the distinguished seminars,
these practical measures have had their effect,
for example, in the flexible working hours, which has
meant that many fewer women and also fewer men
take the reduced working day, as they have flexible
working hours, this means that these reduced working days, which always end up
affecting women in particular, have decreased.and I am going
to finish by thanking you for your
attention, I don't know how I can stop sharing now
without further ado, if you like, we are going to move on to the
discussion panel which is chaired by Constanza Tobío
and we have seven participants, a mixed group of very interesting
people, which we will see through this discussion
panel. Constanza, I don't know if you are already here but you are ready,
I give you the floor, I understand that all the participants
are here and we will proceed to start this discussion panel which has
an estimated duration of forty-five minutes, and you will be able to raise
or we will be able to raise those of you who are attending.
I hope that now you will listen to me and I hope that we have really
prepared everything to the millimetre but in the
end it got a little bit out of order.
we are going to start this second part of the seminar on women
in science and universities. the discussion panel is
entitled, good practices in equality in the field of research
first of all, I am going to introduce the people who are going to speak at the panel
María Blasco, who we have just had the pleasure of listening to,
who is the scientific director of the National
Centre for Oncological Research and also an honorary
doctorate from our university.We will also
have the participation of Zulema Altamirano Argudo who is
director of the women and science unit of the Ministry
of Science and Innovation, Gloria Oliver, manager of the Pascual
Maragal Foundation and of the Barcelona Beta Brain Center
Luis Rovira is the director of Centros Cerca and European expert in HRA
Human Resources Award Rosa San Segundo director of the institute
of gender studies of the University Carlos III
of Madrid, Paloma Díaz Pérez professor of the department of computer
science and director of the chair of women and technology of the University
Carlos III of Madrid and Mónica Campos Gómez vice-rector
of students and equality.well, when we look at the university
from a gender perspective, there are lights and shadows. Undoubtedly
the lights have to do with the fact that there are as many women
as men in the university student body, in fact there are
more, 55% in our country and this pattern
is repeated in other countries, but there are shadows, some have been mentioned,
basically two, the unequal distribution according to careers,
in some nursing careers or in teaching there is
a large majority of women, while in others, in engineering,
the majority of students are men, we are at approximately 28%,
in addition, female researchers come up against a glass
ceiling which María Blasco has already mentioned.
among researchers in training as FPI FPU
assistants there is equality at the beginning of the academic career there equality
fifty-fifty however among full professors and research
professors we are at just over 20% women.What
happens throughout the academic career? In short, horizontal
segregation and vertical segregation as well. and in addition,
the third important issue is the lack of recognition, for
example in the Nobel Prizes, if we exclude the Nobel Prizes
for Peace and Literature, women do not exceed 5% and
in Honoris Causa women scientists are also very
under-represented.here at the Carlos III University 11%
of Honoris Causa have been awarded to women, one of them María Blasco.
the first woman to receive the Honoris Causa at Carlos III University
received it in 2006, but it is true that in recent years
we are accelerating and this is very important because the
recognition of women, those women who are recognised
as scientists, act as references for girls and
young women when it comes to deciding what they want to study.
We want to talk about all this here today, and for this we have
great experts in the field. I am going to choose a first question to ask
Zulema and Paloma: why does it cost so much to attract women?
female students to the technical careers its motto when
you want to thank you all very much for sharing this space
reports of invitation to my as director
the unity of women and science to share the work that
we are also doing here po precisely by
challenges that some comentarais attract talent another retain the
female talent and broken glass their wishes to
women are referents and come back and above
to the specific question is why is happening because no
we managed to attract the girls vocations are the
i take that to be the week nutricios occasion
we are here to see what the observatory women
science innovation the study situation of the investigated sources
in spain is a work that has been done with a magazine
well, if we required literary and is being collected the
perceptions through a questionnaire of five thousand and six hundred
men and women of the centres universities
in addition, we did some research and focus groups was
a research team and why castaño that if
a team fell study and there we these factors
not that are behind in particular of because we do not say
attracting the ventud and that what we have identified
it is on the one hand that girls from very early afternoon
they do not feel as layer cope with mathematics
addressing the physical and then later to the
engineering and the second great challenge is that they are not interested in
if the data i do not feel capable of fact which are exceptional
if dares and secondly the there are exceptions or no
it is necessary to be a genius to exceptional or a genius.
