if we find young people clearly have the solutions, the future 77 percent now every weekend on the w. mm ah ah ah, what does it take to make it in the world of business? is it all just again basically coming down to either look or scale? well, of course fully actually, a bit of both of those and much more, rightly or wrongly various factors dictate who wins the race to the top. where we come from, perspectives, even agenda, can all make or break

a career. equal opportunity for all. that's the theme for this edition of made leader, we use business magazine, many companies claim to be an equal opportunity employer. but so rarely is that actually true. lots of things dictate your chances of landing a job, including all too often you'll race. however, since the killing of george floyd by a white police officer in the united states, many corporations have taken a stand on racial prejudice for the very 1st time. the to be used upon the chin bell, who asks whether we're witnessing again change in a game. every player begins at the same starting point. they all get the same number of chances, a rule i clear. whether you win or lose depend more on strategy and luck. we like to think that's also true of the labor market. but anyone hard work can pay

off. but that's not the case, especially for some like people of color. the induction know pizza voice. he's gone off in germany, we still ask the question, where are you from far too often? people aren't asking you who are you and where do you want your career to take you on where you come from, still plays a role in our discourse and our attitudes who's, who was in the most interested in when and in hiring to. it's a problem that mostly affects ethnic minorities, and they often face similar barriers in the workplace. that's also why blacks and people of color are more likely to end up in lower skilled and lower paid careers. the picture is very different at the top. corporate boardrooms in germany, much like in france, the u. k. and the u. s. don't reflect the societies they come from at this level of

leadership as little by way of racial diversity. and yet the words race, ethnicity, and racism are missing from discussions about diversity. incorporate germany ah, it's in the fish. it's definitely the case that most companies and most employers avoid using the word racism. they think it's a dangerous word, even thing and it expresses something that doesn't apply to them. it was all sort of seen the through to so there's still a lot of education to be done on the clean and is not alone in that mature open network against racism, says ethnic minorities can migrants of color, especially face significant discrimination across europe. what is the common type of exclusion that you see from the labor market in europe? what we see is that racialized scripts, racialized individuals might have

a very high level of experience and qualifications, but they are actually in low level low qualified jobs. and there's also the risk of exploitation for certain groups. when you get into the more corporate sectors, you see that there is wage disparities according to different risk racialized groups where white people may earn more money doing the same. what and unemployment rates are also higher for people of color and ethnic minorities. you can see that there is a difference between the, the national unemployment rate and the unemployment rate for migrants with the unemployment rate for migrant being higher c, c in different countries. the ethnic minorities might be experiencing exclusion from the labor market based on various different reasons,

whether that's due to the population in that specific country or the history of colonialism. and the history of slavery that we know exists in europe. the global discussion on racism has shifted since the killing of george floyd in may. 2020 in the us, triggered a wave of black lives matter. protests which reverberated across the globe. thousands of gathered installed across europe while also calling for racial justice at home. the protests have changed. how many u. s. companies are responding to social justice movements? several american brands issued statements supporting the cold for racial justice from the black lives matter movement. by august 2020 corporate america reportedly pledged more than $7000000000.00 to support efforts to fight racism.

leaders recognize they were in position of invoice, but also there was a demand if they wanted to. if the consumer is happy with their products and services, corporations are really the most powerful entity with the society that has a mental influence over policy over workers over a host of issues that our society wrestles with. chris miller works for ice cream maker, ben and jerry, heading the companies, social justice campaigns. the company took a stand on racial justice. years ago. it began supporting the black lives matter movement in 2016. still, the events of last year changed everything. the murder of george floyd and the resulting protest showed was that there was increasing

expectation and perhaps a redefinition around what it means to be corporate citizen. and that corporations were being looked to, to be a part of the dialogue that's happening within society. ben and jerry has launched upon cost on the history of racism in the us and consulting firm. mackenzie established the institute for black economic mobility which advances research and racial equity. those are just 2 examples of how u. s. corporation. i signaling their desire to take part in the ongoing dialogue on racial justice. we cannot address got underlying racism that exists, the systemic, and structural nature of it. in less, we can admit that racism exists, whether it's the you know, the movement around the rights and dignity of silence seekers. refugees in europe

