A short spoken reflection urging organizational leaders to recognize inequities employees face (e.g., unequal parental leave), shift evaluation from face time to results, and proactively recruit and develop women and underrepresented groups to build a diverse talent pipeline. The speaker identifies personal experience of unequal benefits and expresses commitment to enact change.
When I was on maternity leave, I got six months, which is quite generous, but my executive assistant got two weeks. So I know there was a lot of inequality in the system. I felt there was a real need to use my skill and talent and experience to really create a better world. As a leader, you have to recognize what employees are facing. I want to make sure that we recognize results of work rather than the hours and the face time, and not be tied to a 9 to 5 schedule. We're not developing women and women of color as much as we can, and I think we have to look at the future and say, okay, what are the job requirements? Where are we recruiting our talent? So you do get a pipeline for women and underrepresented groups going forward. Input from underrepresented groups is only going to benefit society. My name is Jose Zelstra, and I'm ready to make change.