There is no word but that they are not interested in then
because because the world of research the world
the innovation of the technologies is not alien engineering
the stereotypes that very well explained maría good
these initiatives zero types which are rooted in society
in its entirety, and indeed in their own of gender equality
we are talking about this, and because we are at a snail's pace in the
progress because these rules and gender roles are rooted
and because, in the case of women and girls is a ethics
the care that continue to reinforce from the socialization process
since bowling parents school
all station a great effort but there are still
i believe i do it because there is much more to bring science
to schools for girls to the experience
break stereotypes of what is for male female
that we break the stereotype of science as such that it is not
a person fri qui but is any of us
since the pharmacy round the corner we are doing
they are doing science and to demonstrate the usefulness of the
agency in the day to day break this myth what you say no
that not only a few of course requires the excellence
in the talent but science can be much more and many
ways of doing cia gra would be around from here of the ministry
one of the three legs in which we are working more is
in those regarding women and no and the week launched
an initiative called the platform that scientific and innovative
the internet where working that part which has this recognition
how to inspire because we have contributed our bit
to recognize these women and the award-winning last year
so that they know that will inspire me for girls and young women
and also to kids bolas kids and young people who want to follow
their steps are a bit constance lots of my contribution
thanks to its motto well spent the word dove a melody
many thanks to my i is still very interesting for that
i was delighted all initiatives which has presented maría
and to answer the question that is pressed more in agreement
it is a little bit on what had been or also to a problem
to attract women or attracting girls to science studies
these amounts to technological and incipiently many studies
ticos sixteen is the bias of how they are governed in the
studies and that you are going to do in your profession i for example
with technology because it does not see the technologists at the end we have
a great empathy for the people we see a concern for
the social problems because our role is to solve
however, this does not problems perceived perceived as i am
it is or not many times you don't animate to study the college
in family importance that is going to make an effort
it will be a girl and no longer mónica personnel have been
indicates that it is completely untrue are really work
allow you to develop that on a personal level precisely because
you're trying for that because i think that it is tree and it
we are failing to transmit that the engineering careers
in general, this has a strong social component and
creativity and that is something which is not reaching the best
that is why it is made moving the difficulty that has
this, too, as a little has supported that the book
family and school life is often not supported until
girls studying this kind of things if they are as has said
scope of the health care or because it seems that it
happens to have this reinforcement and be able to contribute with three fuerzo
a society in both in the fields of engineering
it is very important kind intimate and strengthen all types
of work they are doing from engineering schools
they have to direct impact on society also strengthen
the image that has also made its motto is for me it is essential
we work a lot that is to say the amount to be devoted to this
there is no need to be a genius and that it is all very well having relating
were women but you don't have to have it mugen equal
that i can play the football and it does not pretend to be month and
i agreement just something they want to do and i like that
it is a good profession for my future, and that is why it is important
all these activities also lake visibility
to all kinds of women there are so many some reach to large
achievements as is the case of mary and other as best we
we are in a position, but which are easier to work
and they are professions that are truly gratifying if this is something
it is very important to us by example of cargo visibility
that led i chair within the network of telephone chairs
there are 20 chairs with universities and all the burdens
are dedicated to specific technologies to see carrecien
typicity book that initiated the security in the case, mr.