or for that matter. the work that we're doing around climate justice in australia, corporate america, is advertising its efforts to grapple with racism and to engage with society on questions of racial justice. in europe, things are a bit more complicated. many researchers and racism act to this and diversity experts say that european companies still haven't engaged with a reality of racism. the lack of data in many european countries to show the effect and impact of racial discrimination helps corporate avoid. this issue in europe based opportunity is capturing all the information that's out there around different ethnic groups, racial groups, and with that valuable data. information companies can do wonders in the sense of recognizing where,

where they're challenged the usual book to solve this, we have to create very transparent hiring situations. there needs to be that mutual respect well, i'm not willing today. i'm definitely losing, but at least i know what the rules are, but that's not what it's like with racism or any form of discrimination. it's like playing a game where the rules are always changing, and you end up being excluded without knowing what the will rules are. now every so often a stalker mind comes along with how far we still have to go with equal opportunity for all. one of those came now that long ago when russia made dozens of jobs available to women, sometimes the very 1st time they would not women have been barred from driving

metro trains. emily show and reports on bon drive as long wait to get behind the wheel. the women are finally in the driving seat and are pushing full speed ahead on gender equality in the russian capital. eating a doggy started working for the moscow metro almost 18 years ago. at the time, women were not allowed to operate. subway trains in russia, but arena says for her, it was worth the wait, mr. yes, this is my child. her dream i used to play with model ships and airplanes with the boys. my father's a pilot. so why the metro somehow it drew me in the fact that it's underground, i guess it's like flying but under the ground. before every shift irina gives the metro train. she'll be driving a once over. you rina was a station guard on the platform for years, helping out passengers. since january. she's a driver. now she tries to get

a sense of each individual metro train them for 1000. before i treat each train like a person, and i think each train has a soul to the feeling of driving. the metro is like your happiness. i'm happy when i'm driving the show. so the boys irina is proud to be one of the 1st 12 female metro drivers. after all the moscow subway is legendary. the soviet government started building it in the 1900 thirty's, calling it a palace for the people, for commuting workers. in the 1980s the government decided women had no place driving these trains. they said the metro is too deep, underground, too loud and too dark for women and the vibration from the trains could damage their so called child bearing function. even now women drivers are only being deployed on the most modern train and only operate one line that runs partially over ground,

despite the fact that they get the exact same training as their male counterparts. eating the dog has her dream. and the next group of women will start training to become drivers soon. but outside of these metro tunnels, gender equality is still a long way off. gender inequality is still a major issue in places the world over women are less likely to rise to the top of organizations and on the way up they can expect to be paid less than men during the same job. plus the agenda, pagan, is not the only inequality that leaves women out of pocket. women and men enjoy the same rights and opportunities, right? not by a long shot. consider getting a bank loan to buy a home, for example. how things turn out often depends on the applicants, gender and where they live. in india, korea, miami was turned down by several banks because she's an unmarried woman. in 117

countries, creditors are not prohibited from denying loans on the basis of gender. what's more in most economies, women are over represented amongst those without a bank account. women and men enjoy the same rights and opportunities. hardly take the world of work. women are much more likely to do unpaid work than men on family farms in family businesses. and in particular, caring for others, those that do get paid and often earn a lot less than their male counterparts. the gender pay gap varies from country to country that has to do with politics and tradition. women are also shortly under represented in top jobs. among germany's 30 leading blue chip companies, there's just one female ceo, believe gary ho at merck. and she was on the appointed this year, the same rights and same opportunities at least before the law. right? nope. in more than 100 countries,

certain occupations are reserved for men in russia, for example, female ship captain, spent years fighting for the right to helmer vessel. 100 jobs are still off limits to women in russia. what about maternity leave and pay in more than $50.00 countries? employers alone are responsible for maternity pay. there is no state support. that's a significant disincentive for hiring women because it could get expensive, equal rights and opportunities for all. what can be done to achieve that making laws fair would be a good start. even the most well meaning recruiter can be influenced by their own biases be they conscious or otherwise. that's why bosses are increasingly turning to artificial intelligence to help them objectively choose the best candidate. but those are taking the human to human resources, actually work. elizabeth layman and multi audi schmidt report.

