{"id":1791,"date":"2022-03-08T16:54:30","date_gmt":"2022-03-08T16:54:30","guid":{"rendered":"https:\/\/alma.loadingediciones.cl\/dev\/?p=1791"},"modified":"2022-05-18T17:47:05","modified_gmt":"2022-05-18T17:47:05","slug":"more-women-and-in-leadership-positions-initiatives-at-jao","status":"publish","type":"post","link":"https:\/\/alma.loadingediciones.cl\/dev\/es\/more-women-and-in-leadership-positions-initiatives-at-jao\/","title":{"rendered":"More women and in leadership positions: initiatives at JAO"},"content":{"rendered":"

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In the last 7 years the incorporation of women to our staff has grown by 36%, as well as we have increased the participation of women in leadership positions.<\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.17.4″ _module_preset=”default” theme_builder_area=”post_content” column_structure=”1_4,3_4″][et_pb_column _builder_version=”4.17.4″ _module_preset=”default” type=”1_4″ theme_builder_area=”post_content”][et_pb_image src=”https:\/\/alma.loadingediciones.cl\/dev\/wp-content\/uploads\/2022\/03\/felipe-1080×1080-1.jpeg” _builder_version=”4.17.4″ _module_preset=”default” theme_builder_area=”post_content” title_text=”felipe-1080×1080″ border_radii=”on|190px|190px|190px|190px” hover_enabled=”0″ sticky_enabled=”0″][\/et_pb_image][\/et_pb_column][et_pb_column _builder_version=”4.17.4″ _module_preset=”default” type=”3_4″ theme_builder_area=”post_content”][et_pb_text _builder_version=”4.17.4″ _module_preset=”default” theme_builder_area=”post_content” width=”58%” hover_enabled=”0″ sticky_enabled=”0″]<\/p>\n

\u201cAs an organization we understand that we have to take initiatives that help us mitigate unconscious bias, either through the implementation of best market practices, incorporation and process adjustments, as well as promoting with other organizations and institutions that ALMA JAO is one of the best places to work and that we are truly committed to Respect, Diversity and Inclusion,\u201d<\/em>\u00a0highlights Felipe Salinas, HR Officer.<\/p>\n

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Recent hiring processes did not present female applicants at first, which was considered unsatisfactory and unacceptable on the part of the selection panel, so the application deadline was extended and a webinar was held with the specific objective of reaching a wider and more diverse audience.<\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.17.4″ _module_preset=”default” theme_builder_area=”post_content” column_structure=”3_4,1_4″][et_pb_column _builder_version=”4.17.4″ _module_preset=”default” type=”3_4″ theme_builder_area=”post_content”][et_pb_text _builder_version=”4.17.4″ _module_preset=”default” theme_builder_area=”post_content” hover_enabled=”0″ sticky_enabled=”0″ width=”70%” module_alignment=”right”]<\/p>\n

\u201cThe additional effort made it possible to increase the number of applications by 50% in one case, and 100% in another. This resulted in up to 10% of the applicants being female candidates, and at the end of one of the processes, two of them were considered the most suitable to be offered the position. This anecdotal example is encouraging and we see how small interventions can dramatically expand the talent pool for a vacancy,\u201d<\/em>\u00a0explains Jorge Ibsen, Manager of the Computing Department and member of the Respect, Diversity and Inclusion (RD&I) Working Group at the JAO.<\/p>\n

[\/et_pb_text][\/et_pb_column][et_pb_column _builder_version=”4.17.4″ _module_preset=”default” type=”1_4″ theme_builder_area=”post_content”][et_pb_image src=”https:\/\/alma.loadingediciones.cl\/dev\/wp-content\/uploads\/2022\/03\/image001-1-e1646743023927-567×567-1.jpg” _builder_version=”4.17.4″ _module_preset=”default” theme_builder_area=”post_content” title_text=”image001-1-e1646743023927-567×567″ border_radii=”on|190px|190px|190px|190px” hover_enabled=”0″ sticky_enabled=”0″][\/et_pb_image][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.17.4″ _module_preset=”default” theme_builder_area=”post_content”][et_pb_column _builder_version=”4.17.4″ _module_preset=”default” type=”4_4″ theme_builder_area=”post_content”][et_pb_text _builder_version=”4.17.4″ _module_preset=”default” theme_builder_area=”post_content” hover_enabled=”0″ sticky_enabled=”0″]<\/p>\n

What is the RD&I Working Group?<\/strong><\/h3>\n

It is a group of colleagues who, convened by the director, as of August 2021 began to develop a roadmap with concrete actions that seek to enhance our core values to advance excellence at the JAO.<\/p>\n

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\u201cThis approach will ensure that our daily activities, work decisions and internal processes truly reflect that we treat each other with respect and value our differences, taking pride in our diversity and how it enriches ALMA, engendering an inclusive culture that is unique and sustainable over the long term,\u201d<\/em>\u00a0Elizabeth Humphreys, who leads the RD&I Working Group, tells us.<\/p>\n

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The RD&I Working Group is composed of: Alejandra Voigt (Executive Officer), John Carpenter (Observatory Scientist), Jorge Ibsen (Head of the Computing Department) and Elizabeth Humphreys (Head of the Science Operations Department, as Chair), and has had valuable contributions on cultural perspectives from Norikazu Mizuno (Head of the Engineering Department).<\/p>\n

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In the last 7 years the incorporation of women to our staff has grown by 36%, as well as we have increased the participation of women in leadership positions. \u201cAs an organization we understand that we have to take initiatives that help us mitigate unconscious bias, either through the implementation of best market practices, incorporation […]<\/p>\n

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