Of the university of we saw that outside precisamen women and technology
in order to see is not focused fell into a technology but
who wants to the visibility of the role of women is
here we are talking about the design of the digital world we cannot
designing with half of the population have to design
not with the whole population and all prospects are necessary
in this case, yes we do different types of activities
and seven are mixed precisely because they have to learn
our future students are students in the world
the who are going to live in a diverse world is not a bubble as
we have lots of some activities that if i only
for women as well as for example attendances to buy the international
women also but the idea is to break a little
that ice and, above all, had very practical applications
the technology and how technology can influence impact
in their environment and their close environment or more to the scope and the
the process of is crucial is a question or to teach because
we want this that there are many women who also
i am working. Furthermore, we are convinced that it is a
good race and is not a fashion nor is it a question of quotas
we want more talent and we do not want to give up because fifteen
this is not appropriate for them, thank you very much dove
well, that is the second question that i am going to say and speak
to rosa in this phase of the round table and the question is because
there are so few female professors that can be done to increase
that number would hello good afternoon in the first place thanks
i am delighted to be in this workshop thanks to the university
carlos third of madrid and happy with these compañeras
this level of extraordinary loop as maría as a problem
happy ísima and i'm going to move to respond to the question because
time is pressing and entry some continuity of all
the saying and not about stereotypes stereotypes
on the gender career system and as that also
influence between the chest that exists to reach that that part
of professors many of the professors there is a small
test of the year two thousand and seventeen who speaks that stereotypes
on gender intellectual abilities very energy
soon as soon as the six years in such a way that stereotypes
linked to capacities of high yields for example
these these words that we use to go sometimes
our children and our daughters which is a genius gres brilliant
with boys and girls of six years begin
to think that only one out of every four women adequate
four can be brilliant genius and three out of four will be
names from the six years and start
to define what are their interests and before the companion of
the unity of equality does not explained that these capacities
are these interests linked to or no longer have women
that we do not have with twenty years do not with eighteen
but and do not have with six years hence stereotypes
there are that we must break the and we need to change this relationship
of gender stereotypes in relation to the studies and professions
the scope of the area exist in that regard and in the panel
people with careers system that are women, because the
in the end, the diversity of data is then how diversity
improves the results and impacts even at the level of decisions
taken companies and therefore also say universities
etc agree so modify ourselves empower stereotypes
women in areas system to create more favourable conditions
in retaining women in enterprises institutions system
why, because in the end that the international initiatives
you will know as the programme and the politécnica
only 8 traffic lights berlin creates for women and to enable them to access
to career system
the edge of the united states that women may also
and creative only of women so that they can break down barriers
not so much of access and continuity, because here the problem
it is not that the principle of them are fuelled by doctors
and doctors this constance is well aware that the numbers to the
principle there is a complete equality when you start to doctor
ar but when we began to talk about vice of years of grains
guiding and this plummets, and it is because between east have
produced a whole series of circumstances not
improved conditions favourable to retain that talent talent
quotas established within the evaluation commissions
to go to grow vertically and horizontally in careers
towards are relegated said won or professor of agreement and by
i now call to a empowerment of a favourable context
on the part of the administration that is to say that there has to be
a strengthening of everything which are maría which
i mentioned that have promoted equality within the committees
evaluators and which therefore surely you can also force
when no longer to positions of grup etc. in leaders
a research centre because if there is no variety of candidatures
you close the process to its desert until perceivest
there are no female talent this is to say that
in a context that not only at the level of institutional campaigns
that, too, and i am glad that listened, what amount
organization of events with women of culture with women
with women in scientific policy and therefore create these
models that role models, with which we can recognize but
also in access to the chairs
change ebola that assessment of the positions there is no
to include women in the areas of assessment and
in the same way as in the ceiling of crystallinity there are readings
the city and the ministry of science, innovation and universities
presented two nor seventeen the following data that the ceiling
for access to be glass for be straight the assessment
how much there is in guiding the 50 more universities
spanish public important guiding because when there are therefore
a 1990s and two percent of the are guiding
men and are an eight percent are women
the organs of government again not a ninety percent
are men and a twelve its women here in east is
turning that both the decision-making quotas are not matched
or are the panels of decision are not matched as
in there has to be a empowerment of women an accompaniment
a generation of the conditions necessary to ensure that no
miss bellows at the time of the growing ceiling in this race
the glass and access to the chairs
history well spent the word to rosa good good
days at all, thank you very much to all constance although
victim and selfless colleague, allow me to thank
by bores of event by the wisdom of this event from seminar
third seminar in the first place to the deputy director of teachers
and human resources so much effort to make these costs
events well say that it seems to me admirable compañeras
inclusive spoke in february that we have in this table this morning
of course maría blasco that has all our admiration
he also found and the rest of the path free rovira 10
and it is a pleasure for me to be here cons you
i were wondering what because the many there are so many difficulties
in order for women to gain access to the portfolios well in reality
it is a question long extensive and it could be said that good
that women we have not incorporated into the public space
until the twentieth century we have been in the private space
we have been for centuries and millennia outside of literacy
the universities of public spaces in the century
20 we have incorporated into all of what we spend many
centuries slow still be the food is the twentieth century move
in history as the century of women despite that befell
and they are very important, i believe that the greatest change has been that
women we incorporate the public space the university
it is one of the public spaces of participation of women
where we have incorporated more broadly majority the
students and teachers and the peace women have better
academic dossier in primary education in secondary education in the university
and in postgraduate but despite the fact that the university is
a measure of actively grace we have many difficulties,
there are links and the incorporation to the management
the spanish system of science and technology
it is estimated that this is a time for every two men holders
1 will be professor women fourteen this statistic is a little
former but that still almost equal we have many difficulties,
in accessing jobs to management positions and jobs
responsibility because well those centuries of those centuries
and millennia of domination of men over women
despite the fact that the twentieth century to have many advances because
weighs a lot we kiss at the university level and they do not express
in our country, despite the fact that we have legislation that i
it seems it is a very appropriate legislation and we have a
equality of two thousand and seven as it is a punitive law despite being
an organic law and enforceable applies the
public administration is not met, the universities are not fulfilled.