me these people all have at least one thing in common. they're considered attractive by conventional standards in a beauty contest held by the mobile app, beauty dot ai, the finalists were chosen by an all robot jury. the result guaranteed to be objective. over 6000 celsius were submitted from all over the world. mm. but surprisingly, nearly all of the winners were white. it turns out the artificial intelligence was trained using data from central europe and wasn't good at assessing faces from elsewhere. joy bold on weeny is one of the leading a i researchers. she's sounding the alarm about serious discrimination. we really have to think about widespread, mysterious, and destructive algorithms that are increasingly being used to make decisions that

impact more aspects of our lives. so who gets hired or fired? do you get that loans? you get insurance or you admitted into the college that you wanted to get into. when recruiting new staff, a number of firms in germany use a software that analyzes the applicant, voice, body language, and word usage. companies like higher view claim, this makes recruiting more objective, promoting diversity and gender equality. but experts like loraina, john pal, i see, are skeptical. she analyzed 38 recruitment tools on behalf of the german government, the lincoln, but young a lot of this technology is based on theories that are disputed by sophie ologist and psychologists. and some of the theories were actually debunked long ago to extend length ups. and i'm talking about concepts like the big 5 be

thus big 5. the big 5 personality traits are openness, conscientiousness, extroversion, agreeable in us, and emotional stability. the i software put candidates in these boxes and wrong conclusions about their capabilities. agreeable, for example, as seen as inconsistent with management skills. the software includes empathy in that box. women in particular may be very empathetic, so the software assumes their unsuitable for management positions. plus the big 5 traits are based on your a p and in north american societies in asia. on the other hand, diligence is valued more highly. the software disregard that the european union uses. one such tool cameo for recruiting staff. but for now it's leaving the a i function deactivated does. yeah. as my how i think we 1st need to take a broader look at the use of software that's designed to evaluate people and ask

ourselves whether that's even possible with this technology is and the minds of a lot of them are essentially unethical and unscientific. and moodily, and feed, and they shouldn't even be on the market data if they're not, we can shop is liquor and i can help them marked. and yet more and more, a software is being used worldwide. we can start thinking about how we create more inclusive code and employ inclusive coding practices. it really starts with people . are we creating full spectrum teams with diverse individuals who can check each other's blind spots? on the technical side? are we factoring in fairness as we're developing systems, we now have the opportunity to unlock even greater equality if we make social change a priority, and not an after thought. but evaluating people more fairly clearly involve

a much more complex process, and that would cost the developers more money with. now, with or without controversial intelligence, employers are going to have to face up to the diversity that comprises modern societies. and to the credit, many of them are making a real effort to better reflect the differences in the wider world within their organizations. take push of itself while we have over 60 different countries represented. but is that true? all over germany, the women and men, young and old, people of various ethnic backgrounds with different religions and worldview, different sexual orientations with and without disability. the doing of l. a team in berlin is a colorful mix. i wanted to know how does it work and other companies and how big a variety is there and how did the boss of deal with it

in this tv commercial for germany. second biggest mail order group is also making a statement about openness and tolerance. it's a vision of a corporate culture that accepts people from who they are, but that may be everyday life for workers that auto these days. but it wasn't always like that bush on problem and what you know, both of them spotswood via almost have even in germany in 2020 i was far from uncontroversial that we run ads featuring homosexuals and we get hateful comments online sometimes. really disgusting, hurtful remarks. we just have to accept it and we make a conscious decision to do that. and i think it's important that we do accept it because sometimes showing this attitude can help you endure hot men, small vestment outside. and so to, in ingo, bantam could never work in