And then we will all meet the legislation that we have
and we were to fulfil the legal instruments that we have i
i think that we could make great progress in the first my first
bet to say that the legislation is complied with that we have to
it is not fulfilled or violated systematically form
and so, i believe that it would be a point an important point
i believe that we should also promote the creation that
we are in this the creation of an area of study ministers
and gender because women still in the area of the
continue research margins then there is
many women who make academic career and are in the
margins there is an area da feminist and gender studies
and so we are behind its creation but not only
to make designs that has already been incorporated a bit
different because has incorporated but also reach to modify
the royal decree in the year two thousand and fifteen of the app allotments
then we have many difficulties in all areas
it is clear that with the data that we have in hand
more access more possibilities and other issues for example
that is breached equality nor gives us virtually
the administration is all data disaggregated by sex
we could give us a chance to investigate that happens where
there are more shortcomings and so on but we did not good
they have been the portfolios but that the entire management of
system of technology, and i believe that this is a loss
very large because well horizon of european projects
as to incorporate the gender perspective is not incorporating
so we lose competitiveness and we will also see
in the sciences and the gender perspective in any discipline
without exception from the scientific engineering the archaeology
the average tina planning because it is a demands exists and
recording this is so i think that it is good
absolutely essential if we want a science a science
most modern more inclusive, more inclusive and less there is
and exclusive, since it would incorporate then had
imperative is a deficiency i believe that we have important
the third question that i am going to lead to maría and dying has
to do with the recognition because there are so few nove prize
and so few honoris causa
well, as it is the result of everything that we have been
talking about whether this is generated with assessing worse the work
of women which is associated as also to better
now that we no longer visibility is not but compact
we grow nobel prize is a very long as women is
very little visible may not think about the same thing in rosa in franklin
co because this is a field of research she says the first
x-ray photograph of the dna molecule however
he could no longer enter as a woman to eat with the rest of designers
investigators women were forbidden to enter the dining room
where where million foundry gentlemen who did the same thing
that i already investigated so many different stories
female researchers that i am always at least
the field i believe that science women have always been
there contributing in various aspects of the field in the
science but have had much less many recognition many
less with visibility and this because it has contributed to those
this makes the have to because it helps to have less visibility
knowledge that still i believe that today is happening and
a few years ago as a study the then distinguishes
it seems that economy where was the secretary of state
say innovation where we studied the percentage of women
and men according to the amount of the prize according to the importance
of the prize our country, the percentage of men and women
and you know the prizes with a greater say available
taria of the prize and greater knowledge where fewer women
had this is telling us so here is
a competition body good because there is some confusion here
greater power for jobs that are better paid jobs
and a greater capacity to influence decision-making and there is also
in the awards and not in this competition for women
we are becoming in equality because we have a less
recognition because there is certainly less visibility
the counsellor for because these panels to the best is
thinking on behalf of women are not all those dashboards parity
decer locui, then i would say that there is less visibility
there is also a fence that there are good camaraderie between
the between the gentlemen what makes that between them as
support is heard more and more to recognize any women
a way as to be less visible as it more difficult i
i believe that all of this is offset which are compensated with quotas if
it falls to make an effort, because i think that
an investigation that research and recognize the fact
the work would not in mario equal is the example to my wife
scientific with with all the examinations have the first
the scientific names with more prizes noblemen means
the say of science almost gives us not the first because
the summary does not requested that it also gave it lead to
only the second asked him to resign the because it had
there was a scandal not amoroso in so as well
always more difficult for women still believe that now
it remains women still have less visibility
and for me the only recipe against this really are the
quotas because it is a way of correcting something
it is wrong that it makes no sense, because i believe that there are already
women who really has merits sufficient for the end
important examinations
the truth is that because i could not agree more with
the whole discourse and all the arguments raised by
tide it is not true that if we look at there is a little bit of hope
not because if we deny, for example, the evolution of the prizes
nobel laureate practically in the last twenty years have been another
hand that 50 percent of novice awards for women
not then the total on the history that we see an evolution
positive, even here in the university in terms
the al to the proposals already the gentlemen cause that we have had
but also in these last five six years we have had
practically the seventy percent of the honoris
cause women for this change is seeing a university
but it is true that there are some think representation of
women and i believe that this is also shaped much
that they can have the examinations that credited
their work and their careers then there is
some biases, which i believe that many of the decisions inflated
it is the principal is all unconsciously and
we do not understand or choose this trend of gravitate
people always known not to the lii your the equis is
what i am most familiar and is the first thing that strikes me
even when we see a curriculum if we see that someone to study
in the same university with the same is going to be less temporality
that we already we see with other eyes and appears as that
we recognize and as a plus and already has a subjective absolutely
and then this objective, but then there are other because
to my other trend does not and i do not know that i do not believe that
we all have to do this self-criticism because that happens to me
to me, i assume that you spend the whole world
we believe that we have no biases we believe many times that we are
above certain characteristics that are
by saying that they occur and that exist and that is fundamentally
that it is not only that comes in a way as well as culturally
already incorporated in all our life and we are not
aware of this, then i believe that there is much work to do,
in the self-perception that we have all of us the spaces
are those who are living and in which we are developing
i believe that this is simply what is shown here
through sequencing of questions is the same without range
it has to have obviously many causes are a
single cause then it is symptomatic of different life stages
that is to say from childhood as he had done gloria not these
studies that is as young condition in salts
that we can leave to all a bit already under impacted until
we are progressing at different stages of life and it is true
as soon as we arrived at a time in which the woman must be
able to upload another degree of responsibility is as that goes
disappearing from the equation is diluted and i think
that is not really is a state in which we lose
the potential that we have as a society to be able to follow
developing and not forward then no longer recognition
well i would say that i believe that fortunately, something that is
recognizing that it is not, and i think it is just correcting
as a result, as i said mary of everything that has happened
previously, then i i sincerely believe that we have to
have a balanced representation in all forums in
the panels that projects are selected in any european
type or circumstance where it has to decide or propose to
different profiles professionals who are in a balance
between men and women do not i believe that it is essential
i believe that it is correcting but also the pink right
we have much of a history and a very evolutionary handicap
in the good male figures will always be we
as the have presented as preferential two and if all the world
it has to be built in his head tell me you a eminence
in some field has no scientific but probably
figure what model of a quicker way is a figure
in the corner and a feminine figure because we have said eminence
because the best in our equation simply remove
the possibility that is not a man then there's pepe that
self-perception that we have here is a thing that we have
that work and working on that i believe that we will be able to move forward
much more quickly in did the areas
thank you very much, mónica good that we are going á time passes
we are going with the fourth question that i am going to lead that luis is
a little bit different, because it is the hallmark hache erre to carry
resors is water i do not know if i six yesterday not to me i have been
the images you're following so that it is not always
well if several images but nothing happens good part
question is of all measures which requires i hr to what
weight are the issues of equality between women ions
and luis well thanks to very well thanks first grateful
for i have removed are developed attempt to find
a little the question that we are not doing quantitatively
there is not a form where gender despite more or less than
other measures that this is not the case, but the issues
of gender and the search for this balance is present
in the whole process of assessment of the european stamp of the course
and therefore we are looking for institutional coherence first
everything and i put some examples in when the institution
describes with the data sought or if there is really
there is a certain balance in investigating and researchers
also in certain categories if there is no if there were no balance
this has to agree with the proposed actions
because if it would not be failing this proposal or whether the
end the seal á when we said a number of minutes
that the institutions are working properly by
both have a value is not a value the assess aspects
of gender to see that the institutions are going well
it is also true that sometimes we need to look for evidence of
the things and when an institution you just said i am
complying with the national legislation in gender issues
this is not at all sufficient to demonstrate that someone
is actually doing things right in this aspect