a company where he has to keep his sexuality a secret. he set up in l. g, b, t q network, where employees can exchange ideas and find support. many people are afraid to come out according to a recent study, every 3rd l g b, t, q person in germany, experiences and discrimination at work. and in the nissan. gotcha. let's say i'm not out and a colleague asked me about it. and then i only have 2 options. i can lie or i can be forced to reveal my sexuality. and that's why it's so important for a company, regardless of this diversity management policy and to create a corporate culture that promotes openness and diversity for the place. we lead through old catalogs from the seventy's to the ninety's a time when you couldn't order fashion online. these are almost all female and male

models are white caucasians marsan and he also mostly d, n a. and if you look here, all of these models are one type of person. they're basically all white women of the company. i don't know about you, but when i look at it from today's perspective, it's a distorted picture of the world and our headsets of things look very different today. any company trying to sell products to the general public has to take social diversity into account. it's often difficult for homosexual or transsexual men or women to find work. but more and more companies are hiring at special john ferris like sticks and stones, and berlin stewart cameron was one of the fair organizers he knows from personal experience what discrimination feels like. the only cd estimates that a candidates chances drop by 50 percent if it states in their papers that they are l g b, t. well,

the middle mice discrimination is mostly very in direct. for example, you don't get invited to certain meetings or you don't get the promotion you in line for or you don't even get invited in the 1st place. help me a lot of time. i thought it was the same with me when it came out that i was gay, artist hazard and it was really remarkable to see how colleagues suddenly starts to become more distant. my car suddenly got scratched in the company. parking lot of all my mind out of her thoughts by fuel park clubs and the thing that's miss. so it was very important for me to find out which companies out there really don't care who back me if i have a problem. who can i turn to? and do i truly believe that this company believes in this is you have to didn't, he must, using his experience, he started his own business, now advises companies on how they can better address diversity issues in germany. and s a p is considered a model company on matters of diversity. there are workers from 118 countries that

the software companies headquarters have different cultures, ways of thinking and styles of communication meet here. diversity needs to be managed or otherwise. there could be problems the head of personnel was forced to flee afghanistan for germany as a 14 year old on his own. today, he's responsible for over 20000 workers. ah. and even though it is often heights repeated from the company's point of view, openness to diversity means locating the best talent for the respective job in the respective team. we have these challenge everywhere. they're not only white or germany, but could be indian, male, homosexual, etc. if you only look at the specific requirements of a job, a diverse team automatically emerges in. large companies can

benefit from an open corporate culture. mix teams often achieve better results precisely because they have a hard time together. and i think we have to do it because it's the right thing to do because the world has differences they have to accept. i'm. we've also noticed that teams are more innovative when they don't all come from the same port, metaphorically speaking, in the 15, innovative completion cost. but of course, there's also applies in recruitment, if we're more open as employers, and we are more attractive option. all right, so that's why it's not just an end in itself, but it's also a good fit and have quantifiable advantages the corporate success team. it's allowing diversity and a company. it's a challenge and which ultimately pays and that's all for this edition

of main street. we use business magazine, whoever you are and wherever you come from. thanks for watching. we'll see you next time. ah ah ah, ah. the news news. the news? the news,

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ah, it's been ongoing quest for the future to be spring began in 2011. people stood up against correct rulers and the all these moments have left the box with my memory was usually it was an incredible feeling they were liberated. they had hoped for more security, more freedom, more dignity, have their hopes, me for 10 years after the arab spring, rebellion starts june 7th on d. w. the

news . the w news live from berlin authorities promised answers over the deadly metro accident in mexico. it happened on monday night, the train plunged onto a road when a new overpass collapsed, killing at least 24 people will bring you the latest from the mexican capital. both on the program, india, the hospitals struggle to carpet the number of corona virus and fiction. store past 20000000, amid calls for a nationwide lockdown.