and we must show as i say the evidence because there are many
ways to comply with the legislation in force and not all bear
a gender balance in the structure of researchers
investigated by both very careful also with these things
i believe that the vision of the speakers at the end is here just
determining but it is true that that does not appear in the
different points of the evaluation, for example in the recruitment
it is very important that the rules should be clear that there is no
an unconscious bias as has been here before, and if you not
there is, therefore, seek the elements to correct this of the panels
selection of good is also very important in topics
of violence have trafficking within the institution that
have within the institution of the appropriate places for
to make their complaints or reports is not therefore the
figures of the ombú person is very important within an institution
and this is also valued in the hallmark of human resources
training of researchers that has been spoken before not
different aspects of leadership in matters of entrepreneurship
gender violence and so on and so forth, and also very, very important
such monitoring is carried out in the
action plan is not to say go watching what data are generated
as i address that expected as initially raised
the action plan is not therefore the summary is very important
the actions of gender in the blade of human resources while
it is not measurable with an exact figure but there has to be
this overall coherence within the institution very well
great thank you very much and i think that it is good to see
lost has not been put on the table a lot of issues
the enormous relevance noted only two or treis
roads there is to be a genius perhaps we could perhaps say
also to professor nor is there to be a genius
to the best women we are demanding if we urge
siembro beyond which corresponds to beyond
that have been envelopes of visibility of as the visibility and are
indicative important factors in the final recognition;
this is the importance of visibility
the composition of the commissions and with evaluation and quotas
well, we can have a very brief comments on flash
the issues that have emerged here os on which
well, we do a last a between participants from
the table and then a couple of questions we existing
who wants to go to the same order took the floor on this
a pendulum so we make a first first reflection
the very wide line a record of what you're talking about
the week doing a job with my son of 10
years worked for the cole i cut a piece of cardboard and i
he said because the girls of my class always make you want it.
All perfect, and he asked the question very innocent and each
one taking it turns the whole week say hears as we are
working in the classrooms fathers and mothers in the
colleges in the line we have mentioned before in psalm say
work equality and to see how this level of demand for
see if we are with the two in the informal for those
since since notice ten years and, as i said before,
gloria are saying that they have to give the double for
arrive at the same site and i believe that the message constance is
fantastic maximum not need are people compassion geni
and with the will of giving all and where we want to get good
but the issue is that we have alternatives our equipped
flexing over this which is the i and my son who is
that if we continue to make things like things are going to change
we cannot rely on the fact that only the passage of time does not put
everything in your site i believe that we must work and there for me
from here the union of women and science we work
in three lines is to measure in order to move forward, and we are going to continue
measuring to on the one hand to have better informed policies
move where they are the gaps where he remains the
things are still not entirely well, no, no, this great challenge and in the
what was said line audit pink for us because there is a policy
public policies rules very good but
the problem is that when it comes to putting them into
we are not going well, or enough one we train
who has to carry them out or not inhabited and ask
i believe other explanations for this key would be
and the second thing that i believe that we have to work a lot
it is a transform organizations in the area of the invited
dece to science have already gifts investigate where they are
innovates requires a cultural transformation work
the biases, which we have already commented that works in existas lathes
that hostile environments, perhaps even more in some areas
more politicized and where the third element is the conciliation
we are not going to ensure that everything that and that
you reconcile because there is an institutional responsibility
knowing that this is going to promote much mostly
women as these types that there are still behind
and a third element and already have just to see you go to my fellow
and the companion is to accelerate this today that if we hope
to that everything goes this step a little bit more to turtle
the best thing we have to boost and here from the ministry
we are already working on a hallmark of gender equality
most of this and to accelerate a little put
the value of those establishments which are doing things as
as we liked maría not maría you that there are blasco
centres which is now the head and that must be understood
no and placing value on everything they do and it should be to encourage those who
maybe there are still lagging behind me to teach
or help them advise you here this equality is not
a cross-cutting approach applied to all that is not only
in the people who make science that investigated but also
a little bit the thread belief rosa put the equality and and the
gender dimension in the centre of what we do as
subject and as an object of study for me would be little that
reflection should grace where music is to see to the problem
we can have another
answer two comments can be constance chat word
i am glory be to amuse gloria forward thanks because look at the
current pace, there will be no gender equality, for example in the
enterprises to the two thousand two hundred and nineteen i am this
studied economic report of the world economic forum and
therefore we should wait two hundred years two hundred years
if we continue with the current circumstances and all these
efforts that we are doing in order to normalize the situation
two hundred years for that businesses have a situation
parity in the organs of government
put measures and i very much agree with the previous compañeras
also with luis of course that has
and not to impose but that there are quotas and that this can be done
definitely change the situation another comment spoken
variables with or a term not spoken of comradeship
that there are some panels and that there is no good or bad
and just that i want to talk to you about today not the word of
the sonority is to say that here, too, among women
we need that we have to help and we cannot close
a day that we have not helped a woman is our committed
and i appeal here as we are all super aligned
there is a day that we must not close our way
they have helped a woman to think what is the
can impact that can grow, therefore take up
to end it is not to the benefit of all thank you thank you
very important gloria chipa non had site soon
the word but there is a spelling a little bit about what we are saying
i believe that there are two problems of will is one is
the other requirement that many times we have women believes
by a join and because it is for centuries and centuries has been
to fight for the things that a little what we can also
to move forward and that we have to act, i believe that a site
in the window act and without the inf grouping
there are male and female teachers which are forming
the new generations and really where people have to
take into account that there are no male and entities skills
if a system of the female female my male careers
there is no need to ask more of a girl when you know a lot to say
nerdy there is a chico ready but to treat them equally and that
to foster the skills the same, because if we do not want to
the at the start of the problem which is the education and it may be that
it is not as slowly as it is saying we need gloria
we now have a great deal of time to achieve
we need to put the measures outlined above must respond
a little one of the comments which had it is true that the
quotas we sometimes full women and responsibilities and
i worked hard, because to me, but i do not see at least
a certain generosity i have to participate in these omissions
i have to take too many committees set up because i think
that is a form of evangelize in some way and to bring
a perspective different conditions and time and if it is difficult
but here we do not change either new generations
another way to assess and bring people i believe that it is necessary
to maintain the quota policy to make various
very good prospects for the table
partly answered a question which has been of
an assistant of beatriz levels by the chat and the question
it is how we can educate in equality to children and children do not know whether if
this is if you would allow me to constance
enter the thread of this question, which i think is fundamental in addition
i believe that this is an issue which we would say that address the issue of
the training the future us in us universities
the youth if we are the future and following the spypiea thread
if a previous comply with the law of equality in article
twenty-five which prescribes that the must and postgraduate degrees
include the subjects for peace and i believe that we would be moving
much as i said before the law of equality weighs
that is an organic law is not enforced
fulfilled if we were to fulfill the equality act and make progress
in addition the opposite was the case with the aftermath to be implemented
the law of equality in the year two thousand and seven when if you or the convergence
bologna of the former degrees in the generality of
the cases of the five years have passed to four chemicals that cade
far from incorporate and applied met the equality act
it came to pass that in those gra in those former degrees
that there was any subject feminist gender on women
fell or is that i believe that it would be very important that
take aware that one of our fundamental tasks
it is this form is educate is teaching and that we should
to incorporate this teaching our universities
i see if i wanted to make something if we start from scratch, an
minute if if i, in my opinion, and having heard a little
the different presents presentations of each one i think
that is not too much of a problem in the formation of the people
i believe that women are excellently trained for
wish to carry out to develop their jobs at any level
i therefore believe that this is not really a problem of form
i believe that we have in this country as in some other
it is a problem of a certain
direct interest at the time of selecting a person and this
conflict of interest because there is a status quo state
and there we do not move not and this status is absolutely cube
and it is very difficult to break this sector is not therefore not
we issue a training it is not a question of laws
because the laws are correct, it is also a question that
applies a criterion of conflict of interest to select
to the people and this helps me i do not believe that this is difficult
to solve perhaps with quotas could have a certain
but very well great thank you very much, and luis we have two
minutes i do not know if there is a question should not be
quotas in the accreditations del professorat should not be limited
the process of the type of merits take precedence over some other
in may harm the final topic is can become
we find the quotas we have two minutes to some ideas
on this subject,
i am gloria hello what such as contraposition forward gloria
what happens is that the question i am not going to put a
that is more accurate, but if you want to incorporate something in
an open medium
it also seems very important indeed is it
runs the risk but also in the political sphere
it is a great step forward quotas and quotas in the zippers
electoral lists of political parties because there were no
another way of incorporating women and we know if
it is known the various strategies that boys are maintained
much more legislatures and women were not consolidate
and the school policy in the area of the systems are
greater said technology makes lack the same thing we have to introduce
quotas because if it is not clear that we do not go all actions
positive for not to leave women with excellent is dossiers
academics have to be positive relations because we know
what is the woman of titustatius, or at the university level
when incorporates investigator may their means when
there are still certain meritocracy but the moment that
the political aspects and issues of power there are not
for the socially-owned public space, because we are not disseminated
it costs us a great deal of effort and we also have a tradition
that prevents us from then millenary or introduce quotas
or we are not going to move forward, as i said, i began to glory seems
young people have the invisibility that it seems that we have
come to the equality because the educational system does not discriminate
education in the classroom, but the moment that you know the world
they know that labour develop their own professional life
the operation is very severe family and is very very cost
then there is another hard because there is no other way to incorporate
if we do not quotas because if we are going to increase policy
the university management, we do not have any there is space etc.
Quite a lot of experience and later scientific literature
guarantee so well, thank you very much rosa yes yes no yes
often return to enter it i not, but i year and not as
they do not take social had opportunity to supplement
what since contributions of rosa that fully agree
with her to see the documentary outgoing píxels
perhaps you have already seen and manors invited them
a documentary that is the proposal was published
the requirements of the area by the united states last year
and in june, and i think that is very much in evidence, because everything that
we are talking about today in the table all the biases and other and
specifically, there is a a bias that it is with the same curricula
the fact draw of maría or call agenda
exe man or woman who evaluates le or norm in all
the assessments made merger behind to maría
that mario by so many in the face of this in the face of that monopoly cope
to these we are unaware of the harmonious also the
before that part that are in your aware that not so good as
this and we can only break the metal bias say i do not
i am i do not have such a bias i fundamen to meet monopoly
the force the share that half of the a cake that
a silos that took us because you have to force the machine
for half of the cake is shared and from
there you want it is obvious that the inertia will already by another route but
is that the situation is still not is not neutral is not neutral
well thank you so much problem and fourthly we already have that
to complete this table well i think that if a magnificent table
i want to thank very much your contributions
to all the people who
much in the way of equality is not an easy one but
we are in this and we will continue in an accelerated manner, and we hope that
it is one of the things that have been, we need to give it a little bit
more than pace i also want to thank the assistance of all
the people in that right now we can see all
and all but well this is that we will continue to thank you again
and a strong hug for all and for all if you want to have i not
a time a simple but not to thank all the
world has been people who have asked questions in the chat and one
the participants where there have been answering directly
and we also appreciate as not to gloria mónica
i agree with what he is saying the people fight
that has been very interesting, and thank you again for the effort
that the rapporteurs have done by stained
at the same time as the contents and the answer many thanks also
all the writings see all its interest in this issue
it is a matter of priority so that we actively to participate
in the spa in terms is that for organizing and convened
i thank all wide also if we want to remember
we are going to spend a survey if they are all participants
so kind and all the attendees, above all, so that they can
and we have filled many thanks go to the next
seminar i do not know if the designer does not take the floor that no
only thank all all people who have participated
both in elena as maría as to the seven people who have
participated in the bureau so that all men and them that
we hope in the next seminar which i hope will be within
how is to measure thanks i